Research On The Impact Of Abusive Supervision On Employee Job Performance

In the era of frequent global crises,the business development of enterprises faces many difficulties,and profit is the source of motivation for development.Enterprise competition is more about talent competition,and enterprise performance is the overall reflection of employees’ job performance,but all kinds of pressures generated in work are not conducive to good job performance.With the progress of society,more and more companies have begun to pay attention to humanized management and create a harmonious working environment.However,abusive supervision is a familiar stressor,it has a negative impact on employees’ psychological state and work behavior as a passive leadership method.Therefore,how abusive supervision affects individuals,its relationship with job performance and the mechanism of action need to be paid attention to.To study the mechanism of abusive Supervision’s impact on job performance,this study explores how abusive supervision in external organizational settings affects internal employees’ job insecurity through the use of stimulus organism response theory,resource conservation theory,and self-concept theory.And then the process of affecting employee job performance,and introducing self-efficacy as a moderator variable to study the role of individual differences in this process.This study mainly takes 1199 employees in Shanghai,Jiangsu,Anhui and other places as the research subjects.Through questionnaires and recovered data,and with the help of statistical analysis software such as SPSS25.0 and AMOS24.0,perform data analysis on the sample and empirically test the hypothesized correlation.The process of mediating effect and moderating effect test shows that abusive supervision is significantly negatively related to job performance;abusive supervision positively affects job insecurity,while job insecurity negatively affects job performance,and job insecurity is further divided after forming quantitative and qualitative job insecurity,it is indicated that abusive supervision has a stronger positive correlation with quantitative job insecurity.Compared with quantitative job insecurity,quality job insecurity has a greater negative impact on job performance;For employees with high self-efficacy,the negative correlation between job insecurity and job performance is weaker.On the contrary,for individuals with low self-efficacy,the passive impact of job insecurity on job performance is greater,indicating that self-efficacy plays a moderating role between job insecurity and job performance.In addition,self-efficacy moderates the indirect effect between them.When employees have a high level of self-efficacy,the indirect effect on job performance through job insecurity is small,but when employees have a low level of self-efficacy,the effect is large.After getting the research conclusions,research provides further suggestions for management practice in view of the relationship between variables and the actual work status.The widespread abusive supervision needs to take measures to control,and the level of employees’ self-efficacy significantly affects the process of abusive supervision and job performance.Helping employees to create high self-efficacy and improve self-confidence and ability is what enterprise management should strive to achieve.Finally,some ideas for future optimization are put forward in view of the limitations of the research and provides new entry points and ideas for future research.