The Impact Of Abusive Supervision On Employee's Work Performance

In the continuous development of the enterprise,the progress of society has created more choices for employees.What they retain is not just the salary but the influence of the leadership behavior and the overall working environment.The era of human capital has arrived.In addition to spelling technology and products,the fight for human capital has become an aspect of competition between enterprises.Human capital,one of the company's important competitive advantages,is reflected in its ability to improve the performance of its employees and the overall reflection of employee performance.This study focuses on negative leadership behaviors,the impact of abusive supervision on employee attitudes and behavior.Although previous studies have found that in the Chinese context,the"upper and lower"mode has become the norm.But with the continuous advancement of society,employees have their own ideas,this legacy of traditional models is not accepted.And replaced by humane management,superior attention and support,and a fair and harmonious working environment.Based on the existing research,this study proposes a new conceptual model of abusive supervision with work engagement as an intermediary to influence work performance.Through this model in order to explore the relationship between abusive supervision,work engagement and work performance.This study through this negative view from the perspective of leadership to help us understand the mechanism of the negative impact of abusive supervision on work performance.The research can provide theoretical support for enterprises to effectively manage and adjust their own leadership behavior,and propose to provide prevention and response mechanisms for the establishment of abusive supervision.So as to provide practical suggestions for effectively improving work performance.In order to discuss the impact of abusive supervision on employee personality characteristics and attitudes,this research introduced general self-efficacy as a mediator of self-belief in employees'work situations further explains that abusive supervision affects work performance through employee personality characteristics.This research combined the Chinese situation,and improved the existing measurement scales of outstanding scholars,and collected 493 employees valid data by questionnaire survey.Then carried out variance analysis,correlation analysis,multiple regression analysis,and structural equation model analysis to explore the relationship between abusive supervision,work engagement,self-efficacy and work performance.All these work are used by SPSS23.0 and AMOS 17.0.The results show that:(1)Abusive supervision has a significant negative impact on work performance,where the impact on contextual performance is greater than task performance;(2)Abusive supervision can reduce employee's work engagement and self-efficacy,abusive supervision's negative impact on vigor is stronger than other dimensions;and abusive supervision's negative impact on self-efficacy is lower than the negative impact on work engagement;(3)The work engagement and its dimensions,self-efficacy play a mediating role between abusive supervision and work performance.Research innovations are as follows:(1)Based on the existing research of abusive supervision,the path between abusive supervision and work performance is established,and work engagement and its dimensions as a mediation variable verifies the impact of abusive supervision on employee task performance and contextual performance.This enriches the important research content of the influence of abusive supervision on employee status and behavior in destructive leadership behavior.The scope of research on the effectiveness of negative leadership behavior.(2)Taking work performance as the dependent variable,it reveals the important explanatory variables of improving work performance from the perspective of employee's personal traits and attitudes-work engagement and self-efficacy,enriching the study of the premise variables of work performance,deepening an understanding of the factors that influence work commitment and self-efficacy.At the same time,the study found that in the impact on work performance,Work input is more significant than self-efficacy,indicating that you have the ability and need to pay more to achieve the goal.In-depth discussion of the importance of personal traits and cognitive attitudes as one of the factors affecting work performance.