中文摘要：

违反组织规范而危害到组织及其成员利益的偏差行为在西方研究者众，但对偏差行为的产生机制探讨还不够深入，更是缺乏中国情境下的研究。本研究采用组织公正的视角，利用广东民营企业234名员工及其直接领导的配对样本，运用结构方程对苛责式督导与员工偏差行为的作用机制进行了实证分析。研究表明：领导的苛责式督导行为越明显，下属越有可能出现组织导向以及人际导向的偏差行为；组织公正与员工偏差行为负相关，其中程序公正越高，组织导向偏差行为越少，而人际公正越高，人际导向偏差行为越少；程序公正和人际公正分别在苛责式督导与组织导向和人际导向偏差行为中起到完全中介作用。

英文摘要：

Using a sample of 234 supervisor - subordinate dyads from Guangdong private enterprises, we take advantage of SEM to investigate the relation between abusive supervision and employee deviance from the perspective of organizational justice. The results show that abusive supervision is positively related to both of organizational deviance and interpersonal deviance; procedural justice and interpersonal justice are respectively and negatively related to organizational deviance and interpersonal deviance; procedural justice is the mediator between abusive supervision and organizational deviance, and interpersonal justice is the mediator between abusive supervision and interpersonal deviance.