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How Does Abusive Supervision Influence Employee’s Sustainable Innovation Behavior: The Moderating Effect of Psychological Empowerment?

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  • Wenjing Ke

    (School of Business)

  • Jiafu Su

    (Krirk University, International College)

Abstract

Employees’ continuous innovation behavior is essential for enterprises to achieve industrial upgrading, digital transformation, and service outsourcing. This study attempts to understand the interaction between organizational commitment, psychological empowerment, abuse management, continuous innovation behavior, and the employees’ continued innovation behavior tendency in the context of social identity theory. A snowball sampling method was used to collect customer data from 366 people working in the information technology industry in China from January 10 to March 8, 2022. This paper analyzes the theoretical model of abusive management on employees’ continuous innovation behavior. The results show that abusive supervision has a negative impact on organizational commitment. Second, organizational commitment intermediates abusive supervision and employees’ innovative behavior. Third, psychological empowerment mediates the perspective of the relationship between abusive management, organizational commitment, and employees’ sustainable innovation behavior. This study’s contribution to the literature on social identity theory is to expand power identity and background field on the technology acceptance model 4 in centralized management in China and improve employees’ continuous innovation behavior. It guides the enhancement of employees’ self-efficacy and managers’ ability to communicate and perform operationally, promoting economic growth.

Suggested Citation

  • Wenjing Ke & Jiafu Su, 2025. "How Does Abusive Supervision Influence Employee’s Sustainable Innovation Behavior: The Moderating Effect of Psychological Empowerment?," Journal of the Knowledge Economy, Springer;Portland International Center for Management of Engineering and Technology (PICMET), vol. 16(1), pages 1745-1767, March.
    • Handle: RePEc:spr:jknowl:v:16:y:2025:i:1:d:10.1007_s13132-024-01968-z
    DOI: 10.1007/s13132-024-01968-z
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