Examining the effect of training and employee creativity on organizational innovation: a moderated mediation analysis

Role of adaptive leadership in learning organizations to boost organizational innovations with change self-efficacy

The present study investigates the direct impact of learning organizations on organizational innovations and investigates the mediating mechanism of change self-efficacy between learning organizations and organizational innovations. Furthermore, this study proposes adaptive leadership as a moderator between learning organizations, change self-efficacy, and organizational innovations. Three hundred seventy-three permanent employees from the pharmaceutical industry voluntarily participated. Data was collected using a simple random sampling technique through the temporal separation method (One-month interval between two temporal separations). SPSS v.25, AMOS v.22, and Smart-PLS were utilized to analyze reliability, validity, descriptive statistics, and correlations, and PROCESS-macro v3.4 was used for direct, indirect (mediation), and interaction (moderation) effects analysis. The study supports the hypothesized link between learning organizations and organizational innovations. In addition, change self-efficacy partially mediates the learning organizations - organizational innovations relationship. Moreover, adaptive leadership moderates the association between learning organization and organizational innovation, learning organizations and change self-efficacy, and change self-efficacy and organizational innovations relationship. The study's findings suggest that adaptive leadership is imperative not only for higher change self-efficacy of the individuals but also helps the organizations for organizational innovations with the utilization of learning organizations phenomenon. Additionally, this study highlights the importance of change self-efficacy, which plays a vital role in learning organizations for organizational innovations.

Supplementary Information

The online version contains supplementary material available at 10.1007/s12144-023-04669-z.

Job and work context elements in fostering employee creative behavior: exploring the moderating role of work passion

How does employees' work context and job characteristics influence their creative behavior? To explore this question, this study draws on the Job Demands – Job Resources (JD-R) model to examine the role of excessive work overload and training and development on employee creative behaviors. Additionally, the study explores whether employees' work passion mitigates or enhances the effects of work overload and training and development on their creative behavior. Data from 142 employee–supervisor dyads in a Singaporean telecommunications organization showed that work overload had a marginally significant positive effect on employee creative behavior. Additionally, employees' work passion was found to enhance the effects of training and development on their creative behavior. The study contributes to ongoing debates in the literature regarding how specific characteristics of one's job and targeted human resource practices may foster employee creativity.

The Relationship Between Personality Traits and Entrepreneurial Intention Among College Students: The Mediating Role of Creativity

Significant research has been conducted on the influence of entrepreneurial intention on entrepreneurial education and entrepreneurship practice. Similarly, this study aims to explore how creativity plays a mediating role in the influence of personality traits on entrepreneurial intention. As many as 674 valid questionnaires were collected from college students in China, allowing the relationship between personality traits, creativity, and entrepreneurial intention to be analyzed in detail. The following results are found through a series of explorations. First, neuroticism in personality traits has a significant negative impact on entrepreneurial intention, while conscientiousness, openness, and extraversion have a significant positive impact. Second, neuroticism has a significant negative impact on creativity, while conscientiousness, openness, and extraversion have a significant positive impact. Third, creativity has a significant positive impact on entrepreneurial intention, it has a partial mediating role between neuroticism, conscientiousness, extraversion, and entrepreneurial intention along with a complete mediating role between openness and entrepreneurial intention. The research results further provide a reference value for the improvement and optimization of entrepreneurial practice.