Prosocial Behaviours and Resilience in School Coexistence: Implications of Creative Self-Efficacy and Stress in Adolescents

Adolescence brings with it a number of problems such as school violence. To reduce stress and increase the well-being of students, it is necessary to enhance certain skills such as prosocial behaviours, resilience, and creative self-efficacy. This cross-sectional study investigated the impact of prosocial behaviours and creative self-efficacy on school violence, stress, and resilience in adolescent students. A total of 743 students aged 14-19 years participated. The results revealed positive correlations between the dimensions of prosocial behaviours, creative self-efficacy, and resilience, and negative correlations with perceived stress. Differences were also observed in the relationship between prosocial behaviours, school violence, and stress. Mediation models indicated that creative self-efficacy acted as a mediator between prosocial behaviours and resilience. In addition, stress was found to moderate the relationship between prosocial behaviours and resilience. This study provides evidence on how prosocial behaviours, resilience, and creative self-efficacy act as a positive element in adolescence.

Creative Self-Efficacy, Cognitive Reappraisal, Positive Affect, and Career Satisfaction: A Serial Mediation Model

With a substantial body of research supporting the critical role of positive affect in improving work outcomes and enhancing career success, investigating the factors that facilitate emotion regulation strategies for fostering positive affect becomes an important research question. In this context, our study explores the association between strong creative self-efficacy and high cognitive reappraisal-an established and potent emotion regulation strategy known to increase positive affect. We propose a model wherein high levels of creative self-efficacy lead to a tendency for cognitive reappraisal, resulting in high levels of positive affect that ultimately contribute to greater career satisfaction. Our investigation, conducted with a sample of 550 adults in South Korea, examines the indirect relationship between creative self-efficacy and career satisfaction through cognitive reappraisal and, in turn, positive affect. Our findings reveal a positive association between creative self-efficacy and cognitive reappraisal. Moreover, a significant relationship is observed between creative self-efficacy and positive affect through the mediation of cognitive reappraisal. Importantly, the indirect effect of creative self-efficacy on career satisfaction is mediated through cognitive reappraisal and then positive affect. These findings not only expand our insight into the factors contributing to positive affect and career satisfaction but also underscore the valuable role of creative self-efficacy in career satisfaction.

Direct and indirect effects of self-directed learning on creativity in healthcare undergraduates: a chain mediation model of openness to challenge and diversity and creative self-efficacy

Background

Creativity and self-directed learning (SDL) are prominent for undergraduate healthcare students to provide quality patient care in an increasingly complex healthcare environment. Research suggested that SDL is linked with creativity, yet the mechanism underlying the relationship between SDL and creativity has not been fully understood.

Objective

This study examined the relationship between SDL and creativity and constructed a chain mediation model to identify the mediating effect of openness to diversity and challenge (ODC) and creative self-efficacy (CSE).

Methods

Through convenience sampling, 575 healthcare undergraduates (average age = 19.28 years, SD = 1.124 years) were surveyed from Shandong Province in China. Creativity, SDL, ODC, and CSE were assessed using corresponding scales. Pearson's correlation analysis, hierarchical multiple linear regression analysis, a serial multiple mediation analysis, and bias-corrected percentile Bootstrap method were conducted by using structural equation modeling by AMOS 26.0.

Results

The direct path between SDL and creativity was significant. SDL can positively predict both ODC and CSE, and the latter two variables can significantly and positively predict creativity. ODC and CSE played a significant partial mediating role in the relationship between SDL and creativity. The mediating effect consists of three indirect effects: SDL → ODC → creativity (the mediating effect value is 0.193, p = 0.012), SDL → CSE → creativity (the mediating effect value is 0.096，p = 0.001), and SDL → ODC → CSE → creativity (the mediating effect value is 0.035, p = 0.031).

Conclusion

SDL can positively predict creativity. ODC and CSE had significant mediating effects between SDL and creativity, including single partial mediating effects of ODC and CSE and chain mediating effects of ODC-CSE.

