Abstract
Based on the cognitive-affective personality system theory and social network theory, this study examines how three common workplace haters influence employee well-being and creativity. It also explores the negative moderating effects of personal social capital and organizational pride. The study utilized 496 valid supervisor-employee dyads (comprising 286 direct supervisors and 496 employees) from 13 companies in Taiwan. The findings revealed that: (1) Workplace haters negatively affect employee well-being; (2) Employee well-being positively affects employee creativity; (3) Employee well-being mediates the relationship between workplace haters and employee creativity; (4) Personal social capital moderates the relationship between workplace haters and employee well-being; and (5) Organizational pride moderates the relationship between employee well-being and employee creativity. Implications for behavioral researchers and human resource managers are discussed.
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