在亞洲文化中，上司不留情面的責備下屬是司空見慣的作為；根據過往的研究指出，不當督導不僅會影響個體自身，還可能會嵌入團隊的氣氛中，概念化為團隊氣候，從而影響整個群體。因此，本研究欲嘗試將不當督導研究擴展為團隊層面，並進一步以不當督導氣候進行研究。
本研究之目的在於了解不當督導氣候對團隊創新行為之影響，並以團隊衝突與同仇敵愾為中介變項進行探討。本研究採用問卷方式進行調查，而研究對象選擇以製造業中印刷及資料儲存媒體複製業、電力設備及配備製造業、電子零組件製造業、汽車及其零件製造業與電腦、電子產品及光學製品製造業等五大類之職場員工；共發放61個團隊，回收有效樣本29個團隊，計87份問卷，並利用敘述性統計、項目分析、探索性因素分析、團隊層次資料分析、信度分析、效度分析、相關分析、迴歸分析等統計方法來進行研究探討。同時，使用差異性分析來了解人口變項與企業特性對各構念之影響。
本研究之結果顯示不當督導氣候對團隊衝突具有正向影響；不當督導氣候對同仇敵愾無顯著影響；團隊衝突對團隊創新行為具有負向影響；同仇敵愾對團隊創新行為具有正向影響；團隊衝突在不當督導氣候與團隊創新行為間具有中介效果；而同仇敵愾在不當督導氣候與團隊創新行為間並無中介效果。

In Asian culture, it’s common to see leaders abuse their subordinates. According to the past research, abusive supervision not only affects the individual itself, but also affects the group. Therefore, this study focuses on team level and discusses consequence of abusive supervision climate.
This study aims to investigate the relationship between abusive supervision climate and team innovation behavior, and test the mediating effect of team conflict and against the common enemy. The study distributed questionnaires to 61 teams, and finally obtained 29 valid teams, including 87 subordinates. The study discussed by statistical analysis, item analysis, exploratory factor analysis, team level data analysis, reliability analysis, validity analysis, correlation analysis and regression analysis. This study also examines the influence of demographic and enterprise features on each construct.
The results show that H1, H3, H4 and H5 are supported in this study. Abusive supervision climate is significantly and positively related to team conflict. Abusive supervision climate is not significantly related to against the common enemy. Team conflict is significantly and negatively related to team innovation behavior. Against the common enemy is significantly and positively related to team innovation behavior. Team conflict mediates the relationship between abusive supervision climate and team innovation behavior. There is no mediating role of against the common enemy between abusive supervision climate and team innovation behavior.

一、中文部分
王翊安、廖瑞原、林慧菁（2016）。探討不當督導對工作績效及工作家庭衝突的影響：勤勉性與合群性之干擾效果。人力資源管理學報，16（4）， 81-102。
朱志忠（2006）。跨部門團隊之團隊衝突的前因及影響－以校務資訊系統開發團隊為例。國立臺灣大學商學研究所，博士論文，未出版，台北市。
