An Empirical Research On The Relationship Among Abusive Supervision,Mental Capital And Employee Innovation Performance

Almost all of today’s organizations and businesses are facing with a complex and dynamic social environment,in order to maintain core competitiveness,companies need more innovation.On the one hand,innovation is the core competence of organizations and enterprises in order to cope with the fierce market competition,the increase of labor cost and the acceleration of globalization process.On the other hand,innovation can improve the efficiency of the enterprise,is the source of business survival and development.The source of enterprise innovation is the individual innovation of employees.The individual innovation of employees not only provides the fundamental impetus for the innovation of enterprises,but also lay a solid foundation for the innovation of enterprises.In this context,how to effectively mobilize the enthusiasm and initiative of employees,to increase their innovative behavior to improve innovation performance,has become the focus of all walks of life and hot issues.Therefore,the research on employee innovation performance and its predecessor variables has also become the focus of academic attention.First of all,in the analysis and summary of domestic and foreign literature,research and reference to the existing more mature abusive supervision,mental capital and innovation performance scale.The reliability and validity of the scale were analyzed and tested by a small sample questionnaire,and the scale was modified to form a formal large sample questionnaire.Secondly,SPSS22.0 software was used to analyze the abusive supervision,mental capital and innovation performance,and the regression analysis and the mediating effect test of mental capital were used.On this basis,AMOS21.0 software was used to construct the abusive supervision,mental capital and innovation performance as well as variables between the dimensions of the structural equation model.Finally,according to the analysis of the results of the test and discussion,and put forward the relevant management practice recommendations.Through the empirical analysis,the following conclusions are obtained: abusive supervision has a significant negative impact on mental capital;mental capital has a significant positive impact on employee innovation performance;abusive supervision has no significant impact on employee innovation performance;mental capital has a complete intermediary role,abusive leadership can be through the psychological capital and then employees have a negative impact on innovation performance.This research complements the theory of disgraceful leadership,mental capital and employee innovation performance,which has certain theoretical significance and practical significance of management.