The Research On The Impact Of Abusive Supervision On Voice Behavior

The sustained and healthy development of the organization depends on the employees’ voice, and the leadership style is one of the important influence factors. Using empirical research methods, first of all, the thesis respectively discusses the impact abusive supervision in the negative leadership style on two voice behavior, so as to explicit the cause why the voice is uncommon in organization. Secondly, considering the voice behavior is a kind of extra-role behavior, which needs employees have higher positive initiative; the thesis studies psychological ownership’s conduction effect between abusive supervision and voice behavior, so as to provide a new explanation perspective for their relationship. Finally, different from the existing research, the thesis focuses on three kinds of boundary effect factors and their effect in the process of abusive supervision acting on voice behavior; that is to say individual motivation factor prosocial motivation, colleague behavior factor colleague voice behavior, time variable factor working years with superior.On the premise of literature review, put forward the corresponding theoretical assumptions, aiming at the theoretical achievements and shortcomings of the existing literature. The questionnaire adopts the maturity scale with good reliability and validity; and we achieved 257 valid questionnaires from the employees of pharmaceutical enterprise. The data is processed by SPSS 20 and LISRER 8.70 software, and the relevant model assumptions are tested through regression analysis method. The research results are as follows:1. Abusive supervision impacts negatively on two voice behavior.2. Abusive supervision impacts negatively on psychological ownership.3. Employee psychological ownership impacts positively on two voice behavior.4. The psychological ownership works as partial intermediary between abusive supervision and prohibitive voice, and works as partial intermediary between abusive supervision and promotive voice.5. Employee prosocial motivation negatively moderates the relationship of abusive supervision and employee psychological ownership.6. Colleague voice behavior negatively moderates the relationship of abusive supervision and prohibitive voice behavior. But colleague voice behavior don’t have impact on the relationship of abusive supervision and promotive voice behavior.7. The working years with superior positively moderates the relationship of abusive supervision and employee psychological ownership.