Job standardization is widely used to ensure uniform, efficient, and effective production and resultant organizational performance. However, phenomena suggests that employees with high job standardization seem to have a negative relationship with their supervisors. Using job demands-resources theory as an underlying explanation, this study proposes that job standardization enhances a negative supervisor-subordinate relationship characterized by abusive supervision. Three-wave panel and two-source survey data were collected from 255 employees and their supervisors. Empirical results indicated job stan-