吳宗祐、甘雅菱、溫宗霖、廖紘億（2016）。被主管苛責，找奧客出氣？由自我控制損害與社會學習之觀點探討主管不當督導到服務人員情緒宣洩的心理機制。人力資源管理學報，16（3），61-92。
吳奕瑾（2016）。情緒領導、團隊情感氛圍與績效表現之關聯性研究：團隊凝聚力的調節效果分析。亞洲大學心理學系，碩士論文，未出版，台中市。
吳慧卿（2001）。選手知覺教練領導行為、團隊衝突、團隊凝聚力及滿意度關係之實證研究。國立臺灣師範大學體育學系，博士論文，未出版，台北市。
李建勳（2012）。團隊衝突對組織承諾的影響－以領導風格。中國文化大學商學院國際企業管理系，碩士論文，未出版，台北市。
汪美伶、李俊賢（2017）。急性子主管不好嗎？主管時間緊迫性格對不當督導之影響。人力資源管理學報，17（1），35-58。
林彥如、陳祐蓉、曾雯琦、周桂如（2007）。團體凝聚力的概念分析。護理雜誌，54（5），82-87。
林詩穎、張秀華、周惠文（2007）。團隊多元性及團隊衝突對團隊績效的影響。電子商務學報，9（2），353-376。
邱秉芬（2013）。團隊衝突、團隊凝聚力與團隊滿意度之關聯性探討。國立高雄應用科技大學人力資源發展系，碩士論文，未出版，高雄市。
邱皓政（2006）。量化研究與統計分析：SPSS中文視窗版資料分析範例解析。台北市：五南。
邱皓政（2010）。量化研究與統計分析：SPSS（PASW）資料分析範例解析。台北市：五南。
紀乃文、陳建丞（2011）。分店服務氣候、正向團隊情感氛圍、服務人員正向情緒表達與顧客購買決策關聯性之探討。組織與管理，4（1），129-162。
唐榮（2015）。情緒智力對團隊衝突和團隊效能的調節作用。陜西師範大學，碩士論文，未出版，中國。
梁欣光（2018）。不當督導與部屬的主管導向偏差行為之關聯性：道德疏離的中介角色與道德認定的調節角色。組織與管理，11（1），1-31。
郭嘉博、余明助、林豪傑、王議賢（2015）。影響部屬知覺不當督導的原因：心理契約違背觀點。人力資源管理學報，15（2），25-45。
陳姿纓（2011）。領導風格、團隊玩興氣氛、團隊衝突與團隊績效之研究。國立高雄應用科技大學國際企業研究所，碩士論文，未出版，高雄市。
陳炫碩、唐巧梅、林浩正（2017）。團隊衝突與資訊分享意願對於新產品開發問題解決能力之影響。企業管理學報，（114），1-33。
陳羚（2014）。負向團隊情感氛圍能促進團隊創新嗎？探討創新獎酬、團隊促進型焦點的干擾效果：多重研究與多重來源的檢視。國立中山大學人力資源管理研究所，碩士論文，未出版，高雄市。
黃秀文（2016）。質性研究：典範與實務。台北市：華騰文化。
黃新福、黃鋐斌（2014）。主管不當督導對部屬的工作壓力與工作倦怠影響之研究－以空軍司令部勤務中隊為對象。管理資訊計算，3，189-205。
湯馬斯。查莫洛－普雷謬齊克（2014年7月）。人才管理的壞習慣。哈佛商業評論。取自https://www.hbrtaiwan.com/article_content_AR0004356.html
楊美玉、柯旻秀、柯佑宗（2014）。團隊關係衝突對團隊信任與團隊績效之影響。致理學報，（34），1137-1162。
楊珺絜（2013）。團隊多元化、團隊領導者之創新特質對團隊創新影響之研究。國立中山大學企業管理學系，碩士論文，未出版，高雄市。
楊國樞（2005）。華人社會取向的理論分析。台北市：遠流。
楊濱、林雅婷（2013）。文化創意團隊之團隊內衝突、團隊學習與團隊創新之研究。樹德科技大學學報，15（2），1-22。
賈越（2018）。高校創新團隊中團隊衝突對團隊績效的作用機理。杭州電子科技大學，碩士論文，未出版，中國。
樊景立、鄭伯壎（2000）。華人組織的家長式領導：一項文化觀點的分析。本土心理學研究，（13），126-180。
蔡松純、鄭伯壎、周麗芳、姜定宇、鄭弘岳（2009）。領導者上下關係認定與部屬利社會行爲：權力距離之調節效果。中華心理學刊，51（1），121-138。
蔡維奇、紀乃文（2008）。團隊情感氛圍形成的前因、情境調節及個人層次後果變項之研究。組織與管理，1（1），1-37。
劉電芝、疏德明（2008）。團隊凝聚力的影響因素及其培育措施。現代管理科學，（5），34-35。
賴淑女、陳淑貞、王孝文（2014）。主管不當督導與部屬負向情感關係之研究：以情緒智力為干擾變數。多國籍企業管理評論，8（S），23-35。
戴國良（2006）。組織行為學：全方位理論架構與企業案例實戰。台北市：五南。
韓明娟、黃品全、王堅楚（2014）。不當督導對旅館服務人員情緒耗竭與服務導向組織公民行為之影響：政治技能之調節效果。休憩管理研究，1（1），51-62。

二、英文部分
Agrell, A., & Gustafson, R. (1996). Innovation and creativity in work groups. In M. A. West (Ed.), Handbook of work group psychology (pp. 314-343). London: Wiley.
