Atamba Cynthia, Popelnukha Anastasia, Ibrahim Farida Lukoko
School of Management, Department of Business Administration, University of Science and Technology of China, Hefei, China.
Front Sociol. 2020 Jul 14;5:51. doi: 10.3389/fsoc.2020.00051. eCollection 2020.
The study examined the responses of employees to supervisors who exhibited abusive behavior and invoked dispositional awe to influence their followers. The proposition is that two divergent predictors of supervisor effectiveness interact to affect the behavior of subordinates. The purpose of this study was to examine the interactive effect of perceived abusive supervisory behavior and perceived supervisor dispositional awe on employee creative self-efficacy and creativity. To test the proposed model, we collected cross-sectional data from 196 working professionals pursuing their Masters of Business Administration (MBA) at a large university in China. Our findings confirmed that perceived abusive supervisory behavior and perceived supervisor dispositional awe were predictors of employee creativity. Also, perceived supervisor dispositional awe moderated the relationship between perceived abusive supervisory behavior and employee creative self-efficacy. The theoretical and practical implications for leaders and organizations were discussed.
该研究考察了员工对表现出辱骂行为并运用特质敬畏来影响其下属的主管的反应。其命题是，主管有效性的两个不同预测因素相互作用，从而影响下属的行为。本研究的目的是检验感知到的辱骂性监督行为和感知到的主管特质敬畏对员工创造性自我效能感和创造力的交互作用。为了检验所提出的模型，我们从中国一所大型大学攻读工商管理硕士（MBA）的196名在职专业人员中收集了横截面数据。我们的研究结果证实，感知到的辱骂性监督行为和感知到的主管特质敬畏是员工创造力的预测因素。此外，感知到的主管特质敬畏调节了感知到的辱骂性监督行为与员工创造性自我效能感之间的关系。文中还讨论了对领导者和组织的理论及实践意义。
