The Dynamic Mechanisms Of Abusive Supervision On Counterproductive Workplace Behavior

Abusive supervision refers to subordinates' perceptions of tbe extent to which supervisors engage in the sustained display of hostile verbal and nonverbal behaviors,excluding physical contact.The studies found that abusive supervision has a significant effect on employees' psychological,attitude and behavior,has a significant inhibitory effect on employees' positive behavior,such as creativity,helping behavior,active behavior;has a positive effect on employees' negative behavior,such as counterproductive workplace behavior,silent behavior,turnover behavior,bullying.In which scholars pay the most attention to the effect of abusive supervision on counterproductive workplace behavior.According to multi-foci perspective,in organization employees activity objects include multiple subjects such as organization,leadership,colleagues,customers,etc.,so based on this,employees counterproductive work behavior can be divided into the organization-directed and supervisor-directed,coworker-directed,customer-directed counterproductive work behavior.While the existing literature,scholars mainly explore the effect of abusive supervision on organizational counterproductive work behavior and interpersonal counterproductive work behavior,ignore the indirect effect on other organization stakeholders.On the one hand,the existing research mainly study the effect of manufacturing organization abusive supervision on employees' counterproductive work behavior,there is no research base on service organization contex,from customer perspective to explore the indirect effect of abusive supervision;on the other hand,the research of customer-directed counterproductive work behavior focus on the field of marketing,scholars mainly based on customer factors to explore the predictors of customer-directed counterproductive work behavior,lacking of orientation on it's intra-organization factors,such as abusive supervision.Therefore,this study based on services organization,system to explore the the mechanism of abusive supervision on counterproductive work behavior.Past researches mainly used between-individual design study the effect of abusive supervision,ignored the dynamic characteristic of abusive supervison and counterproductive work behavior,therefore,this study use within-individual design research methods,the implicit assumption is that the degree of employees' perception abusive supervision and counterproductive work behavior change over time,they are intraindividual variables,namely daily abusive supervision has a positive affect on organization-directed,supervisor-directed,customer-directed,cowoker-directed counterproductive work behavior.According to affective events theory,emotional reaction is the important role in the mechanism that employees experiences affect their behaviors,therefore,this study proposes hypothesis,daily negative emotion mediates the positive relationship between daily abusive supervision and organization-directed,supervisor-directed,customer-directed,cowoker-directed counterproductive work behavior.This study also from organizational climate perspective explore boundary conditions of abusive supervision influence counterproductive work behavior,according to the control theory,organizational ethical as an informal control mechanisms,it can effectively restrain the effect of negative emotion on counterproductive work behavior,in this study,organizational ethical climate as a form of organization culture,has the relative stability,not change over time,so is a interindividual variable.Baesd research levels,intraindividual variables nested in interindividual variables,therefore,this study hypothesis,organizational ethical climates(rules climate,instrumental climate and caring climate)act cross moderators in positive dynamic relations between negative emotion and organization-directed,supervisor-directed,customer-directed,cowoker-directed counterproductive work behavior.Study found that at within individual level,abusive supervision has a significant positive effect on organization-directed,supervisor-directed,customer-directed,cowoker-directed counterproductive work behavior,the relation between abusive supervision and supervisor-directed counterproductive work behavior is strongest,and then followed by customer-directed,cowoker-directed,organization-directed counterproductive work behavior.The mediation results reveal that negative emition fully mediated the relationships between abusive supervision and organization-directed,customer-directed,cowoker-directed counterproductive work behavior,partially mediated the relationship between abusive supervision and supervisor-directed counterproductive work behavior.The moderation results reveal that the interaction effects of rules climate and four forms counterproductive work behaviors are not significant;instrumental climate has a significant positive moderating effect between negative emotion and coworker-directed counterproductive work behavior;has a significant negative moderating effect between negative emotion and customer-directed counterproductive work behavior;has no significant moderating effect between negative emotion and other forms counterproductive work behavior.caring climate has a significant negative moderating effect between negative emotion and organization-directed,supervisor-directed,cowoker-directed counterproductive work behavior,has no significant moderating effect between negative emotion and customer-directed counterproductive work behavior.The results show that in management practice,especially to emotion management workers,supervisors should pay close attention to employees' emotional state,timely resolve employees negative emotions,avoiding employees due to negative emotions to act behaviors harm or intend to harm organizations and their stakeholders.Besides,Managers also should strengthen people-centered flexible management,payng attention to emotional care to the staff,making employee self requirements within the organizational system.In comply with the organization system,improving care organization atmosphere,weakening the organization rules of atmosphere and environment for the self-interest,fully mobilize enthusiasm and initiative of employees,gradually form staff self-discipline and self-management ability.