Abusive supervision and employee creativity in China

2016 ◽  
Vol 37 (8) ◽  
pp. 1187-1204 ◽  
Author(s):  
Jibao Gu ◽  
Jun Song ◽  
Jianlin Wu
Keyword(s):  
Social Identity ◽  
Social Identity Theory ◽  
Abusive Supervision ◽  
Mediating Effect ◽  
Full Time ◽  
Employee Creativity ◽  
Content Type ◽  
Psychological Mechanism ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to examine how abusive supervision affects employee creativity, incorporating departmental identification as a mediator and face as a moderator based on social identity theory. Design/methodology/approach The study sample consisted of 207 full-time employees in China. Findings Results indicate that abusive supervision is negatively related to employee creativity and this relationship is fully mediated by departmental identification. In addition, face held by employees plays a moderating role: the direct effect of abusive supervision on departmental identification and the mediating effect of departmental identification are stronger when face is low rather than high. Practical implications This study also has major practical implications for organizations. First, the organizations should fully understand the harmfulness of abusive supervision and try to avoid abusive behaviors. Second, the organizations could enhance employee creativity by promoting departmental identification. Third, employees who hold low face should get more attention and support. Originality/value This study makes several theoretical implications. First, findings contribute to enriching one’s understanding of the relationship between abusive supervision and employee creativity in China. Second, the domain of abusive supervision is expanded by empirically testing departmental identification as a crucial psychological mechanism explaining the abusive supervision – employee creativity relationship. Third, this study also advances one’s understanding of social identity process by examining empirically moderating effects of cultural value in the relationship between abusive supervision and employee creativity.

Silence and proactivity in managing supervisor ostracism: implications for creativity

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sadia Jahanzeb ◽  
Dave Bouckenooghe ◽  
Rabia Mushtaq
Keyword(s):  
Mediating Effect ◽  
Social Control Theory ◽  
Employee Creativity ◽  
Complete Understanding ◽  
Content Type ◽  
The Relationship ◽  
Moderating Role ◽  
Practical Implications ◽  
Theory Framework

PurposeAnchored in a social control theory framework, this study aims to investigate the mediating effect of defensive silence in the relationship between employees' perception of supervisor ostracism and their creative performance, as well as the buffering role of proactivity in this process.Design/methodology/approachThe hypotheses were tested using three-wave survey data collected from employees in North American organizations.FindingsThe authors found that an important reason for supervisor ostracism adversely affecting employee creativity is their observance of defensive silence. This mechanism, in turn, is less prominent among employees who show agency and change-oriented behavior (i.e. proactivity).Practical implicationsFor practitioners, this study identifies defensive silence as a key mechanism through which supervisor ostracism hinders employee creativity. Further, this process is less likely to escalate when their proactivity makes them less vulnerable to experience such social exclusion.Originality/valueThis study establishes a more complete understanding of the connection between supervisor ostracism and employee creativity, with particular attention to mediating mechanism of defensive silence and the moderating role of proactivity in this relationship.

Linking servant leadership to employee creativity

2019 ◽  
Vol 14 (1) ◽  
pp. 215-233
Author(s):  
Jin Yang ◽  
Cuiping Ma ◽  
Jibao Gu ◽  
Hefu Liu
Keyword(s):  
Social Identity ◽  
Servant Leadership ◽  
Social Identity Theory ◽  
Team Identification ◽  
Employee Creativity ◽  
Mediation Effects ◽  
Content Type ◽  
Leadership Influence ◽  
The Relationship

