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Gonlepa MK, Dilawar S, Amosun TS. Understanding employee creativity from the perspectives of grit, work engagement, person organization fit, and feedback. Front Psychol 2023; 13:1012315. [PMID: 36778179 PMCID: PMC9911672 DOI: 10.3389/fpsyg.2022.1012315] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/05/2022] [Accepted: 12/29/2022] [Indexed: 01/28/2023] Open
Abstract
Purpose Drawing on the growing emphasis in the literature on the importance of creativity in the workplace, the present study examines the effect of personal and organizational level factors that influences employee creativity. Precisely, we examine how grit, work engagement, person-organization fit, and feedback influence creativity in the workplace. Design/methodology/approach We sampled data from 422 research assistants who are professional workers at top-notch Universities in China. They were recruited to participate in the survey through an online medium known as WeChat. We empirically tested the effect of grit, work engagement, person-organization fit, and feedback on employee creativity. These hypotheses were supported by confirmatory and exploratory factor analysis, and path analysis. Findings The results show that work engagement strengthens the relationship between grit and creativity. In addition, the results proved that person-organization fit positively moderates the link between grit and work engagement. Feedback also had a positive mediating effect on the link between work engagement and creativity. Practical implications Based on the appropriateness of an individual work environment, a gritty person will likely become engaged and creative with task execution. Consequently, a person's organizational fit will strongly interact with grit, work engagement, and creativity. Originality/value We shed light on the blended value of personal and organizational-level factors that positively affect creativity in the workplace. Specifically, grit being both a personal and organizational factor influences employee creativity via work engagement. This research explored the effect of work engagement as a mechanism that serves as a motivational feature enhancing creativity. We also simultaneously identify the moderation conditions of person-organization fit and feedback. The theoretical and practical implications of the findings are discussed in detail. The study makes a theoretical contribution through its assessment of the impact of grit on employee creativity. The trait activation theory portrays how grit can be expressed through feedback and person-organization fit. In terms of practice, grit can be an important consideration in hiring decisions, and feedback should be given to make the workplace more creative.
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Affiliation(s)
- Miapeh Kous Gonlepa
- School of Public Affairs, University of Science and Technology of China, Hefei, China
| | - Sana Dilawar
- School of Public Affairs, University of Science and Technology of China, Hefei, China
| | - Tunde Simeon Amosun
- Department of Sci-Tech Communication and Policy, School of Humanities and Social Sciences, University of Science and Technology of China, Hefei, China
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2
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Peng S, Chen J, Xu L. COVID-19 vaccination intention: The combined role of pathogen disgust and trust in government. Front Psychol 2023; 13:1024614. [PMID: 36687910 PMCID: PMC9846159 DOI: 10.3389/fpsyg.2022.1024614] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/22/2022] [Accepted: 11/09/2022] [Indexed: 01/05/2023] Open
Abstract
The present study aimed to investigate the joint effect of pathogen disgust and trust in government on COVID-19 vaccination intention and to examine the mediating role of COVID-19 worry. The data was collected from July to September 2021 in mainland China by using Questionnaire Star, 2,244 valid cases were obtained among a total of 2,251 participants investigated, with an effective rate of 89.37%. The results indicated the following: (1) Individuals' COVID-19 vaccination intention was significantly higher when "congruence was high" than when "congruence was low", given comparable levels of pathogen disgust and trust in government. (2) There were no significant differences in individual COVID-19 vaccination intention with incongruence levels of pathogen disgust and trust in government. (3) The combination of pathogen disgust and trust in government can influence COVID-19 vaccination intention through COVID-19 worry. Findings illustrate that individuals with high trust in government and pathogen disgust have higher intentions. Trust in government and pathogen disgust positively predicted COVID-19 worry and reinforced individuals' intention to COVID-19 vaccination. The results have important implications for the future prevention and control of the new coronavirus, as well as providing a new perspective on COVID-19 vaccination intentions.
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Huang Q, Zhang K, Wang Y, Bodla AA, Zhu D. When Is Authoritarian Leadership Less Detrimental? The Role of Leader Capability. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 20:707. [PMID: 36613043 PMCID: PMC9819526 DOI: 10.3390/ijerph20010707] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 10/30/2022] [Revised: 12/18/2022] [Accepted: 12/27/2022] [Indexed: 06/17/2023]
Abstract
We developed and tested a moderated mediation model of the relationship between authoritarian leadership and employees' task performance as well as their affective organizational commitment. Analyses of multilevel, multisource, and three-wave data from 99 supervisors and 341 subordinates showed that leader effectiveness evaluations mediated the time-lagged relationship of authoritarian leadership with employees' task performance and affective organizational commitment. Moreover, when leader capability is high, it mitigates the negative relationship between AL and employees' outcomes. Furthermore, the leader capability moderates the indirect relationship of authoritarian leadership with employees' task performance and affective organizational commitment via leader effectiveness evaluation. This study contributes to leadership research and extends our understanding of how and under what circumstances AL is less detrimental to employees' workplace outcomes.
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Affiliation(s)
- Qiufeng Huang
- School of Political Science and Public Administration, Huaqiao University, Quanzhou 362021, China
| | - Kaili Zhang
- School of Business, East China University of Science and Technology, Shanghai 200237, China
| | - Yanqun Wang
- School of Political Science and Public Administration, Huaqiao University, Quanzhou 362021, China
| | - Ali Ahmad Bodla
- Nijmegen School of Management, Radboud University, 6525 AJ Nijmegen, The Netherlands
| | - Duogang Zhu
- School of Journalism and New Media, Xi’an Jiaotong University, Xi’an 710049, China
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4
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Durrah O. Do we need friendship in the workplace? The effect on innovative behavior and mediating role of psychological safety. CURRENT PSYCHOLOGY 2022; 42:1-14. [PMID: 36406853 PMCID: PMC9645324 DOI: 10.1007/s12144-022-03949-4] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 10/31/2022] [Indexed: 11/10/2022]
Abstract
Employees spend a huge time of their lives at work. As a result, friendships are often formed between individuals in the workplace. Workplace friendship is a fundamental value of human nature. Forming friendships in the workplace is vital to increase satisfaction and engagement at work. The present study proposes and tests a theoretical framework to explore the workplace friendship mechanisms and their impact on the innovative behavior of employees in the Omani service sector, and to clarify the mediating role of psychological safety. The data was gathered from the employees of private service sector in Oman. An online questionnaire form was distributed to the participants and 405 valid questionnaires were analyzed by SmartPLS software using structural equation modeling. The results indicated that workplace friendship aspects namely, friendship opportunity and friendship prevalence positively affected innovative behavior. Furthermore, friendship prevalence was positively correlated in relation to psychological safety. However, psychological safety did not have a mediating role between workplace friendship and innovative behavior. The findings are meaningful for the academic research and also give some practical suggestions for managers from a new viewpoint for the evaluation of workplace friendship in the context of the service sector, in order to achieve psychological safety, and to promote the innovative behavior of employees in this sector.
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Affiliation(s)
- Omar Durrah
- Department of Management, College of Commerce and Business Administration, Dhofar University, Salalah, Oman
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5
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Zhao H, Su Q, Lou M, Hang C, Zhang L. Does authoritarianism necessarily stifle creativity? The role of discipline-focused authoritarian leadership. Front Psychol 2022; 13:1037102. [PMID: 36389495 PMCID: PMC9645221 DOI: 10.3389/fpsyg.2022.1037102] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/05/2022] [Accepted: 10/03/2022] [Indexed: 11/03/2023] Open
Abstract
A burgeoning body of research has shown that authoritarian leadership (AL) embodies the characteristics of "light" and "dark," meaning that it does not always have a negative impact on employees' creative activities. However, studies explaining this potential positive effect are insufficient. To extend the AL and creativity literature, we draw on self-determination theory and event system theory, and elicit discipline-focused AL and appointment event criticality to examine whether, when, and how authoritarian leaders affect employee creativity positively. With time-lagged data collected from 435 employees and their direct leaders in China, we found that discipline-focused AL has an indirect positive effect on employee creativity through creative self-efficacy. Additionally, appointment event criticality strengthens the positive relationship between discipline-focused AL and creative self-efficiency, and the indirect impact of discipline-focused AL on employee creativity through creative self-efficiency. The theoretical and practical implications are discussed.
