Purpose The purpose of this study is to examine how proactive personality moderates the negative impact of abusive supervision on employee job performance, how this moderating role is transmitted. Design/methodology/approach Using a sample of 305 supervisor-subordinate dyads in a two-wave survey, this study adopted a hierarchical regression analysis to test the hypotheses. Findings The results show that proactive personality moderates the negative relationship between abusive supervision and job performance such that the relationship is weaker for employees with high proactive personality than for those with low proactive personality. The moderating role of proactive personality between abusive supervision and job performance was mediated by job crafting (within of workplace) and leisure activity (outside of workplace). Originality/value The study helps to understand the moderating mechanism of boundary conditions in the relationship between abusive supervision and job performance, also understand the diversity of transmission mechanisms involved. In addition, this study enhances theory of proactive personality.
Cunjun Ye (Sat,) studied this question.
Synapse has enriched 5 closely related papers on similar clinical questions. Consider them for comparative context: