辱虐型领导与员工创新:员工自我概念的作用

Abusive Leadership and Employee Creativity: The Effect of Employee Self-concept

本研究探讨了辱虐型领导对员工创新行为的影响以及员工创新自我效能感的中介作用和组织自尊的调节作用。本研究选取某高新企业的员工及其直接领导作为研究对象,结果表明:第一,辱虐型领导会显著地负向预测员工创新行为。第二,员工创新自我效能感中介辱虐型领导与员工创新之间的关系。第三,员工组织自尊调节辱虐型领导对员工创新行为的影响;相比高组织自尊的员工,辱虐型领导对低组织自尊员工的创新行为影响更大。最后本文对所得结果进行讨论并指出未来的研究方向。

Abstract： The current study tests the impact of abusive leadership on employee creativity, especially to explore the mediating role of follower creative self-efficacy between abusive leadership and employee creativity, and the moderating role of follower organization-based self-esteem. Using a sample of leader-follower dyads from a high-tech enterprise in China's Mainland, The results indicate that： （ 1 ） abusive leadership is significantly and negatively related to employee creativity, （2） creative self-efficacy partially mediates the relationship between abusive leadership and employee creativity, （ 3 ） follower organization-based self-esteem plays a moderating role between abusive leadership and employee creativity. Discussions, implications and future research are put forward finally.