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Affiliation(s)
- Honglei Zhao
- School of Management, Harbin Institute of Technology, Harbin, China
| | - Qingming Su
- Heilongjiang Provincial Government Offices Administration, Harbin, China
| | - Ming Lou
- School of Management, Harbin Institute of Technology, Harbin, China
| | - Chuqi Hang
- School of Management, Harbin Institute of Technology, Harbin, China
| | - Li Zhang
- School of Management, Harbin Institute of Technology, Harbin, China
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6
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Zhang Y, Wang J, Akhtar MN, Wang Y. Authoritarian leadership and cyberloafing: A moderated mediation model of emotional exhaustion and power distance orientation. Front Psychol 2022; 13:1010845. [PMID: 36267076 PMCID: PMC9577504 DOI: 10.3389/fpsyg.2022.1010845] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/03/2022] [Accepted: 09/14/2022] [Indexed: 12/01/2022] Open
Abstract
Drawing upon the conservation of resource theory (COR), this study proposes a moderated mediation model of authoritarian leadership on subordinates’ cyberloafing. Paired samples of 360 employees working in 103 teams from Chinese companies were collected at 2 points in time. The results show that authoritarian leadership positively affects subordinates’ cyberloafing and this relationship is mediated by emotional exhaustion. Furthermore, power distance orientation negatively moderates the relationship between authoritarian leadership and emotional exhaustion and also negatively moderates the indirect effect of authoritarian leadership on subordinates’ cyberloafing through subordinates’ emotional exhaustion. Our findings expand and enrich the literature on authoritarian leadership and cyberloafing and have significant practical implications for managing employees in this digital era.
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Affiliation(s)
- Yajun Zhang
- School of Business Administration,Guizhou University of Finance and Economics, Guiyang, China
| | - Jingjing Wang
- School of Business Administration,Guizhou University of Finance and Economics, Guiyang, China
| | - Muhammad Naseer Akhtar
- Royal Docks School of Business and Law, University of East London, London, United Kingdom
| | - Yongqi Wang
- International College, Guangdong University of Foreign Studies, Guangzhou, China
- *Correspondence: Yongqi Wang,
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Li D, Hou R, Yan Q. Evolutionary Game of Knowledge Sharing in the Advanced Manufacturing Industry. INTERNATIONAL JOURNAL OF DISTRIBUTED SYSTEMS AND TECHNOLOGIES 2022. [DOI: 10.4018/ijdst.307947] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Abstract
With the advent of the era of knowledge economy, knowledge resources have gradually become the core resources for industrial development. For advanced manufacturing, strengthening the knowledge sharing between enterprises has become a key factor of the industry to maintain their core competitiveness. Based on the perspective of knowledge sharing, this study constructs an evolutionary game model among advanced manufacturing enterprises and analyzes the dynamic evolution process of enterprises. The result shows that knowledge spillover effects, excess return distribution, knowledge costs, hidden income, and punishment mechanisms are the main factors influencing the choice of evolutionary strategies for knowledge sharing among enterprises. Based on the analysis results, the study gives some suggestions to encourage advanced manufacturing companies to choose knowledge sharing strategies, to promote the rapid development of advanced manufacturing.
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Affiliation(s)
- Depeng Li
- Wuhan University of Technology, China
| | | | - Qing Yan
- Hubei University of Technology, China
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8
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Li R, Tian J, Zhang J, Wu S. Can Curiosity Spark the Fire of Innovation? An Investigation in China. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2022. [DOI: 10.1111/apps.12429] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- Rui Li
- The School of Management, Hefei University of Technology Hefei China
| | - Jingyuan Tian
- International Business School, Xi’an Jiaotong‐Liverpool University Suzhou China
| | - Junhong Zhang
- Junhong Zhang is an independent researcher in Pudong Shanghai China
| | - Shaobo Wu
- Business School, Southwest University for Nationalities Chengdu China
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9
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Zhao H, Su Q, Zhang L, Zhong J. Understanding the influence of dual authoritarian leadership on employee creativity: The type of leadership and the role of event. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-03498-w] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
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10
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Do You Feel Safe Here? The Role of Psychological Safety in the Relationship between Transformational Leadership and Turnover Intention Amid COVID-19 Pandemic. JOURNAL OF RISK AND FINANCIAL MANAGEMENT 2022. [DOI: 10.3390/jrfm15080340] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/06/2023]
Abstract
Despite their significant role in the performance of hotel industry, hotel workers are suffering from high rates of turnover, due to several reasons, particularly amid the COVID-19 pandemic. The pandemic has had numerous negative consequences on hotel workers, including their intention to leave the job or/and career. This study is an attempt to investigate the impact of transformational leadership on turnover intention amid COVID-19 and how psychological safety can intermediate this relationship. The study used a quantitative research approach via a pre-test instrument, self-distributed and collected from hotel workers at different regions in the Kingdom of Saudi Arabia (KSA). Valid responses from 1228 workers, analyzed through a structural equation modeling (SEM) of AMOS version 23, showed that transformational leadership has a significant negative impact on turnover intention as hypothesized. Nevertheless, it has a significant positive impact on psychological safety, whereas psychological safety has a significant negative impact on turnover intention. The most important finding of this study was the perfect mediating effect of psychological safety in the link between transformational leadership and workers’ turnover intention. This finding confirms that psychological safety has the ability to change the above-mentioned link. In other words, the presence of psychological safety ensures negative turnover intention, even if transformational leadership practices do not exist. The findings have implications for scholars and practitioners, especially in tourism and hotel context, in relation to the role of psychological safety and transformational leadership in creating a sustainable working environment to maintain a lower turnover intention.
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Ma S, Xuan S, Rui M. Leader–member exchange and employee voice: Zhongyong thinking as a mediator. SOCIAL BEHAVIOR AND PERSONALITY 2022. [DOI: 10.2224/sbp.11601] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/05/2022]
Abstract
Existing research has established a link between leader–member exchange (LMX) and employee voice. However, there is still a wide scope for exploring the mechanisms of this relationship. From the perspective of traditional Chinese values, we investigated the mediating role of Zhongyong
thinking in the relationship between LMX and employee voice. We conducted a field survey with 252 employees of a state-owned organization in China. Results of structural equation modeling show there was a significant and positive relationship between LMX and employee voice. Additionally, Zhongyong
thinking was an important mediating mechanism. This study indicates voice behavior can be fostered by establishing a high-quality LMX relationship and cultivating Zhongyong thinking among employees. Suggestions for future research are offered.