Short Video Addiction on the Interaction of Creative Self-Efficacy and Career Interest to Innovative Design Profession Students

In recent years, a variety of emerging online media, such as TikTok, Kuaishou, YouTube and other short video application platforms, have appeared. The problem of short video addiction has become an issue to education experts and the general public, as students' excessive use of short video has become increasingly serious with many hidden concerns to the students' learning effectiveness. In addition, to meet the growing demand for innovative design talents worldwide, the Taiwan government has been committed to promoting policies related to the cultivation of innovative and creative talents nowadays, particularly for innovative design profession students who often use the Internet and short videos for learning. Therefore, the study aims to use questionnaires to understand the habits and addiction of the innovative design profession students in using short videos, and to further investigate the relation of short video addiction to the students' creative self-efficacy (CSE) and career interests. A total of 561 valid questionnaires were collected after eliminating invalid questionnaires and reliability analysis. Structural equation modeling and model validation were conducted afterwards. The results showed that short video addiction had a negative effect on CSE; CSE had a positive effect on career interests; and CSE had an indirect effect between short video addiction and career interests.

Perceived overqualification and deviant innovation behavior: The roles of creative self-efficacy and perceived organizational support

Employees' perceived overqualification (POQ) is prevalent in organizations and has drawn increasing attention from both researchers and practitioners. Drawing from social cognitive theory, the purpose of this study is to extend existing understanding of the consequences of POQ by examining how and when POQ leads to deviant innovation behavior. This study hypothesizes that employees' POQ indirectly impacts deviant innovation through enhanced creative self-efficacy (CSE), and that perceived organizational support (POS) strengthens this indirect relationship. Using data collected from 286 employees in China at two time points, this study found support for our hypotheses that POQ is positively related to CSE, and that CSE mediates the relationship between POQ and deviant innovation behavior. In addition, this study found that POS moderates the relationship between POQ and CSE, as well as the indirect effect of POQ on deviant innovation behavior via CSE. The theoretical and practical implications of our findings and future research directions are discussed.

Continuous idea contribution in open innovation communities: The role of verbal persuasion from peers

Motivating continuous idea contributions from members is especially challenging for open innovation communities (OIC). Scholars have thus explored a range of incentives, among which peer feedback has received much attention. However, existing research on peer feedback tends to focus on the structural features, ignoring the richness of the text. To fill this research gap, this study investigates the influence of feedback language use from peers, including emotional support and constructive feedback, on individuals' continuous idea contributions, based on the creative self-efficacy theory. The results show that emotional support, especially emotional approval, positively affects members' continuous contributions, and that the effect is stronger when the provider is of a higher status. However, individualized consideration does not seem to work. In addition, in terms of the effect of constructive feedback, we also find support from cognitive stimulation, while intellectual stimulation exerts an effect only when the provider's status is high. Overall, these findings extend the current research on peer feedback and offer practical guidelines to the open innovation community.

The influence of benevolent leadership on knowledge sharing of postgraduate supervisor: A moderated mediating model

In order to explore the mechanism and boundary conditions of the influence of benevolent leadership on knowledge sharing, we took postgraduate supervisor as participants and constructed a moderated mediating effect model. In this study, a total of 1,083 valid questionnaires were collected by questionnaire method and the confirmatory factor analysis, correlation analysis, regression analysis, and Hayes's PROCESS macro were used to analyze the data. The results show that benevolent leadership positively affects knowledge sharing. Creative self-efficacy mediates the relationship between benevolent leadership and knowledge sharing. Professional identity moderates the relationship between benevolent leadership and creative self-efficacy, when the professional identity is (M - 1 SD) and (M + 1 SD), the moderating effect is significant, while when the professional identity is (M), the moderating effect is not significant. Research stress moderates the relationship between creative self-efficacy and knowledge sharing, when research stress is (M - 1 SD), (M), and (M + 1 SD), the moderating effect is significant. Professional identity and research stress jointly moderated the mediating effect of creative self-efficacy. Professional identity moderated the first half path of the mediating model, while research stress moderated the second half path of the mediating model. When the level of professional identity is high and research stress is high, benevolent leadership has the greatest positive influence on knowledge sharing through creative self-efficacy. When the level of professional identity is low and research stress is high, benevolent leadership has the greatest negative influence on knowledge sharing through creative self-efficacy. This study enriches the relevant research on benevolent leadership and knowledge sharing, explores the conditions and factors that enhance or buffer benevolent leadership, and shows that the best effect can be achieved when the leadership behavior is consistent with the situational factors.

