This study explores the impact of playful work design on employee creativity through flow,as well as the moderating role of playful climate in this relationship.We collected data from 272 employees across various indu...This study explores the impact of playful work design on employee creativity through flow,as well as the moderating role of playful climate in this relationship.We collected data from 272 employees across various industries in China(47.2%from the service industry;61.8%female;63.6%aged 26–40 years).Participants completed measures of playful work design,flow,playful climate,and creativity.Through hierarchical regression and bootstrapping analyses,the results indicate that:(a)playful work design is positively associated with creativity;(b)flow mediates this relationship;and(c)playful climate strengthens the link between playful work design and flow,thereby enhancing employee creativity.These findings support work flow theory by demonstrating that playful work design satisfies employees’basic psychological needs,stimulates intrinsic motivation,and ultimately induces flow to enhance creativity.For practical implications,managers should prioritize employees’work experience,monitor their flow states,and foster a playful climate.展开更多
Employee creativity is both the core element of a firm＇s innovation capabilities and the sources for its growth. To improve an organization＇s ability to innovate, it is necessary to improve the creativity of its emp...Employee creativity is both the core element of a firm＇s innovation capabilities and the sources for its growth. To improve an organization＇s ability to innovate, it is necessary to improve the creativity of its employees. Based on theories from strategic human resource management, creativity and organizational learning, this paper investigates the relationship between high performance work systems and employee creativity and explores the role knowledge sharing plays in their relationship. A questionnaire is designed and administered to a group of part-time executive students in the winter of 2012. Two hundred students are invited to answer the survey questions with 117 valid responses. Data are collected and processed by using statistical regressions. The empirical findings reveal that high performance work systems positively affect knowledge sharing and employee creativity. Knowledge sharing plays a mediating role in the relationship between high performance work systems and employee creativity. Implications for practice and future research are discussed.展开更多
As the core element of a firm＇s innovation capabilities and the source of firm growth, increasing employee creativity is a primary goal of organizations. Based on social cognitive theory, role theory, and creativity ...As the core element of a firm＇s innovation capabilities and the source of firm growth, increasing employee creativity is a primary goal of organizations. Based on social cognitive theory, role theory, and creativity theory, this paper investigates the relationship between perception of normative expectations and employees＇ intrinsic interest in creativity, as well as explores the role of self-efficacy in this relationship. We use data from a survey questionnaire of 2,035 employees from 185 firms in different geographic locations across China. Our empirical findings reveal that when employees perceive a normative expectation coming from leaders, family or customers, coupled with the fear of failing to satisfy the expectations of those referent groups, it positively and significantly affects their intrinsic interest in creativity. In addition, self-efficacy not only positively and significantly affects employees＇ intrinsic interest in creativity, but also plays a partially mediating role in the relationship between the perception of expectation and employees＇ intrinsic interest in creativity.展开更多
Employees are key drivers of organizational innovation,and their creative performance is crucial for the survival and growth of an organization.While external and innovation oriented management practices may produce s...Employees are key drivers of organizational innovation,and their creative performance is crucial for the survival and growth of an organization.While external and innovation oriented management practices may produce short-term results,sustained and proactive innovation depends on employees’intrinsic motivation,continuous learning,and psychological vitality.This study,drawing on social identity theory,examines the effect of organizational identification on employee creative performance,with a focus on the mediating role of thriving at work and the moderating effect of servant leadership.Using survey data collected at four different time points from 202 leader-subordinate pairs,the study employs Partial Least Squares Structural Equation Modeling to test the proposed hypotheses.The findings indicate that organizational identification promotes employee creative performance through the partial mediation of thriving at work,with thriving at work-learning being more prominent than thriving at work-vitality.This indirect effect is further moderated by servant leadership.When servant leadership is strong,the positive effect of organizational identification on thriving at work and consequently on employee creative performance is amplified.Specifically,the mediating role of thriving at work learning is more significantly moderated by servant leadership than thriving at work vitality.These findings offer practical insights for fostering proactive innovation among employees and promoting sustainable development in enterprises.展开更多
