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High Core Self-Evaluators Maintain Creativity A Motivational Model of Abusive Supervision

Published on May 1, 2014in Journal of Management9.06
· DOI :10.1177/0149206312460681
Hongping Zhang1
Estimated H-index: 1
(SDU: Shandong University),
Ho Kwong Kwan20
Estimated H-index: 20
(SUFE: Shanghai University of Finance and Economics)
+ 1 AuthorsLong-Zeng Wu14
Estimated H-index: 14
(SUFE: Shanghai University of Finance and Economics)
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Abstract
We present a motivational model of abusive supervision to examine the effects that exposure to abusive supervision has on creativity. In particular, we predict that intrinsic motivation mediates the negative relation between abusive supervision, as perceived by employees, and their creativity. In addition, we examine the extent to which core self-evaluations attenuate the main effect of abusive supervision and the indirect effect of intrinsic motivation. Our results, based on multiwave, multisource data collected in China, fully support our hypotheses, address unexplored theoretical predictions, and offer new directions for mistreatment, creativity, motivation, and personality research.
  • References (65)
  • Citations (59)
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References65
Newest
Published on Oct 1, 2012in Academy of Management Journal7.19
Dong Liu14
Estimated H-index: 14
(Georgia Institute of Technology),
Hui Liao26
Estimated H-index: 26
(UMD: University of Maryland, College Park),
Raymond Loi23
Estimated H-index: 23
(UM: University of Macau)
This research sheds light on the role of the dark side of leadership in employee creativity by examining how and when department leader abusive supervision may flow down organizational levels to undermine team member creativity. Analyses of multiphase, multisource, and multilevel data show that team leader abusive supervision mediates the negative relationship between department leader abusive supervision and team member creativity. Team leaders' and members' attributions for the motives behind ...
Published on Apr 1, 2012in Service Industries Journal1.15
Zhaoquan Jian3
Estimated H-index: 3
(SCUT: South China University of Technology),
Ho Kwong Kwan20
Estimated H-index: 20
(Drexel University)
+ 2 AuthorsFrederick Hong-kit Yim13
Estimated H-index: 13
(Hong Kong Baptist University)
The present study examines the link between abusive supervision and frontline employees' service performance by focusing on the mediating role of organization-based self-esteem (OBSE) and the moderating role of relational-interdependent self-construal (RISC). The results of analysing 324 supervisor--subordinate dyads in five large hotels in China revealed a negative relationship between abusive supervision and service performance via OBSE. In addition, RISC moderates the mediating effect of OBSE...
Published on Feb 1, 2012in Cornell Hospitality Quarterly2.49
Alice H.Y. Hon17
Estimated H-index: 17
(PolyU: Hong Kong Polytechnic University)
A great deal of research on creativity is based on the principle of intrinsic motivation, which underlies creative performance and mediates the effects of contextual factors on employee creativity. Using a sample of Chinese employees from hotel industry, this study’s findings support the intrinsic motivation principle. This study applies the self-determination theory to model and examine intrinsic motivation and shows that a sense of autonomous motivation among employees plays a significant role...
Published on Jan 1, 2012in Journal of Management9.06
Chu Hsiang Chang20
Estimated H-index: 20
(MSU: Michigan State University),
D. Lance Ferris22
Estimated H-index: 22
(PSU: Pennsylvania State University)
+ 2 AuthorsJames A. Tan5
Estimated H-index: 5
(SCSU: St. Cloud State University)
Core self-evaluation (CSE) represents the fundamental appraisals individuals make about their self-worth and capabilities. CSE is conceptualized as a higher order construct composed of broad and evaluative traits (e.g., self-esteem and generalized self-efficacy). The authors review 15 years of CSE theory and research, focusing in particular on the outcomes, mediators, and moderators of CSE via qualitative and quantitative literature reviews. Meta-analytic results support the relation of CSE with...
