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Zhang H, Wang M, Chen A. Empirical Investigation of How Social Media Usage Enhances Employee Creativity: The Role of Knowledge Management Behavior. Behav Sci (Basel) 2023; 13:601. [PMID: 37504048 PMCID: PMC10376854 DOI: 10.3390/bs13070601] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/24/2023] [Revised: 06/24/2023] [Accepted: 06/28/2023] [Indexed: 07/29/2023] Open
Abstract
Employee use of social media in the workplace has become a common phenomenon. Thus, how to effectively manage and utilize employee social media usage in the workplace has become a new issue. This study examines how employees' work-related and social-related social media usage at work can present different impacts upon their creativity through knowledge management behaviors. To test the research model, this study collected data from 425 employees in various industries in China and utilized a covariance-based structural equation model (CB-SEM) to test the hypotheses. The results suggested that work-related social media usage enhances employee creativity through promoting knowledge sharing and restraining knowledge manipulation. On the contrary, social-related social media usage cannot indirectly influence employee creativity through knowledge management behaviors. This study contributes to the literature on social media research by providing theoretical arguments on how employee use of social media for different purposes affects their creativity. Furthermore, this research offers the insight of the different paths of work-related and social-related social media usage that influence employee creativity rather than treating social media usage as a unitary concept and linking it simply with work results. This study also explores the role of three knowledge management behaviors in the relationship between social media usage and employee creativity.
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Affiliation(s)
- Huiqin Zhang
- College of Management Science, Chengdu University of Technology, Chengdu 610000, China
| | - Meng Wang
- College of Management Science, Chengdu University of Technology, Chengdu 610000, China
| | - Anhang Chen
- College of Management Science, Chengdu University of Technology, Chengdu 610000, China
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Sánchez-García E, Martínez-Falcó J, Alcon-Vila A, Marco-Lajara B. Developing Green Innovations in the Wine Industry: An Applied Analysis. Foods 2023; 12:foods12061157. [PMID: 36981084 PMCID: PMC10047959 DOI: 10.3390/foods12061157] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/13/2023] [Revised: 03/01/2023] [Accepted: 03/07/2023] [Indexed: 03/11/2023] Open
Abstract
Winemaking is an ancestral activity characterized by its strong roots in the culture, heritage, and people of the producing regions. In addition to providing important health benefits, wine is a product that is widely accepted by society. However, the socioeconomic context is evolving at a rapid pace, and new requirements and needs are forcing companies to innovate in order to remain competitive in the markets, especially in terms of sustainability. The main aim of this paper is to analyze the relationship between green transformational leadership and green innovation, as well as the mediating effect of green motivation and green creativity in this relationship. Data were obtained from a sample of 196 Spanish companies belonging to the wine industry and, as a method of analysis, was used partial least squares structural equation modeling PLS-SEM. The results show a positive and significant relationship between green transformational leadership and green innovation in wine companies. Furthermore, green motivation and green creativity exert a mediating effect in this relationship. It is concluded that the managers of wine companies should encourage employee motivation and creativity, especially in ecological terms, by creating an environment conducive to the development of environmentally friendly innovations.
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He D, Raza A, Chen M, Xu Y, Morake O. Examining the green factors affecting environmental performance in small and medium-sized enterprises: A mediating essence of green creativity. Front Psychol 2022; 13:1078203. [PMID: 36591075 PMCID: PMC9795059 DOI: 10.3389/fpsyg.2022.1078203] [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: 10/24/2022] [Accepted: 11/14/2022] [Indexed: 12/23/2022] Open
Abstract
Despite a large amount of literature on the management and sustainability of green enterprises, representatives' contributions to environmental challenges have received scant attention. This study purposefully assesses how managers' ecological expertise and ability to transform organizations' leadership practices into more environmentally friendly ones, with the help of green creativity (GC) as a mediating factor. The study utilizes partial least square structural equation modeling to examine the perceptions of 400 respondents in various leadership roles in the small and medium businesses industry. The study's findings point to the beneficial impacts of green knowledge (GK), green transformational leadership (GTL), and GC on environmental performance (EP). GC also appears to perform a meaningful mediating role in the links between GK and EP, GTL, and EP. The primary takeaway from recent research is that participants in the sector may be able to respond with green efforts that are specific to their businesses with the support of managers' environmental concerns. There is a discussion on practice recommendations and future directions.
