辱虐管理与员工创造力:心理契约破坏和中庸思维的不同作用

Linking abusive supervision with employee creativity:The roles of psychological contract breach and Zhongyong thinking style

近年来,辱虐管理与员工创造力的关系受到越来越多研究者的关注。在以往研究的基础上,本研究构建了一个有调节的中介作用模型,以探讨中国文化情境下辱虐管理影响员工创造力的中介心理机制及边界条件。采用多阶段-多来源的策略,以93名主管和369名员工为对象,通过多水平结构方程建模技术对三阶段主管-员工配对调查所获取的数据进行分析,结果表明:主管的辱虐管理行为会通过心理契约破坏的中介作用,对员工创造力产生间接的消极影响;但该负向的间接关系的强度对高中庸思维者而言较弱。本研究有助于揭示辱虐管理影响员工创造力的心理机制及边界条件,研究结果对企业员工创造力及创新行为的管理实践也有一定启示。

Although creativity has been recognized as an important employee outcome related with work context,to date little research has examined the relationship between abusive supervision and employee creativity,which has perhaps been hindered by the lack of a theoretical framework outlining the mechanisms underlying this relationship.The current study examined the processes linking abusive supervision to employee creativity in the Chinese context by focusing on the mediating influence of psychological contract breach and the moderating influence of Zhongyong thinking style.We collected data from 93 supervisors and 369 subordinates at three different time points.In the first survey,the subordinates were asked to provide information about abusive supervision and their demography.One week later,these subordinates were asked to answer some questions about psychological contract breach and Zhongyong thinking style.Approximately two months later,we asked these supervisors to rate their subordinates'creativity.Multi-level structuring equation modeling technique and Monte Carlo resampling method were employed to examine the hypothesis about the moderating role of Zhongyong thinking style in the indirect relationship between abusive supervision and employee creativity through psychological contract breach.These findings provided support for the hypothesis that the indirect relationship between abusive supervision and employee creativity through psychological contract breach is moderated by Zhongyong thinking style,such that the indirect relationship is weakened when Zhongyong thinking style is high,rather than low.These findings contribute to our understanding of the relationship between abusive supervision and employee creativity in the Chinese context,and imply that the negative influence of abusive supervision on employee outcomes could be decreased by guiding employees to cultivate Zhongyong thinking style because it can encourage self-regulation of behavior after experiencing abusive supervision.