A Moderated Mediation Model of Academic Supervisor Developmental Feedback and Postgraduate Student Creativity: Evidence from China

Academic supervisors plays a significant role in the cultivation of postgraduate students, but little is known about how academic supervisor feedback affects their creativity. This study hypothesizes and tests a moderated mediation model to explore how and when academic supervisor developmental feedback (ASDF) affects postgraduate student creativity (PSC), including the mediating effect of intrinsic motivation and the moderating effect of creative self-efficacy. After collecting three-wave time-lagged data from 374 postgraduate students and their academic supervisors, SPSS and Amos software were used to test the research hypotheses and the whole model. The results show that ASDF is positively related to intrinsic motivation and PSC. Intrinsic motivation not only has a positive effect on PSC, but it also plays a mediating role in the relationship between ASDF and PSC. Creative self-efficacy plays a moderating role in the relationships between ASDF, intrinsic motivation, and PSC, that is, ASDF can cause postgraduate students with high creative self-efficacy to develop higher levels of intrinsic motivation than those with low creative self-efficacy, which ultimately leads to more PSC. These findings not only enrich the literature on feedback, motivation, and creativity research in the field of education, but also provide some suggestions for promoting PSC from the perspective of universities, academic supervisors, and postgraduate students.

The effects of art design courses in higher vocational colleges based on C-STEAM

C-STEAM education is aimed at preserving local culture, while also improving students' interests and skills in science, technology, engineering, art, and mathematics-related fields. Other goals are to cultivate students to solve complex and practical problems through interdisciplinary thinking or integrate learning subjects with local senses in the context. In the present curriculum implemented in China, STEAM education mainly focuses on K-12 education and kindergarten education, and it is not widely implemented in colleges and universities, and most of the existing courses are carried out in general technical courses such as robotics and 3D printing, and less in design courses, since the concept of STEAM education has just begun to be advocated recently. Nevertheless, STEAM courses are still limited to special educational systems and disciplines, even though these courses have been vigorously promoted in China. Thus, this study designed an innovative higher vocational college curriculum based on the interdisciplinary principle of C-STEAM, using art design as a meta-theme framework and integrating Chinese local culture. A single-subject quasi-experimental design method was used. A total of 45 students majoring in art design in a higher vocational college were invited to participate in this study. The teaching experiment lasted for 9 weeks. Through teachers' teaching and, demonstration and students' independent learning of C-STEAM knowledge in the field of art and design, the concept of C-STEAM was introduced to the creation of packaging design. At the same time, a model composed of six hypotheses was constructed, using the creative self-efficacy scale, learning engagement scale, and creative performance assessment as measurement methods, to discuss students' participation in the art and design courses of higher vocational colleges based on the concept of C-STEAM integration of creative self-efficacy, learning engagement, and creative performance over time. The results showed that students with higher creative self-efficacy had higher learning engagement (cognitive, affective, and behavioral), and students with higher learning engagement performed better in terms of creative performance. The results of this study can help researchers and educators to focus on C-STEAM courses and provide suggestions for the cultivation of art and design professionals in higher vocational colleges.

Leaders' innovation expectation and nurses' innovation behaviour in conjunction with artificial intelligence: The chain mediation of job control and creative self-efficacy

AIM

The aim of this work is to investigate the influence of leaders' innovation expectation on nurses' innovation behaviour in conjunction with artificial intelligence, as well as explore the chain mediating effect of job control and creative self-efficacy between leaders' innovation expectation and nurses' innovation behaviour.

BACKGROUND

The nurses' innovation behaviour is crucial in promoting medical artificial intelligence. Thus, clarifying the influencing factors of nurses' innovation behaviour has become a priority.

METHODS

A cross-sectional survey was conducted with 263 Chinese nurses from tertiary hospitals and secondary hospitals in Hefei, Anhui province.

RESULTS

Leaders' innovation expectation was positively related to nurses' innovation behaviour. Creative self-efficacy and job control respectively mediated the relationship between leaders' innovation expectation and nurses' innovation behaviour. Furthermore, creative self-efficacy and job control played a chain mediation role between leaders' innovation expectation and nurses' innovation behaviour.

CONCLUSION

Leaders' innovation expectation helps to enhance nurses' creative self-efficacy and job control, thereby enhancing nurses' enthusiasm for innovation.

IMPLICATIONS FOR NURSING MANAGEMENT

Hospital managers and leaders formulate intervention measures to increase leaders' innovation expectation, nurses' creative self-efficacy and job control, and encourage nurses' innovation behaviour.