Allen, V. L. (1965). Situational factors in conformity. In L. Berkowitz (Ed.), Advances in experimental social psychology (Vol. 2, pp. 133-175). San Diego: Academic Press.
Amabile, T. M., Conti, R., Coon, H., Lazenby, J., & Herron, M. (1996). Assessing the work environment for creativity. Academy of Management Journal, 39(5), 1154-1184.
Amason, A. C. (1996). Distinguishing the effects of functional and dysfunctional conflict on strategic decision making: Resolving a paradox for top management teams. Academy of Management Journal, 39(1), 123-148.
Anderson, N., Potočnik, K., & Zhou, J. (2014). Innovation and creativity in organizations: A state-of-the-science review, prospective commentary, and guiding framework. Journal of Management, 40(5), 1297-1333.
Anderson N. R., & West, M. A. (1994). The team climate inventory. Windsor, UK: Berks ASE.
Asch, S. E. (1951). Effects of group pressure upon the modification and distortion of judgments. In H. Guetzkow (Ed.), Groups, leadership and men (pp. 177-190). Pittsburgh: Carnegie.
Ashforth, B. (1994). Petty tyranny in organizations. Human Relations, 47(7), 755-778.
Barki, H., & Hartwick, J. (2004). Conceptualizing the construct of interpersonal conflict. International Journal of Conflict Management, 15(3), 216-244.
Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
Barsade, S. G. (2002). The ripple effect: Emotional contagion and its influence on group behavior. Administrative Science Quarterly, 47(4), 644-675.
Beal, D. J., Cohen, R. R., Burke, M. J., & McLendon, C. L. (2003). Cohesion and performance in groups: A meta-analytic clarification of construct relations. Journal of Applied Psychology, 88(6), 989-1004.
Bendersky, C., & Hays, N. A. (2012). Status conflict in groups. Organization Science, 23(2), 323-340.
Benoliel, J. Q., McCorkle, R., Georgiadou, F., Denton, T., & Spitzer, A. (1990). Measurement of stress in clinical nursing. Cancer Nursing, 13(4), 221-228.
Bliese, P. D. (2000). Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis. In K. J. Klein and S. W. Kozlowski 16(Eds.), Multilevel theory, research, and methods in organizations (pp. 349-381). San Francisco, CA: Jossey-Bass.
Bollen, K. A. (1989). A new incremental fit index for general structural equation models. Sociological Methods & Research, 17(3), 303-316.
Bosson, J. K., Johnson, A. B., Niederhoffer, K., & Swann, W. B. (2006). Interpersonal chemistry through negativity: Bonding by sharing negative attitudes about others. Personal Relationships, 13(2), 135-150.
Boulding, K. E. (1963). Towards a pure theory of threat systems. The American Economic Review, 53(2), 424-434.
Bowling, N. A., Beehr, T. A., Wagner, S. H., & Libkuman, T. M. (2005). Adaptation-level theory, opponent process theory, and dispositions: An integrated approach to the stability of job satisfaction. Journal of Applied Psychology, 90(6), 1044-1053.
Bowling, N. A., & Michel, J. S. (2011). Why do you treat me badly? The role of attributions regarding the cause of abuse in subordinates' responses to abusive supervision. Work & Stress, 25(4), 309-320.
