Destructive leadership and employee silence have attracted increasing attention in the academy of organisational behaviour and human resource management. However, the research on the mediating mechanism and boundary variables of their relationship has received little attention. The main purpose of our research was to explore the underlying influence of negative leadership (specifically, destructive leadership) on employee silence by developing a moderated mediation model. Drawing from conservation of resources theory, role theory, and the job characteristic model, the new theoretical model concentrates on the role of stress with three dimensions as mediators and the job complexity as a moderator. Using 318 samples collected from multiple companies in southeast China, the model was tested through confirmatory factor analysis, correlation analysis, and the PROCESS program in AMOS and SPSS environments. Results reveal that employees may resort to silence in the workplace due to their feelings of role conflict, role ambiguity, and role overload when they face destructive leadership; while the presence of high job complexity makes the adverse impact of destructive leadership even worse. Managerial and practical implications, limitations, and research directions in future are discussed and offered.

中文翻译：

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角色压力如何介导破坏性领导力与员工沉默之间的关系：工作复杂性的调节作用

在组织行为和人力资源管理学院，破坏性的领导和员工的沉默引起了越来越多的关注。但是，关于它们之间的中介作用机制和边界变量的研究很少受到关注。我们研究的主要目的是通过建立适度的调解模型来探索负面领导（特别是破坏性领导）对员工沉默的潜在影响。从资源节约理论，角色理论和工作特征模型的角度出发，新的理论模型集中于三个维度的压力作为中介者的角色和工作复杂性作为主持人的角色。使用从东南部多家公司收集的318个样本，通过验证性因子分析，相关分析，以及AMOS和SPSS环境中的PROCESS程序。结果表明，员工在面对破坏性领导时可能会因角色冲突，角色歧义和角色超负荷而在工作场所采取沉默。高工作复杂性的存在使破坏性领导的不利影响更加严重。讨论并提供了未来的管理和实践意义，局限性和研究方向。