Purpose This paper aims to put forth a model that accounts for the effect of servant leadership on employee creativity from a social identity perspective. Specifically, this paper aims to examine team identification as the mediating mechanism by which servant leadership influence employee creativity. This paper also intends to investigate the moderating influences of horizontal and vertical collectivism on the effectiveness of servant leadership on follower team identification. Design/methodology/approach Servant leadership, team identification, collectivism (consisted of horizontal and vertical collectivism) and employee creativity were assessed in an empirical study based on a sample of 451 employees from 11 banks in China. Findings Drawing on social identity theory, this study found that follower team identification partially mediates the relationship between servant leadership and employee creativity. In addition, results showed that horizontal collectivism moderates the relationship between servant leadership and follower team identification; the relationship was more positive when horizontal collectivism was high, rather than low; vertical collectivism also moderates the relationship between servant leadership and follower team identification; the relationship was more positive when vertical collectivism was low, rather than high. However, results of this study indicated that the moderated mediation effects of team identification on the relationship between servant leadership and employee creativity are nonsignificant. Practical implications First, this research affirmed the need to promote servant leadership in employment settings. Second, managers’ understandings of the instrumental role of servant leadership in showing interpersonal acceptance, offering encouragement and support and expressing trust would prove to be valuable because it could enhance employee creativity. Finally, the findings from this study should help managers gain a better understanding of the contextual factors. Originality/value The first contribution of the current study was to identify team identification as an important psychological process that can link servant leadership to employee creativity. Another important contribution of the current research was the identification of the boundary conditions (e.g. horizontal and vertical collectivism).

Social identity, rationality, creativity

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anna-Maria Kanzola ◽  
Konstantina Papaioannou ◽  
Panagiotis E. Petrakis
Keyword(s):  
Social Identity ◽  
Social Identity Theory ◽  
Identity Theory ◽  
Content Type ◽  
The Social ◽  
Social Theories ◽  
Seeking Behavior ◽  
Life Improvement ◽  
Components Analysis ◽  
The Relationship

PurposeThis study examines the relationship between rationality and creativity by means of social identity theory for the Greek society (2019–2020).Design/methodology/approachThe outline of the social identity was given through self-categorization via a distributed questionnaire. The types of behavior (rational, nonrational and loss-averse) were determined by using questions based on the Allais paradox. Principal components analysis (PCA) is used to extract the causal relationships.FindingsThe study findings demonstrate that rational individuals are more prompt to creative personality than nonrational individuals. Rational individuals are motivated to pursue creativity through life-improvement goals. Loss-averse individuals are driven through the contradictive incentive of adventure-seeking behavior without, however, being willing to easily give up their established assets.Originality/valueThis article contributes by explaining creativity among rational, nonrational and loss-averse individuals as a product of social identity theory. This contributes to the literature, by proposing that the application of social theories in economics could constitute a different foundation for economics. This refers to the notion of the social microfoundations of the political economy and macroeconomics.

Transactional leadership and dynamic capabilities: the mediating effect of regulatory focus

2019 ◽  
Vol 57 (9) ◽  
pp. 2284-2306 ◽  
Author(s):  
Feng Xu ◽  
Xiaohong Wang
Keyword(s):  
Transactional Leadership ◽  
Regulatory Focus ◽  
Dynamic Capabilities ◽  
Mediating Effect ◽  
Full Time ◽  
Promotion Focus ◽  
Content Type ◽  
Collaborative Innovation ◽  
Different Dimensions ◽  
The Relationship

Purpose The mechanism of leadership’s impact on dynamic capabilities has aroused widespread interest, but few studies focus on transactional leadership, especially empirical research by micro foundations in the R&D departments from collaborative innovation alliances. The purpose of this paper is to investigate how the mechanism of transactional leadership affects dynamic capabilities based on the mediating effect of regulatory focus. Design/methodology/approach In order to better illustrate the role of transactional leadership on dynamic capabilities, the authors introduced regulatory focus as a mediator based on previous research. A sample of 245 dyads comprised of full-time employees and their immediate supervisors was collected from the innovation teams of industry-university alliances through questionnaires in China and analyzed via hierarchical regression method. Non-response bias and endogeneity testing were also conducted to confirm the validity of the findings. Findings Contingency-reward behavior promotes the development of employee sensing and seizing capability. Management-by-exception promotes the development of employee reconfiguration capability. Promotion focus positively mediates the relationship between contingency-reward and sensing-seizing capability. Prevention focus positively mediates the relationship between management-by-exception and sensing-seizing capability. In addition, management-by-exception is also positively related to sensing capability and promotion focus is positively related to reconfiguration capability. Originality/value This paper confirmed different dimensions of transactional leadership favor different dimensions of dynamic capabilities based on different dimensions of regulatory focus, which enriches the theory of strategic leadership and dynamic capabilities, and is conducive to the management of collaborative innovation in technological innovation alliances.