Burton, J. P., & Hoobler, J. M. (2011). Aggressive reactions to abusive supervision: The role of interactional justice and narcissism. Scandinavian Journal of Psychology, 52(4), 389-398.
Carnevale, P. J., & Probst, T. M. (1998). Social values and social conflict in creative problem solving and categorization. Journal of Personality and Social Psychology, 74(5), 1300-1309.
Carron, A. V. (1982). Cohesiveness in sport groups: Interpretations and considerations. Journal of Sport Psychology, 4(2), 123-138.
Cartwright, D., & Zander, A. (1968). Group dynamics. New York: Harper & Row.
Chan, D. (1998). Functional relations among constructs in the same content domain at different levels of analysis: A typology of composition models. Journal of Applied Psychology, 83(2), 234-246.
Chatman, J. A., & Flynn, F. J. (2001). The Influence of demographic heterogeneity on the emergence and consequences of cooperative norms in work teams. Academy of Management Journal, 44(5), 956-974.
Cole, M. S., Walter, F., & Bruch, H. (2008). Affective mechanisms linking dysfunctional behavior to performance in work teams: A moderated mediation study. Journal of Applied Psychology, 93(5), 945-958.
De Dreu, C. K. W., & Gelfand, M. J. (2008). Conflict in the workplace: Sources, functions, and dynamics across multiple levels of analysis.
De Dreu, C. K. W., & Weingart, L. R. (2003). Task versus relationship conflict, team performance, and team member satisfaction: A meta-analysis. Journal of Applied Psychology, 88(4), 741-749.
De Dreu, C. K. W., & West, M. A. (2001). Minority dissent and team innovation: The importance of participation in decision making. Journal of Applied Psychology, 86(6), 1191-1201.
Decoster, S., Camps, J., Stouten, J., Vandevyvere, L., & Tripp, T. M. (2013). Standing by your organization: The impact of organizational identification and abusive supervision on followers’ perceived cohesion and tendency to gossip. Journal of Business Ethics, 118(3), 623-634.
Duffy, M. K., Ganster, D. C., & Pagon, M. (2002). Social undermining in the workplace. Academy of Management Journal, 45(2), 331-351.
Duffy, M. K., Ganster, D. C., Shaw, J. D., Johnson, J. L., & Pagon, M. (2006). The social context of undermining behavior at work. Organizational Behavior and Human Decision Processes, 101(1), 105-126.
Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350-383.
Ehrhart, M. G. (2004). Leadership and procedural justice climate as antecedents of unit-level organizational citizenship behavior. Personnel Psychology, 57(1), 61-94.
Emerson, R. M. (1962). Power-dependence relations. American Sociological Review, 27(1), 31-41.
Evans, N. J., & Jarvis, P. A. (1980). Group cohesion: A review and reevaluation. Small Group Behavior, 11(4), 359-370.
Farh, C. I. C., & Chen, Z. (2014). Beyond the individual victim: Multilevel consequences of abusive supervision in teams. Journal of Applied Psychology, 99(6), 1074-1095.
Festinger, L. (1950). Informal social communication. Psychological Review, 57(5), 271-282.
Folger, R., & Cropanzano, R. (2001). Fairness theory: Justice as accountability. Advances in organizational justice, 1, 1-55.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research (JMR), 18(1), 39-50.
George, J. M. (1990). Personality, affect, and behavior in groups. Journal of Applied Psychology, 75(2), 107-116.
George, J.M. (1996). Group affective tone. In M. A. West (Eds). Handbook of Work Group Psychology, 77-93. Chicester, UK: Wiley.
George, J. M., & Zhou, J. (2002). Understanding when bad moods foster creativity and good ones don't: The role of context and clarity of feelings. Journal of Applied Psychology, 87(4), 687-697.
Glick, W. H. (1985). Conceptualizing and measuring organizational and psychological climate: Pitfalls in multilevel research. Academy of Management Review, 10(3), 601-616.
Goodman, P. S., Ravlin, E., & Schminke, M. (1987). Understanding groups in organizations. Research in Organizational Behavior, 9, 121-173.
