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When Leaders Stifle Innovation in Work Teams: The Role of Abusive Supervision

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  • Vincent Rousseau

    (Université de Montréal)

  • Caroline Aubé

    (HEC Montréal)

Abstract

A growing body of research reveals that abusive supervision may have negative impacts in organizations. The purpose of the present study is to expand the knowledge regarding the impacts of this dysfunctional leadership behavior by examining its relationship with innovation in work teams. Specifically, we investigate the process through which abusive supervision may undermine team innovation by taking into account the mediating role of team proactive behavior. Moreover, we propose a boundary condition of the negative effect of abusive supervision by considering leader–members interdependence as a moderator. Using a multisource approach, data were gathered from 394 members and 82 immediate supervisors (which represent 82 work teams) in a public safety organization. Results of path analyses reveal that the relationship between abusive supervision and team innovation is mediated by team proactive behavior. Furthermore, we found that the relationship between abusive supervision and team proactive behavior is moderated by leader–members interdependence, such that this relationship is stronger when the level of interdependence is high. Taken together, the findings of this study improve the understanding of why and under what circumstances abusive supervision may impair team innovation.

Suggested Citation

  • Vincent Rousseau & Caroline Aubé, 2018. "When Leaders Stifle Innovation in Work Teams: The Role of Abusive Supervision," Journal of Business Ethics, Springer, vol. 151(3), pages 651-664, September.
    • Handle: RePEc:kap:jbuset:v:151:y:2018:i:3:d:10.1007_s10551-016-3258-8
    DOI: 10.1007/s10551-016-3258-8
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    References listed on IDEAS

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    Cited by:

    1. Guanxing Xiong & Huadong Huang & Yingyi Ma & Cuiqi Liang & Haixia Wang, 2021. "Abusive Supervision and Unethical Pro-Organizational Behavior: The Mediating Role of Status Challenge and the Moderating Role of Leader–Member Exchange," SAGE Open, , vol. 11(3), pages 21582440211, August.
    2. Gabi Eissa & Scott W. Lester, 2022. "A Moral Disengagement Investigation of How and When Supervisor Psychological Entitlement Instigates Abusive Supervision," Journal of Business Ethics, Springer, vol. 180(2), pages 675-694, October.
    3. Gema Albort-Morant & Antonio Ariza-Montes & Antonio Leal-Rodríguez & Gabriele Giorgi, 2020. "How Does Positive Work-Related Stress Affect the Degree of Innovation Development?," IJERPH, MDPI, vol. 17(2), pages 1-15, January.
    4. Zhiyu Feng & Fong Keng-Highberger & Kai Chi Yam & Xiao-Ping Chen & Hu Li, 2023. "Wolves in Sheep’s Clothing: How and When Machiavellian Leaders Demonstrate Strategic Abuse," Journal of Business Ethics, Springer, vol. 184(1), pages 255-280, April.
    5. Wenyuan Huang & Chuqin Yuan, 2024. "Workplace Ostracism and Helping Behavior: A Cross-Level Investigation," Journal of Business Ethics, Springer, vol. 190(4), pages 787-800, April.
    6. Jiang, Wan & Wang, Linlin & Chu, Zhaofang & Zheng, Chundong, 2019. "Does leader turnover intention hinder team innovation performance? The roles of leader self-sacrificial behavior and empathic concern," Journal of Business Research, Elsevier, vol. 104(C), pages 261-270.
    7. Arindam Bhattacharjee & Anita Sarkar, 2024. "Abusive supervision: a systematic literature review," Management Review Quarterly, Springer, vol. 74(1), pages 1-34, February.
    8. Jian Tian & Yan Peng & Xing Zhou, 2020. "The Effects of Abusive Supervision and Motivational Preference on Employees’ Innovative Behavior," Sustainability, MDPI, vol. 12(20), pages 1-15, October.

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