Background: Identifying the antecedents and consequences of Abusive Supervision can provide a more comprehensive understanding of leadership in organizations, based on this, the aim of this research was to design and validate the model of Abusive Supervision in public hospitals in Kerman province. Method: The research method was mixed exploratory (qualitative-quantitative), in the qualitative part, the foundation's data method was used, the participants of the qualitative part were faculty members, experts and specialists, using the purposeful sampling method, interviews with 10 experts It was done, the theoretical saturation law was used to determine the desired sample size. The data collection tool in the qualitative part of the interview was a semi-structured interview and the analysis of the data collected in this part was done using coding in MAXQD software. A descriptive survey method was used in the quantitative part. The statistical population of this department included all managers and employees of government hospitals in Kerman province, numbering 12, 000 people. Using simple random sampling, 372 people were selected as a statistical sample for investigation. The data collection tool in the quantitative part of the research was a researcher-made questionnaire extracted from the interview, the data analysis in this part was done using the structural equation model in Smart PLS software. Results: The results of the research showed that the leader's personal characteristics category is in the first place with 169 code repetitions, organizational factors are in the second place with 120 codes, and negative organizational consequences are in the third place with 49 codes. Quantitative examination of the relationships between variables showed that the path coefficient of the antecedents and consequences of Abusive guardianship had an effect on Abusive guardianship. Conclusion: The results of the research showed that the model of Abusive Supervision includes the antecedents of environmental factors, the individual characteristics of leadership and the characteristics of subordinates, and the consequences of individual negative consequences, negative organizational consequences, and organizational factors.

The organization's leadership does not always show a good face; Abusive Supervision is one of the dark sides of leadership in the organization which the present study has examined its consequences according to the interpretive structural modeling approach. The statistical population of the study consisted of 15 executives of Arsanjan city who were identified and cooperated by using conceptual and snowball sampling. After identifying consequences of Abusive Supervision through literature review, fuzzy Delphi technique and a survey of experts (executives) were used to screen data of the previous step. After validating this step, in the next step, the related questionnaire was designed and presented to the same experts in order to discover the interpretive structural model. According to the results of data analysis, seven variables in four levels were identified as the consequences of Abusive Supervision. The first level consisted of individual-attitudinal and individual-psychological consequences, and the second level included individual-behavioral consequences. The third level included individual-Psychosomatic consequences and the fourth level consisted of group, intra-organizational, and outside organizational consequences.

This research was conducted with the aim of studying the structural model of relationships between Abusive Supervision, role overload, exhaustion and job alienation. For investigating this model, from among male employees of a factory, 168 persons were selected by using simple random sampling method. The instruments which were used in this research consisted of emotional exhaustion questionnaire (Maslach & Jackson, 1981), Abusive Supervision questionnaire (Tepper, 2000), work overload questionnaire (Rod et al, 2008), and job alienation questionnaire (Korman et al, 1981). The data were analyzed by using structure equation modeling. (SEM). On the basis of the structural model obtained from multilevel sequential relationships, there is a significant relation between Abusive Supervision, and work overload, between work overload and emotional exhaustion, and finally between emotional exhaustion and job alienation (P<0.01). A direct relation was also found in the final model between Abusive Supervision and work alienation.

Background: Abusive Supervision is one of the unethical leadership styles that has many negative consequences on individual, group, and organizational levels. Accordingly, in this research, we investigated the effect of this unethical leadership style on organizational citizenship behavior by considering the mediating role of psychological contract violation and organizational cynicism. Method: This research is applied in terms of purpose and is a descriptive survey. The statistical population of the study consisted of employees of public institutions in Arsanjan city. Using Morgan table, 132 samples were selected. Sampling method was also available randomly. A questionnaire was used to collect data. To analyze the collected data, Vertical Factor Analysis and Structural Equation Modeling and Smart PLS software were used. Results: The Results: of the research confirm the positive and significant relationship between Abusive Supervision and psychological contract violation and organizational cynicism and there was a negative and significant relationship whit organizational citizenship behavior. Also, the negative and significant relation between psychological contract violation and organizational cynicism with organizational citizenship behavior was confirmed. Finally, it was revealed that two variables of psychological contract violation and organizational cynicism played a role of mediator in the relationship between Abusive Supervision and organizational citizenship behavior. Conclusion: The Results: of the study indicate the destructive and negative effects of Abusive Supervision on organizational citizenship behavior, which psychological contract violation and organizational cynicism to increase the intensity of this effect.