Effects of abusive supervision on employees’ innovative behavior: The role of job insecurity and locus of control

Drawing on the Conservation of Resources Theory by Hobfoll, we examined the relationships between abusive supervision, job insecurity, locus of control, and employees' innovative behavior. Using self‐reported data collected from employees among four enterprises in China (N = 641), we found that abusive supervision was positively correlated with job insecurity. In contrast, both job insecurity and abusive supervision were negatively correlated with employees' innovative behavior, with the impact of abusive supervision on innovative behavior being mediated by its effect on job insecurity. Having an external locus of control that served as a buffering factor for employees, mitigating the relationship between abusive supervision and job insecurity. These findings complement the existing research on the impacts of abusive leadership, providing practical information for enterprises on how to enhance levels of innovation and vitality among employees

Investigating the relationship between person–environment fit and safety behavior: A social cognition perspective

Introduction: This study explored the relationship between person–job fit and safety behavior, as well as the mediating role played by psychological safety, from the perspective of social cognitive theory and person–environment fit theory. Method: A total of 800 employees from petroleum enterprises were recruited, with cluster random sampling used to collect data in two stages. Results: The results showed that employees’ safety behavior is higher under the condition of ‘‘high person–job fit—high person–organization fit” than under that of ‘‘low person–job fit—low person–organization fit.” In other words, the more congruent the level of person–job fit and person–organization fit for a given employee, the higher their level of safety behavior. Practical Applications: Psychological safety plays a mediating role between the congruence of both person–job fit and person–organization fit and employees’ safety behavior

Authentic Leadership and Proactive Behavior: The Role of Psychological Capital and Compassion at Work

This study, which is based on survey data provided by 445 employees from a Chinese enterprise, examines the impact of authentic leadership on the proactive behavior of subordinates, in particular the mediating effect of subordinate psychological capital and the moderating effect of compassion at work. The results of our structural equation model reveal that: (1) There is a significant positive correlation between authentic leadership and the proactive behavior of subordinates; (2) psychological capital plays a full mediating role between authentic leadership and subordinate proactive behavior; (3) Compassion at work has a moderating effect on the positive relationship between authentic leadership and subordinate psychological capital and proactive behavior

Authentic Leadership and Proactive Behavior: The Role of Psychological Capital and Compassion at Work

This study, which is based on survey data provided by 445 employees from a Chinese enterprise, examines the impact of authentic leadership on the proactive behavior of subordinates, in particular the mediating effect of subordinate psychological capital and the moderating effect of compassion at work. The results of our structural equation model reveal that: (1) There is a significant positive correlation between authentic leadership and the proactive behavior of subordinates; (2) psychological capital plays a full mediating role between authentic leadership and subordinate proactive behavior; (3) Compassion at work has a moderating effect on the positive relationship between authentic leadership and subordinate psychological capital and proactive behavior

The relationship between sleep pattern and depression in Chinese shift workers: A mediating role of emotional exhaustion

Objectives: To explore the relationship between sleep pattern (morningness–eveningness) and depression in Chinese shift workers (“Three Shifts” workers), and to examine whether emotional exhaustion plays a mediating role in this relationship. Study Design: We examined the impact of sleep pattern on the depression of three shifts workers, focusing on the mediating effect of emotional exhaustion. Methods: A total of 1303 shift workers in the north and south of China were invited to participate in this study using convenience sampling. They completed a questionnaire which collected information on socio-demographic variables, along with measures of sleep pattern, depression, and emotional exhaustion. Using structural equation modelling, the mediating role of emotional exhaustion in sleep pattern and depression was explored. Results: Of the three shifts workers 46.43% reported symptoms of depression; 27.84% identified as morning types while only 6.56% were evening types, with the remaining 65.60% falling into the intermediate category. There was a negative correlation between sleep pattern and depression, and between sleep pattern and emotional exhaustion, but a positive correlation between emotional exhaustion and depression. As predicted, emotional exhaustion played a mediating role in the relationship between sleep pattern and depression. Conclusions: Having an evening sleep pattern was a risk factor for depression in three shifts workers; however, emotional exhaustion mediated the relationship between sleep pattern and depression. This finding may inform interventions aimed at reducing the level of depression within three shifts staf