Published on Jan 1, 2012in Journal of Applied Psychology5.07
Huiwen Lian11
Estimated H-index: 11
(HKUST: Hong Kong University of Science and Technology),
D. Lance Ferris22
Estimated H-index: 22
(PSU: Pennsylvania State University),
Douglas J. Brown29
Estimated H-index: 29
(UW: University of Waterloo)
We predicted that the effects of abusive supervision are likely to be moderated by subordinate power distance orientation and that the nature of the moderating effect will depend on the outcome. Drawing upon work suggesting that high power distance orientation subordinates are more tolerant of supervisory mistreatment, we posited that high power distance orientation subordinates would be less likely to view abusive supervision as interpersonally unfair. Drawing upon social learning theory sugges...
Published on Apr 1, 2011in Academy of Management Journal7.19
Bennett J. Tepper27
Estimated H-index: 27
(GSU: Georgia State University),
Sherry E. Moss6
Estimated H-index: 6
(Wake Forest University),
Michelle K. Duffy33
Estimated H-index: 33
(UMN: University of Minnesota)
The moral exclusion literature identifies three previously unexamined predictors of abusive supervision: supervisor perceptions of deep-level dissimilarity, relationship conflict, and subordinate performance. Invoking theory and research on workplace diversity, relationship conflict, and victim precipitation, we model the three predictors as associated with abusive supervision. Path-analytic tests using data collected from supervisor-subordinate dyads at two time points suggest that supervisor p...
Published on Apr 1, 2011in Journal of Organizational Behavior5.00
Bennett J. Tepper27
Estimated H-index: 27
(GSU: Georgia State University),
Christine A. Henle14
Estimated H-index: 14
(CSU: Colorado State University)
Leading organizational behavior scholars have argued that construct proliferation threatens the interpretability of interpersonal mistreatment research and have argued that researchers should employ the same terminology to refer to constructs that have been studied under distinct labels (e.g., bullying, deviance, retaliation, abuse, undermining). We argue that most of the construct labels researchers regularly employ capture meaningful theoretical differences, although the corresponding measures...
Published on Jan 1, 2011
Laurie J. Barclay11
Estimated H-index: 11
,
Karl Aquino43
Estimated H-index: 43
Published on Jan 1, 2011in Journal of Applied Psychology5.07
Pamela Tierney10
Estimated H-index: 10
(PSU: Portland State University),
Steven M. Farmer21
Estimated H-index: 21
(WSU: Wichita State University)
Building from an established framework of self-efficacy development, this study provides a longitudinal examination of the development of creative self-efficacy in an ongoing work context. Results show that increases in employee creative role identity and perceived creative expectation from supervisors over a 6-month time period were associated with enhanced sense of employee capacity for creative work. Contrary to what was expected, employees who experienced increased requirements for creativit...
Jun Liu22
Estimated H-index: 22
(RUC: Renmin University of China),
Ho Kwong Kwan20
Estimated H-index: 20
(Drexel University)
+ 1 AuthorsWeiku Wu1
Estimated H-index: 1
(THU: Tsinghua University)
This study examined the link between abusive supervision and subordinate supervisor- directed deviance by focusing on the moderating role of traditionality and the mediating role of revenge cognitions directed towards supervisors. The results of analysing 283 supervisor-subordinate dyads in six private electronic companies and 222 supervisor-subordinate dyads in two state-owned oil and gas companies in the People's Republic of China showed that abusive supervision was positively related to reven...
Cited By59
Newest
Published on Mar 12, 2019in Management Decision1.96
Kaidi Zhang (THU: Tsinghua University), Xiao Jia1
Estimated H-index: 1
(THU: Tsinghua University),
Jin Chen9
Estimated H-index: 9
(THU: Tsinghua University)
Purpose The emerging natures of big data – volume, velocity, variety, value and veracity – exert higher stress on employees and demand greater creativity from them, causing extreme difficulties in the talent management of organizations in the big data era. The purpose of this paper is to explore the effect of challenge stressors on creativity and the boundary conditions of the relationship. Design/methodology/approach Multisource data were collected including 593 followers and their 98 superviso...
Sadia Jahanzeb (MUN: Memorial University of Newfoundland), Tasneem Fatima3
Estimated H-index: 3
(IIUI: International Islamic University, Islamabad)
+ 1 AuthorsFatima Bashir (IIUI: International Islamic University, Islamabad)
ABSTRACTDrawing on social exchange and displaced aggression theories, this study investigates the mediating role of knowledge hiding in the relationship between employees’ exposure to abusive super...