Paradoxical Leadership and Involvement in Creative Task via Creative Self-Efficacy: A Moderated Mediation Role of Task Complexity

Modern organizational environments encounter serious competition and paradoxical situations. This study discusses the effect of paradoxical leadership on overcoming competitive and paradoxical situations happening in the Korean workplace. More specifically, it investigates the dynamic relationship between paradoxical leadership and involvement in creative tasks in a Korean context and examines whether creative self-efficacy positively mediates this relationship. Our research design addresses the moderating role and moderated mediating role of task complexity in the relationship between paradoxical leadership and the involvement in creative tasks via creative self-efficacy. The main hypotheses were tested by using a cross-sectional design and administering questionnaires to 268 employees working in Korean firms. Empirical analysis revealed that paradoxical leadership is positively related to involvement in creative tasks and creative self-efficacy and that creative self-efficacy positively mediated the relationship between paradoxical leadership and involvement in creative tasks. Importantly, as the relationship between paradoxical leadership and creative self-efficacy depends on task complexity, the mediated relationship was effective under high task complexity. Uncovering the relationship between paradoxical leadership and involvement in creative tasks with the mediating role of creative self-efficacy and the moderated mediating role of task complexity can provide useful theoretical and managerial implications.

The Effect of Mindful Leadership on Employee Innovative Behavior: Evidence from the Healthcare Sectors in China

In the health care system, it is increasingly apparent that employee innovative behavior improves the core competitiveness and resilience of organizations. Previous research has identified leadership behavior as a key predictor of employee innovative behavior. Following this logic and by integrating social information processing theory with existing research conclusions, we constructed a moderated mediation model to examine the mechanism by which mindful leadership influences employee innovative behavior. An empirical analysis of 361 questionnaires that were completed by employees from the healthcare sector in China shows that mindful leadership is positively and significantly correlated with employee innovative behavior. Creative process engagement was found to play a mediating role in this relationship. Moreover, creative self-efficacy positively moderated the relationship between mindful leadership and creative process engagement and moderated the mediating effect of creative process engagement on the relationship between mindful leadership and employee innovative behavior. That is, compared with employees with lower creative self-efficacy, employees with higher creative self-efficacy experienced a stronger indirect effect of mindful leadership on their innovative behavior. This study enriches the theoretical research on mindful leadership, clarifies the mechanism and boundary conditions of the effect of mindful leadership on employee innovative behavior, and provides theoretical support for organizational activities that stimulate and guide employee innovative behavior.

Graduate Students' Perceived Supervisor Support and Innovative Behavior in Research: The Mediation Effect of Creative Self-Efficacy

With increased global competition and the advent of the knowledge economy, developing graduate students' ability to innovate in their research has become a core focus of graduate education. Graduate students' perceived help and assistance from supervisors is one of the key resources for research innovation. This study explored the relationships between graduate students' perceived supervisor support and their innovative behavior in research, and examined the mediation effect of creative self-efficacy, their confidence in abilities to generate creative ideas or produce creative outcomes. Survey data were collected from a sample of 996 Chinese graduate students. The results revealed that academic support was negatively related to idea generation and idea search; personal support was positively related to overcoming obstacles; autonomy support was positively related to all factors of innovative behavior except overcoming obstacles and innovation outputs. The mediation analysis suggested that creative self-efficacy significantly mediated the relationship between academic support and graduate students' innovative behavior in research. The results of this study highlight the significance of both supervisor support and creative self-efficacy in developing graduate students' research innovation. The findings have significant implications for stimulating students' research innovation and for improving the quality of graduate education.

How Followership Boosts Creative Performance as Mediated by Work Autonomy and Creative Self-Efficacy in Higher Education Administrative Jobs

Followership is an important but understudied domain. This study adopted a follower-centric perspective to examine the internal process by which followership affects creative performance via work autonomy and creative self-efficacy. The study employed a 3-wave survey of 341 employees of a Taiwanese university to achieve the research purpose. This study showed that effective followership (Time 1) is positively associated with employees' work autonomy (Time 1) and creative self-efficacy (Time 2). Work autonomy and creative self-efficacy mediate the relationship between effective followership and creative performance (Time 3). This study's empirical findings provide an improved way of measuring followership and broaden our understanding of how followership triggers intrinsic motivation to facilitate creative performance.