Leadership plays a crucial role in fostering employee innovation.Which kind of leadership style is more closely associated with higher levels of employee innovation?This question remains a matter of debate in empirica...Leadership plays a crucial role in fostering employee innovation.Which kind of leadership style is more closely associated with higher levels of employee innovation?This question remains a matter of debate in empirical research.To answer this question,this study proposes a theoretical framework based on self-determination theory(SDT)to explain the variation in correlation coefficients between different leadership styles and employee innovation.Using meta-analysis,this study synthesizes evidence from 432 independent empirical studies(229 in Chinese and 203 in English,with a total sample size of 161,599)to test the hypotheses.The results show that:(1)Transactional leadership,ethical leadership,transformational leadership,servant leadership,leader-member exchange(LMX),empowering leadership,inclusive leadership,and authentic leadership all have significant positive correlations with employee creative performance,with the correlation increasing;(2)factors such as individualism,the method of performance appraisal,the time point of data collection,the measurement of leadership styles,the measurement of employee creative performance,and publication language partially moderate the relationship between leadership styles and employee creative performance.The results align with the theoretical forecasting and contribute to the development of SDT.More importantly,this study provides key practical insights for managers by suggesting that employing the appropriate leadership style can effectively enhance employee creative performance.展开更多
This research examines the impact of customer engagement on the speed of innovation in the Telecom sector in Jordan,focusing on the mediating roles of employee creativity and innovation capability.The study employs a ...This research examines the impact of customer engagement on the speed of innovation in the Telecom sector in Jordan,focusing on the mediating roles of employee creativity and innovation capability.The study employs a quantitative approach,utilizing a structured questionnaire to collect data from 508 employees across major telecom companies in Jordan.The conceptual framework investigates three dimensions of customer engagement:participation in co-creation activities,engagement through digital channels,and feedback frequency.The data was analyzed using partial least square structural equation modeling(PLS-SEM).The results reveal that customer engagement through digital channels and feedback frequency significantly influence the speed of innovation,while the direct effect of participation in co-creation activities is not significant.Both employee creativity and innovation capability were found to play crucial mediating roles in explaining customer engagement in rapid innovation outcomes.These findings contribute to understanding user-driven innovation in the telecommunications sector,particularly in emerging markets.The study provides valuable insights for telecom companies seeking to enhance their innovation performance through effective customer engagement strategies,emphasizing the importance of fostering employee creativity and building robust innovation capabilities.展开更多
Personality dispositions and their role in inducing employee creative behavior are well documented in the literature.However,much is unexplored about the collective and relative contribution of personality orientation...Personality dispositions and their role in inducing employee creative behavior are well documented in the literature.However,much is unexplored about the collective and relative contribution of personality orientations and environmental factors in explaining creative behavior.This study used a framework based on selfdetermination theory(SDT)to measure the combined and relative contribution of personal mastery orientation and authentic leadership in predicting employee creative behavior as mediated by autonomous motivation.A self-reported survey was conducted among software developers working in software houses.The results of the study show that both personal mastery and authentic leadership are significant predictors of employee creative behavior.In addition,autonomous motivation significantly mediates the relationship between personal mastery,authentic leadership,and creative behavior.The findings of the study lend support to the combined effect of personality orientation and environmental factors in predicting employee creative behavior and test the SDT framework’s efficacy in predicting creative behavior.展开更多
基金funded by the scientific research project of the Education Department of Hunan Province,China(Grant No.24A0123).
文摘This study explores the impact of playful work design on employee creativity through flow,as well as the moderating role of playful climate in this relationship.We collected data from 272 employees across various industries in China(47.2%from the service industry;61.8%female;63.6%aged 26–40 years).Participants completed measures of playful work design,flow,playful climate,and creativity.Through hierarchical regression and bootstrapping analyses,the results indicate that:(a)playful work design is positively associated with creativity;(b)flow mediates this relationship;and(c)playful climate strengthens the link between playful work design and flow,thereby enhancing employee creativity.These findings support work flow theory by demonstrating that playful work design satisfies employees’basic psychological needs,stimulates intrinsic motivation,and ultimately induces flow to enhance creativity.For practical implications,managers should prioritize employees’work experience,monitor their flow states,and foster a playful climate.
