Research On The Influence Mechanism Of Employees’ Response After Being Abused On Leaders’ Continued Abuse

Abuse supervision is a universal leadership style in organizations.A large number of studies have shown that this kind of cold violence will have various positive and negative effects on subordinates and leaders,most of which are negative effects.Previous studies focused on the various effects of abuse supervision on subordinates.Although there have been leader centered studies in recent years,there is no research on the impact of subordinates’ response to abuse on leaders’ continued abuse.This study studies the impact mechanism between the two.Studying this influence mechanism will help employees and leaders make reasonable adjustments to their working methods and follow-up behaviors,form a good superior subordinate relationship,and then improve organizational performance.Therefore,exploring this process should become a common concern of researchers and enterprises.Based on the theory of double influence of leadership on employee abuse,this paper continues to explore the mechanism of emotional response to employee abuse.Firstly,by combining and summarizing a large number of previous literature,the five variables of abuse supervision,work withdrawal behavior,anger,work effort and shame are defined and explained in detail as much as possible;Secondly,based on the research results of previous scholars,further excavate the application innovation of these five variables in different situations,build research models and put forward theoretical assumptions;Thirdly,the questionnaire was distributed.After the questionnaire was recovered,SPSS 26.0,Amos 24.0 and Mplus 7.4 were used for statistical analysis to test the feasibility of the research model and theoretical assumptions;Finally,the research results are discussed,the academic theoretical contribution of this research is pointed out,the supervision suggestions for enterprises are put forward,the deficiencies are analyzed,and the prospect of future research is put forward.This study takes abuse supervision as a antecedent variable,continuous abuse as an outcome variable,and employee work withdrawal behavior,employee work effort,leader anger and leader shame as intermediary variables.It has a theoretical contribution to understanding how employee behavior affects leaders’ continuous abuse,It has practical value for effectively adjusting employee behavior to reduce the continuous abuse of leaders and leaders to guide employees to form a good way of work.The conclusions of this study are as follows:(1)Abuse supervision has a significant positive effect on employees’ work withdrawal behavior.It shows that when employees perceive the abusive supervision from leaders,they will have work withdrawal behavior.(2)The work withdrawal behavior caused by abusive supervision perceived by employees has a positive effect on leadership anger.It shows that employees perceive that abusive supervision will lead to work withdrawal behavior,which will lead to the anger of leaders.(3)Leadership anger caused by employees’ work withdrawal behavior has a positive effect on continued abuse.It shows that the more angry leaders are,the more likely they are to increase the continuous humiliation and abuse of employees.(4)Employees’ work withdrawal behavior and leadership anger play a chain mediating role between abuse supervision and continued abuse.It shows that abuse supervision indirectly affects leaders’ continued abuse through employees’ work withdrawal behavior and leaders’ anger.(5)Employees perceive that abuse supervision has a positive effect on work effort.It shows that employees will work harder when they perceive the abuse supervision from their leaders.(6)The work effort caused by employees’ perception of abuse supervision has a positive effect on leaders’ shame.It shows that employees perceive that abusive supervision will lead to employees’ work efforts and leaders’ shame.(7)The leader’s shame caused by the employee’s work effort has a negative effect on the continued abuse,indicating that the more ashamed the leader is,the more likely it is to reduce the continued abuse to the employee.(8)Employee’s hard work and leader’s shame play a chain intermediary role between abuse supervision and continued abuse.It shows that abuse supervision indirectly affects the continued abuse of leaders through employees’ work efforts and leaders’ shame.