| Innovation is the source of enterprise growth, and the innovation ability has become the vital factors of enterprises’competitiveness and the sustainable development capacity. Organizational innovation relies on the employees’ innovation, which plays a core role in the innovation process; therefore, how to motivate employees’innovative behavior has become a hot issue in the field of organizational behavior study. One of the important responsibilities of leadership is to promote the generation of employees’ innovative behavior in order to achieve organizational goals as well as sustainable competitive advantage. As an important antecedent, leadership plays a significant role during the process of the employees’innovative behavior. Mostly, existing research on leadership behavior fucous on the positive side of leadership behavior,while ignoring the negative or destructive side of it, but in fact, negative leadership behaviors are so common in the management practice, exploring the mechanisms of leadership behavior on the employees’innovative behavior from a negative perspective, thus eliminating its adverse effects, has important guiding significance.Individual innovation behavior is the joint result of employees’internal characters and management situation. Based on the theories of leadership behavior theory, innovation psychology and social exchange theory, this paper takes abusive supervision as the typical representative of negative leadership behavior, in-depth analysis of the mechanism of abusive supervision on employees’ innovation behavior,and then selects the psychological capital from the employee individual level and the team-member exchange from the team level as variables to explore their moderating effect on the relationship between the abusive supervision and employees’ innovative behavior. Corresponding research hypotheses are also proposed. With SPSS and AMOS data analysis softwares, this paper takes400employees as a sample questionnaire survey, using the correlation analysis, ANOVA and multiple hierarchical regression analysis methods to verify the research hypothesis. The results showed that:the abusive supervision has a significant negative impact on the employees’innovative behavior; while the psychological capital and the team-member exchange play moderator roles in the relationship of them.Based on the above conclusion, several management practice suggestions are followed:Firstly, managers should recognize the negative impact of abusive supervision, identify the tendency of abusive supervision of leaders to avoid the generation and expansion of negative effects in business management practice. Secondly, companies should realize the significance of the employees’ psychological capital to innovative behavior, focus on the psychological capital cultivating and development to promote the generation of innovative behavior during staff recruitment and training. Thirdly, cultivating high-quality team-member exchange, as well as creating a harmonious working atmosphere to build a good soft environment for innovative activities. |
