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Although many studies have investigated the moderating effect of boundary conditions on the relationship between abusive supervision and outcome variables, existing research findings indicate who copes effectively with abusive supervision but they do not tell us what they do that works. Using a sample of 305 supervisor-subordinate dyads in a two-wave survey, this study adopted a hierarchical regression analysis to test the hypotheses. The results show that proactive personality negatively moderates the negative relationship between abusive supervision and job performance. The moderating effect of proactive personality between abusive supervision and job performance was mediated by job crafting (within of workplace) and leisure activity (outside of workplace). 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.
Ye et al. (Wed,) studied this question.