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Affiliation(s)
- Shengqing Ma
- School of Economics and Management, Qinghai Normal University, People's Republic of China
| | - Shanwen Xuan
- School of Economics and Management, North University of China, People's Republic of China
| | - Mingjie Rui
- Graduate School, National University of Singapore, Singapore
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12
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Moderating Effect of Paternalistic Leadership on the Relationship between Thriving at Work and Expatriate Performance. SUSTAINABILITY 2022. [DOI: 10.3390/su14138119] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
This study explores the effect of thriving at work on expatriate performance and determines whether the paternalistic leadership of the local supervisor in a host country moderates this relationship. Convenience sampling was adopted. In total, 300 questionnaires were distributed, and 182 responses (20 invalid and 162 valid) were returned (effective questionnaire recovery rate = 54.00%). A regression model was applied to examine the causal relationship between thriving at work and expatriate performance and the moderating effect of paternalistic leadership. The analysis results indicated that more obvious learning and vitality characteristics were associated with higher task and contextual performances among expatriates. Furthermore, host country supervisors’ moral leadership moderated the relationship between expatriate task performance and both learning and vitality. Moreover, host country supervisors’ authoritarian leadership moderated the relationship between learning and expatriate task performance. Finally, host country supervisors’ authoritarian leadership moderated the relationship between vitality and expatriate contextual performance. Theoretically, this study is expected to fill the research gap in the expatriate literature pertaining to expatriate performance, thriving at work, and paternalistic leadership, because the relevant expatriate literature is quite lacking in this area. In practice, this study can be used as a reference by multinational corporations to create or shape a supportive employment environment, thereby enhancing expatriate performance.
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13
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Gu X, Xu G, Qian C, Chang S, Deng D. Excess and Defect: How Job-Family Responsibilities Congruence Effect the Employee Procrastination Behavior. Psychol Res Behav Manag 2022; 15:1465-1480. [PMID: 35698564 PMCID: PMC9188411 DOI: 10.2147/prbm.s365079] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/09/2022] [Accepted: 05/30/2022] [Indexed: 11/23/2022] Open
Abstract
Purpose Prior work suggests that responsibility is negatively associated with employee procrastination behavior. Based on the conservation of resources (COR) theory, we suggest this view is oversimplified and propose that procrastination can be induced when employees have congruent job and family responsibilities via the mediating effect of emotional exhaustion. Methods This is a quantitative study of the configurational approach. Survey data were collected from 323 employees at two stages in southern Chinese internet enterprises in September 2020. A randomized cluster sample was used and an anonymous self-assessment questionnaire was distributed to all selected respondents (employees). Samples involved different departments, and the procrastination phenomenon is more significant among them. SPSS20.2 and MPLUS 8.3 software and Response Surface Analysis Strategy were used to test the hypotheses. Results The data analysis results indicated that: a) employee procrastination behavior is higher when employees’ job responsibility and family responsibility are congruent than the incongruent configurations. b) Procrastination is lower when job-family dyads are congruent at high levels of responsibility compared the low levels. c) Procrastination decreases as employees’ job and family responsibilities become more discrepant (ie, incongruent); employees with low job-high family responsibilities procrastinate more than those with high job-low family responsibilities. d) Additionally, employee-experienced emotional exhaustion mediates the relationship in four configurations between job-family responsibilities congruence and procrastination behavior. Conclusion Drawing on the conservation of resources theory, we proposed a model clarifying how varying combinations of job and family responsibilities affect employee procrastination behavior. The results showed that there are significant differences in the impact of different job-family responsibility combinations on employee procrastination behavior. Employee procrastination behavior is higher when employees’ job-family responsibility are congruent than the incongruent configurations. Additionally, employee-experienced emotional exhaustion mediates the relationship in four configurations between job-family responsibilities congruence and procrastination behavior.
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Affiliation(s)
- Xinran Gu
- School of Business Administration, South China University of Technology, Guangzhou, People's Republic of China
| | - Guangyi Xu
- School of Business Administration, South China University of Technology, Guangzhou, People's Republic of China
| | - Chen Qian
- School of Business Administration, South China University of Technology, Guangzhou, People's Republic of China
| | - Saichao Chang
- School of Business Administration, South China University of Technology, Guangzhou, People's Republic of China
| | - Dandan Deng
- School of Business Administration, South China University of Technology, Guangzhou, People's Republic of China
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Liang L, Zhang X, Tian G, Mi Y, Tian Y. No rules, no standards: Does due process voice appraisal system foster employee voice behavior? CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-03269-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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15
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Nguyen NL, Phan ATT, Doan NT. Motivations to share knowledge in professional service teams: the moderating role of project stage. TEAM PERFORMANCE MANAGEMENT 2022. [DOI: 10.1108/tpm-11-2021-0083] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This study aims to examine the effects of three-perspective motivations including task interdependence, normative conformity, affective bonding on team knowledge sharing (KS) and the moderating effects of project stage on the proposed model paths.
Design/methodology/approach
The quantitative method was applied through surveying senior auditors representing 263 audit teams in Vietnam.
Findings
Findings show that task interdependence has salient effect on team KS. Normative conformity and affective bonding become more important when projects move to later stages where knowledge shared is more tacit and the team involves more social interactions.
Research limitations/implications
This study puts forth the limitations related to the study scope of financial statement auditing teams that may influence the generalization.
Practical implications
This study recommends auditing managers to be aware of diverse motivations for team KS and their increasingly important role in specific project stages.
Originality/value
The novelty of the research is to integrate three knowledge-sharing motivations based on economics, social and psychological perspectives and to affirm the dynamic nature of KS within team projects.
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Xu J, Li YZ, Zhu DQ, Li JZ. “Lubricant” or “Stumbling Block”?: The Paradoxical Association Between Team Authoritarian Leadership and Creative Deviance. Front Psychol 2022; 13:835970. [PMID: 35432087 PMCID: PMC9008198 DOI: 10.3389/fpsyg.2022.835970] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/15/2021] [Accepted: 02/21/2022] [Indexed: 12/23/2022] Open
Abstract
Recently, creative deviance has been lauded to be an innovation-enhancing approach with applications in many new and high-tech domains. Previous study on antecedents to creative deviance remains scattered and vague. Our research conceptualizes creative deviance from the perspective of independent innovation and explores its antecedents, mechanisms, as well as conditions. Team authoritarian leadership is conceptualized as a contradictory unity as it mixes advantages and disadvantages. However, it is surprising to find that there are very few researches that have examined its relevant influence mechanisms and boundary conditions for authoritarian leadership. Contributing to an advanced understanding of authoritarian leadership in research and development teams, we investigated whether team authoritarian leadership is positively or negatively related to creative deviance. Drawing on social information processing theory and regulatory focus theory, we supposed that team authoritarian leadership facilitates creative deviance when the degree is low and inhibits it when the degree is high; dual occupational stress and prevention regulatory focus play mediation roles between team authoritarian leadership and creative deviance respectively, both variables play a chain mediation role in that relationship; and the mindfulness characteristic of an individual moderates the inverted-U team authoritarian leadership-creative deviance association, such that this association is weaker with low individual mindfulness. With two-phase questionnaire data collected from 433 members in 82 R&D teams of high-tech enterprises in electronic information technology, new material technology, new medical technology, resource and environment technology and advanced manufacturing technology randomly selected from five provinces in eastern China, these hypotheses are supported empirically. Overall, we find that, our study broadens antecedents and the relevant occurrence mechanisms of creative deviance when studied through a leadership management lens. Moreover, our research enriches the cognate studies on authoritarian leadership by empirically demonstrating that team authoritarian leadership may function as an double-edged sword of creative deviance in the R&D workplace. These above findings offer insightful thoughts to scholars in the field of authoritarian leadership and bring practical suggestions for team superiors who seek to implement best innovation practice.
