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Open Journal of Business and Management, 2020, 8, 713-725

https://www.scirp.org/journal/ojbm

ISSN Online: 2329-3292

ISSN Print: 2329-3284

DOI:

10.4236/ojbm.2020.82043 Mar. 18, 2020 713

Open Journal of Business and Management

A Review of the Impact and

Coping Methods of Abusive

Supervision on Employees

Wenzhuo Zou

School of Management, Jinan University, Guangzhou, China

Abstract

In reality, abusive supervision will bring many problems to organization go-

vernance. With the deepening of research on this management style, the re-

lated researches of abusive supervision are constantly developing. From the

perspectives of specific research content and methods, this paper summarizes

the relevant literatures on the impact and coping methods of abusive supervi-

sion on employees. T

he results of these studies show that abusive supervision

has a negative impact on employee innovation and performance, satisfaction

and emotions, and knowledge sharing, while it is positively related to em-

ployee deviance or anti-productive behavior and turnover intentions. In ad-

dition, employee psychological changes can bring positive effects to abusive

supervision, and the active expression of subordinates and the good commu-

nication with superiors are both effective ways to deal with the problems of

abusi

ve supervision. However, the existing research system in these areas is

still incomplete. Future research can s

ystematically research the impact and

coping methods of abusive supervision in organizations from the level of in-

dividuals, teams, and organizations.

Keywords

Abusive Supervision, Innovation and Performance, Employee Behavior, Coping

Methods

1. Introduction

In recent years, the issue of abusive supervision in organizations has gradually

attracted more attention; it has become a hot issue in the field of organizational

behavior, and continually some new features and new results emerge.

How to cite this paper:

Zou, W.Z. (2020

)

A Review of the Impact and Coping M

thods of Abusive Supervision on E

ployees

Open Journal of Business and

Management

, 713-725.

https://doi.org/10.4236/ojbm.2020.82043

Received:

February 18, 2020

Accepted:

March 15, 2020

Published:

March 18, 2020

20 by author(s) and

Scientific

Research Publishing Inc.

This work is licensed under the Creative

Commons Attribution International

License (CC BY

4.0).

http://creativecommons.org/licenses/by/4.0/

Open Access

W. Z. Zou

DOI:

10.4236/ojbm.2020.82043 714

Open Journal of Business and Management

In the term of theoretical research on abusive supervision, researchers gener-

ally agree with the expression of the concept of abusive supervision by Tepper

[1], that is, abusive supervision is a kind of destructive leadership behaviors ex-

isting in various organizations, which refers to a subordinate’s perception of

linguistic or non-verbal hostile behavior that is consistently displayed by a su-

pervisor, but does not include physical contact. Later, research on various as-

pects of abusive supervision has gradually developed and enriched, from the de-

finition of abusive supervision to the measurement, causes, consequences, and

mechanisms of abusive supervision, and then to its response mechanism and

certain degree of positive effect. The whole research process of abusive supervi-

sion is continuously deepening and expanding.

Based on the related research on the theory of abusive supervision, this paper

reviews the relevant literature, summarizes the research results and characteris-

tics of abusive supervision, and finds its future research space, in order to im-

prove the research systems of abusive supervision and address abusive supervi-

sion issues in organizations in practice. On the whole, this paper summarizes the

main research content, research methods, research deficiencies, and research

prospects of abusive supervision. At present, many researches focus on the rela-

tionship between abusive supervision and the relevant characteristics of em-

ployees. Therefore, the focus of this paper is to analyze the two aspects of the

impact of abusive supervision on employees and coping methods of abusive su-

pervision, so as to roughly grasp the key points and characteristics of each study,

and to summarize and evaluate. In content, this paper summarizes the relevant

literatures on the impact and coping methods of abusive supervision on em-

ployees and puts forward the specific research direction in the future. The rest of

this article is organized as follows: the second section mainly reviews and sum-

marizes the researches on the impact of abusive supervision on employees; the

third section mainly reviews and summarizes the researches on the coping me-

thods of abusive supervision; the fourth section mainly reviews and summarizes

the main research methods of related literature; the fifth section mainly summa-

rizes the conclusions, main contributions of this paper and the prospects of fu-

ture research.

2. Research on the Impact of Abusive Supervision

on Employees

In the term of research on the impact of abusive supervision, in general, many

studies have explored the interrelationship of abusive supervision and em-

ployee-related factors at the employee level. In summary, these studies basically

analyze the interrelationships between abusive supervision and employee inno-

vation and performance, employee satisfaction and emotion, employee know-

ledge sharing, employee deviance or anti-productive behavior, employee turno-

ver intentions. On this basis, researchers not only studied the negative impact of

abusive supervision on employees, but also began to pay more attention to the

positive impact of abusive supervision.

W. Z. Zou

DOI:

10.4236/ojbm.2020.82043 715

Open Journal of Business and Management

2.1. Abusive Supervision and Employee Innovation

and Performance

In the term of the impact of abusive supervision on employee’s innovation and

job performance, most results of researches basically show that abusive supervi-

sion has a negative impact on employee creativity and performance, but the

mediation and moderating factors in these relationships are different. For exam-

ple, Lee

et al

. [2] explored the possibility of a curvilinear relationship between

abusive supervision and employee creativity using activation theory, and used a

hierarchical regression curve to analyze the relationship between abusive beha-

viors of supervisors and creative performance of employees: when abusive su-

pervision is at a medium level rather than at a very low or very high level, em-

ployees show more creativity. Khusbu

et al

. [3] explored the impact of abusive

supervision on employee creativity. Based on social cognitive theory, the study

shows that abusive supervision is negatively related to employee creativity, and

the creative self-efficacy plays a full mediating role in this relationship. In addi-

tion, the employee’s power distance orientation plays a moderating role. When

the power distance tends to be high, the direct impact of abusive supervision on

creative self-efficacy and the mediating effect of creative self-efficacy are weak,

so employee creativity can be enhanced by enhancing employees’ confidence in

their ability to succeed. Lyu

et al

. [4] found that abusive supervision negatively

affects employees through organizational identity based on social identity

theory. In addition, employee collectivism strengthens the impact of abusive su-

pervision on organizational identification. When employees show a high degree

of collectivism, this relationship is stronger, which indicates that the level of em-

ployee collectivism may exacerbate abusive supervision.

However, some China’s researches in this area have researched and analyzed

the mechanism of abusive supervision on job performance and introduce in

China’s specific cultural background and corporate environment, and introduce

different mediating variables to explain the relationship based on different theo-

retical perspectives. For example, Gao He

et al

. [5] studied the impact and role of

abusive supervision on job performance in China’s high right distance and high

collectivist cultural environment based on a two-factor theoretical basis. The re-

search results show that abusive supervision has a significant negative impact on

job performance; employee job satisfaction plays a part in the mediating role in

this process; the core self-evaluation negatively regulates the impact of abusive

supervision on employee job satisfaction. Yan Aimin and Pei Cong [6] explored

the impact mechanism of abusive supervision on job performance in the Chinese

context from the perspective of resource conservation theory and social ex-

change theory. The research shows that abusive supervision has a significant

negative impact on task performance and peripheral performance, and

self-efficacy plays a part mediating role in the impact of abusive supervision on

task performance and a fully mediating role in the impact of abusing manage-

ment on peripheral performance. Yu Weina

et al

. [7] revealed Chinese cultural

traditions play a role in the impact of abusive supervision on job performance,

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