The Inhibiting Effect Of Abusive Supervision On Employees' Constructive Deviance

For a long time,employees' constructive deviance is considered a harmful behavior for organizations,which should be eliminated or reduced.However,recent researches have suggested that driven by the prosocial motivation,the employees will alsoengage in constructive deviance,which is beneficial to the organization.In recent years,around the connotation?structure?antecedent and outcome variables of constructive deviance,researchers carried out extensive and in-depth discussions.Most of the discussions focused on what kind of environment and conditions can stimulate employees' eonstructive deviance,rarely exploring constructive deviance's inhibiting conditions.Reviewing the existing researches,abusive supervision is one of the most notable factors among inhibiting antecedent variables of employees' constructive deviance.However,the underlying mechanisms are lack of deep discussion.This paper examine the possible inhibiting effect of abusive supervision on employees9 constructive deviance,and tried to investigate the following questions:First,what are the underlying reasons that eause abusive supervision inhibit employees' constructive deviance?Secondly,how abusive supervision affect employees' constructive deviance?What is the black box of the underlying mechanisms?Thirdly,the process and results of abusive supervision's influence on employees' constructive deviance are affected by employees'individual differences?What kinds of employees are more easily influenced by abusive supervision?First of all,based on the conclusions from previous papers related to abusive supervision,snegative effects on employees constructive deviance,this paper infer that abusive supervision may have negative influence on employees' constructive deviance,and then we suggest our basic hypothesis.Secondly,from psychological perception perspective,the research investigate the process that abusive supervision influence employees5 constructive deviance,and build a mediation model using organizational disidentification as the mediator,as well as assuming the mediation hypothesis.Next,by comparing employees5 constructive deviance and social dilemmas,the research suggests "employees' constructive deviance is a special social dilemmas",then proves this point in theory.Based on the above assumptions,as well as using the related thoughts from social dilemmas theories,the research explore that how the two individual characteristic variables-consideration of future consequences and empathy regulatedthe relation between abusive supervision andemployees'constructive deviance.Then the research constructed the moderation model,as well as suggest the hypothesis.Next,according to convenience sampling principle,we survey employees from several organizations in Shanghai?Nanjing?Shenzhen?Hangzhou and Wuhan to collect datas.Then,we usedAmos21.0 and SPSS22.0 to analyze these datas,and examined whether the models and hypothesis in the research are true.At last,we concluded the whole results,stated the theoretical contributions and practical significance,pointed out the shortage of the research,and suggested directions for research in the future.Through the above theoretical and empirical research,we obtain some important conclusions,which may give certain enlightment to the researches and practices of organizational theories.The research conclusions and contributions can be summarized as the following three aspects:First and foremost,this paper has proved that abusive supervision significantly but negatively predict employees' constructive deviance,which fills the gap in past researches.Furthermore,this paper has showed that abusive supervision is a destructive leadership and can cause bad effect on employees' Perception and behaviors.The research conclusions can deepen organizational managers' cognition about the negative effectof abusive supervision,which can urge them to strengthen the prevention and management of abusive supervision,and make a more suitable organizational environment for the development of employees' constructive deviance.Secondly,this paper found that employees' organizational disidentification partially mediate the relationship between abusive supervision and their constructive deviance.Abusive supervision candirectlyreduce employees' constructive deviance,also can affect theirpsychological perceptions first,then indirectly influence their behaviors.This result not only verifies the previous conclusion that "abusive supervision firstly change the employees'psychological state,which in turn affects their behaviors"(WU Wei-ku,et al.,2012),but also uncover that employees may not take the initiative to violate the rules oraffbord extra effort for organizational interest when they disagree with their organization.These conclusions can give some enlightenment to management practice.Management should motivate employees'positive perception toward their organizations on the one hand,and use not the same management tools to remove their negative perception on the other.Only in this way can human resourcesexert their greatest value and utility.Thirdly,this paper revealedthat employees' consideration of fiuture eonsequencestend to moderate the negative relationship between abusive supervision and employees' constructive deviance,also moderate the negative relationship between employees1 organizational disidenfication and their constructive deviance;fiurthermore,employees' empathytend to moderate the positive relationship between abusive supervision and employees' organizational disidenfication.The above research results showed that individual characteristic factors can impact the process and consequencesof abusive supervision influencing employees' behaviors,these findings can deepen the abusive supervision research which is based on the contingent thought.The argument and research that "employees' constructive deviance has sodal dilemma's characters" integrated the two research fields' results,including social dilemma and employees' deviant behaviors,which can not only expand the research views of employees9 deviant behaviors,but also expand the explanatory scopes of social dilemma theories.These can provide positive reference value for the future theoretical studies.