Gross, N., & Martin, W. E. (1952). On group cohesiveness. American Journal of Sociology, 57(6), 546-564.
Hülsheger, U. R., Anderson, N., & Salgado, J. F. (2009). Team-level predictors of innovation at work: A comprehensive meta-analysis spanning three decades of research. Journal of Applied Psychology, 94(5), 1128-1145.
Hackman, J. R. (1992). Group influences on individuals in organizations Handbook of industrial and organizational psychology, Vol. 3, 2nd ed. (pp. 199-267). Palo Alto, CA, US: Consulting Psychologists Press.
Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. (1998). Multivariate data analysis. Upper Saddle River, NJ: Prentice Hall.
Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2006). Multivariate data analysis (6th ed.). New Jersey: Prentice-Hall.
Hastie, R. (1984). Causes and effects of causal attribution. Journal of Personality and Social Psychology, 46(1), 44-56.
Hatfield, E., Cacioppo, J. T., & Rapson, R. L. (1994). Emotional contagion. New York: Cambridge University Press.
Hayes, A. F. (2013). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach. New York, NY: Guilford.
Heider, F. (1946). Attitudes and cognitive organization. The Journal of Psychology, 21(1), 107-112.
Hoegl, M., & Gemuenden, H. G. (2001). Teamwork quality and the success of innovative projects: A theoretical concept and empirical evidence. Organization Science, 12(4), 435-449.
Hoel, H., & Cooper, C. L. (2001). Origins of bullying: Theoretical frameworks for explaining workplace bullying. In N. Tehrani (Ed.), Building a culture of respect: Managing bullying at work(pp. 3-19). London, UK: Taylor & Francis.
Huang, C. C. (2009). Knowledge sharing and group cohesiveness on performance: An empirical study of technology R&D teams in Taiwan. Technovation, 29(11), 786-797.
Huang, J. C., & Hsu, Y. T. (2006). The effects of team personality composition on knowledge sharing and innovation performance: Individual and team level analysis (in Chinese). Journal of Management, 23(2), 149-170.
Huang, J. C., & Huang, H. T. (2006). The effect of team member goal orientation on self-efficacy, collective efficacy and innovation: A multilevel study. Journal of Management, 23(3), 327-346.
James, L. R. (1982). Aggregation bias in estimates of perceptual agreement. Journal of Applied Psychology, 67(2), 219-229.
James, L. R., Demaree, R. G., & Wolf, G. (1984). Estimating within-group interrater reliability with and without response bias. Journal of Applied Psychology, 69(1), 85-98.
Jehn, K. A. (1995). A multimethod examination of the benefits and detriments of intragroup conflict. Administrative Science Quarterly, 40(2), 256-282.
Jehn, K. A., & Bendersky, C. (2003). Intragroup conflict in organizations: A contingency perspective on the conflict-outcome relationship. Research in Organizational Behavior, 25, 187-243.
Jehn, K. A., & Bezrukova, K. (2004). A field study of group diversity, workgroup context, and performance. Journal of Organizational Behavior, 25(6), 703-729.
Jehn, K. A., & Mannix, E. A. (2001). The dynamic nature of conflict: A longitudinal study of intragroup conflict and group performance. Academy of Management Journal, 44(2), 238-251.
Jiang, W., & Gu, Q. (2016). How abusive supervision and abusive supervisory climate influence salesperson creativity and sales team effectiveness in China. Management Decision, 54(2), 455-475.
Jung, D. I. (2001). Transformational and transactional leadership and their effects on creativity in groups. Creativity Research Journal, 13(2), 185-195.
Karaca, A. (2016). Conflict about conflict: Antecedents, consequences, and moderators of conflict asymmetry in teams. (10190882 Ph.D.), Wayne State University, Ann Arbor. ProQuest Dissertations & Theses A&I database.
