Abusive Supervision Differentiation、Emotions And Employee’Work Behavior:The Moderating Effect Of Workplace Friendship

As a typical negative leadership behavior,Abusive Supervision has caused destructive consequence to organizations and employees.The negative impact of this destructive consequence attracts many researchers’ attention,and Abusive Supervision has gradually become research focus.Within the existing literature of Abusive Supervision,most of the researches focus on the intuitive perspective’s impact rather than differential perspective,no matter from the perspective of the abused person or the third party.Based on the theory of emotional events,the study selects Shame and Schadenfreude as the mediating variables,to investigate the impact of abusive supervision differentiation on co-worker support and rejection behavior of low-abusive employee.In addition,the study also introduces workplace friendship as a moderating variable,to investigate its moderating effect on the influence process of abusive supervision differentiation and employees’ different emotions and behaviors.Firstly,the study reviews the research about abusive supervision differentiation,workplace friendship,shame,schadenfreude,co-worker support and co-worker rejection.Secondly,271 valid samples have been distributed and collected through employee-colleague multi-point pairing.Based on essential processing work like invalid sample removal,some statistical software such as SPSS20.0 and AMOS24.0 have been used to analyze the data successively,and the proposed hypotheses in this study have been verified through linear regression analysis.The results indicate as following:(1)abusive supervision differentiation and workplace friendship have significant positive effects on shame and schadenfreude;(2)Shame mediated the positive relationship between abusive supervision differentiation and co-worker support,and schadenfreude mediated the positive relationship between abusive supervision differentiation and co-worker rejection;(3)Workplace friendship moderated the positive correlation between abusive supervision differentiation and schadenfreude negatively;workplace friendship moderated the mediating effect of schadenfreude on the relationship between abusive supervision differentiation and co-worker rejection negatively.The results of this paper enrich relevant research of relationship among abuse supervision differentiation,emotion and employee working-behavior in the theoretical and practical aspects.According to the research results of this paper,enterprises and managers should pay attention to the behavior mode of team leaders,and prevent different behavior in time.Meanwhile,enterprises and managers should also pay attention to the employee’s emotion,and be vigilant at the accumulation of employee’s negative emotion and its follow-up harmful behavior to the organization.