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Affiliation(s)
- Di He
- School of Management, Jiangsu University, Zhenjiang, China
| | - Ali Raza
- Department of Business Administration, Sukkur IBA University, Sukkur, Sindh, Pakistan,*Correspondence: Ali Raza,
| | - Min Chen
- School of Management, Zhejiang Gongshang University, Hangzhou, China,*Correspondence: Ali Raza,
| | - Yiwei Xu
- School of Management, Jiangsu University, Zhenjiang, China
| | - Otsile Morake
- School of Management, Jiangsu University, Zhenjiang, China
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Ahmed I, Islam T, Umar A. Bridging organisational and individual green actions through green knowledge sharing & individual values. KNOWLEDGE MANAGEMENT RESEARCH & PRACTICE 2022. [DOI: 10.1080/14778238.2022.2139774] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
Affiliation(s)
- Ishfaq Ahmed
- Hailey College of Commerce, University of the Punjab, Lahore, Pakistan
| | - Talat Islam
- Institute of Business Administration, University of the Punjab, Lahore, Pakistan
| | - Aeina Umar
- Institute of Business Management, University of Engineering & Technology, Lahore, Pakistan
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Zhang L. Impact of psychological contract breach on firm’s innovative performance: A moderated mediation model. Front Psychol 2022; 13:970622. [PMID: 36092046 PMCID: PMC9450954 DOI: 10.3389/fpsyg.2022.970622] [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: 06/16/2022] [Accepted: 07/19/2022] [Indexed: 11/29/2022] Open
Abstract
Organizations are seeking ways to be more competitive in the market. Globalization also paves the way for additional challenges for firms to compete in today’s knowledge-based economy and competitive corporate settings. The psychological contract breach (PCB) of employees could be a possible reason to slow down the firm’s innovative performance. Based on the social exchange theory, the present study assumes that a PCB negatively affects a firm’s innovative performance. The present study also assessed the mediating role of knowledge hiding (KH) and moral disengagement (MD) in the relationship between PCB and a firm’s innovative performance. This study also attempts to check the moderating role of perceived supervisor support (PSS) in the relationship between PCB and KH and between PCB and MD. For empirical investigation, the present study collected the data from 303 employees of various textile organizations in china through a structured questionnaire method using a convenient sampling technique. The present study applied partial least square structural equation modeling for empirical analyses using Smart PLS software. The present study revealed that a PCB does not directly influence a firm’s innovative performance. However, the results confirmed that KH negatively mediates the relationship between PCB and a firm’s innovative performance. On the other hand, results also confirmed that MD negatively mediates the relationship between PCB and a firm’s innovative performance. The finding also acknowledged that the PSS does not moderate the relationship between PCB and KH. Additionally, the findings confirmed that PSS positively moderates the relationship between PCB and moral disengagement. The present study offers important practical, theoretical, and managerial implications.
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Jiang B, Kumar T, Rehman N, Hameed R, Kiziloglu M, Israr A. Role of Psychological Contracts in Enhancing Employee Creativity Through Knowledge Sharing: Do Boundary Conditions of Organization's Socialization and Work-Related Curiosity Matter? Front Psychol 2022; 13:834041. [PMID: 35774969 PMCID: PMC9239741 DOI: 10.3389/fpsyg.2022.834041] [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: 12/12/2021] [Accepted: 03/25/2022] [Indexed: 11/15/2022] Open
Abstract
COVID-19 has had a huge impact on workers and workplaces across the world while putting regular work practices into disarray. Apart from the obvious effects of COVID-19, the pandemic is anticipated to have a variety of social-psychological, health-related, and economic implications for individuals at work. Despite extensive research on psychological contracts and knowledge sharing, these domains of pedagogic endeavor have received relatively little attention in the context of employee creativity subjected to the boundary conditions of the organization's socialization and work-related curiosity. This study investigates, empirically, the role of psychological contracts in escalating employee creativity through knowledge sharing by considering the moderating role of an organization's socialization and work-related curiosity. The response received from 372 employees of the manufacturing sector has been investigated and analyzed through Smart PLS software. The results have revealed that knowledge sharing is mediating the relationship between psychological contract and employee creative performance, whereas the moderators significantly moderate the relationships between psychological contract and knowledge sharing and between knowledge sharing and employee creative performance accordingly. It has also been depicted that the moderating impact shown by both moderators is significantly high.
