Research On Effect Of Abusive Supervision On Time Banditry Behavior

Time is an important organizational asset which is not only valuable,limited,but also non-renewable.Facing with competitive pressures caused by the turbulent external environment,organizations always want employees to product as much as possible within a limited working hours.However,employees don't always focus on their responsibilities and works.They often go to private affairs or indulge in personal interests,wasting a lot of work time.It is also because of the increasing pressure of internal and external competition in the organization,the difficulty of the supervisors is constantly increasing,making a series of negative leadership behaviors more and more normal,and abusive supervision is one of the most popular negative leadership behaviors.Researches on the abusive supervision and time banditry behavior have been conducted by western scholars in their respective fields,and the research on the impact of abusive supervision on time banditry behavior,especially based on Chinese background,is relatively scarce.Drawing on this research gap,his study explore the impact of abusive supervision on time banditry behavior,and the mediating role of time pressure and the moderating role of power distance,and provides a certain theoretical basis for enterprises to formulate human resource management policies.This paper first systematically reviews domestic and foreignresearch on abusive supervision,time banditry behavior,power distance and time pressure,as well as resource conservation theory,self-determination theory,affect event theory and leadership-member exchange theory,and proposes the theoretical model and research hypothesis under the Chinese background.Secondly,we further modified the scale to ensure our scale accurately reflects the conditions and context faced by employees in China.The questionnaire of this study was designed according to the revised scale.A total of 314 valid questionnaires were obtained through field research and online survey.Descriptive statistics,reliability and validity,CFA,CMV and correlation analysis were performed using SPSS22.0 and AMOS21.0.Finally,based on the data which can accurately reflect the relationship between the research variables,the hypothesis is tested using Mplus7.0.The result shows that:(1)Power distance positively moderates the impact of abusive supervision on challenge time pressure,and negatively moderates the impact of abusive supervision on hindrance time pressure.(2)There is a positive relationship between challenge time pressure and time banditry behavior and a negative relationship between hindrance time pressure and time banditry behavior.(3)Power distance positively moderate the mediating effect of challenge time pressure on the relationship between abusive supervision and time banditry behavior and negatively moderate the mediating effect of hindrance time pressure on the relationshipbetween abusive supervision and time banditry behavior.Finally,we systematically summarize the four-point theoretical significance of the research,and proposes specific management implications based on the research conclusions from four aspects: First,differentiated management program for different types of employees;Second,different incentive behaviors are adopted to reduce workplace deviation behavior according to the different power distance orientation of employee;Third,effectively reduce employee time banditry by motivating employees' internal motivations;Fourth,the effects of the abusive supervision of Chinese managers still need to be viewed dialectically.