Wang Dawei, Li Xiaowen, Zhou Mengmeng, Maguire Phil, Zong Zhaobiao, Hu Yixin
School of Psychology, Shandong Normal University, Jinan, China.
Department of Computer Science, National University of Ireland, Maynooth, Ireland.
Scand J Psychol. 2019 Apr;60(2):152-159. doi: 10.1111/sjop.12510. Epub 2018 Dec 27.
Drawing on the Conservation of Resources Theory by Hobfoll, we examined the relationships between abusive supervision, job insecurity, locus of control, and employees' innovative behavior. Using self-reported data collected from employees among four enterprises in China (N = 641), we found that abusive supervision was positively correlated with job insecurity. In contrast, both job insecurity and abusive supervision were negatively correlated with employees' innovative behavior, with the impact of abusive supervision on innovative behavior being mediated by its effect on job insecurity. Having an external locus of control that served as a buffering factor for employees, mitigating the relationship between abusive supervision and job insecurity. These findings complement the existing research on the impacts of abusive leadership, providing practical information for enterprises on how to enhance levels of innovation and vitality among employees.
借鉴霍布福尔的资源保存理论，我们研究了辱虐管理、工作不安全感、控制点与员工创新行为之间的关系。通过收集中国四家企业员工的自我报告数据（N = 641），我们发现辱虐管理与工作不安全感呈正相关。相反，工作不安全感和辱虐管理均与员工创新行为呈负相关，辱虐管理对创新行为的影响是通过其对工作不安全感的作用来介导的。拥有外部控制点作为员工的缓冲因素，减轻了辱虐管理与工作不安全感之间的关系。这些发现补充了关于辱虐领导影响的现有研究，为企业提供了如何提高员工创新水平和活力的实用信息。
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