The abuse of supervision in leadership member communication in the hotel industry has a significant impact on the development of the hotel industry and the work efficiency of employees. Especially in the Guangdong Hong Kong Macao Greater Bay Area, an economically prosperous region with a developed hotel industry, the abuse of supervision is even more prominent. This study takes the hotel industry in the Guangdong Hong Kong Macao Greater Bay Area as an example to explore the impact of abusive supervision on leadership member communication in the hotel industry. Firstly, the development of the Guangdong Hong Kong Macao Greater Bay Area and the importance of the hotel industry were introduced. Then, the definition and role of supervision were elaborated, as well as the manifestations of abuse of supervision. Subsequently, the negative impact of abusive supervision on leader member communication was analysed, including threatening employee motivation and innovation ability, damaging trust and cooperative relationships, increasing work pressure and employee turnover rate, and limiting information flow and knowledge sharing. Finally, strategies were proposed to address and prevent abuse of supervision, including enhancing the literacy and abilities of leaders, establishing a good communication mechanism and atmosphere, and strengthening training and education.

Zhao Zixu, Chen Caixuan, Huang Xi, Jin Yuanshi. The Impact of Misuse of Supervision on Leadership Member Communication in the Hotel Industry——Taking the Guangdong Hong Kong Macao Greater Bay Area as an Example. Academic Journal of Business & Management (2024) Vol. 6, Issue 3: 192-198. https://doi.org/10.25236/AJBM.2024.060324.

[1] Dierdorff E.C.,Rubin R.S.,Morgeson F.P. (2009).The Milieu of Managerial Work:an Integrative Framework Linking Work Context to Role Requirements.[J]. Journal of Applied Tended, 2009 hanjie xuebao/transactions (4) : 972-88

[2] Wang Dongdong; Qian Zhichao(2017). Research on the relationship between leadership member exchange Difference and New Generation Employee engagement [J]. Science of Science and Science and Technology Management, (04):172-180

[3] Zhan Xiaohui; Li Qun; Yang Dongtao(2019). The impact of LMX differentiation on counterproductive production behavior: a cross-level moderating effect [J]. Journal of Shanxi University of Finance and Economics,(01):11-23.

[4] Graen G.B.,Uhl-Bien M. (1995). Relationship-based Approach to Leadership:Development of Leader-Member Exchange(LMX)Theory of Leadership Over 25 Years:Applying a Multi-level Multi-domain Perspective[J].The Leadership Quarterly, 6(2):219-247

[5] Liang, Q. (2022). Trends, Features and Logics of Policy Changes on Higher Education Cooperation in Guangdong-Hong Kong-Macau: Analysis based on 65 related policy texts. In Higher Education, Innovation and Entrepreneurship from Comparative Perspectives: Reengineering China Through the Greater Bay Economy and Development (pp. 109-138). Singapore: Springer Nature Singapore.

[6] Hong Yu (2021). The Guangdong-Hong Kong-Macau Greater Bay Area in the making: development plan and challenges, Cambridge Review of International Affairs, 34:4, 481-509, DOI: 10.1080/09557571.2019.1679719

[7] Shan Mengqi. (2019). Analysis of Supervision Skills in Hotel Grassroots Management [J]. Tourism Overview (Second Half of the Month), (08): 79-80

[8] Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Managerent Jourral, 43(2), 178-190.

[9] Ampofo, E. T. (2021). Do job satisfaction and work engagement mediate the effects of psychological contract breach and abusive supervision on hotel employees' life satisfaction? Journal of Hospitality Marketing & Management, 30(3), 282-304.

[10] Scott, T. (2021). Lead with hospitality: Be human. Emotionally connect. Serve selflessly. BenBella Books.

[11] Lewis, R. C., & Chambers, R. E. (2000). Marketing leadership in hospitality: Foundations and practices. John Wiley & Sons.

[12] Dexia Z, Chang L ,Yan J . (2021). Abusive Supervision, Affective Commitment, Customer Orientation, and Proactive Customer Service Performance: Evidence From Hotel Employees in China#13;[J]. Frontiers in Psychology, 12648090-648090.

[13] Levine M. (2018). Implementing an Effective 360-Degree Feedback Process[J].Talent Development, 72(12):20-22.