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Affiliation(s)
- Jing Xu
- Evergrande School of Management, Wuhan University of Science and Technology, Wuhan, China
| | - Yong-Zhou Li
- Evergrande School of Management, Wuhan University of Science and Technology, Wuhan, China
| | - De-Qun Zhu
- School of Economics and Management, Shangrao Normal University, Shangrao, China
| | - Jing-Zhi Li
- School of Labor Relations and Personnel, Renmin University of China, Beijing, China
- *Correspondence: Jing-Zhi Li,
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Khan MA, Malik OF, Shahzad A. Social Undermining and Employee Creativity: The Mediating Role of Interpersonal Distrust and Knowledge Hiding. Behav Sci (Basel) 2022; 12:bs12020025. [PMID: 35200277 PMCID: PMC8869666 DOI: 10.3390/bs12020025] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/15/2021] [Revised: 01/17/2022] [Accepted: 01/20/2022] [Indexed: 02/01/2023] Open
Abstract
This study aims to examine how social undermining restrains employee creativity. Specifically, an attempt is made to investigate the serial mediating role of interpersonal distrust and knowledge hiding in the relationship between social undermining and employee creativity. This study used purposive sampling to draw 309 employees from the advertising agencies of Pakistan. We used a time-lagged research design to collect the data on the measures at three different points in time. A self-administered questionnaire was used for the collection of data. We followed variance-based structural equation modeling (SEM) to conduct the data analysis in SmartPLS. Our study results indicated a significant negative association between social undermining and employee creativity, while serial mediation analysis showed that interpersonal distrust and knowledge hiding partially mediated the above linkage. This study’s findings contribute to the literature on employee creativity by identifying and testing social undermining as an interpersonal inhibitor factor that impairs employee creativity, and this relationship is serially mediated by interpersonal distrust and knowledge hiding. This study offers valuable insights for the managers of advertising agencies.
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18
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Du J, Lin X, Cai Y, Sun F, Amankwah-Amoah J. When Teamwork Works: Examining the Relationship Between Leader-Member Exchange Differentiation and Team Creativity. Front Psychol 2022; 12:646514. [PMID: 35126217 PMCID: PMC8815316 DOI: 10.3389/fpsyg.2021.646514] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/27/2020] [Accepted: 12/22/2021] [Indexed: 11/13/2022] Open
Abstract
Drawing on team creativity literature and social comparison theory, we investigate how leader-member exchange (LMX) differentiation influences team creativity. Using a survey based on 91 R&D teams from Chinese companies, we observe that LMX differentiation is negatively related to team creativity (β = -0.35, p < 0.01). More importantly, we demonstrate that team behavioral integration mediates the relationship between LMX differentiation and team creativity (indirect effect size = -0.72, with 95% CI of -1.91, -0.13), and team emotional intelligence (TEI) moderates the relationship between LMX differentiation and team behavioral integration (β = 0.23, p < 0.05), such that LMX differentiation has a weaker negative influence on team behavioral integration when TEI is higher. These results provide relevant suggestions for organizational team building, management, and development.
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Affiliation(s)
- Juan Du
- School of Business Management, Shanghai International Studies University, Shanghai, China
| | - Xinyue Lin
- School of Business Management, Shanghai International Studies University, Shanghai, China
| | - Yahua Cai
- Department of Human Resource Management, Shanghai University of Finance and Economics, Shanghai, China
| | - Fufu Sun
- Department of Human Resource Management, Shanghai University of Finance and Economics, Shanghai, China
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Lee J, Loretta Kim S, Yun S. Encouraging employee voice: coworker knowledge sharing, psychological safety, and promotion focus. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2021. [DOI: 10.1080/09585192.2021.2018014] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
Affiliation(s)
- Jihye Lee
- College of Business Administration, Seoul National University, Gwanak-gu, Seoul, Korea
| | - Seckyoung Loretta Kim
- College of Business Administration, Incheon National University, Yeonsu-gu, Incheon, Korea
| | - Seokhwa Yun
- College of Business Administration, Seoul National University, Gwanak-gu, Seoul, Korea
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Tacit knowledge sharing within project teams: an application of social commitments theory. VINE JOURNAL OF INFORMATION AND KNOWLEDGE MANAGEMENT SYSTEMS 2021. [DOI: 10.1108/vjikms-07-2021-0123] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Applying social commitments theory, this paper aims to study the effect of shared responsibility as a structural characteristic of project teams to foster tacit knowledge sharing with the mediating role of affective bonding. Besides, the moderating effect of normative conformity is also examined.
Design/methodology/approach
The quantitative method was applied through surveying senior auditors representing 263 audit teams in Vietnam to examine the model.
Findings
This study found that in the joint projects, when team members perceive high shared responsibility for both success and failure, the affective bonding among them are generated. The affective bonding becomes salient to tacit knowledge sharing only when the team members perceive high obligations to conform the general knowledge sharing norms and the serial reciprocity norms.
Originality/value
This study provides the evidence for partial confirmation and expansion of the social commitments theory. The practical takeaways are provided for managers of project-based organizations in the social aspects for facilitating sharing culture.
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Zaman U, Florez-Perez L, Khwaja MG, Abbasi S, Qureshi MG. Exploring the critical nexus between authoritarian leadership, project team member's silence and multi-dimensional success in a state-owned mega construction project. INTERNATIONAL JOURNAL OF PROJECT MANAGEMENT 2021. [DOI: 10.1016/j.ijproman.2021.10.007] [Citation(s) in RCA: 9] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
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22
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Dahlan M, Al-Atwi AA, Alshaibani E, Bakir A, Maher K. Diverse group effectiveness: co-occurrence of task and relationship conflict, and transformational leadership. INTERNATIONAL JOURNAL OF PRODUCTIVITY AND PERFORMANCE MANAGEMENT 2021. [DOI: 10.1108/ijppm-01-2021-0025] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThis study aims to develop a theoretical integrated model examining the role of the co-occurrence of task and relationship conflict (CTRC) as a mediator in the relationship between diversity and group effectiveness. The model also examines transformational leadership (TFL) as a moderator in this relationship.Design/methodology/approachData were collected using a questionnaire survey from 354 faculty in 56 workgroups from three private universities in the Middle East. SEM and hierarchical regression analysis were used to test the suitability of the model and its hypotheses.FindingsThe results revealed that TFL moderated diversity's direct effect on CTRC as well as the indirect effect linking diversity, CTRC, and group effectiveness. Specifically, diversity had an inverted U-shaped relationship with CTRC in groups with low TFL, but a negative linear relationship in those with high TFL.Originality/valueThe findings expand understanding of how, and under what conditions, diversity influences group effectiveness by: offering a fresh treatment of this relationship, introducing CTRC as a bivariate construct and bringing into focus the centrality of its harmful effect on this association, and highlighting the influence of TFL in ameliorating this harmful effect.
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Zhang N, Liu S, Pan B, Guo M. Paternalistic Leadership and Safety Participation of High-Speed Railway Drivers in China: The Mediating Role of Leader-Member Exchange. Front Psychol 2021; 12:591670. [PMID: 34408689 PMCID: PMC8366769 DOI: 10.3389/fpsyg.2021.591670] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/05/2020] [Accepted: 05/20/2021] [Indexed: 12/03/2022] Open
Abstract
This research aimed to examine the effects of paternalistic leadership on the safety participation of high-speed railway drivers. Survey data were collected from 601 drivers in major Chinese rail companies. Structural equation modeling was conducted to analyze the influence of paternalistic leadership on safety participation via leader–member exchange (LMX). The results indicated that moral leadership directly promotes safety participation. Besides, benevolent leadership was positively associated with safety participation. Also, LMX partially mediates the positive relationship between benevolent leadership, moral leadership, and safety participation. Therefore, paternalistic leadership promotes the safety participation of high-speed railway drivers.