Job Control and Employee Innovative Behavior: A Moderated Mediation Model

The revolution of self-management and organizational democracy is gaining momentum with the development of new technologies. How to stimulate high employee innovation behavior is critical to an organization's success. In this study, we built and verified a theoretical model to explore the effect of job control (JC) on employee innovative behavior (EIB), the mediating effect of creative self-efficacy (CSE), and the moderating effect of mindfulness (MF), based on the self-determination theory (SDT). For this quantitative study, a 31-item questionnaire was used to collect data from five Internet companies with 329 Chinese employees. AMOS 24.0 software was used to calculate CFA. SPSS26.0 software was used to calculate means, standard deviations, correlations, and regression analysis. The results indicate that a moderated mediation model among JC, CSE, EIB, and MF is supported. Further, JC was positively related to EIB via CSE. Moreover, MF moderated the relationship between JC and EIB and the mediating role of CSE.

How Does the Optimism of Students Learning a Foreign Language Affect Their Creative Self-Efficacy? The Mediating Effects of Hope and Empathy

Creative self-efficacy (CSE) is a core influencer of creative behavior and has a positive impact on well-being and development. However, the positive psychological processes that help to promote CSE in foreign-language learning (FLL) remain under-studied. Focusing specifically on FLL students, the present study examined the associations among optimism, hope, empathy, and CSE and investigated the possible mediating roles of hope and empathy in the relationship between optimism and CSE. A sample of 330 FLL students from two Chinese universities participated in this study. The results showed that (i) optimism, hope, and empathy were all positively related to CSE and that (ii) optimism did not directly predict CSE but indirectly and positively predicted CSE through hope and empathy. These findings suggest that optimism, empathy, and hope potentially play positive roles in facilitating CSE in FLL students. Based on the present results, some practical approaches are discussed that could help improve the CSE of FLL students, paying particular attention to the effects that potentially motivate their positivity.

Benevolent Leadership and Team Creative Performance: Creative Self-Efficacy and Openness to Experience

We examine the association between benevolent leadership and team creative performance in scientific research teams. Moreover, the mediating effects of creative self-efficacy and the moderating effects of openness to experience on the relationship were also analyzed. The study sample comprised 251 postgraduates from 58 scientific research teams in Chinese universities. Results revealed that benevolent leadership was positively related to team creative performance, and creative self-efficacy partially mediated this positive relationship. When team personality composition had a high average team level of or a low level of variance on openness to experience, the relationship between creative self-efficacy and team creative performance was stronger. The same situation also occurred as an indirect effect of benevolent leadership on team creative performance through creative self-efficacy. This study suggests that while people may pay focus on benevolent leadership and creative self-efficacy, team personality composition should also be considered in scientific research team practices.

Technostress and Employee Performance Nexus During COVID-19: Training and Creative Self-Efficacy as Moderators

Technostress, a stressor, has implications for employee’s psychological states; however, flexibility like work from home can have positive outcomes, especially for instructors who have to teach and ensure social distance during COVID-19. The present study examined the relationship of technostress and employee performance while taking training and creative self-efficacy as boundary conditions. A sample of 222 university instructors, who worked from home or hybrid (home and workplace) during COVID-19 lockdown, was selected from Pakistan. The responses were recorded using a closed-ended questionnaire. Stepwise linear regression and PROCESS Macro by Hayes (2013) was used to analyze the data. It was revealed that technostress, instead of having adverse effects, had a positive effect on employee’s performance and both training and one’s creative self-efficacy significantly moderated the relationship. As the main finding, it was revealed that the employees continued to perform well despite the prevalence of technostress. The training and one’s creative self-efficacy were useful to control the technostress and maintain the performance of instructors during COVID-19. The university administrators and employees must take technology as a positive tool for performance. The training, along with creative self-efficacy, adds to the working capacity of employees and enhances their performance.

What Makes People Hide Knowledge? Influence of Passive Leadership and Creative Self-Efficacy

Although numerous studies have been conducted in the field of knowledge sharing with a focus given to its importance, very little attention has been given to knowledge hiding practices. A very few studies have been found to make an attempt to figure out its impact and antecedents. Likewise, the negative role of passive leadership in the project management literature has not been evidenced enough despite its existence in project-based organizations. Both knowledge hiding and passive leadership are the highly neglected areas in the project management literature. Therefore, this study not only attempts to investigate the influence of passive leadership on knowledge hiding but also aims to explore the role of creative self-efficacy between them. IT project organizations were chosen to collect data because of their high failure rate due to an insufficient knowledge transfer. The findings of this study revealed that the neglected passive leadership greatly influences the knowledge hiding practices among individuals. However, according to the results, knowledge hiding practices are found to reduce the presence of creative self-efficacy. Thus, the antecedents of knowledge hiding should be considered to create an innovative and successful business environment. The results are highly significant not only for the field of project management but also for other practitioners.

