The Research On The Mechanism Of Abusive Supervision To Employee Silence

Abusive management refers to the continuing hostility(not including physical contact)that the leader perceives by the employee.Employee silence means that employees can make suggestions,opinions and ideas based on their own experience and knowledge to improve the work of the department or organization,but choose to remain silent for various reasons.From the reality of the situation,abuse management is widespread,and caused a certain harm.One of its hazards is the impact of subordinate psychological perception,resulting in staff silence.Therefore,this paper will explore the role of abuser management in the context of Chinese culture on the silence of subordinate employees,as well as the mediating role of psychological empowerment and the moderating role of large and small personality.This study clarifies the connotation of the relevant variables,the division of the dimensions,the methods of measurement and the frontiers of the research,and clarifies the research contents and research methods of this paper.That is based on the individual point of view of employees,"abuse management ? psychological authorization ? employee silence behavior" for the study of ideas.Through the questionnaire survey,342 valid subjects were used to obtain the sample data,and the reliability and validity of the scale were measured by ? coefficient method,KMO and Bartlett test.The correlation analysis and regression analysis were used to test the behavior of the employee's silence The main effect,the mediating effect and the regulating effect.The empirical results show that there is a significant positive correlation between abuse management and employee silence.Psychological authorization which plays a part of the intermediary role.The stability and empathy of the Great Personality play a positive role in regulating the abuse of mediator and mediation.The innovation of this paper lies in: First,some studies have proved that abuse management has an impact on the behavior of employees,but according to Duan Jinyun(2012)published in the Nankai management review of the article,employee advice and employee silence behavior is two Independent of each other,rather than the opposite of the concept of opposition,so the management of the relationship between the management of the relationship between the study and the management of the relationship between abuse and employee silence behavior of the study is essentially different.Based on the above analysis,this paper chooses the influence of abuse management on the behavior of employee's silence as the main effect,and sums up the deficiency of research on the relationship between abusive management and employee's silence.Second,there are studies that have psychological authority as a mediator variable research leading behavior,but there is no article to psychological authority as a mediator variable research negative leadership behavior abuse management influence,so this paper selected psychological authority as a mediator variable,From the new perspective reveals the abuse of the impact of employee management of the inherent mechanism of silence.Thirdly,most of the researches on the study of the five major personality in the academic circles focus on the field of psychology,or the influence of the big five personality on the performance of the staff.There is no article to study the large five personality as a regulating variable.Therefore,this article selected the large five personality as a regulatory variable for research,for enterprises from the personality traits to avoid employee silence provides a reference.