Khan, A. K., Moss, S., Quratulain, S., & Hameed, I. (2018). When and how subordinate performance leads to abusive supervision: A social dominance perspective. Journal of Management, 44(7), 2801-2826.
Kiazad, K., Restubog, S. L. D., Zagenczyk, T. J., Kiewitz, C., & Tang, R. L. (2010). In pursuit of power: The role of authoritarian leadership in the relationship between supervisors’ Machiavellianism and subordinates’ perceptions of abusive supervisory behavior. Journal of Research in Personality, 44(4), 512-519.
Kim, S. L., Son, S. Y., & Yun, S. (2018). Abusive supervision and knowledge sharing: The moderating role of organizational tenure. Personnel Review, 47(1), 22-38.
King, N., & Anderson, N. (2002). Managing innovation and change: A critical guide for organizations: Cengage Learning EMEA.
Lascu, D.-N., & Zinkhan, G. (1999). Consumer conformity: Review and applications for marketing theory and practice. Journal of Marketing Theory & Practice, 7(3), 1.
Lee, S., Kim, S. L., & Yun, S. (2018). A moderated mediation model of the relationship between abusive supervision and knowledge sharing. Leadership Quarterly, 29(3), 403-413.
Liu, D., Liao, H., & Loi, R. (2012). The dark side of leadership: A three-level investigation of the cascading effect of abusive supervision on employee creativity. Academy of Management Journal, 55(5), 1187-1212.
MacKinnon, D. P., Lockwood, C. M., Hoffman, J. M., West, S. G., & Sheets, V. (2002). A comparison of methods to test mediation and other intervening variable effects. Psychological Methods, 7(1), 83-104.
Milliken, F. J., & Martins, L. L. (1996). Searching for common threads: Understanding the multiple effects of diversity in organizational groups. Academy of Management Review, 21(2), 402-433.
Miranda, S. M., & Saunders, C. S. (2003). The social construction of meaning: An alternative perspective on information sharing. Information Systems Research, 14(1), 87-106.
Mitchell, M. S., & Ambrose, M. L. (2007). Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of Applied Psychology, 92(4), 1159-1168.
Mitchell, M. S., Vogel, R. M., & Folger, R. (2015). Third parties’ reactions to the abusive supervision of coworkers. Journal of Applied Psychology, 100(4), 1040-1055.
Moser, K. S., Dawson, J. F., & West, M. A. (2019). Antecedents of team innovation in health care teams. Creativity & Innovation Management, 28(1), 72-81.
Mudrack, P. E. (1989). Defining group cohesiveness: A legacy of confusion? Small Group Behavior, 20(1), 37-49.
Mullen, B., & Copper, C. (1994). The relation between group cohesiveness and performance: An integration. Psychological Bulletin, 115, 210-227.
Naumann, S. E., & Bennett, N. (2000). A case for procedural justice climate: Development and test of a multilevel model. Academy of Management Journal, 43(5), 881-889.
Neuman, J. H., & Baron, R. A. (1998). Workplace violence and workplace aggression: Evidence concerning specific forms, potential causes, and preferred targets. Journal of Management, 24(3), 391-419.
Nijstad, B. A., Rietzschel, E. F., & Stroebe, W. (2006). Four principles of group creativity. In L. Thompson & H. S. Choi (Eds.), Creativity and innovation in organizational teams (pp. 161-179). Mahwah, NJ, US: Lawrence Erlbaum.
Nunnally, J. C. (1978). Psychometric Theory. New York: McGraw-Hill.
Pan, S.-Y., & Lin, K. J. (2018). Who suffers when supervisors are unhappy? The roles of leader-member exchange and abusive supervision. Journal of Business Ethics, 151(3), 799-811.
Payne, R., Fineman, S., & Wall, T. (1976). Organizational climate and job satisfaction: A conceptual synthesis. Organizational Behavior And Human Performance, 16(1), 45-62.
Pelled, L. H. (1995). Demographic diversity, conflict, and work group outcomes: An intervening process theory. Organization Science, 7(6), 615-631.
