Despite researchers' increasing attention on abusive supervision, few studies have investigated its antecedents by focusing on the personality traits. Drawing on person-situation interaction perspective, this study proposed the main and interactive effects of psychological contract violation and personality traits on supervisor abusive supervision. The participants in this study were the employees of a large-sized manufacturing company in South China. Two waves of data collection were conducted in order to reduce the potential common method bias. In the first-wave survey (T1)，the supervisors completed a survey to report their big-five personality trait，perceptions of psychological contract violation form the company and demographic data. In the second-wave survey (T2)，conducted six months after T1，their immediate subordinates were asked to report on their perceptions of abusive supervision from the supervisors and demographic data. With the assistance of the human resource manager of this company，we obtained a randomly selected list of 460 supervisors and their subordinates (each supervisor was matched with one subordinate).Survey questionnaires were coded before distribution，and the human resources departments assisted in matching the identity numbers and names of respondents with the responses of the T1 and T2 surveys conducted. In T1，356 questionnaires were completed and returned，representing a response rate of 77.39 per cent. Six months later，when the T2 survey was conducted，questionnaires were distributed to these 356 immediate subordinates，with 213 questionnaires completed and returned，representing a response rate of 59.55 per cent. Hence，the final sample of this study consisted of 213 matched supervisors-immediate subordinates dyads. Of these 213 supervisors，51.2 per cent were male and the average age was 36.72 years (SD = 6.26). Of the 213 the supervisors' immediate subordinates，52.58 per cent were male and the average age was 33.18 years (SD = 6.86). We employ multi-regression analysis to explore the relationship among psychological contract violation，big-five personality traits and supervisor abusive supervision. The results indicate that: (1) supervisor agreeableness was negatively related while neuroticism was positively related to abusive supervision; (2) supervisor perceptions of psychological contract violation was positively related to abusive supervision; (3) perceptions of psychological contract violation not only strengthened the negative relationship between agreeableness and abusive supervision，but also strengthened the positive relationship between neuroticism and abusive supervision. Although many studies have indicated that abusive supervision could cause harm to individuals and organizations，we know little about the cause of abusive supervision. By integrating the factors of person (i.e.，personality traits) and situation (i.e.，perceptions of psychological contract violation)，this study makes important contributions to the growing literature on abusive supervision. Our findings，combined with our literature review，have provided evidence that both personality traits and organizational situation will predict abusive supervision; especially，the result show that the interaction of personality traits and organizational situation influences abusive supervision. This result extended existing knowledge and explained why and when the supervisors do exhibit abusive behaviors in their organization. Practical implications of the results were discussed.