Despite several studies exploring the effect of abusive supervision on employee creativity from various perspectives, the social side of creativity remains largely unexplored. Building on the social identity model of organizational leadership and the dynamic componential theory of creativity, we purported that abusive supervision would dampen victims’ creativity through coworkers’ ostracism, but this effect would critically depend on leaders’ in-group prototypicality. Results from a multi-wave and multi-source survey and a scenario experiment provided converging support to the proposed model. Specifically, we found that abusive supervisor was negatively related to employee creativity via coworkers’ ostracism only among leaders high (vs. low) in-group prototypicality. Theoretical and managerial implications are discussed.

尽管有几项研究从不同角度探讨了虐待监督对员工创造力的影响，但创造力的社会方面在很大程度上仍未得到探索。基于组织领导的社会认同模型和创造力的动态成分理论，我们认为虐待监督会通过同事的排斥来抑制受害者的创造力，但这种影响主要取决于领导者的群体原型。多波多源调查和情景实验的结果为所提出的模型提供了融合支持。具体而言，我们发现虐待主管仅在高（相对于低）组内原型的领导者中通过同事的排斥与员工创造力呈负相关。讨论了理论和管理意义。