Abuse Of Shame Management Impact On Employee Job Satisfaction

The concept of abusive management was first proposed by Ashforth.Later researchers found that leaders have a clear purpose when implementing abusive management,that is,they do not necessarily have an obvious intention to invade or persecute,but only to urge employees to complete work tasks as soon as possible and improve the quality and efficiency of work.Most studies focus on how to reduce leaders' abusive behaviors and how to improve leaders' abusive behaviors.There are not enough studies on how to make employees face up to and adapt to such management styles from the perspective of employee satisfaction,and no consistent studies have been obtained.In previous studies,it was found that the low degree of abusive management behavior was conducive to the improvement of employees' innovative behavior and performance.Employee job satisfaction can effectively reflect the impact of abusive management.And it has been proved in many research literatures,but the role of organizational justice has not been included in most such studies.In this study,based on the existing questionnaire on abusive management evaluation,employee's job satisfaction survey and organizational justice measurement,the author trained employees on how to respond to the questionnaire on the spot,and collected the questionnaire in time.The author investigated the moderating role of organizational justice of employees in the impact of abusive management on employees' job satisfaction.The results show that :(1)there is a significant positive correlation between education background and employees' job satisfaction,that is,the higher the employees' education level is,the higher their perceived level of job satisfaction will be;(2)there are significant differences in employees' job satisfaction in different age groups.(3)there is a significant negative correlation between abusive management and employees' job satisfaction,that is,the higher managers' abusive management that employees feel,the lower their job satisfaction will be.(4)the sense of distributive justice can regulate the relationship between abusive management and employee job satisfaction;(5)the sense of procedural justice cannot regulate the relationship between abusive management and employee job satisfaction;...