A study of the relationship between abusive supervision and employees' innovation performance: the moderated mediating role of psychological contract, psychological empowerment, and knowledge sharing

dc.contributor.advisorXuemei Sunth
dc.contributor.authorWENJING KEth
dc.description.abstractKnowledge is an essential organizational resource that supports organizations to remain competitive in the familiar areas of uncertainty, variability, and risk marketing. Research shows that knowledge sharing significantly affects organizational achievement and novelty. Employees are willing to share their knowledge (psychological roles and external support). It points out the conditions for investing significant cost and effort to participate in process knowledge contribution. It promotes this knowledge sharing and incentivizes creative outcomes by establishing organizations implementing role identification and good. Some subjects have carried out relevant research on the influencing factors of creativity achievement. They show that employees, organizations, and constant factors of employees and organizations influence creative achievement. Among them, the psychological aspect is a critical perspective. The intrinsic motivation tendency of employees and the abuse of supervision by organizations and leaders indirectly affect employees' job role identification. So, what is the effect of abuse on creative achievement? Is regulatory abuse harmful? Employees adopt positive behaviors. In addition, the psychological contract formed by psychological delegation and knowledge sharing is a multi-dimensional structure. Are there corresponding relationships between different types of psychological contracts and different types of knowledge sharing through psychological empowerment? What is the impact of the link between abusive supervision and employee creative achievement? In addition, when employees perceive abusive management in the organization, some perceive LXM as distrustful. When some employees think about future career development requirements, they lose confidence, and work roles are inconsistent. Therefore, organizations should strengthen employees' perception of job role recognition. The creative achievement of the employee as motivation through the psychological cognition of the employee. What does regulatory abuse have to do with the impact of creative achievement? Based on the relevant theories of psychological empowerment, knowledge sharing, and creative achievement, this study constructs a research model of "abusive supervision - psychological contract - psychological empowerment - knowledge sharing - employee creative achievement," with psychological empowerment and knowledge sharing as the moderate mediate variables. The theoretical and empirical analysis found a relationship between abusive supervision and creative achievement, abusive supervision and psychological empowerment, knowledge sharing and psychological empowerment, knowledge sharing and creative achievement, and the chain moderated the mediating role of psychological burden and knowledge sharing.th
dc.publisherNational Institute of Development Administrationth
dc.rightsThis work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.th
dc.subjectDigitalization capabilitiesen
dc.subjectDynamic capabilityen
dc.subjectAmbidextrous innovationen
dc.subjectKnowledge managementen
dc.subjectOrganizational resilienceen
dc.titleA study of the relationship between abusive supervision and employees' innovation performance: the moderated mediating role of psychological contract, psychological empowerment, and knowledge sharingth
dc.typetext--thesis--doctoral thesisth
mods.physicalLocationNational Institute of Development Administration. Library and Information Centerth
thesis.degree.grantorNational Institute of Development Administrationth
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