The Impact Of Abuse Management And Employee Psychological Contract Violation On Job Performance

Abusive supervision,as a typical representative of negative leadership behavior,did not attract the attention of scholars until 2000(Tepper,2000).Since then,scholars have gradually included abusive supervision into the scope of research.In today's enterprises or organizations,abusive supervision has a high frequency,which will not only affect the enthusiasm of employees,but also bring a greater negative impact on the enterprise or organization,thus affecting the performance of employees.First,this article explores the role of abusive supervision in job performance.Secondly,based on equity theory and leader—member exchange theory,psychological contract violation and pay satisfaction are selected as mediating variables and moderating variables respectively to further explore the mechanism of abusive supervision on job performance.Through the questionnaire survey of 388 employees,the statistical analysis results show:1.For the four research variables,in terms of demographic variables,there are no significant differences in employees of different genders,different educational backgrounds,and different positions.There are significant differences in job performance among employees of different working ages.There are significant differences in pay satisfaction,job performance,and abusive supervision for employees with different monthly incomes.There are significant differences in psychological contract violations,job performance,and pay satisfaction for employees with different unit natures.2.Abusive supervision negatively affects job performance of employees;Abusive supervision has positive predictive effect on psychological contract violation;The psychological contract violation negatively affects employees' job performance;Psychological contract violation plays a completely mediating role between abusive supervision and job performance.3.Pay satisfaction plays a moderating role in the relationship between psychological contract violation and job performance;Pay satisfaction moderates the indirect effect of abusive supervision on job performance through psychological contract violation.The innovation of this article and research significance lies in: first,based on the resource conservation theory,through the framework of “before—Abusive — results” to consider the problem,increase the disgrace of abusive supervision and job performance of internal psychological mechanism,the introduction of the regulating variable,build a regulating intermediary model,expand the boundaries of abusive supervision and job performance.based on the discussion of the research results,specific suggestions including individual and organizational level are put forward,which have certain practical significance to alleviate the destructiveness of negative leadership behavior.