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Affiliation(s)
- Boliang Jiang
- Management Innovation and Evaluation Research Center, School of Management, Tianjin University of Commerce, Tianjin, China
| | - Tribhuwan Kumar
- Department of Management Sciences, Prince Sattam Bin Abdulaziz University, Al-Kharj, Saudi Arabia
| | - Nabeel Rehman
- Department of Management Sciences, Lahore Garrison University, Lahore, Pakistan
- Department of Management Sciences, The University of Lahore, Lahore, Pakistan
| | - Rizwana Hameed
- Institute of Business Management, University of Engineering and Technology, Lahore, Pakistan
| | - Mehmet Kiziloglu
- Management and Organization Department, Pamukkale University, Denizli, Turkey
| | - Adan Israr
- Department of Psychology, Government College University, Faisalabad, Pakistan
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Islam T, Chaudhary A, Jamil S, Ali HF. Unleashing the mechanism between affect-based trust and employee creativity: a knowledge sharing perspective. GLOBAL KNOWLEDGE, MEMORY AND COMMUNICATION 2021. [DOI: 10.1108/gkmc-04-2021-0071] [Citation(s) in RCA: 12] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/15/2023]
Abstract
Purpose
Creativity has become essential for organizations to remain competitive. Therefore, this paper aims to investigate the intervening role of knowledge sharing between affect-based trust and employee creativity. The study further investigates perceived organizational support as a conditional factor on the association between affect-based trust and employee creativity.
Design/methodology/approach
The study tackled the issue of common method variance by collecting data in dyads. Specifically, the study collected data from 368 employees and their supervisors working in various organizations in Pakistan through Google Forms in two waves. In the first wave, employees were approached on a convenience basis, whereas, in the second wave, data from their supervisors were collected.
Findings
Structural equation modeling was applied to test hypotheses. The study noted knowledge sharing as a mediator between affect-based trust and employee creativity. The study also noted that individuals with high perceptions of organizational support are more likely to strengthen the association between affect-based trust and knowledge sharing.
Practical implications
This study suggests management work on their employees’ affect-based trust-building. Employees who have relationships based on affect-based trust feel safe and are less afraid of being criticized for sharing their ideas and thoughts. This positively contributes to developing a cooperative environment which becomes the base for employee creativity.
Originality/value
Past studies have examined the association between general trust and employee creativity. To this backdrop, this study highlighted the importance of affect-based trust toward employee creativity. More specifically, drawing upon social exchange, this study is the first of its kind that examined the mediating role of knowledge sharing between affect-based trust and employee creativity, where perceived organizational support is examined as a conditional variable between affect-based trust and knowledge sharing.
