中文摘要：

基于人-境互动角度研究不当督导对员工创新行为的影响机制,通过整合员工组织认同中介作用与关系冲突的调节效应,构建了有调节的中介效应模型。采用方便抽样法,对270名员工进行问卷调查,结果表明,组织认同在不当督导与员工创新行为之间发挥部分中介作用,不当督导不仅直接影响员工创新行为,也通过降低组织认同进而减少员工创新行为。在此过程中,关系冲突发挥负向调节作用,高水平的关系冲突不仅会削弱组织认同对员工创新行为的正向影响,还会弱化组织认同在不当督导与员工创新行为之间的中介效应。

英文摘要：

The research explored the relationship between abusive supervision （AS） and employee innovative behavior based on the perspective of human-environment interaction. By integrating the mediating effect of organizational identification （OI） and the moderating effect of relationship conflict （RC）, this survey built a comprehensive model. According to 270 employees＇ questionnaires come from convenient sampling, the empirical analysis results showed that OI played partial mediating effect between AS and employee innovative behavior. AS not only had a direct influence on employee innovative behavior, but also decreased employee innovative behavior indirectly by decreasing OI. RC played a negative role; the high level of RC not only weakened the positive effect of OI on employee innovative behavior, but also weakened the mediating effect of OI.