Research On The Impact Of Abuse Management On Subordinates' Job Performance

Leaders are the soul of the survival and development of enterprises,and their leadership style has always been the focus of academic research.However,in previous studies,scholars have focused on positive leadership style,while less on negative leadership style.As one of the common negative leadership styles,abusive management has great research space.Under the cultural background of high collectivism and high power distance in China,the phenomenon of "superiority and inferiority" between leaders and subordinates is very common,and abusive management is more common in all kinds of organizations in China.However,empirical research on abusive management is relatively scarce in China's local context.In addition,the research on emotional intelligence mostly focuses on the leadership level.Few scholars take subordinates' emotional intelligence as a moderating variable to study its moderating role in the relationship between abusive management and subordinates' job performance.There is almost no research on the specific direction and intensity of its four dimensions.Therefore,the emotional intelligence of subordinates is taken as a moderating variable,and as the starting point and innovation point of the paper,the moderating role of emotional intelligence and its four dimensions in the relationship between abusive management and subordinates' job performance is studied.This paper uses SPSS20.0 statistical software to analyze the data by factor analysis,correlation analysis and hierarchical regression analysis.It studies the relationship between variables and draws the following conclusions: First,abusive management has a significant negative impact on subordinates' work performance.Secondly,subordinates' emotional intelligence has a significant positive impact on job performance.Third,subordinates' emotional intelligence plays a positive moderating role in the negative impact of abusive management on job performance.Fourthly,subordinates' ability of self-emotional use and self-emotional assessment have significant moderating effects on task performance and organizational citizenship behavior.Fifth,subordinates' self-emotional control ability and other people'semotional assessment ability have no significant effect on task performance,but have significant effect on organizational citizenship behavior.Combining the research results,the paper puts forward the following suggestions for management practice: First,organizational management should be "soft" and "hard"."Soft" aspect should create a "cooperation,respect,tolerance" corporate culture,"hard" aspect should establish staff information feedback mechanism and abuse punishment mechanism,detection and suppression of abusive management timely.Secondly,enterprises should be managed at different stages of recruitment,training and motivation.We should not only prevent those with abusive management tendencies from entering management,but also pay attention to the cultivation of employees' emotional intelligence.Thirdly,managers should cultivate bottom-line thinking,learn to self-regulate pressure,and establish a human rights concept in their work,adhere to the people-oriented,and treat subordinates in a positive way.Fourthly,subordinates should understand and solve abusive management rationally.Not only should we learn to self-motivate and control negative emotions,but also we should find appropriate solutions to make events develop in a favorable direction.