The Effect of Abusive Supervision on Employee Creativity: The Mediating Role of Negative Affect and Moderating Role of Interpersonal Harmony

Chen, Lili; Ye, Zhixiao; Shafait, Zahid; Zhu, Hongbo

doi:10.3389/fpsyg.2022.796355

Cited by 13 publications

(13 citation statements)

References 80 publications

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“…Lastly, it was also found that the indirect negative relationship between CCB and employee IWB and KNS through NA is moderated by PL. As expected, the findings of this study are much in line with the results of previous studies focusing on the relationship between workplace stressors, including hindrance stressors, abusive supervision, employee creativity, and work–family conflict ( Kwan et al, 2018 ; Zhang et al, 2018 ; He et al, 2020 ; Chen et al, 2022 ).…”

Section: Discussionsupporting

confidence: 92%

“…Nevertheless, these studies mainly focused on employee emotions, psychology, and attitudes and paid less attention to employee performance and behaviors. A few recent studies have been conducted to identify the impact of CCB on employee behaviors, such as employee creativity ( He et al, 2020 ) and work–family conflict ( Chen et al, 2022 ). This research is still in its infancy, particularly the link between CCB and employee IWB and KNS behaviors through the mediating lens of NA.…”

Section: Discussionmentioning

confidence: 99%

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The underlying mechanism between compulsory citizenship behaviors and employee innovative work behaviors and knowledge sharing: A moderated mediation model

Abukhait

Khattak²,

Shaya³

et al. 2023

Front. Psychol.

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PurposeThis paper draws on conservation of resources theory to advance the literature on extra-role performance behaviors among academics, particularly innovative work behaviors and knowledge sharing, through the lens of work stressors.MethodsWe develop a moderated-mediated model based on multi-source, multi-timed, and multi-level data from a sample of 207 academics and 137 direct supervisors in five higher education institutions in the United Arab Emirates (UAE).FindingsResults show that academics’ compulsory citizenship behaviors positively influence negative affectivity, which, in turn, negatively impacts academics’ innovative work behavior and knowledge sharing. The detrimental effect of compulsory citizenship behaviors on negative affectivity is then positively moderated by passive leadership, which amplifies this relationship. The combined effect of compulsory citizenship behaviors and negative affectivity exerted on innovative work behavior and knowledge sharing are magnified amid the elevated presence of passive leadership, while gender does not significantly influence this association.OriginalityThis is a pioneering study in the context of UAE to look into the counterproductive impact of CCB on employee innovative work behaviors and knowledge sharing.ImplicationsPertinent theoretical and managerial implications are discussed.

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Section: Discussionsupporting

confidence: 92%

Section: Discussionmentioning

confidence: 99%

The underlying mechanism between compulsory citizenship behaviors and employee innovative work behaviors and knowledge sharing: A moderated mediation model

Abukhait

Khattak²,

Shaya³

et al. 2023

Front. Psychol.

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“…According to affective events theory, those events experienced by service employees in the workplace influence their personal emotional responses, which, in turn, affect their service behavior ( Chen et al, 2022 ). Emotions are a series of responses to stimuli in the external environment that induce changes in people’s behavior.…”

Section: Research Framework and Hypothesesmentioning

confidence: 99%

“…Thus, this study takes the view that negative emotions triggered by dysfunctional customer behaviors will have a negative impact on service behaviors. According to the affective events theory, specific work events trigger employees’ emotional reactions that further affect their attitudes and behaviors ( Chen et al, 2022 ). Therefore, emotions can be seen as a bridge between the characteristics of the service environment and employees’ service behavior.…”

Section: Research Framework and Hypothesesmentioning

confidence: 99%

Service staff encounters with dysfunctional customer behavior: Does supervisor support mitigate negative emotions?