Prostitution: a new dynamic of discrimination

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Raheel Yasin ◽  
Sarah I. Obsequio Namoco
Keyword(s):  
Social Identity ◽  
Gender Identity ◽  
Organizational Behavior ◽  
Social Identity Theory ◽  
Identity Theory ◽  
Content Type ◽  
Mediating Role ◽  
The Social ◽  
Transgender Discrimination ◽  
The Relationship

Purpose There is scarcity in the literature, both empirically and theoretically, regarding the relationship between transgender discrimination and prostitution. This study aims to offer a new framework for conceptualizing workplace discrimination and prostitution by examining the mediating role of poverty in the relationship between discrimination and prostitution. Design/methodology/approach The conceptual framework of this study is based on the social identity theory and the theory of prostitution. Findings Transgender is a neglected group in society, and more often, they are the ones who are unable to find jobs and when employed, find it challenging to sustain their employment because of their gender identity. This leads them to be discriminated at their workplaces. Subsequently, they are forced to leave their workplace and settle to work as prostitutes for their economic survival. Research limitations/implications Further research should empirically test the design model. Practical implications Managers play an essential role in eliminating discrimination in the organization. Managers need to take measures in crafting gender-free and anti-discrimination policies. They take steps to design recruitment policies in which there is no need to disclose applicant identity. Social implications Discrimination, on the basis of gender identity, promotes a culture of hate, intolerance and economic inequality in society. Prostitution has devastating effects on society. Originality/value In the field of organizational behavior, discrimination as a factor of prostitution was not explored. This study provides a significant contribution to the transgender and discrimination literature along with the prostitution theory and the social identity theory by proposing a model that highlights discrimination as one of the factors that compel the transgender community to be involved in prostitution.

The effect of talent management and human capital on sustainable business performance: an empirical investigation in Malaysian hospitals

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nagwan Abdulwahab AlQershi ◽  
Ramayah Thurasamy ◽  
Gamal Abdualmajed Ali ◽  
Hussein Abu Al-Rejal ◽  
Amr Al-Ganad ◽  
...  
Keyword(s):  
Human Capital ◽  
Structural Equation ◽  
Business Performance ◽  
Talent Management ◽  
Mediating Effect ◽  
Future Research ◽  
Sustainable Business ◽  
Content Type ◽  
The Relationship ◽  
Practical Implications

Purpose This paper aims to examine the mediating role of human capital on the talent management in hospitals’ sustainable business performance in the health-care sector of Malaysia. Design/methodology/approach The study used a quantitative approach, with an initial sample of 174 Malaysian hospitals. The theoretical framework was based on previous studies of talent management (TM), human capital (HC) and sustainable business performance (SBP). Partial least squares-structural equation modelling (PLS-SEM) was used to test the study’s hypotheses. Findings Talent management mindset (TMM), but not talent management strategy (TMS), has a significant relationship with HC and SBP. HC has a significant direct relationship with SBP, and also mediates the relationship between TMM and SBP but not between TMS and SBP. Research limitations/implications This work is one of a limited number of studies to empirically address TM, HC and SBP in this context. The study is limited to Malaysian hospitals. It provides theoretical contributions by broadening the knowledge of HC, TM and the multifocal perspective of hospitals’ SBP, a relevant but underexplored issue, offering several avenues for future research. Practical implications The findings have beneficial practical implications for both policy makers and managers. First, focusing on talented people will directly improve sustainable performance in the Malaysian health sector. The findings also have important theoretical implications both for Malaysia and countries in similar situations. The study will serve as a reference point for such countries in trying to understand factors influencing SBP. Originality/value This is the first study to examine the mediating effect of HC on the relationship between talent management and hospitals’ sustainable business performance in Malaysia, or worldwide.