Podsakoff, P. M., & Organ, D. W. (1986). Self-reports in organizational research: Problems and prospects. Journal of Management, 12(4), 531-544.
Pondy, L. R. (1967). Organizational conflict: Concepts and models. Administrative Science Quarterly, 12(2), 296-320.
Priem, R. L., & Price, K. H. (1991). Process and outcome expectations for the dialectical inquiry, devil's advocacy, and consensus techniques of strategic decision making. Group & Organization Studies, 16(2), 206-225.
Priesemuth, M., & Schminke, M. (2019). Helping thy neighbor? Prosocial reactions to observed abusive supervision in the workplace. Journal of Management, 45(3), 1225-1251.
Priesemuth, M., Schminke, M., Ambrose, M. L., & Folger, R. (2014). Abusive supervision climate: A multiple-mediation model of its impact on group outcomes. Academy of Management Journal, 57(5), 1513-1534.
Pundt, A., & Schwarzbeck, K. (2018). Abusive supervision from an integrated self‐control perspective. Applied Psychology: An International Review, 67(3), 473-497.
Rhee, S. Y. (2006). Shared emotions and group effectiveness: The role of broadening-and-building interactions. In K. M. Weaver (Ed.), Proceedings of the 65th annual meeting of the academy of management (CD). Atlanta, GA: Academy of Management.
Roberson, Q. M. (2006). Justice in teams: The activation and role of sensemaking in the emergence of justice climates. Organizational Behavior & Human Decision Processes, 100(2), 177-192.
Robbins, S.P. and Judge, T.A. (2013). Organizational Behavior, Prentice Hall, Upper Saddle River, NJ.
Robinson, S. L., & O'Leary-Kelly, A. M. (1998). Monkey see, monkey do: The influence of work groups on the antisocial behavior of employees. Academy of Management Journal, 41(6), 658-672.
Rousseau, V., & Aubé, C. (2018). When leaders stifle innovation in work teams: The role of abusive supervision. Journal of Business Ethics, 151(3), 651-664.
Sacramento, C. A., Chang, M. W. S., & West, M. A. (2006). Team innovation through collaboration Innovation through Collaboration (Vol. 12, pp. 81-112): Emerald Group Publishing Limited.
Schneider, B., & Reichers, A. E. (1983). On the etiology of climates. Personnel Psychology, 36(1), 19-39.
Schumpeter, J. A. (1934). Change and the Entrepreneur. Essays of JA Schumpeter.
Shaw, M. E. (1981). Group Dynamics: The Psychology of Small Group Behavior. New York: McGraw-Hill.
Sherif, M., Harvey, O., White, B. J., Hood, W., & Sherif, C. (1961). Intergroup conflict and cooperation: The robbers cave experiment norman. OK University Book Exchange.
Shin, S. J., & Zhou, J. (2007). When is educational specialization heterogeneity related to creativity in research and development teams? Transformational leadership as a moderator. Journal of Applied Psychology, 92(6), 1709-1721.
Simons, T. L., & Peterson, R. S. (2000). Task conflict and relationship conflict in top management teams: The pivotal role of intragroup trust. Journal of Applied Psychology, 85(1), 102-111.
Sockalingam, S., & Doswell, A. (1999). Conflict in BPR. Knowledge & Process Management, 6(3), 146-153.
Somech, A. (2006). The effects of leadership style and team process on performance and innovation in functionally heterogeneous teams. Journal of Management, 32(1), 132-157.
Sopa, I. S., & Szabo, D. A. (2015). Study regarding the importance of developing group cohesion in a volleyball team. Procedia Social and Behavioral Sciences, 180, 1343-1350.
Stewart, G. L. (2006). A meta-analytic review of relationships between team design features and team performance. Journal of Management, 32(1), 29-55.
Sy, T., Côté, S., & Saavedra, R. (2005). The contagious leader: Impact of the leader's mood on the mood of group members, group affective tone, and group processes. Journal of Applied Psychology, 90(2), 295-305.