Moderating Multiple Mediation Model of the Impact of Inclusive Leadership on Employee Innovative Behavior

Leadership is an important antecedent variable of employee innovative behavior. In previous studies, the influence of inclusive leadership on employee innovative behavior mainly focus on one mediating variable, which may lead to a deviation in parameter estimation due to the omission of other mediating variables. According to the social cognitive theory and motivation theory and from the perspective of cognitive-motivation integration, this study establishes a moderating multi-mediation model to understand the impact of inclusive leadership on employee innovative behavior. Psychological safety and creative self-efficacy are used as mediating variables, and innovation rewards are used as moderating variables. The data are collected from 418 employees of the manufacturing industry in China. The results show that, at first, inclusive leadership has a positive effect on employee innovative behavior. Secondly, both psychological safety and creative self-efficacy play partial mediating effects between inclusive leadership and employee innovative behavior, with the effect of the former being significantly smaller than that of the latter. Thirdly, innovation rewards positively moderate the relationships of "psychological safety-employee innovative behavior" and of "creative self-efficacy-employee innovative behavior." Fourthly, innovation rewards positively moderate the indirect effect of inclusive leadership on employee innovative behavior through psychological safety and creative self-efficacy. These findings are not only helpful to expand how inclusive leadership influences the innovative behavior of employees but also provides some suggestions for enterprise innovation development.

Measuring Creative Self-Efficacy: An Item Response Theory Analysis of the Creative Self-Efficacy Scale

Applying the graded response model within the item response theory framework, the present study analyzes the psychometric properties of Karwowski’s creative self-efficacy (CSE) scale. With an ethnically diverse sample of US college students, the results suggested that the six items of the CSE scale were well fitted to a latent unidimensional structure. The scale also had adequate measurement precision or reliability, high levels of item discrimination, and an appropriate range of item difficulty. Gender-based differential item functioning analyses confirmed that there were no differences in the measurement results of the scale concerning gender. Additionally, openness to experience was found to be positively related to the CSE scale scores, providing some support for the scale’s convergent validity. Collectively, these results confirmed the psychometric soundness of the CSE scale for measuring CSE and also identified avenues for future research.

Generating Buoyancy in a Sea of Uncertainty: Teachers Creativity and Well-Being During the COVID-19 Pandemic

The global coronavirus disease 2019 (COVID-19) pandemic has caused significant uncertainty for students and teachers. During this time, teacher and student creative beliefs and affect play a supportive role in adaptively managing stress, finding joy, and bouncing back from inevitable setbacks with resilience. Developing an adaptive orientation to creativity is a critically important step in helping teachers deal with the challenges and stress of reaching their students through distance learning, especially the most marginalized. This study aims to understand how teacher creativity linked to well-being in the face of COVID-19-related school shutdowns and how teachers planned to adapt creatively to distance learning through the guidance of a summer creative teaching training institute. Results from this sequential mixed method study demonstrated important relationships. Creative self-efficacy in teaching related to teacher buoyancy in the face of setbacks. Creative growth mindset related to teachers’ general positive affect in teaching. Lowered creative anxiety related to reduced effects of secondary traumatic stress and general negative affect in teaching. Environmental support and encouragement for creativity in schools may be foundational for teacher well-being by enhancing teachers’ dispositional joy, general positive affect, and reducing general negative affect. Results suggested additional stress and loss of creativity for most teachers due to the COVID-19 pandemic alongside substantial capacity for creative adaptations with the support of training for creativity in teaching and learning.

