Abstract：As a typical representative of negative leadership, abusive supervision has attracted more and more academic attention in recent years. However, previous research conclusions on the relationships between abusive supervision and its outcomes are still disputed. We studied employees' attitudes, behaviors, performance, and innovation, and systematically summarized 121 empirical articles about the relationships between abusive supervision and its outcomes in the Chinese contexts. Meanwhile, the study adopted affective events theory and meta-analysis to analyze and test the relationships between abusive supervision and its outcomes further. This research also found some potential moderators to explain why there was the heterogeneity of prior research conclusions, which can deepen the understanding of the relationships between abusive supervision and its outcomes. The results show that abusive supervision has negative effects on employees-attitudes, behaviors, performance and innovation. More specifically, abusive supervision has robust negative effects on organizational identification, job engagement and job satisfaction. What's more, the above negative effects decrease in turn. As for employees' behaviors, abusive supervision has a stronger negative effect on extra-role behaviors than in-role behaviors. Compared with task performance, abusive supervision has a stronger negative effect on relational performance. These relationships are moderated by situational factors, such as regional type, organizational type, employee type, and measurement scales. The above findings provide theoretical support for organizational management practices while clarifying the effects of abusive supervision on employee-level outcomes.
朱祖平,阮荣彬,陈莞. 情感事件理论视域下辱虐管理影响效应研究——一项Meta分析[J]. 商业经济与管理, 2023, 43(6): 61-77.
ZHU Zuping, RUAN Rongbin, CHEN Wan. Research on the Consequences of Abusive Supervision from the Perspective of Affective Events Theory: A Meta-Analysis. Journal of Business Economics, 2023, 43(6): 61-77.
2023, Vol. 43 
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