When challenge stressors increase employee innovative behaviors? The role of leader member exchange and abusive supervision

Bibliographic Data

ID21096528
AuthorsSUN Jianmin (Renmin University of China), Leni CHEN (0000-0001-8268-8117, Renmin University of China), YIN Kui (Renmin University of China)
Year2018
Volume50
Issue4
Pages436
Publication date2018-01-01
Peer ReviewedYes
Open AccessNo
TypeARTICLE
VenueActa Psychologica Sinica (JOURNAL)
Journal identifiersISSN: 0439-755X
PublisherChina Science Publishing & Media Ltd. (PUBLISHER)
DOI10.3724/sp.j.1041.2018.00436
OpenAlexW2783052857
LanguageEN
Citations received7

摘要: 基于工作要求−资源模型, 探讨挑战性压力源在什么情况下能够促进创新。将领导−成员交换与辱虐管理作为工作资源, 辱虐管理作为影响领导−成员交换是否可以被视为工作资源的情境因素, 挑战性压力源作为工作要求, 检验了领导−成员交换、辱虐管理对挑战性压力源与员工创新行为关系的三维调节作用。基于两个领导−下属配对样本的分析结果表明:挑战性压力源、领导−成员交换和辱虐管理对员工创新行为有显著三维交互作用, 即领导−成员交换水平高、辱虐管理水平低时, 挑战性压力源与员工创新行为正相关, 在其他条件下, 挑战性压力源与创新行为不相关或者负相关。本研究验证了工作要求−资源模型在解释挑战性压力源与创新行为之间关系的有效性, 说明资源在挑战性压力源激发员工创新行为中扮演重要角色

Abusive supervision · Business · Stressor · Clinical Psychology · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology

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