How to Mitigate the Harm of Abusive Supervision to Employee’s Innovative Behaviors: The Role of Employee’s Proactive Personality and Supervisor’s Performance Goal Orientation

Abstract

The survival and development of enterprises are increasingly dependent on individual innovative behavior. A large number of studies have shown that abusive supervision has a negligible negative impact on employee’s innovative behavior. This article examines the mitigation effect of employee’s proactive personality and supervisor’s performance gold orientation on the relationship between abusive supervision and employee’s innovative behavior. Through a paired study of 39 supervisors and 203 subordinates, a hierarchical linear model was used for analysis. The research results show that: when employees have a high proactive personality, regardless of the level of supervisor’s abusive supervision, employee’s innovation behavior is not affected; and when employee’s proactive personality is low, the supervisor’s high-performance gold orientation can mitigate the harm of abusive supervision to employee’s innovative behavior.