Resarch On The Influence Of Abuse Management On Employees' Innovative Behavior

Innovative development strategy is an important measure to promote the transformation and upgrading of China's economy and promote the sustainable development of social economy.Enterprises are the main body of economic growth and play an important role in promoting economic development.However,innovation is an important source to ensure the sustainable development and growth of enterprises.It is also a magic weapon for enterprises to gain a stable position in the fierce market competition,and to achieve sustained and rapid development and form their own core competitiveness.Therefore,how to effectively enhance the innovative behavior of employees has become a key issue of great concern to organizational managers.In the field of organizational behavior research,leadership,as an important antecedent variable of innovative behavior,has attracted wide attention in academic circles.In recent years,the rise of negative leadership behavior-abusive management,and the research between employee behavior has become a hot topic for scholars at home and abroad.There have been some studies on the impact of abusive management on employees' innovative behavior in academic circles,but the research on the mechanism between them is still relatively scarce,which needs to be further expanded.Therefore,in order to break this "black box",this study attempts to construct a theoretical model of the impact of abuse management on employees' innovative behavior.Based on social exchange theory,self-concept theory and personality trait theory,it introduces organizational self-esteem as a mediating variable,and internal and external personality traits as a moderating variable to explore the internal mechanism between abuse management and employees' innovative behavior.At the same time,323 employee evaluation data of national enterprises were collected by questionnaire survey,and correlation analysis,reliability and validity analysis,homology deviation analysis,confirmatory factor analysis and regression analysis were carried out by SPSS22.0 and Amos 21.0 statistical software.The theoretical model was tested by empirical analysis.he results show that:(1)abusive management has a significant negative impact on employees' innovative behavior;(2)abusive management has a significant negative impact on employees' organizational self-esteem;(3)organizational self-esteem has a significant positive impact on employees' innovative behavior;(4)organizational self-esteem plays a complete mediating role between abusive management and employees' innovative behavior;(5)internal and external control personality traits regulate the influence of abusive management on organizational self-esteem.Negative relationship,that is,the more internal control employees have,the weaker the negative impact of abusive management on organizational self-esteem,the more external control employees have,the stronger the negative impact of abusive management on organizational self-esteem.Based on the above conclusions,this study provides management enlightenment from three aspects: diagnosis and screening of abusive management of managers,emphasizing the improvement of organizational self-esteem of employees,and classified management of employees with different personality traits.At the same time,from the perspective of self-concept theory,this study studies the mechanism of abuse management and innovative behavior,and makes empirical research from multiple perspectives and theories,which enriches the relevant research in this field.