Zheng Xiaoming, Liu Xin
School of Economics and Management, Tsinghua UniversityBeijing, China.
Front Psychol. 2017 Sep 12;8:1588. doi: 10.3389/fpsyg.2017.01588. eCollection 2017.
Our research draws upon social cognitive theory and incorporates a regulatory approach to investigate and abusive supervision influences employee creative performance. The analyses of data from multiple time points and multiple sources reveal that abusive supervision hampers employee self-efficacy at work, which in turn impairs employee creative performance. Further, employee mindfulness buffers the negative effects of abusive supervision on employee self-efficacy at work as well as the indirect effects of abusive supervision on employee creative performance. Our findings have implications for both theory and practice. Limitations and directions for future research are also discussed.
我们的研究借鉴了社会认知理论，并采用一种调节方法来调查辱虐管理对员工创新绩效的影响。对来自多个时间点和多个来源的数据进行分析后发现，辱虐管理会阻碍员工的工作自我效能感，进而损害员工的创新绩效。此外，员工正念会缓冲辱虐管理对员工工作自我效能感的负面影响以及辱虐管理对员工创新绩效的间接影响。我们的研究结果具有理论和实践意义。还讨论了研究的局限性和未来研究方向。
