Workplace bullying, psychological distress, job performance and employee creativity: the moderating effect of psychological resilience

ABSTRACTThis study tests a model exploring the direct effect of workplace bullying on employee creativity and performance using psychological distress as the mediator and psychological resilience as the moderator based on the JD-R theory. PLS-SEM was applied to analyze data collected from both employees and supervisors of 4 – and 5-star hotels. The main findings reveal that workplace bullying affects employee creativity negatively, and psychological distress positively. While psychological distress has a negative effect on employee creativity, the latter exerts a significantly positive effect on job performance. Resilience moderates the relationships between workplace bullying and employee creativity, and psychological distress and employee creativity. This study makes a significant, original contribution to the hospitality literature as it is the first to investigate the moderator role of psychological resilience on employee creativity and performance in reaction to bullying behavior.本研究基于 JD-R 理论，以心理压力为中介，心理弹性为中介，测试了一个探索工作场所欺凌对员工创造力和绩效的直接影响的模型。 PLS-SEM 用于分析从 4 星级和 5 星级酒店的员工和主管那里收集的数据。主要研究结果表明，工作场所欺凌对员工创造力产生负面影响，对心理压力产生积极影响。虽然心理困扰对员工的创造力有负面影响，但后者对工作绩效有显着的积极影响。韧性调节工作场所欺凌与员工创造力之间的关系，以及心理困扰和员工创造力之间的关系。这项研究对酒店文学做出了重要的原创性贡献，因为它首次调查了心理弹性对员工创造力和对欺凌行为的反应的绩效的调节作用。KEYWORDS: Workplace bullyingpsychological distressemployee creativityjob performanceresilience关键词: ：职场欺凌，心理困扰，员工创造力，工作绩效，复原力 Disclosure statementNo potential conflict of interest was reported by the author(s).