Research On The Impact Of Abuse Management On Employee Creativity

Innovation is the soul of a nation's progress,is the internal driving force of national prosperity and revival.In the new context of the new economy,the 18 th National Congress of the Communist Party of China pointed out that China's future will pay attention to the promotion and implementation of innovation-driven development strategy.Public business throughout the country united innovation cycle in 2017,prime minister li keqiang instructions again,structural reforms to boost the supply side as the main line,further implement the strategy of innovation driven development,further foster integration,collaborative,Shared and ecological environment.Therefore,innovation will provide a strong support and guarantee for China's economic transformation.Business is to promote innovation and development of the largest subject,at the same time,a business in order to continue to grow and development must also follow the trend of the times,increase scientific and technological research and development,enhance their own innovation level.However,most of the innovative ideas about products,services,and programs are based on grassroots employees,and employee innovation is based on the creativity of employees themselves,and the creativity of employees is a prerequisite for employee innovation.Its enterprise is an invisible asset,employee creativity is not only the survival and development of enterprises is the fundamental,but in the knowledge economy under the conditions of the enterprise has become the core competitiveness of the decisive factor.How to inspire and enhance employee creativity as the focus of research.Based on the leadership factors in organizational factors,this study explores the destructive leadership style to explore their effects on employees' creativity mechanism.And the factors of Organization-based self-esteem and creativity self-efficacy are taken as the mediators to study the mechanism of abusive supervision on employee's creativity.At the same time,the selection of employee power sense of distance as a cultural influence factors into the study.Based on the social exchange theory and the theory of resource preservation,the research hypothesis is put forward,and the appropriate variable measurement scale is selected.After the initial test and test the validity of the questionnaire,the final revision and finalization of the official questionnaire.A total of 271 employees in enterprises in Shandong,Guizhou,Jilin and Beijing were surveyed and analyzed using the method of hierarchical regression analysis.(1)Abusive supervision has a negative correlation with employee creativity.(2)organization-based self-esteem in the affect mechanism of abusive supervision on employee's creativity play a full intermediary role.(3)Creativity Self-efficacy plays an intermediary role in the affect mechanism of abusive supervision on employee's creativity.(4)The relationship between employee power sense of the relationship between the management of abuse and organizational self-esteem.The higher the level of employee's power distance,the weaker the influence of abusive management on organizational self-esteem.(5)Employee's power distance of the affect mechanism of abusive supervision on employee's creativity of the regulatory role is not significant.Finally,according to the results of the empirical research from the organizations and individual level how to avoid bad factors and recommendations to dig employees' creativity,to provide certain reference for management practice,and this research deficiency summarized and prospected.