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Alternative TitleLinking abusive supervision with employee creativity:The roles of psychological contract breach and Zhongyong thinking style
沈伊默; 马晨露; 白新文; 诸彦含; 鲁云林; 张庆林; 刘军
First Author沈伊默
Correspondent ;
Contribution Rank2


Other Abstract

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. 关键词:辱虐管理;心理契约破坏;中庸思维;创造力

Keyword辱虐管理 心理契约破坏 中庸思维 创造力
Source Publication心理学报
Indexed ByCSCD ; CSSCI ; 中文核心期刊要目总览
Project Intro.

国家杰出青年科学基金项目“组织行为”(71425003);; 国家自然科学基金面上项目(71872152;71871214;31671125);; 中央高校基本科研业务经费创新团队项目(SWU1709123)和重点项目(SWU1709238)资助

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Cited Times:2[WOS]   [WOS Record]     [Related Records in WOS]
Cited Times:2[CSCD]   [CSCD Record]
Document Type期刊论文
Recommended Citation
GB/T 7714
沈伊默,马晨露,白新文,等. 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[J]. 心理学报,2019,51(02):238-247.
APA 沈伊默.,马晨露.,白新文.,诸彦含.,鲁云林.,...&刘军.(2019).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.心理学报,51(02),238-247.
MLA 沈伊默,et al."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".心理学报 51.02(2019):238-247.
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