상사의 무례함과 창의성 간 관계에 대한 자기결정이론적 고찰: 자율성, 유능성, 관계성 욕구의 매개 효과를 중심으로

초록

Despite increasing scholarly attention to workplace incivility and creativity, little research has explored potential intermediary mechanisms linking supervisor incivility and employee creativity. Drawing on self-determination theory, we propose that auto- nomy, competence, and relatedness needs mediate the negative relationship between supervisor incivility and employee creativity. Hypothesis 1 predicts that supervisor incivility is negatively related to employees’ autonomy, competence, and relatedness needs. Hypothesis 2 proposes that employees’ autonomy, competence, and relatedness needs are positively related to their creativity. Hypothesis 3 posits that employees’ autonomy, competence, and relatedness needs mediate the negative relationship between supervisor incivility and employee creativity. To test these hypotheses, we collected survey data from 234 employees in the travel industry. We performed structural equation modeling(SEM) with respondents’ gender, age, organizational tenure, and company dummy variable controlled for. The results of SEM supported all hypotheses. As predicted, we found significant, negative relationships between supervisor incivility and employees’ autonomy, competence, and relatedness needs. The three types of needs were positively associated with employee creativity and mediated the relationship between supervisor incivility and employee creativity. These findings expand the work- place incivility literature by exploring the role of supervisor incivility, which has received scant attention from scholars. The present findings contribute to resolving inconsistencies in the prior findings regarding leader mistreatment or negative leadership and employee outcomes by revealing the negative effect of supervisor incivility on employee creativity. The present study validates self-determination theory and provides a new theoretical insight for the workplace incivility research by demonstrating autonomy, competence, and relatedness needs as mechanisms linking supervisor incivility and employee creativity. The findings of the current research offer practical implications and directions for future research.

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