Abstract
How to regulate employee conduct and engage them in high performance works actively and continuously has always been the important topic for organizations. Based on affective events theory and social exchange theory, a moderated mediating model was constructed with the affective commitment as mediator and the supervisor–subordinate exchange guanxi as moderator. Regression analyses and conditional indirect effects were tested by SPSS and PROCESS with 374 matched supervisor–subordinate pairs. The paper explores the moderated mechanism of supervisor-subordinate guanxi to the chain of “ambidextrous leadership–employee’s affective commitment–workplace deviance behavior.” The results showed that the affective commitment mediated the effect between ambidextrous leadership and employees’ workplace deviance behavior, and supervisor–subordinate exchange guanxi moderated the relationship between ambidextrous leadership and employees’ workplace deviance behavior but also moderated the mediating effect of affective commitment. The results have significances to improve human resource management practices and reduce the workplace deviance behavior of employees.
Highlights
Today, the acceleration of economic globalization, information networking, and resource intelligence leads to the intensification of global market competition [1], which forces organizations to focus on industrial upgrading, technological innovation, and management transform [2]
For interpersonal deviance, the mediating role of affective commitment between ambidextrous leadership and interpersonal deviance is not significant for low and is significant for high levels of supervisor–subordinate exchange guanxi. These results indicate that the indirect effect between ambidextrous leadership and workplace deviance behavior is conditional upon supervisor–subordinate exchange guanxi, such that higher levels of exchange guanxi increase the magnitude of the indirect effect
Drawing on affective events theory and social exchange theory, we posit that a high-quality supervisor–subordinate relationship affects the levels of productivity and performance in the workplace
Summary
The acceleration of economic globalization, information networking, and resource intelligence leads to the intensification of global market competition [1], which forces organizations to focus on industrial upgrading, technological innovation, and management transform [2]. This causes workplace deviance to increase with the complexity of the business environment and social background. A survey of 800 managers from 17 industries showed that workplace deviance behavior reduced employees’ hard work by 48%, quality of work by 38%, organizational. Public Health 2020, 17, 5500; doi:10.3390/ijerph17155500 www.mdpi.com/journal/ijerph
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