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Affiliation(s)
- Na Zhang
- School of Economics and Management, Beijing Jiaotong University, Beijing, China
| | - Shuzhen Liu
- Management College, Beijing Union University, Beijing, China
| | - Bowen Pan
- School of Finance, Central University of Finance and Economics, Beijing, China
| | - Ming Guo
- School of Economics and Management, Beijing Jiaotong University, Beijing, China
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24
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Jia J, Jiao Y, Han H. Inclusive leadership and team creativity: a moderated mediation model of Chinese talent management. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2021. [DOI: 10.1080/09585192.2021.1966073] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Affiliation(s)
- Jianfeng Jia
- School of Business Administration, Northeastern University, Shenyang, China
| | - Yuxin Jiao
- School of Business Administration, Northeastern University, Shenyang, China
| | - Hongmei Han
- Management School, Beijing Institute of Economics and Management, Beijing, China
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Arici HE, Uysal M. Leadership, green innovation, and green creativity: a systematic review. SERVICE INDUSTRIES JOURNAL 2021. [DOI: 10.1080/02642069.2021.1964482] [Citation(s) in RCA: 19] [Impact Index Per Article: 6.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/27/2022]
Affiliation(s)
| | - Muzaffer Uysal
- Isenberg School of Management, University of Massachusetts Amherst, Amherst, MA, USA
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Chen Y, Zhang J, Liu CE, Liu T, He W. Work-related identity discrepancy and employee innovation behavior: the role of intrinsic motivation and self-construal. CHINESE MANAGEMENT STUDIES 2021. [DOI: 10.1108/cms-02-2021-0051] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to investigate the role of intrinsic motivation and self-construal in explaining the relationship between work-related identity discrepancy and employee innovation behavior.
Design/methodology/approach
Based on a survey of 637 respondents from 15 organizations in southern China, this study examines four hypotheses with regard to the relationship between work-related identity discrepancy and employee innovation behavior through hierarchical regression analysis.
Findings
The research results indicate that work-related identity discrepancy is negatively related to employee innovation behavior, but intrinsic motivation mediates their negative relationship, and self-construal moderates this mediating effect further. Specifically, the results demonstrate that perceiving work-related identity discrepancy can lower intrinsic motivation among employees with interdependent self-construal and subsequently reduce their innovation behavior.
Originality/value
Drawn on social cognitive theory, this study reveals the negative effect of work-related identity discrepancy on employee innovation behavior and the moderated mediation effect of intrinsic motivation and self-construal on the negative relationship. The finding expands existing literature on work-related identity discrepancy and employee innovation behavior.
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Psychogios A, Dimitriadis N. Brain-Adjusted Relational Leadership: A Social-Constructed Consciousness Approach to Leader-Follower Interaction. Front Psychol 2021; 12:672217. [PMID: 34326795 PMCID: PMC8313727 DOI: 10.3389/fpsyg.2021.672217] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/25/2021] [Accepted: 06/02/2021] [Indexed: 11/22/2022] Open
Abstract
Relationship-based approaches to leadership represent one of the fastest-growing leadership fields and help us to understand better organizational leadership. Relation-based approaches emphasize the relationship and interaction between the leader and the follower. The emphasis is placed on the way that they interact and influence each other at attaining mutual goals. It is known that leaders are linked to followers and vice versa in a sense of responding to other's needs toward the achievement of mutual goals. Leaders and followers are an essential part of this social process implying that they are losing their traditional identity rooted in the formal organizational structure (manager-subordinate) and become inseparable actors of a co-constructing process of leadership. What is less known though is the way that leadership actors are linked to each other and in particular how they try to understand how to do that in the workplace. What is even less understood is the importance and role of consciousness in this relationship. Especially since consciousness appears to be both a fundamental and a very elusive element in human relations. Therefore, this paper conceptually explores the concept of consciousness within the context of the social brain theory to argue that leadership actors need to rethink their approach to individuality and focus on mutually dependent relations with each other. This paper contributes to the field of Neuro-management by introducing the concept of Homo Relationalis. In this respect, we suggest that leadership is not just a socially constructed element but also a social brain constructed phenomenon that requires an understanding of the human brain as a social organ. We further recommend a new approach of applying cognitive style analysis to capture the duality of leader/follower in the same person, following the self-illusion theory. Finally, we conclude that we need to further emphasize a social brain-adjusted relational leadership approach and we introduce two new cognitive styles that can help capture the essence of it.
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Affiliation(s)
- Alexandros Psychogios
- Birmingham City University, Birmingham City Business School, Birmingham, United Kingdom
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van den Brand W, Stynen D, Wognum I, Nikolova I. Bevorderen van innovatief werkgedrag door transformationeel leiderschap: de mediërende rol van psychologische veiligheid en teamleren. GEDRAG & ORGANISATIE 2021. [DOI: 10.5117/go2021.2.001.bran] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/21/2022]
Abstract
Samenvatting
Deze studie onderzoekt op individueel niveau en teamniveau de mediërende rol van psychologische veiligheid en teamleren in de relatie tussen transformationeel leiderschap (TFL) en innovatief werkgedrag (IWG). Er werd een cross-sectioneel surveyonderzoek uitgevoerd onder medewerkers van drie media- en marketingbedrijven in Nederland, waaraan in totaal 164 medewerkers participeerden, afkomstig uit 39 werkteams. Door middel van multilevel padanalyse werden de data op zowel individueel niveau als teamniveau geanalyseerd. De onderzoeksresultaten tonen aan dat TFL positief samenhangt met IWG en haar dimensies ideeëngeneratie, ideeënpromotie en ideeënimplementatie, op zowel individueel niveau als teamniveau. Op individueel niveau werd sequentiële mediatie door psychologische veiligheid en teamleren vastgesteld in de relatie tussen TFL en ideeënpromotie en ideeënimplementatie. Op teamniveau werd sequentiële mediatie door psychologische veiligheid en teamleren vastgesteld in de relatie tussen TFL en ideeënpromotie. Door het multilevel design en de keuze voor mediatoren die het sociale proces onderliggend aan IWG reflecteren, draagt deze studie bij aan het beter begrijpen van de manier waarop TFL innovatief gedrag in de werkcontext kan bevorderen.
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Knowledge-oriented leadership, team learning and team creativity: the roles of task interdependence and task complexity. LEADERSHIP & ORGANIZATION DEVELOPMENT JOURNAL 2021. [DOI: 10.1108/lodj-11-2020-0506] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeOrganizations is increasingly depending on team creativity to create a sustainable competitive advantage. The purpose of this study is to examine the relation between knowledge-oriented leadership and team creativity.Design/methodology/approachThe hypotheses were tested with a sample of 89 knowledge worker teams consisting of 412 employees and employers in China.FindingsResults show that knowledge-oriented leadership is positively associated with team creativity, mediated by team learning. Additionally, task interdependence and task complexity can strengthen the positive relation between team learning and team creativity.Originality/valueThe study is the first to explore the relation between knowledge-oriented leadership and team creativity and the moderating role of task interdependence and task complexity in the relation between team learning and team creativity.
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Krause V, Goncalo JA, Tadmor CT. Divine inhibition: Does thinking about God make monotheistic believers less creative? ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2021. [DOI: 10.1016/j.obhdp.2021.03.001] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
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31
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Du X, Zhang H, Zhang S, Zhang A, Chen B. Creativity and Leadership in the Creative Industry: A Study From the Perspective of Social Norms. Front Psychol 2021; 12:651817. [PMID: 33889118 PMCID: PMC8057347 DOI: 10.3389/fpsyg.2021.651817] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/11/2021] [Accepted: 03/12/2021] [Indexed: 11/18/2022] Open
Abstract
Individual creativity has been the focus of long-term research in creative industries. However, few studies have explored the impact on individual creativity from social factors. At the same time, the influence of individual creativity on the existence of subsequent factors in the creative industry is also worthy of further investigation. From a social standpoint, this research aims to explore how social norms affect individual creativity, and how individual creativity affects subsequent leadership. The present research takes creative entrepreneurs in creative enterprises as the research objects, and the structural equation model is used to analyze the data obtained from 202 valid questionnaires. Besides, the mediating effect of individual creativity between social norms and individual leadership is verified. The results show that social norms can effectively promote the generation of individual creativity that has a positive impact on both transactional or transformational leadership. It is revealed that social norms are effective tools for enhancing creativity, answering the question of how creative ideas are transformed into creative work and leadership. Individual creativity plays a mediating role between social norms and individual leadership.