John Fiset1
Estimated H-index: 1
(MUN: Memorial University of Newfoundland),
Melanie A. Robinson1
Estimated H-index: 1
(HEC Montréal),
Ma. Carolina Saffie-Robertson (St. John Fisher College)
Published on Aug 8, 2017in Journal of Business Ethics3.80
Wan Jiang5
Estimated H-index: 5
(TJU: Tianjin University),
Qinxuan Gu6
Estimated H-index: 6
(SJTU: Shanghai Jiao Tong University),
Thomas Li-Ping Tang35
Estimated H-index: 35
(MT: Middle Tennessee State University)
This study explores the dark side of leadership, treats creative self-efficacy as a mediator, and frames supervisor bullying and employee creativity in the context of social cognition and social comparison. We theorize that with a high social comparison orientation, the combination of high supervisory abuse toward themselves (own abusive supervision) and low supervisory abuse toward other team members (peer abusive supervision) leads to a double whammy effect: When employees are “singled out” fo...
Published on Jul 1, 2019in Sport Management Review2.14
Yvette P. Lopez6
Estimated H-index: 6
(DePaul University),
Stephanie L. Dohrn1
Estimated H-index: 1
(DePaul University),
Margaret Posig7
Estimated H-index: 7
(DePaul University)
Abstract The aim of this study was to increase our understanding of the harm of abusive leadership on followers’ performance. Student-athletes ( N = 145) at a US institution completed surveys. The authors used hierarchical regression analysis and an independent samples t -test to assess the hypotheses. Consistent with core self-evaluations theory, results revealed that core self-evaluations moderate the negative relationship between abusive leader behavior and student-athlete performance, such t...
Published on Mar 12, 2019in Service Industries Journal1.15
Collins Opoku Antwi1
Estimated H-index: 1
(USST: University of Shanghai for Science and Technology),
Chong-jun Fan1
Estimated H-index: 1
(USST: University of Shanghai for Science and Technology)
+ 4 AuthorsPhilip Avornyo1
Estimated H-index: 1
(University of Electronic Science and Technology of China)
Given the competitiveness of twenty-first-century airport landscape, catalyzed by airports’ evolution toward multi-service, and market-driven firms, a thorough investigation into employees’ creativity and its antecedents at the airport environment is warranted. Adopting the two-dimensional job demand stressors – outcome relationships framework and the cognitive-relational theory of stress, the current study interrogated the challenge (i.e. workload and time pressure)/ hindrance (i.e. role confli...
Yiling Hu (ECNU: East China Normal University), Minmin Wang (China Europe International Business School)+ 1 AuthorsJian Yi (SUFE: Shanghai University of Finance and Economics)
AbstractThis research examined the influence of mentorship quality on work-to-family positive spillover (WFPS) of mentors by focusing on the mediating role of personal skill development and the moderating role of core self-evaluations (CSEs). The findings based on a survey study of 187 formal Chinese mentors indicated that the positive linkage between mentorship quality and WFPS is mediated by personal skill development. In addition, the influences of mentorship quality on personal skill develop...
Published on Mar 1, 2019in Personnel Psychology6.93
Jeremy D. Mackey10
Estimated H-index: 10
(AU: Auburn University),
Charn P. McAllister6
Estimated H-index: 6
(NU: Northeastern University)
+ 1 AuthorsGang Wang9
Estimated H-index: 9
(Florida State University College of Business)
Published on Feb 1, 2019in Tourism Management6.01
You-De Dai2
Estimated H-index: 2
(NCNU: National Chi Nan University),
Wen-Long Zhuang2
Estimated H-index: 2
(NCNU: National Chi Nan University),
Tzung-Cheng Huan6
Estimated H-index: 6
(NCYU: National Chiayi University)
Abstract This study explores the impact of travel agency employees' resilience on their intention to leave and work engagement, and simultaneously examines whether abusive supervision moderates the aforementioned relationships. There is a clear research gap on this subject in the tourism and hospitality literature regarding the moderating affects of abusive supervision on the relationships between resilience, intention to leave and work engagement. The survey was conducted in 18 travel agencies ...
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