scholarly journals Social identity theory and leader–member exchange: individual, dyadic and situational factors affecting the relationship between leader–member exchange and job performance

2020 ◽  
Vol 17 (3) ◽  
pp. 133-152
Author(s):  
Gregory Thrasher ◽  
Marcus Dickson ◽  
Benjamin Biermeier-Hanson ◽  
Anwar Najor-Durack
Keyword(s):  
Social Work ◽  
Social Identity ◽  
Job Performance ◽  
Social Identity Theory ◽  
Value Congruence ◽  
Leader Member Exchange ◽  
Content Type ◽  
Member Exchange ◽  
The Relationship ◽  
Rated Performance

Purpose This study aims to integrate social identity and leader–member exchange (LMX) theory to investigate the processes and boundary conditions around LMX–performance relationships. Through the application of two leader–follower subsamples, the authors test three main objectives. What is the effect of multi-dimensional dyad value-congruence on LMX and how does congruence on these dimensions differentially influence leader and follower perceptions of LMX? In a subsample of followers including supervisor-rated performance, the authors develop a model that examines how individual values moderate the effect of dyad contact on supervisor-rated job performance mediated by follower LMX. Design/methodology/approach The participants for this study include graduate and undergraduate social work students who were taking part in a one-year work placement within a social work organization as well as their immediate supervisors. Across a four-month period, participants filled out measures of their supervisor contact, work values and LMX. Supervisor-rated performance was also included. Findings Findings from the dyadic subsample show that growth value congruence is a predictor of follower-rated LMX, with value congruence across all values having no effect on leader-rated LMX. Within a subsample of followers, findings suggest that follower-rated LMX mediates the relationship between dyad contact and supervisor-rated job performance, with individual work values moderating this effect. Originality/value The current study offers several contributions to the literature on LMX and job performance. First, in this study’s dyadic leader–follower sample, the authors extend propositions made by social identity theory around value congruence and LMX by offering support for a multi-dimensional and multi-target approach to questions of values and LMX. Second, within this study’s larger non-dyadic sample, the authors offer insights into previous conflicting findings around dyad contact and LMX, by offering support for the indirect effect of dyad contact on supervisor-rated performance via LMX. Third, within this second sample, the authors also extend the literature on values and LMX to show that the process through which LMX influences job performance is dependent on follower values.

Impact of employee's political skill on abusive supervision: does gender matter?

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Fizza Rizvi ◽  
Akbar Azam
Keyword(s):  
Design Methodology ◽  
Political Skill ◽  
Abusive Supervision ◽  
Positive Outcomes ◽  
Simple Linear Regression ◽  
Content Type ◽  
Abusive Behavior ◽  
Ideal Situation ◽  
The Relationship ◽  
Practical Implications

PurposeThe purpose of this research is to investigate if employees possessing good political skill face less abusive behavior from their supervisors. Moreover, the gender of the subordinate has been tested as a moderator between political skill and abusive supervision. Cultural and social factors prevailing in the research settings of Pakistan provide an ideal situation to test the relationship between political skill and abusive supervision.Design/methodology/approachThe data were collected from 178 employees representing different sectors of Pakistani industry. To test the relationship between political skill and abusive supervision, simple linear regression was run and moderation was tested using PROCESS macro.FindingsFrom the analysis, the major findings prove that political skill lessens abusive supervision. Moreover, due to the cultural settings, male subordinates use political skill more proficiently to avoid abusive supervision as compared to female subordinates.Practical implicationsThe study suggests that in order to maintain harmony in the work environment, employees must learn political skill to avoid abusive supervision. Moreover, females must be given more chances to utilize their political skill to get positive outcomes.Originality/valueThis study fills up a significant gap in the literature, as there is scarce literature available that investigates the relationship between political skill and abusive supervision, specifically in Pakistan.

