Abusive supervision and employees’ job performance: A multiple mediation model

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Zhi-xia Chen
Hong-yan Wang
Cite this article:  Chen, Z., & Wang, H. (2017). Abusive supervision and employees’ job performance: A multiple mediation model. Social Behavior and Personality: An international journal, 45(5), 845-858.


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We explored the relationship between abusive supervision (AS) and employee job performance (EJP) by conducting a survey of a group of employees (N = 630) of Chinese public and private companies. We investigated possible mediation in the relationship by leadership justice, supervisory trust, and self-efficacy from three perspectives, namely, self-concept and individual socialization, organizational justice, and leader–member exchange. The results showed that there was a negative relationship between AS and EJP that was mediated by leadership justice, supervisory trust, and self-efficacy. We also found that the negative relationship between AS and EJP was affected by the joint mediating effect of leadership justice and supervisory trust. Implications for academicians and practitioners are discussed.

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