Citation

Wang D, Li X, Zhou M, Maguire P, Zong Z, Hu Y. Scand. J. Psychol. 2019; 60(2): 152-159.

Affiliation

School of Psychology, Shandong Normal University, Jinan, China.

Copyright

(Copyright © 2019, Scandinavian Psychological Associations, Publisher John Wiley and Sons)

DOI

10.1111/sjop.12510

PMID

30589938

Abstract

Drawing on the Conservation of Resources Theory by Hobfoll, we examined the relationships between abusive supervision, job insecurity, locus of control, and employees' innovative behavior. Using self-reported data collected from employees among four enterprises in China (N = 641), we found that abusive supervision was positively correlated with job insecurity. In contrast, both job insecurity and abusive supervision were negatively correlated with employees' innovative behavior, with the impact of abusive supervision on innovative behavior being mediated by its effect on job insecurity. Having an external locus of control that served as a buffering factor for employees, mitigating the relationship between abusive supervision and job insecurity. These findings complement the existing research on the impacts of abusive leadership, providing practical information for enterprises on how to enhance levels of innovation and vitality among employees.

© 2018 Scandinavian Psychological Associations and John Wiley & Sons Ltd.

Language: en

Keywords

Abusive supervision; conservation of resources theory; employees’ innovative behavior; job insecurity; locus of control