Taggar, S. (2002). Individual creativity and group ability to utilize individual creative resources: A multilevel model. Academy of Management Journal, 45(2), 315-330.
Tariq, H., & Ding, D. (2018). Why am I still doing this job? The examination of family motivation on employees’ work behaviors under abusive supervision. Personnel Review, 47(2), 378-402.
Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43(2), 178-190.
Tepper, B. J. (2007). Abusive supervision in work organizations: Review, synthesis, and research agenda. Journal of Management, 33(3), 261-289.
Tepper, B. J., Duffy, M. K., & Shaw, J. D. (2001). Personality moderators of the relationship between abusive supervision and subordinates' resistance. Journal of Applied Psychology, 86(5), 974-983.
Thompson, V. A. (1965). Bureaucracy and innovation. Administrative Science Quarterly, 10(1), 1-20.
Todorova, G., Bear, J. B., & Weingart, L. R. (2014). Can conflict be energizing? A study of task conflict, positive emotions, and job satisfaction. Journal of Applied Psychology, 99(3), 451-467.
Tziner, A. (1982). Differential effects of group cohesiveness types: A clarifying overview. Social Behavior & Personality: An International Journal, 10(2), 227.
Van der Vegt, G., & Van de Vliert, E. (2002). Intragroup interdependence and effectiveness. Journal of Managerial Psychology, 17(1/2), 50.
Van Kleef, G. A. (2010). The emerging view of emotion as social information. Social and Personality Psychology Compass, 4(5), 331-343.
Van Offenbeek, M., & Koopman, P. (1996). Interaction and decision making in project teams. In M. A. West (Ed.), Handbook of work group psychology (pp. 159-187). London: Wiley.
Waldman, D. A., Wang, D., Hannah, S. T., Owens, B. P., & Balthazard, P. A. (2018). Psychological and neurological predictors of abusive supervision. Personnel Psychology, 71(3), 399-421.
Wall Jr, J. A., & Callister, R. R. (1995). Conflict and its management. Journal of Management, 21(3), 515.
Wang, G., Harms, P., & Mackey, J. (2015). Does it take two to tangle? Subordinates' perceptions of and reactions to abusive supervision. Journal of Business Ethics, 131(2), 487-503.
Weingart, L. R., Behfar, K. J., Bendersky, C., Todorova, G., & Jehn, K. A. (2015). The directness and oppositional intensity of conflict expression. Academy of Management Review, 40(2), 235-262.
West, M. A. (1990). The social psychology of innovation in groups. In M. A. West & J. L. Farr (Eds.), Innovation and creativity at work: Psychological and organizational strategies (pp. 309-333). Oxford, England: John Wiley & Sons.
West, M. A. (2002). Sparkling fountains or stagnant ponds: An integrative model of creativity and innovation implementation in work groups. Applied Psychology: An International Review, 51(3), 355-387.
West, M. A., Hirst, G., Richter, A., & Shipton, H. (2004). Twelve steps to heaven: Successfully managing change through developing innovative teams. European Journal of Work and Organizational Psychology, 13(2), 269-299.
West, M. A., & Wallace, M. (1991). Innovation in health care teams. European Journal of Social Psychology, 21(4), 303-315.
Wong, P. T., & Weiner, B. (1981). When people ask 'why' questions, and the heuristics of attributional search. Journal of Personality and Social Psychology, 40(4), 650-663.
Zaccaro, S. J., & Lowe, C. A. (1988). Cohesiveness and performance on an additive task: Evidence for multidimensionality. Journal of Social Psychology, 128(4), 547.
Zellars, K. L., Tepper, B. J., & Duffy, M. K. (2002). Abusive supervision and subordinates' organizational citizenship behavior. Journal of Applied Psychology, 87(6), 1068-1076.
Zhang, J., & Liu, J. (2018). Is abusive supervision an absolute devil? Literature review and research agenda. Asia Pacific Journal of Management, 35(3), 719-744.