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Palumbo R. Engaging to innovate: an investigation into the implications of engagement at work on innovative behaviors in healthcare organizations. J Health Organ Manag 2021; ahead-of-print. [PMID: 34170095 DOI: 10.1108/jhom-02-2021-0072] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PURPOSE Organizational innovation relies on the employees' active participation in improving extant processes and practices. In particular, it has been argued that employees' engagement triggers innovation-oriented behaviors at work. Nevertheless, there is a paucity of evidence of the implications of work engagement on the health professionals' innovation propensity. The article intends to push forward what we currently know about this issue, providing some food for thought to scholars and practitioners. DESIGN/METHODOLOGY/APPROACH A path analysis based on ordinary least square (OLS) regression and 10,000 bootstrap samples was designed to investigate the direct and indirect implications of employees' engagement on innovative behaviors at work in a large sample of health professionals operating in Europe. The quality of employee-manager relationships and the organizational climate were included as mediating variables affecting the relationship between work engagement and propensity to innovation-oriented behaviors. FINDINGS The research findings highlighted that being engaged at work fosters the willingness of health professionals to partake in the improvement of organizational processes and practices. The positive implications of employees' engagement on innovative behaviors at work are catalyzed by good employee-manager relationships and a positive organizational climate. PRACTICAL IMPLICATIONS Healthcare organizations should uphold the health professional's engagement to enhance their innovation potential. Targeted interventions are needed to merge work engagement with the enhancement of the organizational environment in which health professionals accomplish their activities. A positive organizational climate enacts an empowering work environment, which further incentivizes innovation. ORIGINALITY/VALUE The article adopts a micro-level perspective to investigate the triggers of innovative behaviors among healthcare professionals, providing evidence which is relevant for theory and practice.
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Affiliation(s)
- Rocco Palumbo
- Department of Management and Law, University of Rome Tor Vergata, Roma, Italy
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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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Transformational leadership: an antecedent for organizational effectiveness in Indian banks. VINE JOURNAL OF INFORMATION AND KNOWLEDGE MANAGEMENT SYSTEMS 2021. [DOI: 10.1108/vjikms-09-2020-0165] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this study is to empirically explore the connection between transformational leadership (TL) and organizational effectiveness (OE). Also, the paper looks at the mediating impact of employee innovative behaviour (EIB) and the moderating effect of knowledge sharing (KS) on the aforementioned association.
Design/methodology/approach
The respondents included 410 bank employees from North India. The mediating effect of EIB and moderating effect of KS was explored by plug-in for SPSS, PROCESS Macro (Hayes).
Findings
The investigation demonstrated that there exists a significant relationship between the constructs under examination. Further, it was seen that EIB mediated and KS moderated the connection between TL and OE.
Practical implications
Looking at the associations among TL, KS, EIB and OE can have significant implications for organizations. The considered framework as proposed can be used to outline organizational practices, to frame organizational policies and to build a pool of innovative employees who will in turn enhance OE.
Originality/value
The general comprehension of the associations among TL, KS, EIB and OE is insufficient in existing literature. This examination expands on past studies by examining the mediating role of the EIB and moderating role of KS between TL and OE. The present work is one of the rare attempts to investigate this nested association in the Indian context.
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Bani-Melhem S, Al-Hawari MA, Quratulain S. Leader-member exchange and frontline employees' innovative behaviors: the roles of employee happiness and service climate. INTERNATIONAL JOURNAL OF PRODUCTIVITY AND PERFORMANCE MANAGEMENT 2020. [DOI: 10.1108/ijppm-03-2020-0092] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThis research primarily aims to study the role of leader-member exchange (LMX) in frontline employees' (FLEs) innovative behaviors, whereby a mediating effect of employee happiness is proposed in this relationship. The moderating effect of service climate is also examined on the indirect effect of LMX on innovative behaviors through happiness.Design/methodology/approachThe study used a sample of 303 FLEs working in various service organizations in the United Arab Emirates (UAE). Structural equation modeling was used to test the proposed model.FindingsThe findings show that LMX has a positive and significant effect on FLEs' innovative behaviors and that employee happiness is an intervening variable. Service climate moderates the indirect effect of LMX on FLEs' innovative behaviors through happiness, and the effect is stronger in a low (unsupported) service climate.Practical implicationsThe findings of this research provide prescriptive insights into the critical role of supervisory behavior in FLEs' innovative service behaviors and how positive emotions contribute to employees' willingness to innovate. Thus, these findings make a unique contribution to research in service management.Originality/valueStudies examining how and when LMX can affect FLEs' innovative behaviors are limited. These findings offer new insights into the relative importance of supervisor and organizational support (service climate) in FLEs' innovative behaviors. The interaction effect of LMX and service climate has not been previously examined along with positive employee affect (happiness) and innovative behaviors.
