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Abstract
This study investigates the relationship between abusive supervision and employee creativity by shedding light on the mediating role of negative affect and the moderating role of interpersonal harmony. Based on affective events theory, it was hypothesized that abusive supervision impacts employees’ negative affect and their creativity. Data from a questionnaire survey of 398 Chinese employee–supervisor dyads were collected and analyzed. The results support our hypotheses, address unexplored theoretical predictions, and suggest that organizations should deal with the factors undermining employees’ emotions to improve their creativity.
Highlights
In today’s volatile and complex business environment, one of the crucial challenges for organizations is how to enhance the creative abilities of their workers (Hirst et al, 2009)
The results show that the variables have an acceptable discriminant validity and control the homology deviation to some extent
It is likely that the abusive behavior of their supervisors will lead to the frustration of the subordinates’ enthusiasm for creative behavior, which will lead to a failure in the transformation of innovative ideas into innovative results
Summary
In today’s volatile and complex business environment, one of the crucial challenges for organizations is how to enhance the creative abilities of their workers (Hirst et al, 2009). Employee creativity is defined as the propensity to generate new, useful, and novel ideas regarding products, practices, services, or procedures in the workplace (Jahanzeb et al, 2020). Considerable evidence has suggested that employee creativity can benefit organizational reformation and innovation, competitiveness, effectiveness, and survival (Nystrom, 1990; Zhou, 2003; Shalley and Gilson, 2004; Sijbom et al, 2018), and enhance long-term business success (Hon, 2012). Given the importance of creativity, how to cultivate and maintain employee creativity in organizations has been a hotspot for research on organizational behavior (Shafait et al, 2021a,b)
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