A Study On The Influence Of Abusive Supervision On Employees' Adaptive Performance

In the new situation of social transformation,enterprises,as the basic unit of economic and social development,play an important role in promoting the high-quality development of China's economy,and also face the adaptive challenges brought by the rapid change of market environment.With the emergence of the concepts of "sharing" and "Internet +",from the industry level,traditional industries are facing opportunities and challenges of change.They can seize the new changes brought by new industries as much as possible,and create "chemical reactions" to promote deep integration to enhance the competitiveness and vitality of the industry.From the enterprise level,enterprises need to be highly sensitive to environmental changes and take advantage of changes to promote organizational structure optimization or technological change.From the individual level of employees,the need to deal with the dynamic environment change will affect the work completion in the organization,and then cause frequent changes in the work environment and work requirements faced by employees.If the individual can not adapt to the change effectively,the organization will also be in an unstable state.Therefore,the analysis of changes and dynamic environment changes and corresponding adjustments have become an important part of the impact on the career development of employees.Similarly,the success of an organization in an uncertain market environment also depends on its employees' adaptability to change.Adaptive performance plays an important role in individual,organizational change and innovation.In view of this,academia and practice pay more and more attention to the important impact of adaptive performance in the environment of change and innovation.Many scholars have found that the factors that affect employees' adaptive performance are complex and diverse,and individual factors,organizational factors and external environmental factors will affect adaptive performance output.Leadership is an important characteristic variable that affects employee behavior and performance,but the current research on how leadership affects employee adaptive performance is relatively lacking.In addition,a few studies focus on the positive leadership style to explore the impact of shared leadership and transformational leadership on employees' adaptive performance,while ignoring the role of negative leadership behavior on employees' adaptive performance.In fact,in recent years,more and more media platforms have frequently reported news incidents of leaders abusing employees,such as making male employees with substandard performance dance in silk stockings.However,individuals are more likely to be affected by negative emotions,and scholars also emphasize that negative behaviors may have a far greater impact on people than positive events.Especially under the influence of traditional concepts such as "respecting the upper and lower inferiority" in the Chinese cultural background,the abusive behavior of the leader is easy to become a prevalent and unconscious management method.The employee's perceived abuse from the leader will inevitably have an impact on the individual's work attitude and results.However,there is little research on the relationship between abusive supervision and employees' adaptive performance in the previous literature,let alone the internal mechanism.Based on conservation of resources theory,abusive supervision will damage employees' confidence in coping with changes and facing up to difficulties,and will consume more physical and mental resources of individuals to deal with adverse relations,which will inevitably affect individuals' adaptability to cope with changes.Therefore,the research on the relationship between abusive supervision and employees' adaptive performance is of great theoretical and practical significance to understand the phenomenon that employees lack adequate adaptability in the complex and dynamic environment.Some scholars have shown that abusive supervision can cause damage to the cognitive and emotional channels between employees and leaders,and organizations,which may be an important reason for the decline in individual performance.Recovery experience refers to the psychological process of individuals recovering from stress,including four aspects: psychological detachment,relaxation experience,mastery experience,and control experience.It is a psychological resource that comprehensively considers emotions and cognition.So will abusive supervision affect the individual's recovery experience,and what kind of adaptive performance will it cause? These issues need to be further explored.In the context of comprehensively deepening reform in China,this study systematically explores how abusive supervision affects employees' adaptive performance,and introduces recovery experience as an intermediary variable.First of all,through combing the relevant literature of abusive supervision,recovery experience and adaptive performance,the concept and influencing factors of the three variables are clarified,on this basis,the research model is constructed.Secondly,select the mature reliability scale to prepare the questionnaire,select some enterprises in Anhui Province to distribute the questionnaire,collect the data,form the sample data of this study,and further verify the correctness of the hypothesis proposed by the research with the help of empirical statistical analysis tools.Finally,according to confirmator-y factor analysis and hierarchical regression,the empirical results show that:(1)abusive supervision has a significant impact on the four dimensions of adaptive performance;(2)abusive supervision has a significant impact on the four dimensions of recovery experience;(3)the four dimensions of recovery experience play an intermediary role in the abusive supervision and four dimensions of adaptive performance.According to the above conclusions,the following management suggestions are put forw-ard:(1)strengthen the understanding and training of management personnel,and formulate a system to avoid the leadership style of "abusive tendency";(2)pay attention to the psychologi-cal resources of employees,and scientifically plan the relevant training mechanism to restore the recovery experience;(3)suggest managers to improve their own quality,and give employees trust and support.