Abstract Based on self-enhancement theory, the research examines the extent to which perceived organizational support mediates the relationship between supervisor incivility and job engagement, and the extent to which employee traditionality moderates these relationships by collecting the data from 245 employees. The result shows supervisor incivility has a significant negative effect on job engagement, where perceived organizational support is a partial mediator between supervisor incivility and job engagement. Moreover, this study finds that employee traditionality moderates the indirect effect, and the indirect effect is stronger when employee traditionality is low.
LIU Chang’e,HUANG Jie,XIE Wei等. A Study of the Influencial Mechanism of Supervisor Incivility on Employee Job Engagement[J]. Chinese Journal of Management, 2019, 16(9): 1344-.
