Research On The Effect Of Abusive Supervision On Team Innovation

Leadership behavior theory has always been a hot topic in management fields. Researchers prefer to explore its positive influence towards organizations and employees. However, negative leader behaviors exist in all kinds of organizations in reality, and have a huge effect on organizational processes and results. Therefore, abusive supervision came into view as a kind of negative leadership behavior. About abusive supervision, scholars focused mainly on its concept, structure, influence factors and results of the individual level. There are few scholars explores its influence and function mechanism from the perspective of the team level. In view of the current research situation, we put abusive supervision as the c ore part, based on social exchange theory and affective events theory, to explore its influence on team innovation. We select team psychological safety as the mediator variable and interaction time with leader as the moderator variable logically.This study adopted survey questionnaires to collect data, all scales valuated by Likert 7 grades. Except for interaction time with leader scale that directly used Chinese scale, the rest of the scales were translated scientifically from international authoritative journals. After eliminated invalid samples, we finally collected 502 employees’ effective data of 76 teams. We used SPSS18.0 and AMOS17.0 software for data analysis. First, we tested the scales’ reliability and validity. Second, we did aggregation test for the scales. Third, we did confirmatory factor analysis and other basic data analysis. Finally, we verified the effectiveness of the proposed 4 hypotheses through the multiply regression analysis.The results show that abusive supervision has a negative impact on team innovation. Team psychological safety mediates the negative relationship between abusive supervision and team innovation. Interaction time with leader plays a moderating role on the negative relationship between abusive supervision and team psychological safety, such that the negative relationship between abusive supervision and team psychological safety will be stronger when interaction time is longer. Interaction time with leader moderates the negative indirect effect of abusive supervision on team innovation through team psychological safety such that the indirect effect is more negative when interaction time is longer. Moreover, we discuss the theoretical and practical significance and point out the shortages and the future research direction finally.