Perceived Work Uncertainty and Creativity During the COVID-19 Pandemic: The Roles of Zhongyong and Creative Self-Efficacy

Research on the relationship between work stress and employee creativity has been mixed. This study on 823 female attorneys in China identifies employee creative self-efficacy and employees’ value of Zhongyong as moderators in this relationship. In this study, work stress is assessed by the perceived work uncertainty brought on by the COVID-19 pandemic. Our study found that although Zhongyong, which involves an employee’s ambidextrous thinking, can be helpful for employee creativity, low levels of Zhongyong are better for employee creativity in an uncertain context such as the COVID-19 pandemic, due to the fact that high levels of Zhongyong result in an overemphasis on compromise and giving in when times are uncertain. Instead, low levels of Zhongyong will decrease employees’ concern about others’ acceptance in an uncertain environment. In addition, creative self-efficacy motivates employees to engage in creative efforts during times of work uncertainty. In sum, this study found that employee perceived work uncertainty brought on by COVID-19 enhances employee creativity when an employee’s value of Zhongyong is low and creative self-efficacy is high.

Exploring Children's Creative Self-Efficacy Affected by After-School Program and Parent-Child Relationships

This study aimed to verify the relationship among children’s creative self-efficacy, parenting style, parent–child relationship, and after-school program. Judgmental sampling was used for subject selection from Taiwan. There are 550 valid participants composed of elementary school to junior high school students; their data were put into the statistical process. The multiple regression analysis was applied in this study. The survey tool was developed based on literature review and related articles. Research result supported the idea that the after-school program was the most significant variable that affected the student’s creative self-efficacy. The “punitive discipline” and “autonomy support” of parenting style can affect positive parent–child relationships as well as students’ creative self-efficacy. Evidence supported the notion that “negative parent–child relationships” will not motivate students’ creative self-efficacy. Besides, the after-school program plays an important role in the students’ creative self-efficacy independently.

Compulsory Citizenship Behavior and Employee Creativity: Creative Self-Efficacy as a Mediator and Negative Affect as a Moderator

Workplace stressors were identified to have critical impacts on employee creativity. However, little is known about how and when involuntary citizenship behavior [i.e., compulsory citizenship behavior (CCB)]-induced stress might exert an influence on employee creativity. To fill this knowledge gap, the present study firstly develops a moderated mediation model to investigate the CCB–employee creativity association as well as the underlying mechanism and contextual condition of this relationship. By integrating social cognitive theory such as self-efficacy theory and conservation of resources (COR) theory, we propose that CCB predicts employee creativity through the mediating role of creative self-efficacy (CSE), with the individual characteristics (i.e., personality traits) of negative affect acting as a boundary condition. Using two-wave time-lagged survey data collected from a sample of 251 frontline employees in 10 manufacturing firms in Southern China, the results show that: (a) CSE mediates the negative relationship between CCB and employee creativity; (b) negative affect moderates the relationship between CCB and CSE; (c) negative affect moderates the indirect influence of CCB on employee creativity through CSE. As the level of negative affect rises, this indirect relationship is stronger. Finally, important theoretical and managerial implications and promising avenues for future research are addressed.

Exploring Role of Personal Sense of Power in Facilitation of Employee Creativity: A Dual Mediation Model Based on the Derivative View of Self-Determination Theory

Purpose

Employee creativity is a key factor that helps organizations to gain competitive advantages. The aim of this study is to add to the knowledge of the antecedents of employee creativity. Based on the derivative view of self-determination theory, we analyzed how personal sense of power affects employee creativity, and the mediating role of affective commitment and creative self-efficacy.

Participants and Methods

The participants in this study were 227 on-the-job MBA students (120 males and 107 females, mean age was 32.256 years, age range was between 24 and 52 years) at a university in southwestern China. To collect data, a three-wave survey was conducted. Participants were asked to report: personal sense of power, demographic variables, and zhongyong at Time 1; affective commitment and creative self-efficacy at Time 2; creativity at Time 3. PROCESS was employed to test the hypotheses.

Results

Personal sense of power has a significant and positive impact on creativity (b = 0.333, SE = 0.052, p < 0.01). Both affective commitment (b = 0.058, 95% CI [0.024, 0.107]) and creative self-efficacy (b = 0.139, 95% CI [0.078, 0.224]) mediate the relationship between personal sense of power and creativity.

Conclusion

Personal sense of power was positively correlated with employee creativity while affective commitment and creative self-efficacy mediated their relationship.