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Affiliation(s)
- Xiaomin Du
- School of Economics and Management, Yingkou Institute of Technology, Yingkou, China
| | - Hong Zhang
- School of Business, Dalian University of Technology, Dalian, China
| | - Shiying Zhang
- Business and Economic Research, Harbin University of Commerce, Harbin, China
| | - Ao Zhang
- School of Accounting, Jilin University of Finance and Economics, Changchun, China
| | - Beibei Chen
- School of Business, Dalian University of Technology, Dalian, China
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32
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Chen L, Gong Y, Song Y, Wang M. From Creative Environment to Administrative Innovation: Creation and Implementation in Top Management Teams. JOURNAL OF CREATIVE BEHAVIOR 2021. [DOI: 10.1002/jocb.475] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022]
Affiliation(s)
- Lu Chen
- University of Electronic Science and Technology of China China
- Nankai University China
| | - Yaping Gong
- The Hong Kong University of Science and Technology Hong Kong
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Zhang H, Wang M, Li M, Chen X. Excessive Use of WeChat at Work Promotes Creativity: The Role of Knowledge Sharing, Psychological Strain. Front Psychol 2021; 12:571338. [PMID: 33815189 PMCID: PMC8012808 DOI: 10.3389/fpsyg.2021.571338] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/10/2020] [Accepted: 02/12/2021] [Indexed: 11/17/2022] Open
Abstract
The pervasive nature of social media can result in excessive use and addiction, but whether excessive use of social media is good or bad for individuals' creativity is unclear. This study explored the direct and indirect impact of excessive use of WeChat on individuals' creativity in workplace, focusing on how excessive use of WeChat promotes or restrains creativity through knowledge sharing and psychological strain. Based on the person–environment fit model and motivation theory, this study examined the three paths of excessive WeChat use affecting individuals' creativity in workplace. We used the structural equation model to test our research model. A survey of 364 employees revealed that excessive WeChat use directly promotes creativity and indirectly improves creativity via knowledge sharing, but excessive WeChat use does not lead to psychological strain. These findings, obtained by theoretically and empirically investigating the positive outcomes of excessive WeChat use, suggest an upside to excessive WeChat use. The implications and limitations of this study and future research on excessive-use behavior are also discussed.
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Affiliation(s)
- Huiqin Zhang
- Business Administration, College of Management Science, Chengdu University of Technology, Chengdu, China
| | - Meng Wang
- Business Administration, College of Management Science, Chengdu University of Technology, Chengdu, China
| | - Meng Li
- Business Administration, College of Management Science, Chengdu University of Technology, Chengdu, China
| | - Xudong Chen
- Business Administration, College of Management Science, Chengdu University of Technology, Chengdu, China
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34
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Liu HY, Chen NH, Wang IT, Wu SM, Han CY, Hsu DY, Han HM, Huang DH. Predictors of individually perceived levels of team creativity for teams of nursing students in Taiwan: A cross-sectional study. J Prof Nurs 2021; 37:272-280. [DOI: 10.1016/j.profnurs.2021.01.010] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/25/2020] [Indexed: 11/29/2022]
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35
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Mansoor A, Farrukh M, Wu Y, Abdul Wahab S. Does inclusive leadership incite innovative work behavior? HUMAN SYSTEMS MANAGEMENT 2021. [DOI: 10.3233/hsm-200972] [Citation(s) in RCA: 19] [Impact Index Per Article: 6.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
BACKGROUND: Dynamic and globalized business environment incites organizations to be innovative for long-term survival. This central role of innovation provokes the continuing interest of social scientists in determining the antecedents of Innovative work behavior in organizations. OBJECTIVE: In line with the prior studies, this study aims to investigate the role of inclusive leadership in fostering employee innovative work behavior. Additionally, this study also investigates the mediating role of psychological safety. METHODS: Data were collected through a questionnaire from employees working in Pakistani banks. Hypothesized relationships were analyzed using structural equation modeling. RESULTS: The findings of the study depicted a positive relationship between inclusive leadership and IWB, while mediation of psychological safety was also established. CONTRIBUTION: This study contributes to the existing literature in multiple ways. Although the link between inclusive leadership and creativity is measured but in what ways inclusive leadership develops the perception of employees, which leads towards positive outcomes is a contribution. This study extends the understanding of relational leadership by focusing on its specific dimension that is IL, instead of focusing on the broader construct of leadership.
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Affiliation(s)
- Adil Mansoor
- Putra Business School, University Putra Malaysia, Serdang, Malaysia
| | - Muhammad Farrukh
- School of Management and Economics, Beijing Institute of Technology, Beijing, China
| | - Yihua Wu
- School of Management and Economics, Beijing Institute of Technology, Beijing, China
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36
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Chen L, Appienti WA. Does a paternalistic leader facilitate voice and creative performance? Evidence from Ghana. JOURNAL OF PSYCHOLOGY IN AFRICA 2020. [DOI: 10.1080/14330237.2020.1767957] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
Affiliation(s)
- Lu Chen
- School of Economics and Management, Centre for West African Studies, University of Electronic Science and Technology of China, Chengdu, China
- China Academy of Corporate Governance, Nankai University, Tianjin, China
| | - William Ansah Appienti
- School of Economics and Management, Centre for West African Studies, University of Electronic Science and Technology of China, Chengdu, China
- Department of Entrepreneurship and Finance, Kumai Technical University, Kumasi, Ghana
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37
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Fan P, Song Y, Nepal S, Lee H. Can Cultural Intelligence Affect Employee's Innovative Behavior? Evidence From Chinese Migrant Workers in South Korea. Front Psychol 2020; 11:559246. [PMID: 33071883 PMCID: PMC7536403 DOI: 10.3389/fpsyg.2020.559246] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/05/2020] [Accepted: 08/17/2020] [Indexed: 11/23/2022] Open
Abstract
This empirical study explores the effect of cultural intelligence (CQ) on migrant workers’ innovative behavior, as well as the mediating role of knowledge sharing on the CQ-innovative behavior relationship. Besides, it also examines the extent to which the mediating process is moderated by climate for inclusion. Using survey data collected from Chinese migrant workers and their supervisors working in South Korea (n = 386), migrant workers’ CQ is found to positively impact their innovative behavior through enhanced knowledge sharing. However, it is observed that this indirect relationship is significant, only for migrant workers in a strong climate for inclusion. Thus, these findings reveal the underlying mediation and moderation mechanism and consequently unveil the important role of migrant workers’ CQ in shaping their behavior. This study provides insightful and practical implications to a multicultural organization, where culturally diverse migrant workers work together.
