Influence Mechanism Of Abusive Management On Employee Innovation Behavior: A Moderated Chain Mediation Model

In the context of developing an innovative nation,employee innovation behaviour plays a very important role when companies seek to innovate.In organizational contexts,leadership style or behaviour,as one of the most critical influencing factors on employees’ innovative behaviour,has received much attention from scholars.Current research on the relationship between leadership style and employee innovation behaviour has focused on the positive effects of constructive leadership,while neglecting the negative effects of destructive leadership behaviour.The recent high incidence of "PUA in the workplace" has shown that,in addition to the positive effects of constructive leadership,the negative effects of destructive leadership behaviors(such as abusive supervision)on employee psychology and behaviour are also widespread in companies.Therefore,How does abusive supervision behaviour by superiors in an organization affect the innovative behaviour of employees? Why do different employees behave differently in the same abusive supervision situation?Based on the group engagement model and conservation of resource theory,this paper constructed a chain mediation model by introducing two mediating variables,namely belongingness need satisfaction and psychological distress,from the perspectives of cognition and emotion;at the same time,it introduced social status uncertainty as a moderating variable to further investigate whether there are individual differences in the above chain mediation mechanism,and constructed a moderated chain mediation model.This paper designed two studies to test the theoretical model,in which Study 1 used a situational experimental approach to investigate the mediating role of belongingness need satisfaction between abusive supervision and employees’ innovative behaviour and the moderating role of social status uncertainty by manipulating abusive supervision situations(abusive vs.non-abusive group)from a cognitive perspective.Study 2 used questionnaires to investigate the mechanisms of abusive supervision on employees’ innovative behaviour and the moderating effect of social status uncertainty.The data was then collated and analysed using SPSS22.0 and MPLUS.The main findings of the study are as follows.(1)Abusive supervision by supervisors had a significant negative effect on employees’ innovative behaviour,i.e.employees who were abused tended to show less innovative behaviour.(2)The direct effect of abusive supervision on employees’ innovative behaviour was not significant,and the mediating effects of belongingness need satisfaction,psychological distress,and the belongingness need satisfaction-psychological distress chain were all significant in the relationship between abusive supervision and employees’ innovative behaviour.(3)Uncertainty about employees’ social status plays a significant moderating role in the influence of abusive supervision on employees’ innovative behaviour,mainly by moderating the relationship between abusive supervision and belongingness need satisfaction and between abusive supervision and psychological distress.In summary,individuals who are subjected to abusive supervision tend to show less innovative behaviour,and this negative effect hinders the satisfaction of employees’ need to belong and increases their psychological distress,which is moderated by employees’ social status uncertainty.This leads to greater psychological distress and,consequently,less innovative behaviour.The findings of this paper not only enrich the theoretical findings of related research,but also provide new ideas for corporate training management from a practical perspective.