Abusive Supervision and Creativity: Investigating the Moderating Role of Performance Improvement Attribution and the Mediating Role of Psychological Availability

Abstract

The existing studies have indicated that abusive supervision affects creativity; however, the specific impact mechanism is still unclear due to the uncertain relationship between leadership and employee creativity. Based on the resource perspective, this study examines the influence of abusive supervision on creativity through psychological availability (PA) and the moderating of this mediation by performance improvement attribution (PIA). Based on a survey of 234 employees', the hypotheses have been tested and the results reveal that abusive supervision had a detrimental effect on employee creativity partially mediated by employee PA, and employees' PIA moderated the mediation. This study offers new insights into the mechanisms associated with the relationship between abusive supervision and creativity.

The Impact of Empowering Leadership on Employee Improvisation: Roles of Challenge-Hindrance Stress and Psychological Availability

“…Existing studies have mostly regarded psychological availability as a mediating factor with respect to the consequences of positive/negative workplace social interaction. 42,57,58 Consistent with the research conducted by Li and Tong (2021), 59 this study employed psychological availability as a moderating variable and found that the level of psychological availability not only affected employee improvisation but also had a tremendous influence on the indirect effect of empowering leadership on employee improvisation via challenge stress and hindrance stress.…”

The Effect of Abusive Supervision on Safety Behaviour: A Moderated Mediation Model

“…Public Health 2021, 18, 12124 2 of 14 and a reduction of innovative behaviours. [7][8][9]. In the context of traditional Chinese culture in organizations, the occurrence of abusive supervision is more frequent [10].…”

“…abusive supervision can lead to negative psychological states and behaviours of employees, such as psychological distress, compulsory citizenship behaviors, resignation, and a reduction of innovative behaviours. [7][8][9]. In the context of traditional Chinese culture in organizations, the occurrence of abusive supervision is more frequent [10].…”

The multilevel influence of supervisor helping behavior on employee voice behavior: A moderated mediation model

“…As a result, they are more motivated to do something outside of their job, such as voice behavior (Binyamin and Carmeli, 2010). Furthermore, studies have found that employees with high psychological availability contribute more to their work and innovate more (Wang et al, 2021a). They are more willing to participate in innovation work, whether they complete it alone or in collaboration with others (Byrne et al, 2016).…”

“…In addition, this study investigates the psychological availability at the intra-individual level, which further analyzes the moderate role of psychological availability between supervisor helping behavior and thriving at work, and the mediating effect of thriving at work between supervisor helping behavior and voice behavior. Previous studies on psychological availability mainly regard it as an intermediary mechanism while few studies regard it as a situational variable (Wang et al, 2021a). For example, through psychological availability, Qian et al (2020) investigated the indirect effect of supervisor guidance behavior on employee knowledge sharing.…”