Research On The Influential Mechanism Of Leaders’ Abusive Supervision On Employees’ Creativity

With the internet era coming,enterprises have embraced the advantages and encountered unprecedented challenges brought by information technology.Innovation can enhance the competitiveness of the organization in a fiercely competitive environment.For example,Haier encourages employees to borrow “outside brains”,Toyota to set up “creation zones” and 3M’s “15% time rule” to make the company take the lead for a long time.Therefore,how to build the organizational capacity and maintain the competitive advantage by stimulating the initiative innovation consciousness of employees and tapping their innovation potential has become the focus of the current enterprises.Secondly,in the workplace,due to frequent work interactions and formal powers,the leaders determine the distribution of employee work resources and subsequent assessments,which have a great impact on the creativity of employees.In the past,scholars mainly started from the positive leadership styles such as authentic leadership,studied the influence on creativity,and studied less on negative leadership.Therefore,this paper combines the phenomenon of “cold violence” from the upper level in the workplace to study the influential mechanism of abusive supervision on employee creativity.Integrating the abusive supervision and creativity literature,the article figures out the mechanism of abusive supervision on employee creativity by conservation of resource theory.Choosing psychological availability and employee performance promotion attribution as the mediated mechanism and moderated mechanism,explored how abusive supervision affects employee creativity by affecting employees’ resource availability perception.In addition,it is further explored whether individual difference can alleviate this effect.First,the research collects 234 valid samples from kinds of enterprises by means of questionnaire survey,and then analyzes the questionnaire data to verify the hypothesis by SPSS24.0 and Mplus7.4,at the last,the research reaches some conclusions as followed:(1)abusive supervision has a negative effect on employees’ creativity;(2)Employees’ psychological availability partly mediates the negative relationship between abusive supervision and creativity;(3)Employees’ performance promotion attribution for the motives behind their supervisors’ abusive supervision not only moderates the relationship between abusive supervison and employee’ psychological availability but also moderates the indirect negative effect of abusive supervision on creativity behavior via psychological availability,that’s to say,the indirect negative effect is weaker when employees tends to consider their supervisor as driven by performance promotion motives.Through empirical research,this paper enriches the research of leadership style and employee behavior,reveals the mechanism of abusive supervision as an inappropriate management method for employee innovation from the perspective of resources,and verifies that performance promotion attribution(individual difference)can weaken the negative experience of individuals’ ability and confidence under stress situations.At the same time,this research also provides suggestions for managers and organizations to learn from,such as the organization should strengthen the training of managerial leadership,abandon inappropriate management methods;pay attention to the physical,emotional and cognitive resources of employees,enhance Employees’ ability to respond to stress;build a positive culture and advocate an atmosphere that focuses on improving employee performance.Of course,this study also has some limitations.At the end of the article,it points out the entry points for future research.