Abusive Supervision and Poor Creativity: The Social Cognitive and Social Comparison Perspectives

Gu, Qinxuan; Tang, Thomas Li‐Ping

doi:10.5465/ambpp.2016.16264abstract

Cited by 3 publications

(2 citation statements)

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“…The increased interest in leadership behavior (e.g., Liu et al, 2012 ) emphasizes the need to further our understanding of why and how the behavior of managers such as abusive supervisors affects employees. The detrimental effects of abusive supervisors on employee creativity has been thoroughly explored (e.g., Jiang and Tang, 2016 ; Hussain and Sia, 2017 ). However, recent findings by Fiset et al ( 2019 ) have challenged the notion that inconsistent leadership behavior can not coincide with influencing employee perceptions.…”

Section: Introductionmentioning

confidence: 99%

Awe Guards My Creativity: The Interactive Effect of Perceived Abusive Supervisory Behavior, Dispositional Awe, and Creative Self-Efficacy on Chinese Employee Creativity

2020

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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.

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Section: Introductionmentioning

confidence: 99%

Awe Guards My Creativity: The Interactive Effect of Perceived Abusive Supervisory Behavior, Dispositional Awe, and Creative Self-Efficacy on Chinese Employee Creativity

2020

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“…This suggests that mistreatment by management can harm employees more than abuse by colleagues or customers. Studies have shown that Chinese supervisors gain a sense of control through abusive behavior (Farh et al, 2007; Jiang et al, 2016; Mitchell et al, 2015). They feel that they can get more work out of their employees by using fear and intimidation.…”

Section: Implication Of the Studymentioning

confidence: 99%

Impact of Workplace Mistreatment on Employees’ Health and Well-Being in Chinese Firms: A Systematic Review

Atamba,

Mosonik,

Stuckler

et al. 2023

Sage Open

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Mistreatment in the workplace is a recurring and persistent threat to employee health and organizational productivity. Research has shown that there are five times as many cases of workplace mistreatment reported in China as in the United States. Therefore, we established the mistreatment-employee health relationship in Chinese companies. The search was conducted in the Web of Science, EBSCOhost, PsycInfo, and Google Scholar databases. The search terms used were “China,” “mistreatment,” “abuse,” “neglect,” “exploitation,” and “violence.” The search was not limited by the year of publication. The search found 1,527 articles, 65 of which met the inclusion/exclusion criteria and were used for data analysis and quality assessment. Our results show that the overall prevalence of abuse varies significantly but ranges from 18.5% to 94.6%. Psychological aggression by supervisors and customers was common in the healthcare industry. The experience of abuse was positively correlated with adverse consequences such as emotional fatigue, addiction, and suicidal ideation. By providing evidence of the effects of mistreatment, this study aims to help researchers and practitioners align their policies with global labor standards.

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Leaders and followers behaving badly: A meta‐analytic examination of curvilinear relationships between destructive leadership and followers’ workplace behaviors

Mackey

McAllister

Maher

et al. 2018

Personnel Psychology

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We draw from social psychological and resource-based theories to meta-analytically examine curvilinear relationships between destructive leadership and followers' workplace behaviors (i.e., job performance, organizational citizenship behaviors, and workplace deviance). Overall, our meta-analytic results demonstrate that relationships between destructive leadership and followers' workplace behaviors are essentially linear. The limited evidence of curvilinear relationships we did find supports the application of social psychological theories when examining high levels of destructive leadership.Overall, this study's meta-analytic regression, relative weight, and semipartial correlation results have important implications for how to interpret the conclusions drawn from prior destructive leadership research, how to conduct future studies that examine destructive leadership, and practitioners' attempts to limit the effects of destructive leadership on followers' workplace behaviors.

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Abusive Supervision and Poor Creativity: The Social Cognitive and Social Comparison Perspectives

Cited by 3 publications

References 0 publications

Awe Guards My Creativity: The Interactive Effect of Perceived Abusive Supervisory Behavior, Dispositional Awe, and Creative Self-Efficacy on Chinese Employee Creativity

Awe Guards My Creativity: The Interactive Effect of Perceived Abusive Supervisory Behavior, Dispositional Awe, and Creative Self-Efficacy on Chinese Employee Creativity

Impact of Workplace Mistreatment on Employees’ Health and Well-Being in Chinese Firms: A Systematic Review

Leaders and followers behaving badly: A meta‐analytic examination of curvilinear relationships between destructive leadership and followers’ workplace behaviors

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