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Saha S, Sharma R. The impact of leaders' cognitive style and creativity on organizational problem-solving. BENCHMARKING-AN INTERNATIONAL JOURNAL 2020. [DOI: 10.1108/bij-09-2019-0398] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeExtensive research has been done to measure the effect of personality and cognitive styles on creativity. However, an in-depth study is required to identify the impact of cognitive style and creativity on organizational problem-solving. The objective of this paper is to look into this lacuna and study the effect of cognitive style and creativity of leaders on their organizational problem-solving.Design/methodology/approachThe study uses a survey-based design. Data have been collected from 90 middle and senior-level managers from a diverse range of industries. The authors assessed their proposed hypotheses by conducting statistical analysis using SPSS and SmartPLS.FindingsThe results of the study reveal that leaders, who've scored high on intuition feeling (NF) cognitive style and proactive creativity, are suitable for solving open type of organizational problems. On the other hand, NF type of leaders with “contributory creativity” are ideal for solving closed type of organizational problems. Further, leaders scoring high on intuition thinking (NT) and proactive creativity are suitable for solving open types of organizational problems. Interestingly, the combination of NT with expected creativity is not suitable for closed type of organizational problems. On the other hand, a leader scoring high on sensing thinking (ST) cognitive style is more prone to perform contributory creativity.Practical implicationsThe study would help the human resource (HR) planning processes of an organization. It would assist HR professionals while recruiting, selecting or deploying employees for creative works within an organization. Therefore, the paper would be useful for HR managers, personnel, management development specialists, consultants and HR academicians.Originality/valueThe relationship among cognitive style, creativity and problem type has not been adequately explored in extant literature on leadership and organizational development. This study would thereby enrich the literature.
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Cai D, Liu J, Zhao H, Li M. Could social media help in newcomers' socialization? The moderating effect of newcomers’ utilitarian motivation. COMPUTERS IN HUMAN BEHAVIOR 2020. [DOI: 10.1016/j.chb.2020.106273] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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Kalyar MN, Usta A, Shafique I. When ethical leadership and LMX are more effective in prompting creativity. BALTIC JOURNAL OF MANAGEMENT 2019. [DOI: 10.1108/bjm-02-2019-0042] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Despite the immense amount of literature on ethical leadership and leader‒member exchange (LMX), little is known about how and when ethical leadership and LMX are more/less effective in prompting employee creativity. It is proposed that ethical leadership affects creativity through LMX. Furthermore, the authors draw upon an interactionist perspective and suggest that employee psychological capital is a dispositional boundary condition that influences the effectiveness of LMX in promoting employee creativity. The paper aims to discuss these issues.
Design/methodology/approach
Using a survey questionnaire, data were collected from 557 nurses and their supervisors working in public sector hospitals. The data were collected in two phases (time lagged) to avoid common method bias. Moderated mediation analysis was performed, using model 14 of PROCESS, to probe hypothesized relationships.
Findings
The results of the moderated mediation suggest that ethical leadership and LMX predict creativity. Ethical leadership indirectly affects creativity through LMX. Employee psychological capital moderates the direct effect of LMX and the indirect effect of ethical leadership on employee creativity.
Research limitations/implications
The study contributes to the extant literature, as the findings suggest that, being a dispositional boundary condition, psychological capital plays a contingent role in explaining LMX and the ethical role of leaders in fostering creativity. Moreover, the results also confirm previous findings, which suggested that ethical leaders promote creativity.
Practical implications
The findings imply that ethical leadership and exchange relationships are important for promoting creativity. Given that creativity is a complex product of an individual’s behavior, high psychological capital employees obtain benefits of quality exchange relationships and utilize them to elicit creativity. Managers are recommended to proactively develop and promote exchange relationships as well as positive psychological resources among employees to achieve creativity.
Originality/value
The study is unique in its scope and contribution, as it tries to develop an understanding of how and when ethical leadership and LMX foster employee creativity. Using an interactionist perspective to theorize psychological capital as a second-stage moderator is, thus, a unique contribution of this study.
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