The Empirical Research Of The Impact Of Abusive Supervision On Organizational Citizenship Behavior

In recent years, enterprises are facing increasing pressure to survive market competition and unprecedented intensity, more and more companies recognize the important role of employees in the enterprise survival and development. How can fully mobilize the enthusiasm of employees, effectively improve the efficiency of enterprise employees have become the focus of enterprise. Organizational citizenship behavior of employees as a staff role behavior is an important part to determine whether employees are loyal to the company and to create value for the enterprise voluntarily. Among them, the organizational citizenship behavior of employees and the leadership behavior of managers are in a close relationship, positive leadership behaviors can motivate employees to increase the organization’s organizational citizenship behavior, but negative leadership behavior will play the opposite effect. To some extent,abusive supervision as a typical representative of negative leadership behaviors caused widespread concern in academic circles, when the boss of the staff supervising the implementation of inappropriate employee’s psychological will fluctuate, and then make some unfavorable organizational and business development negative behavior. However, the current studies for abusive supervision, especially for Chinese abusive supervision are still in the initial stage, the degree of influence on the result of abusive supervision of variables and mechanisms of action which has few scholars deeply explored. Therefore, this study by way of empirical analysis, combined with Chinese culture background, have studied the relationship between organizational citizenship behavior and abusive supervision as well as the moderating effects of organizational commitment between organizational citizenship behavior and abusive supervision.In this study, first of all, conducted the literature review of abusive supervision, organizational citizenship behavior and organizational commitment to get a good grasp of the definition of the three variables, classification and influence factors, and then to find the relationship between the three variables.Secondly, establish assumptionsand issue a questionnaire to collect and collate data which is used to test the hypothesis and concluded conclusions as well as with some suggestions and opinions.Depending on the findings of this study,I get the following conclusions: 1, abusive supervision has a negative impact on organizational citizenship behavior; 2, emotional commitment will negatively regulate between abusive supervision and organizational citizenship behavior;(3) continued commitment have no effect on moderating between abusive supervision and organizational citizenship behavior; 4, normative commitment will negatively regulate between abusive supervision and organizational citizenship behavior.According to the findings study, from perspective of managers and employees, there are some suggestions and comments following: 1, senior managers should always pay attention to the existence of abusive supervision of enterprise among phenomena to prevent and control this phenomenon,then establish reasonable and effective prevention mechanisms to reduce the occurrence of such acts; 2, all managers should strengthen the training of their own anti-stress and anti-frustration ability to effectively reduce their own abusive supervision to found a civilized and harmonious working environment; 3, employees should communicate with their supervision initiative to deal with abusive supervision of their superior and to improve their negative character.