et al. 2022

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Dysfunctional customer behavior is common in service settings. For frontline employees, negative encounters can cause short-term despondency or have profound, long-term psychological effects that often result in both direct and indirect costs to service firms. Existing research has explored the influence of dysfunctional customer behavior on employee emotions, but it has not fully investigated the psychological mechanism through which customer misbehavior transforms into employee responses. To maintain service quality and employee well-being, it is important to understand the impact of customer misconduct on employee emotions and its effect on subsequent service behavior. To assess the process through which dysfunctional customer behavior manifests as negative emotions in frontline service employees, and the influence of negative employee emotions on their prosocial service behavior, we surveyed 185 frontline banking service employees. We sought information on service employee experiences, attitudes, and feelings regarding dysfunctional customer behaviors, the perceived level of supervisor support, and employee prosocial service behavior intentions. Structural equation modeling and hierarchical linear modeling were used for statistical analysis and hypothesis verification. Results indicate that dysfunctional customer behavior has a positive relationship with bank service employee negative emotions and a negative influence on employee prosocial service behavior. The study found that negative emotions fully mediated the relationship between dysfunctional customer behavior and prosocial service behavior. The moderating role that perceived supervisor support plays on the relationships between dysfunctional customer behavior and negative emotion was also investigated. The results show that perceived supervisor support moderates the relationship between dysfunctional customer behavior and negative employee emotions. Finally, the study provides bank managers with effective strategies to assist frontline employees to manage and deter dysfunctional customer behavior, and presents employees with internal recovery strategies when encountering dysfunctional customer behavior.

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“…‫التجارية‬ ‫و‬ ‫المالية‬ ‫اسات‬ ‫الدر‬ ‫مجلة‬ ‫العدد‬ ‫الثالث‬ 2022 M. Wang, D., et al, 21019;Akram, et al, 2021;Men, C., et al, 2021;Chen, L., et al, Cerne, M., et al, 2014;Bogilović, S., et al, 2017;Fong, P. S., et al, 2018;Khalid, M., et al, 2018;Malik, O. F., et al, 2019;Hameed, A. A., et al, 2020; Zhang, H., et al 2014;Zheng, X., & Liu, X., 2017;Akram, Z, et al, 2021;Chen, L., et al,…”

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سلوك إخفاء المعرفة كمتغیر وسیط فی علاقة الإشراف المسیء بسلوك العمل الابتكاری- دراسة تطبیقیة على العاملین بالبنوك بالفیوم

عسعاس¹

2022

مجلة الدراسات المالیة والتجاریة

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The aim of the research is to test the role of knowledge hiding behavior as a mediating variable that can explain the effect of abusive supervision on the innovative work behavior of bank employees. We Tested Two models of the relationships between the research variables on data collected from 277 1 .bsu.edu.eg elsenoussi@commerce ‫سنوسي‬ ‫زعزوع‬ ‫حامد‬ ‫المعرفة‬ ‫إخفاء‬ ‫سلوكيات‬ ‫ى‬ ‫االبتكار‬ ‫العمل‬ ‫وسلوك‬ 731‫التجارية‬ ‫و‬ ‫المالية‬ ‫اسات‬ ‫الدر‬ ‫مجلة‬ ‫العدد‬ ‫الثالث‬ 2022 individual employees of bank branches in Fayoum Governorate, The results show that: abusive supervision has a direct, negative, significant effect on innovative work behavior, but, when knowledge-hiding behavior was entered as a mediating variable In the structural equations, the direct effect of abusive supervision on innovative work behavior became insignificant, while it had an indirect negative effect through knowledge hiding. And it was proven that knowledge hiding had a complete mediation role that explains the effect of abusive supervision on innovative work behavior.

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The Effect of Abusive Supervision on Employee Creativity: The Mediating Role of Negative Affect and Moderating Role of Interpersonal Harmony

Cited by 13 publications

References 80 publications

The underlying mechanism between compulsory citizenship behaviors and employee innovative work behaviors and knowledge sharing: A moderated mediation model

The underlying mechanism between compulsory citizenship behaviors and employee innovative work behaviors and knowledge sharing: A moderated mediation model

Service staff encounters with dysfunctional customer behavior: Does supervisor support mitigate negative emotions?

سلوك إخفاء المعرفة كمتغیر وسیط فی علاقة الإشراف المسیء بسلوك العمل الابتكاری- دراسة تطبیقیة على العاملین بالبنوك بالفیوم

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