Social exchange relationships and exchange ideologies of employees and supervisors: A three‐way interaction toward employee creativity

Perceived Organizational Support and Creativity of Science-Technology Talents in the Digital Age: The Effects of Affective Commitment, Innovative Self-Efficacy and Digital Thinking

Background

The impact of perceived organizational support on the creativity of science-technology talents in the digital era is an important domain for fostering innovation power and the long-term competitive advantage of enterprises. The main purpose of this study is to reveal the "black box" mechanism of perceived organizational support on the creativity of science-technology talents in the digital environment, guide enterprises to attach importance to perceived organizational support and enhance the creativity of science-technology talents.

Methods

Based on resource conservation theory and social exchange theory, this study took the science-technology talents of Chinese high-tech enterprises as the research object, combined 380 matching data of science-technology talents and supervisors, and used AMOS, MPLUS, and SPSS software to test all hypotheses.

Results

Perceived organizational support has a significant positive impact on the creativity of science-technology talents, affective commitment and innovative self-efficacy. Affective commitment and innovative self-efficacy have significant positive effects on the creativity of science-technology talents. Digital thinking positively moderates the relationship between perceived organizational support and affective commitment, innovative self-efficacy. Affective commitment and innovative self-efficacy play a moderated mediation role between perceived organizational support and the creativity of science-technology talents.

Conclusion

Perceived organizational support promotes the creativity of science-technology talents through affective commitment and innovative self-efficacy, which is moderated by digital thinking. These findings not only help deepen and expand the theoretical research on perceived organizational support and creativity, but also inspire managers to guide science-technology talents to work creatively from the aspects of affective commitment, innovative self-efficacy and digital thinking.

Voice Endorsement and Employee Safety Voice Behavior in Construction Projects: The Mediating Role of Leader-Member Exchange

Employee safety voice refers to publishing opinions and suggestions related to workplace safety issues. In recent years, it has gradually become a hot topic in the field of organizational safety management research. Voice endorsement is the leader's positive feedback to employees, and it is a necessary condition and key link for employees to achieve the purpose of voicing. Although there are many types of research on employee safety voice behavior and voice endorsement, few studies have explored the relationship between the two. Therefore, through a paired questionnaire survey of 214 leaders and 344 employees in construction projects, drawing on social exchange theory, using leader-member exchange (LMX) as a mediating variable, we discuss the mechanism of voice endorsement on employee safety voice behavior. The results show that in construction projects, voice endorsement negatively affects employee safety voice behavior and LMX, and LMX positively affects employee safety voice behavior. LMX has a mediating role in the relationship between voice endorsement and employee safety voice behavior. The results of this study can provide useful guidance for improving employee safety voice behavior management.