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Affiliation(s)
- Peng Fan
- Department of International Business and Management, School of Economics and Management, Dongguan University of Technology, Dongguan, China
| | - Yixiao Song
- Department of Human Resource Management, School of Business Administration, Guangdong University of Finance and Economics, Guangdong, China
| | - Surya Nepal
- Department of Business Administration, Changwon National University, Changwon, South Korea
| | - HyoungTaek Lee
- Department of International Business, Chungbuk National University, Cheongju, South Korea
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Wu CH, Wu W, Ma S, Su Y, Tsai SB. Organisational leadership style, network structure, and knowledge performance in online knowledge community organisations. ENTERP INF SYST-UK 2020. [DOI: 10.1080/17517575.2020.1807061] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
Affiliation(s)
- Chia-Huei Wu
- Institute of Service Industries and Management, Minghsin University of Science and Technology, Hsinchu, Taiwan
| | - Wenqing Wu
- College of Management and Economics, Tianjin University, Tianjin, China
| | - Saixiang Ma
- College of Management and Economics, Tianjin University, Tianjin, China
| | - Yuzheng Su
- College of Management and Economics, Tianjin University, Tianjin, China
| | - Sang-Bing Tsai
- Regional Green Economy Development Research Center, School of Business, Wuyi University, Wuyishan, China
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Casas Klett T, Arnulf JK. Are Chinese Teams Like Western Teams? Indigenous Management Theory to Leapfrog Essentialist Team Myths. Front Psychol 2020; 11:1758. [PMID: 32849041 PMCID: PMC7432266 DOI: 10.3389/fpsyg.2020.01758] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/29/2019] [Accepted: 06/25/2020] [Indexed: 11/13/2022] Open
Abstract
Our study analyzes a gap in research on Chinese and Western management teams, based on a broad literature review. We claim that prevalent theoretical perspectives in the management team literature might be biased toward a Western-centric view of team dynamics. This obscures alternative ways of understanding top teams encompassing Chinese cultural traditions. We outline how an essentialist team conceptualization leads to a paradox consisting of three mutually contradicting myths. Myth 1 implies that Western groups of managers comply with theoretically “ideal” team processes and characteristics. Myth 2 derives from research literature on Chinese teams claiming that team features are assumed absent or weak in China due to cultural particularities. Paradoxically, the same research tradition constructs another third myth by reporting that Chinese teams successfully comply with the Western ideal team model. The three coexisting myths point to a theoretical confounding of contextual mediators in team processes. We discuss how indigenous Chinese leadership theory and Chinese systems of philosophy give Chinese teams access to distinct and effective team processes to reach high-performance outcomes. This paper aims to open the rich possibilities of Chinese management and team practices to the cross-cultural context, and on return to novel understanding of Western teams beyond traditional essentialist theory anchors.
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Affiliation(s)
- Tomas Casas Klett
- University of St. Gallen, Research Institute for International Management, St. Gallen, Switzerland
| | - Jan Ketil Arnulf
- Department of Leadership and Organizational Behaviour, BI Norwegian Business School, Oslo, Norway
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The Moderated-Mediation Effect of Workplace Anxiety and Regulatory Focus in the Relationship between Work-Related Identity Discrepancy and Employee Innovation. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17176121. [PMID: 32842458 PMCID: PMC7503295 DOI: 10.3390/ijerph17176121] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 07/29/2020] [Revised: 08/15/2020] [Accepted: 08/20/2020] [Indexed: 02/05/2023]
Abstract
Extant research on work-related identity discrepancy mostly has probed its effects on employees' attitudes and emotions but has paid little attention to its impact on employee behaviors. Drawing on self-discrepancy theory, we examined the influencing mechanism and conditions of work-related identity discrepancy on employee innovation behavior. With data collected from 563 employees who personally experienced leadership transition in the workplace, we found that work-related identity discrepancy predicts employee innovation behavior through workplace anxiety. We also discovered that employees' personality traits-promotion regulatory focus and prevention regulatory focus in particular-can intensify or buffer the negative relationship between work-related identity discrepancy and employee innovation behavior. We further discuss the conceptual and practical implications of these findings.
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41
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Liu CE, Yuan X, Hu C, Liu T, Chen Y, He W. Work-Related Identity Discrepancy and Counterproductive Work Behavior: The Role of Emotional Exhaustion and Supervisor Incivility. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17165747. [PMID: 32784824 PMCID: PMC7460207 DOI: 10.3390/ijerph17165747] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 07/01/2020] [Revised: 08/01/2020] [Accepted: 08/06/2020] [Indexed: 11/24/2022]
Abstract
This research investigates the role of emotional exhaustion and supervisor incivility in explaining the relationship between work-related identity discrepancy and counterproductive work behavior. Based on resource conservation theory, our study hypothesizes a moderated mediation model that work-related identity discrepancy impacts counterproductive work behavior through emotional exhaustion, and supervisor incivility is deemed as the boundary condition in the indirect effect. Drawing on a sample of 863 employees, we found support for the moderated mediation model in which the positive relationship between work-related identity discrepancy and counterproductive work behavior was mediated by emotional exhaustion, such that the mediating relationship was strengthened for new leaders with a low level of supervisor incivility and weakened for those with high level of supervisor incivility. We further discuss the theoretical and practical implications of these findings.
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Affiliation(s)
- Chang-E Liu
- Mobile E-business Collaborative Innovation Center of Hunan Province, Key Laboratory of Hunan Province for Mobile Business Intelligence, College of Business Administration, Hunan University of Technology and Business, Changsha 410205, China;
| | - Xiao Yuan
- College of Business Administration, Hunan University of Technology and Business, Changsha 410205, China; (X.Y.); (C.H.)
| | - Chenhong Hu
- College of Business Administration, Hunan University of Technology and Business, Changsha 410205, China; (X.Y.); (C.H.)
| | - Tingting Liu
- College of Business Administration, Hunan University of Technology and Business, Changsha 410205, China; (X.Y.); (C.H.)
- Correspondence: (T.L.); (Y.C.)
| | - Yahui Chen
- School of Business and Tourism Management, Yunnan University, Kunming 650091, China
- Correspondence: (T.L.); (Y.C.)
| | - Wei He
- Scott College of Business, Indiana State University, Terre Haute, IN 47809, USA;
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Cotta D, Salvador F. Exploring the antecedents of organizational resilience practices – A transactive memory systems approach. INTERNATIONAL JOURNAL OF OPERATIONS & PRODUCTION MANAGEMENT 2020. [DOI: 10.1108/ijopm-12-2019-0827] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of this paper was to explore individual- and firm-level antecedents of the ability of a manufacturing firm's personnel to collaborate and integrate knowledge for organizational resilience practices.Design/methodology/approachThe authors apply hierarchical regression analysis to study a sample of 192 European industrial equipment manufacturers. Data for each firm are collected from surveys of two key informants in each firm, as well as from public sources.FindingsFirms' personnel’s ability to integrate information and knowledge for organizational resilience practices was positively related with the extent of the head of manufacturing's network of personal contacts inside the firm. This effect was stronger in firms with more formalized job descriptions and clearly defined roles. The head of manufacturing's orientation to teamwork and cooperation impacted this ability only in firms that did not financially incentivize cooperation. The authors also found that cooperation incentives and role formalization directly relate to firms' personnel’s ability to integrate information and knowledge for organizational resilience practices.Originality/valueThe study proposes to study organizational resilience practices through a transactive memory systems lens. The study is also the first to link characteristics of individual managers to firm-level resilience practices by examining the antecedents of firms' ability to integrate information and knowledge to recover from operational disruptions. Furthermore, the study serves to enhance the knowledge of resilience practices by examining the role of firm-level antecedents and their interplay with characteristics of individual managers.
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Chen L, Wadei KA, Bai S, Liu J. Participative leadership and employee creativity: a sequential mediation model of psychological safety and creative process engagement. LEADERSHIP & ORGANIZATION DEVELOPMENT JOURNAL 2020. [DOI: 10.1108/lodj-07-2019-0319] [Citation(s) in RCA: 20] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of this paper is to draw upon social information processing theory to examine the sequential mediating roles of psychological safety and creative process engagement between participative leadership on creativity.Design/methodology/approachUsing a time-lagged sample of 526 supervisor–subordinate dyads from R&D teams of five enterprises located in the southwest part of China, we tested the theoretical model using structural equation modelling (SEM) as well as with the MPLUS 7.0 software.FindingsResults indicated that participative leadership is positively related to creative process engagement; psychological safety significantly mediates the relationship between participative leadership and creative process engagement; creative process engagement significantly mediates the relationship between psychological safety and employee creativity; psychological safety and creative process engagement sequentially mediates the relationship between participative leadership and creativity.Practical implicationsThe study findings imply that the participative leadership behaviors of managers or supervisor's nurtures employees psychological safety to take risk and promotes employee engagement in creativity relevant ventures leading to creativity.Originality/valueThe findings contribute new knowledge on the relationship between participative leadership and creativity by uncovering the causal chain of a cognitive mechanism (psychological safety) with a behavioral mechanism (creative process engagement).
