Mechanism Chinese Context Abuse Management Of Staff In The Workplace Bias Behavior

Within the past20years, more and more scholars began to focus on the negative side of supervisory behavior which exists in organizations. As a typical representative of negative leadership behavior, abusive supervision results in a negative impact on the subordinate’s attitude, behavior, performance, and psychology. Among the negative consequences of abusive supervision, employees workplace deviance is an ineffective, destructive and common behavior in the organizations, which not only represents an enormous financial cost to organizations, but also has a destructive impact on employees in terms of physical and mental health and other working performance. With the trend of economic globalization intensified, enterprises face enormous challenges to survive. When enterprises pursuit the low cost, enterprises must pay attention to the hidden losses behind the organizations which is caused by workplace deviance. Most previous domestic studies focused on the structural classification of workplace deviance and the strategies for controlling it, but a few researches have suggested a wide range of reasons why employees engage in deviant behavior. Therefore, this study aims to explore the negative impact of abusive supervision on employees workplace deviance, providing a new perspective for the antecedents of workplace deviance.In Chinese context, there are some features such as high power distance,emphasizing uncertainty avoidance, highly concentrated collectivism, serious organizational hierarchy, which make phenomenon of abusive supervision more common in Chinese enterprises. Therefore, the research of the influencing mechanism of abusive supervision on employees workplace deviance in Chinese context has much social significance. In addition, this study attempts to examine the processes linking abusive supervision to employees workplace deviance by focusing on the mediating influence of interactional justice and the moderating influence of power distance.Through literature review, the research proposes theoretical hypotheses and theoretical model. Getting data by the maturity questionnaire survey from employees and analyzing data by using SPSS17.0and AMOS4.0software, this study revealed that:(1) Abusive supervision has a significant positive effect on supervisor-directed deviance, coworker-targeted deviance and organizational deviance.Compared with coworker-targeted deviance and organizational deviance, supervisor-directed deviance is more sensitive with abusive supervision. (2) Interactional justice mediated the relationships between abusive supervision and the dimensions of workplace deviant behaviors including supervisor-directed deviance and organizational deviance, while the mediating effect of interactional justice between abusive supervision and coworker-targeted deviance has not been supported.(3) The hypothesis that power distance will moderate the process that abusive supervision exerts negative influence on interactional justice has been verified. For employees in lower power distance, abusive supervision demonstrates stronger negative impact on interactional justice.