Abusive Supervision

Abusive Supervision as a negative psychological staff leadership behavior will cause some degree of damage .

辱虐管理作为一种负向领导行为会对员工的心理造成一定程度的伤害。

Coping with Abusive Supervision : Mechanisms of Ingratiation and Political Skill

应对辱虐管理：下属逢迎与政治技能的作用机制研究

Research on Effect of Abusive Supervision on Subordinates ' Mental Health

领导不当对下属心理健康的影响研究

Research on Relationship between Abusive Supervision , Organizational Commitment and Job Burnout

领导不当与组织承诺、工作倦怠的关系研究

The Mechanisms of How Abusive Supervision Impacts on Subordinates ' Voice Behavior

上司不当督导对下属建言行为的影响及其作用机制

Study on the Influence of the Abusive Supervision to OCB and Work-Family Conflict

领导不当对组织公民行为、工作&家庭冲突的影响研究

As negative leadership behavior , Abusive Supervision will have a series of negative effects on employees , even organizations .

作为一种负面领导行为，毁害型领导行为会给员工甚至组织带来一系列的消极影响。

Through empirical research on a large sample of data , the paper confirms Abusive Supervision negative effects on task performance and performance .

通过对大样本数据的实证研究，本文证实了辱虐管理对任务绩效和周边绩效的消极作用。

The existing studies show that superiors ' abusive supervision has negative impact on employees ' work attitude and behavior .

现有研究表明，领导者的辱虐管理行为对员工的工作态度和工作行为都会产生负面的影响。

Nowadays , a number of scholars pay a great attention to abusive supervision which is a common phenomenon of organization .

如今，辱虐管理这一常见的组织管理现象已经引起越来越多学者的关注。

And work engagement , as an important dimension of work attitude , its relationship with abusive supervision is more and more important .

而工作投入作为工作态度的一个重要维度，其与辱虐管理之间的关系研究愈来愈重要。

However some negative leadership behavior will bring negative effects on employees ' behavior and abusive supervision is such kind of negative behavior .

然而，领导者的一些负面领导行为往往会对员工的态度和行为造成许多负面的影响，不当督导就是这类负面行为的典型代表。

Firstly the present situation and the difference of the locus of control , abusive supervision and employee cynicism were described .

首先描述了该企业管理者内外控人格特质、感知的攻击性管理行为及员工犬儒主义的现状。

Nowadays , it is a common phenomenon in China that organizations and managers control and bully employees seriously through abusive supervision .

在我国现阶段，组织及管理者通过攻击性管理行为对员工进行控制和欺凌的现象十分严重。

Secondly , it was testified that employee cynicism play the mediatory role between abusive supervision and . organizational citizenship behavior .

二是发现了员工犬儒主义在攻击性管理行为与组织公民行为之间的部分中介作用。

In addition , in many studies , few scholars concerned intermediary variables between Abusive Supervision and job performance , which is one of the highlights of the study .

除此之外，在众多的研究中，鲜有学者关注辱虐管理与工作绩效之间关系的中介变量，这也是本研究的一大亮点。

Validating research hypotheses by statistic analysis of SPSS . The main conclusions are as follows : 1 . Abusive supervision is common in enterprises in China . 2 .

研究的主要结论如下：1.不当督导行为在中国企业中普遍存在。

Firstly , the result variables of abusive supervision were enriched , as this empirical study found that abusive supervision is an important predictor of employee cynicism .

本文的创新之处在于三点：一是对攻击性管理行为的结果变量进行了丰富，通过实证研究发现了攻击性管理行为是员工犬儒主义的重要预测变量。

Abusive supervision was defined as subordinates'perceptions of the extent to which supervisors engage in the sustained display of hostile verbal and nonverbal behaviors , excluding physical contact .

不当督导是指员工对于主管持续地表现出语言性或非语言性敌意行为的程度的知觉。

Therefore , to take the managers as an example , author conducts a research on the the locus of control and abusive supervision toward employee cynicism and organizational citizenship behavior with substantial evidence .

因此本文以某国有企业管理者为例，通过实证研究的方法，基于员工的内外控人格特质，对攻击性管理行为、员工犬儒主义与组织公民行为之间的关系进行探讨。

Abusive Supervision as one typical form of negative leadership behaviors , it elicits extensive attention of scholars to the negative impact on organization and employees , and it become a significant and worthy study subject that how to prevent or reduce the Abusive Supervision .

辱虐管理作为领导负面行为中一种最普遍的表现行为，它对组织和员工的负面影响受到国内外学者的广泛关注，如何防止或减少辱虐管理的产生是值得学者们研究的重要问题。

Conversely , low self-esteem organization employees think they were not taken seriously , their ability to work properly exert little influence on whether the organization , so you can not improve job performance.3.Organization of self-esteem plays an intermediary role between Abusive Supervision and job performance .

反之，低组织自尊的员工认为自己不被重视，自己的工作能力是否发挥得当对组织的影响不大，所以工作绩效就无法提高。3.组织自尊在辱虐管理与工作绩效之间起中介作用。

Organizational self-esteem fully mediated Abusive between management and task performance in the description , Abusive Supervision must affect employees through the organization of self-esteem fishes task performance .

组织自尊在辱虐管理与任务绩效之间的完全中介作用说明，辱虐管理一定是通过组织自尊才对员工的任务绩效产生影响。