Stigma correlates in individuals with mental health conditions versus community members enrolled in a nationwide integrated arts-based community rehabilitation program in Israel

Two of the most prominent challenges faced by people with mental health conditions (MHCs) are experiencing stigma and personal recovery. This study focused on the analysis of baseline data from registrants for integrated arts-based groups in a nationwide psychosocial rehabilitation program in Israel. The aim of the study was to examine the possible associations between self-stigma, personal recovery and creative self-efficacy (CSE) in people with MHCs, and the associations between public stigma, desire for social distance, familiarity with mental illness and CSE in community members. Cross-sectional data were collected by online survey software in October-November 2017 from 114 people with MHCs and 117 community members who enrolled in 15 integrated arts-based groups, and 68 people with MHCs who were not enrolled in integrated groups. The main findings suggest that individuals with MHCs who reported high self-stigma also reported a low sense of personal recovery and low CSE. The CSE of those with MHCs correlated positively with their personal recovery. Among community members, high public stigma was associated with a greater desire for social distance in women, but less contact with MHCs in men. Individuals with MHCs who had previously participated in integrated arts-based groups reported greater personal recovery than those who had not. Community members reported higher CSE and public stigma than the CSE and self-stigma of individuals with MHCs. The findings help characterise both individuals with MHCs and non-clinical community members who decide to enrol in integrated groups, as well as individuals with MHCs who chose not to enrol, enabling similar community-based programs to better identify their conditions and meet their needs. Future research should examine the contribution of integrated arts-based groups to promoting recovery and reducing stigma.

The Antecedents and Consequences of Psychological Safety in Airline Firms: Focusing on High-Quality Interpersonal Relationships

A comprehensive review of the literature on service creativity revealed the necessity to expand the line of creativity-based research in the service-driven industry. It also called for the creation of a survey instrument that entails high-quality interpersonal relationships, psychological safety, and learning from failures, by including two creativity-related constructs, namely, creative self-efficacy and employees’ creative work involvement to the model. The current study aimed; (a) to assess the validity and reliability of measurement models; and (b) to empirically examine the integrated proposed model consisting of salient constructs. A convenience sample of 341 airline employees responded to a self-report questionnaire that was developed using the steps of researchers’ in a comprehensive literature review and refined based on the feedback provided by a panel of five professionals who had worked in airline firms. The resultant data were subjected to exploratory factor analysis (EFA), confirmatory factor analysis (CFA), second-order CFA, and structural equation modeling (SEM) using version 23.0 of AMOS. The results showed that high-quality interpersonal relationships positively influenced psychological safety, which in turn, positively influenced learning from failures and creative self-efficacy. Further, learnings from failures positively influenced creative self-efficacy but not employees’ creative work involvement. Finally, both psychological safety and creative self-efficacy positively influenced employees’ creative work involvement. These findings have significant implications for human resource management practices that aim to promote the creative involvement of airline employees.

Hope and Creative Self-Efficacy as Sequential Mediators in the Relationship Between Family Socioeconomic Status and Creativity

The purpose of this study was to evaluate how socioeconomic status (SES) predicts individual creativity through the mediating roles of hope and creative self-efficacy (CSE). Participants were recruited from ten universities in Mainland China. Students' SES, hope, CSE, and creativity were assessed via the socioeconomic status scale, the adult hope scale, the creative self-efficacy scale, and the Runco Ideational Behavior Scale. Correlational analyses indicate that SES, creative ideation, hope, and CSE were significantly and positively associated with each other. Path analyses revealed that hope and CSE played sequential mediating roles in the link between SES and creative ideation. These findings suggest that hope and CSE underlie the effect of SES on individuals' creative ideation.

How to Motivate Employees for Sustained Innovation Behavior in Job Stressors? A Cross-Level Analysis of Organizational Innovation Climate

The starting point of organizational innovation is employees’ creative thinking and innovation behaviors at work. In addition to personality and innovation willingness, innovation behavior depends on the level of support available in an organizational environment. The data used in this study were collected from 74 R&D teams (418 employee participants) in technology companies in Taiwan, and a multi-level analysis was conducted to investigate the relationships among job stressors, creative self-efficacy, and employees’ sustained innovation behavior, as well as the role of the organizational innovation climate between creative self-efficacy and employees’ innovation behavior. The research findings revealed significant positive relationships between challenge stressors and employees’ sustained innovation behavior, as well as significant negative relationships between hindrance stressors and employees’ sustained innovation behavior, mediation effects of creative self-efficacy on job stressors and employees’ sustained innovation behavior, and moderation effects of the organizational innovation climate on employees’ creative self-efficacy and sustained innovation behavior. An enterprise could place some working-related stress on employees and create a rich internal innovative climate to induce innovation behavior in its members.