| Summary: | 碩士 === 國立彰化師範大學 === 人力資源管理研究所 === 102 === Abstract
In the recent organization behavior study, they focus on the effect on negative leadership. Tepper(2000) observed that abusive supervision will negative effect staff’s outcome. Also, abusive supervision will influence staff’s creative and innovation behavior (Zhang, Kwan, Zhang, &; Wu, 2012). Aryee et al. (2008) are notice that contextual performance is having negative effect with abusive supervision as well. Moreover, the past studies are lack of the moderating effect on organization justice. Liu, Liao and Loi (2010) are mention that organization justice may influence the effect abusive supervision cause. Therefore, this study tries to understand the moderation of distributive justice and interactional justice between abusive supervision with innovate behavior and contextual performance.
Thus, there are three objectives in this article: First, to explore the relationship between abusive supervision with innovate behavior. Second, to explore the relationship between abusive supervision and contextual performance. Third, examine the moderating effect of distributive and interactional justice.
In this study, using 219 field data from technology industry, and the author found that the abusive supervision is negative associated with innovate behaviors and contextual performance. Also, the distributive justice moderated the relationship between abusive supervision with employee’s innovate behavior. Furthermore, the interactional justice moderated the relationship between abusive supervision with employee’s innovate behavior. According to the above results, the managerial implications are: 1. In the organization, leaders abusive supervision should be pay more attention. 2. Plan more training for staffs to face the stress. 3. Organization and leader should pay more attention about staff’s performance and development. 4. The Human Resource Management Department enforces the relationship between co-workers by club activities.
Keywords：abusive supervision, innovate behavior, contextual performance, distributive justice, interactional justice
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