Perceived human resource management and presenteeism

2019 ◽  
Vol 11 (2) ◽  
pp. 110-130 ◽  
Author(s):  
Amlan Haque ◽  
Mario Fernando ◽  
Peter Caputi
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Turnover Intentions ◽  
Mediating Effect ◽  
Full Time ◽  
Content Type ◽  
The Relationship

PurposeThe purpose of this paper is to investigate the mediating effect of employee turnover intentions (ETI) on the relationship between perceived human resource management (PHRM) and presenteeism. The notion of presenteeism is described as coming to work when unwell and unable to work with full capacity.Design/methodology/approachUsing social exchange theory and structured equation modelling, hypotheses were tested using responses from 200 full-time Australian employees.FindingsThe results show that employees’ PHRM significantly influenced presenteeism and ETI. As predicted, PHRM negatively influenced presenteeism and ETI positively influenced presenteeism. The direct influence of PHRM on presenteeism was fully mediated by ETI.Practical implicationsThis paper suggests that organisations expecting to address presenteeism by promoting PHRM may experience an adverse result when employees conceal turnover intentions.Social implicationsForm the perspective of social exchange, this study focuses on ETI as a mediating variable and sheds light on employees’ hidden attitudes about their jobs to explain how PHRM can influence presenteeism in Australia. Consequently, the findings should help both organisations and employees to identify ways that PHRM can reduce presenteeism.Originality/valueThis paper examines the unique meditational role of ETI in the relationship between PHRM and presenteeism, which is an area of inquiry that has not been fully examined in the literature of HRM. In addition, it examines presenteeism among Australian employees in relation to PHRM.

Why do employees struggle to thrive in the workplaces? A look at the impact of abusive supervision

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammd Usman ◽  
Yuxin Liu ◽  
Jianwei Zhang ◽  
Usman Ghani ◽  
Habib Gul
Keyword(s):  
Abusive Supervision ◽  
Full Time ◽  
Work Behaviors ◽  
Content Type ◽  
Underlying Mechanisms ◽  
Core Self ◽  
The Impact ◽  
The Relationship ◽  
Moderating Role

PurposeBased on the conservation of resources view, the objective of this paper is to examine the relationship between abusive supervision and workplace thriving. Further, this study investigates the underlying mechanisms role of agentic work behaviors (i.e. task focus, heedful relating) and moderating role of employee's core self-evaluations.Design/methodology/approachUsing a time-lag approach, data are collected from 360 full-time employees enrolled in an executive development program in a large university of China. To test the proposed model, data analysis is carried out through Statistical Product and Service Solutions (SPSS) and Analysis of Moment Structures (AMOS).FindingsThe results show that abusive supervision negatively influences workplace thriving. Further, the findings also confirm the mediating role of agentic work behaviors and the moderating role of core self-evaluations between the relationship of abusive supervision and thriving.Practical implicationsBased on study findings, this study draws the attention of managers toward the new deleterious outcomes of abusive supervision. Hence, to nurture a thriving workforce, organizations should keep abusive behaviors under keen observations to minimize their frequent occurrences. Further, it is proposed that hiring employees with higher core self-evaluations can mitigate the injurious effect of abusive supervision.Originality/valueThis is the first attempt to our knowledge to untapped the abusive supervision-thriving relationship via the underlying mechanisms of two agentic work behavior's and core self-evaluations as a moderator enriches the extant body of knowledge and provide valuable insight into the abusive supervision and workplace thriving literature.

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