The Effect of Abusive Supervision on Job Performance: The Role of Leadership Identification and Subordinates’ Tradition

Abstract

Drawing on the theory of social identity, this study investigated the effect of abusive Supervision on job performance intention through a moderate mediation model. The results indicated that: abuse supervision for job performance have significant negative effects, and this relationship is mediated by leadership identification; the mediation effect is further moderated by subordinates’ tradition. For subordinates with higher tradition, the mediating effect of abusive Supervision on job performance intention through leadership identification is much stronger.