Abstract
In accordance with social identity theory, a multi-level model is put forward to investigate how the “conjoint” associations between abusive supervision and abusive supervision climate exert influence on employee creativity through creative role identity. The data in this paper were from 357 supervisor-subordinate dyads in 77 working groups to test the proposed model. The results indicated that creative role identities mediated the relationship between abusive supervision and employee creativity, and group-level abusive supervision climate moderated the relationship between creativity and individual-level abusive supervision through the process of creative role identity, the mutual influence of abusive supervision climate and individual-level abusive supervision significantly predicated employee creativity. This paper also discusses related managerial and practical implications.
Highlights
The development of a “knowledge economy” and extensive competition for businesses have motivated organizations and managers to place greater emphasis on incentive mechanisms to stimulate employee creativity (Dong et al, 2017; Dong Liu et al, 2017), which means the relationship between leadership and creativity has become a hot research topic in organizational behavior field (Zhou and Hoever, 2014)
Hypothesis 4 suggests that the mediating effect that individuallevel abusive supervision has on employee creativity through creative role identity depends on the abusive supervision climate
The impacts of creative role identity on employee creativity or the impacts of the interaction between an abusive supervision climate and creative role identity should be significant on individual creativity
Summary
The development of a “knowledge economy” and extensive competition for businesses have motivated organizations and managers to place greater emphasis on incentive mechanisms to stimulate employee creativity (Dong et al, 2017; Dong Liu et al, 2017), which means the relationship between leadership and creativity has become a hot research topic in organizational behavior field (Zhou and Hoever, 2014). With the emergence of research on negative leadership styles, such as abusive supervision, a series of studies have been conducted to explore its influence on employee creativity (Liu et al, 2012; Lee et al, 2013; Zhang et al, 2014; Han et al, 2017). It is essential to think about the process and circumstances through which abusive supervision performs its influential power on employee creativity
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