A Study On The Effect Of Abusive Supervision On Organizational Citizenship Behavior

Leadership behavior and style have always been the focus of management research.In recent years,abusive management has appeared repeatedly in enterprises,which has brought huge costs to the organization.In the context of Chinese culture where the distance power is high,it is of great significance to understand what consequences the abusive supervision brings to the enterprise.At present,foreign studies on abusive supervision are relatively thorough.There are also some studies on the relationship between abusive supervision and organizational citizenship behavior.However,most of these studies focus the mechanism on the leader-member exchange relationship and the organizational justice.Domestic research on the impact mechanism is still relatively limited.Therefore,the purpose of this paper is to introduce reward expectations as a mediation variable to understand the approach that abusive supervision influences organizational citizenship behavior.In addition,introducing promotion focus to understand the boundary of the effect of abusive management on the organizational citizenship behavior.This paper firstly sorted out the existing literature of abusive supervision,reward expectancy,promotion focus and organizational citizenship behavior.Based on the social exchange theory and expectancy theory,the research framework was formed.Secondly,this paper focused on the relationship and mechanism of how abusive supervision affected both organization-target and individual-target organizational citizenship behavior,the mediation effect of reward expectancy between abusive supervision and organization-target,individual-target organizational citizenship behavior,the moderation effect of promotion focus on the relationship between abusive supervision and reward expectancy,organizational citizenship behavior,and the moderated mediation effect.Then we put forward the hypotheses and research model.Thirdly,this paper obtained the formal questionnaire through compiling and modifying the questionnaire,exploratory factor analysis and confirmatory factor analysis.Finally,the tests of the reliability,validity,variance,correlation and hierarchical regression had been used to validate the hypotheses.Research results show that abusive supervision has a negative effect on organization-target organizational citizenship behavior,and it has no influence on individual-target organizational citizenship behavior.Reward expectancy mediates the influence of abusive supervision on organization-target and individual-target organizational citizenship behavior.Promotion focus has moderating effects on the relationship between abusive supervision and reward expectancy,organization-target organizational citizenship behavior.That is when promotion focus is high,the relationships will be stronger.Promotion focus has no moderating effects on the relationship between abusive supervision and individual-target organizational citizenship behavior.Furthermore,the indirect effect of abusive supervision on both organization-target organizational citizenship behavior and individual-target organizational citizenship behavior will be stronger when promotion focus is high.Finally,according to the results of empirical research,the paper puts forward several managerial suggestions in lessening the negative effect of abusive supervision,formulating a system that rewarding employees according to their actual contributions and implementing it,creating an environment that motivates the promotion focus of employees.