Abusive supervision, power distance, and creative process engagement: a moderated mediation model in confucian societies
Abusive supervision, power distance, and creative process engagement: a moderated mediation model in confucian societies
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DOI：
10.1007/s12144-023-05406-2
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发表时间：
2023-11
影响因子：
2.8
通讯作者：
Ji Li;Zhiqiang Liu;Xiaolong Tao;Shihua Chen;Silu Chen
中科院分区：
文献类型：
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作者：
Ji Li;Zhiqiang Liu;Xiaolong Tao;Shihua Chen;Silu Chen
我们采用与文化相关的身份方法来了解虐待性领导和权力距离文化对团队成员身份及其创造性过程参与的影响。我们认为，在解释滥用监督如何影响人们的身份塑造时应考虑组织文化，这反过来又会影响他们的创造性过程参与。然后，我们从一家在香港和中国大陆运营的大型中国公司收集数据，并获得了一些有趣的结果。首先，滥用监督对下属的组织认同产生负面影响。其次，组织认同调节滥用监督与下属创造性过程参与之间的关系。最后，权力距离调节滥用监督与组织认同之间的关系，以及通过组织认同调节滥用监督与下属创造性过程参与之间的关系，使得当权力距离的组织文化较低而不是较高时，这种关系更加明显。最后，我们讨论了我们的研究结果对学术研究人员和管理实践者的影响。
We adopt a culture-relevant identity approach to understanding the effects of abusive leadership and power distance culture on group members’ identity and their creative process engagement. We argue that organizational culture should be considered in explanations of how abusive supervision may influence persons’ identity-making, which in turn can affect their creative process engagement. We then collect data from a large Chinese company operating in both Hong Kong and mainland China and obtain several interesting results. Firstly, abusive supervision has a negative effect on the organisational identity of subordinates. Secondly, organisational identity mediates the relationship between abusive supervision and the creative process engagement of subordinates. Finally, power distance moderates the relationship between abusive supervision and organisational identity, as well as the relationship between abusive supervision and creative process engagement among subordinates via organisational identity, such that the relationship is more pronounced when organization culture of power distance is low rather than high. We conclude by discussing the implications of our findings for academic researchers and managerial practitioners.