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The Three Graces of Leadership: Untangling the Relative Importance and the Mediating Mechanisms of Three Leadership Styles in Russia. MANAGEMENT AND ORGANIZATION REVIEW 2020. [DOI: 10.1017/mor.2020.2] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
Abstract
ABSTRACTDrawing on the job-demand resource theory, the article examines the relative importance and the complementarity of three widely practiced leadership styles – transformational, paternalistic, and authoritarian. It investigates how the three styles relate to followers’ work engagement amongst employees in Russian domestic organizations. It also theorizes and tests the mediating effects of three psychological mechanisms, namely self-efficacy, self-esteem, and job control, on the examined relationships. The findings show that all three leadership styles relate to followers’ work engagement positively. The relationship of transformational leadership is dominant and mediated by all three psychological mechanisms. The remaining two styles also make their unique contributions to followers’ work engagement. Whereas authoritarian leadership influences followers by enhancing their self-efficacy and self-esteem, paternalistic leadership operates more extrinsically by increasing followers’ job control. Surprisingly, our analyses found that the role of control variables such as gender, age, and hierarchical position were insignificant in predicting how the three leadership styles influence employee work engagement. The study is among the first to shed light on the relative importance of the three focal leadership styles, their differential influences and interrelations, and the different mechanisms through which they relate to followers’ work engagement.
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Shaw KH, Tang N, Liao HY. Authoritarian-Benevolent Leadership, Moral Disengagement, and Follower Unethical Pro-organizational Behavior: An Investigation of the Effects of Ambidextrous Leadership. Front Psychol 2020; 11:590. [PMID: 32373007 PMCID: PMC7186380 DOI: 10.3389/fpsyg.2020.00590] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/08/2019] [Accepted: 03/12/2020] [Indexed: 11/13/2022] Open
Abstract
Drawing on the social cognitive theory of moral disengagement, this study examined the influence of the authoritarian-benevolent style of ambidextrous leadership on follower unethical pro-organizational behavior (UPB), mediated via moral disengagement. We tested the hypotheses using a sample of 175 participants at two time points. The results indicated that authoritarian-benevolent leadership affects moral disengagement. In addition, followers in congruent dyads with low authoritarian-benevolent leadership perceived higher levels of moral disengagement than those in congruent dyads with high authoritarian-benevolent leadership. Furthermore, high authoritarian-benevolent leadership had an indirect effect on follower UPB via moral disengagement. Theoretical and practical implications and future research directions are suggested.
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Affiliation(s)
- Kang-Hwa Shaw
- School of Management, Shandong University, Jinan, China
| | - Na Tang
- School of Management, Lanzhou University, Lanzhou, China
| | - Hung-Yi Liao
- College of Philosophy, Law and Political Science, Shanghai Normal University, Shanghai, China
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The Influence of Leaders’ Positive and Implicit Followership Theory of University Scientific Research Teams on Individual Creativity: the Mediating Effect of Individual Self-Cognition and the Moderating Effect of Proactive Personality. SUSTAINABILITY 2020. [DOI: 10.3390/su12062507] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/17/2022]
Abstract
Leaders’ positive and implicit followership theory (LPIFT) in a university scientific research team influences innovation in university scientific research. Individual creativity is an important aspect of innovation in university scientific research. However, the influence mechanism of LPIFT of a university scientific research team on individual creativity remains unclear. Based on social cognitive theory and the input–process–output (IPO) theoretical model, we selected a postgraduate supervisor and postgraduates of a university scientific research team as the research objects. We explored the influence between LPIFT of a university scientific research team leader and individual creativity using a questionnaire. A total of 413 valid paired samples were collected from the postgraduate and postgraduate supervisor. We drew the following conclusions: LPIFT of the university scientific research team had a direct positive effect on individual creativity. Individual creative role identity, individual creative self-efficacy, and individual willingness to create knowledge had completely mediating effects on the relationship between LPIFT of the university scientific research team and individual creativity. Proactive personality positively moderated the relationship between LPIFT of the university scientific research team and individual creative role identity, as well as LPIFT of the university scientific research team and individual creative self-efficacy. Proactive personality also positively moderated the mediating effect of individual creative role identity and individual creative self-efficacy. However, the moderating effect of proactive personality between LPIFT of university research teams and individual willingness to create knowledge was not significant. Proactive personality also did not positively moderate the mediating effect of individual willingness to create knowledge.
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Christensen-Salem A, Walumbwa FO, Hsu CIC, Misati E, Babalola MT, Kim K. Unmasking the creative self-efficacy–creative performance relationship: the roles of thriving at work, perceived work significance, and task interdependence. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2020. [DOI: 10.1080/09585192.2019.1710721] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/24/2022]
Affiliation(s)
| | - Fred O. Walumbwa
- Department of International Business, Florida International University, Miami, FL, USA
| | - Corwin I-Chieh Hsu
- Graduate Institute of Human Resource Management, National Changhua University of Education, Taiwan, R.O.C
| | - Everlyne Misati
- Department of International Business, Florida International University, Miami, FL, USA
| | - Mayowa T. Babalola
- College of Business and Economics, United Arab Emirates University, Abu Dhabi, United Arab Emirates
| | - Kowoon Kim
- International Trade Department, Dongguk University, Seoul, South Korea
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Gardner WL, Lowe KB, Meuser JD, Noghani F, Gullifor DP, Cogliser CC. The leadership trilogy: A review of the third decade of The Leadership Quarterly. THE LEADERSHIP QUARTERLY 2020. [DOI: 10.1016/j.leaqua.2019.101379] [Citation(s) in RCA: 21] [Impact Index Per Article: 5.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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Follower transformation as the linchpin of transformational leadership theory: A systematic review and future research agenda. THE LEADERSHIP QUARTERLY 2020. [DOI: 10.1016/j.leaqua.2019.101341] [Citation(s) in RCA: 39] [Impact Index Per Article: 9.8] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/19/2022]
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Yin J, Ma Z, Yu H, Jia M, Liao G. Transformational leadership and employee knowledge sharing: explore the mediating roles of psychological safety and team efficacy. JOURNAL OF KNOWLEDGE MANAGEMENT 2019. [DOI: 10.1108/jkm-12-2018-0776] [Citation(s) in RCA: 30] [Impact Index Per Article: 6.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This paper aims—based on past research works which have shown that transformational leadership has positive impact on knowledge sharing—to explore the impact of different leadership dimensions of transformational leadership on knowledge sharing and further to explore the mechanism through which transformational leadership affects employee knowledge sharing in China.
Design/methodology/approach
Based on the transformational leadership theory and the team learning theory, it is proposed that all four dimensions of transformational leadership, including intellectual stimulation, individualized consideration, inspirational motivation and idealized influence, have unique impact on employee knowledge sharing. It is further proposed that psychology safety and team efficacy mediate these relationships. Then data were collected from over 400 employees from knowledge-based companies in China to empirically test the proposed relationships with the method of structural equation modeling.
Findings
The results show that psychological safety fully mediated the impact of intellectual stimulation on knowledge sharing, and team efficacy fully mediated the impact of inspirational motivation on knowledge sharing. Both factors also mediated the impact of individualized consideration on knowledge sharing. The results thus provide empirical support for the impact of transformational leadership on employee knowledge sharing in an international context.
Originality/value
The past years have seen increasing interest in leadership and knowledge sharing in emerging markets, yet the mechanism through which leadership affects employee knowledge sharing remains understudied. This study explores the impact of different dimensions of transformational leadership on employee knowledge sharing, and further shows that psychological safety and team efficacy mediate these relationships in a collectivistic society where knowledge sharing is consistent with cultural norms. The findings help develop more robust knowledge sharing theories in the international context and provide insightful suggestions for management practitioners in emerging markets.
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