文摘Employee creativity is both the core element of a firm＇s innovation capabilities and the sources for its growth. To improve an organization＇s ability to innovate, it is necessary to improve the creativity of its employees. Based on theories from strategic human resource management, creativity and organizational learning, this paper investigates the relationship between high performance work systems and employee creativity and explores the role knowledge sharing plays in their relationship. A questionnaire is designed and administered to a group of part-time executive students in the winter of 2012. Two hundred students are invited to answer the survey questions with 117 valid responses. Data are collected and processed by using statistical regressions. The empirical findings reveal that high performance work systems positively affect knowledge sharing and employee creativity. Knowledge sharing plays a mediating role in the relationship between high performance work systems and employee creativity. Implications for practice and future research are discussed.
基金This research was partially supported by the National Natural Science Foundation of China （No. 71472184）, the Fundamental Research Funds for Central Universities, and the Research Funds of Renmin University of China （No. 14XNC002 and Normative Expectations on Employees＇ Intrinsic Interest in Creativity 16XNH085）. The authors specially thank the Research Center for Corporate Innovation and Competitiveness, Renmin University of China for providing data.
文摘As the core element of a firm＇s innovation capabilities and the source of firm growth, increasing employee creativity is a primary goal of organizations. Based on social cognitive theory, role theory, and creativity theory, this paper investigates the relationship between perception of normative expectations and employees＇ intrinsic interest in creativity, as well as explores the role of self-efficacy in this relationship. We use data from a survey questionnaire of 2,035 employees from 185 firms in different geographic locations across China. Our empirical findings reveal that when employees perceive a normative expectation coming from leaders, family or customers, coupled with the fear of failing to satisfy the expectations of those referent groups, it positively and significantly affects their intrinsic interest in creativity. In addition, self-efficacy not only positively and significantly affects employees＇ intrinsic interest in creativity, but also plays a partially mediating role in the relationship between the perception of expectation and employees＇ intrinsic interest in creativity.
基金supported by the Fundamental Research Funds for the Central Universities(No.2019jbkyzy011)。
文摘Employees are key drivers of organizational innovation,and their creative performance is crucial for the survival and growth of an organization.While external and innovation oriented management practices may produce short-term results,sustained and proactive innovation depends on employees’intrinsic motivation,continuous learning,and psychological vitality.This study,drawing on social identity theory,examines the effect of organizational identification on employee creative performance,with a focus on the mediating role of thriving at work and the moderating effect of servant leadership.Using survey data collected at four different time points from 202 leader-subordinate pairs,the study employs Partial Least Squares Structural Equation Modeling to test the proposed hypotheses.The findings indicate that organizational identification promotes employee creative performance through the partial mediation of thriving at work,with thriving at work-learning being more prominent than thriving at work-vitality.This indirect effect is further moderated by servant leadership.When servant leadership is strong,the positive effect of organizational identification on thriving at work and consequently on employee creative performance is amplified.Specifically,the mediating role of thriving at work learning is more significantly moderated by servant leadership than thriving at work vitality.These findings offer practical insights for fostering proactive innovation among employees and promoting sustainable development in enterprises.
基金supported by the National Natural Science Foundation of China(No.71802015).
文摘Leadership plays a crucial role in fostering employee innovation.Which kind of leadership style is more closely associated with higher levels of employee innovation?This question remains a matter of debate in empirical research.To answer this question,this study proposes a theoretical framework based on self-determination theory(SDT)to explain the variation in correlation coefficients between different leadership styles and employee innovation.Using meta-analysis,this study synthesizes evidence from 432 independent empirical studies(229 in Chinese and 203 in English,with a total sample size of 161,599)to test the hypotheses.The results show that:(1)Transactional leadership,ethical leadership,transformational leadership,servant leadership,leader-member exchange(LMX),empowering leadership,inclusive leadership,and authentic leadership all have significant positive correlations with employee creative performance,with the correlation increasing;(2)factors such as individualism,the method of performance appraisal,the time point of data collection,the measurement of leadership styles,the measurement of employee creative performance,and publication language partially moderate the relationship between leadership styles and employee creative performance.The results align with the theoretical forecasting and contribute to the development of SDT.More importantly,this study provides key practical insights for managers by suggesting that employing the appropriate leadership style can effectively enhance employee creative performance.
文摘This research examines the impact of customer engagement on the speed of innovation in the Telecom sector in Jordan,focusing on the mediating roles of employee creativity and innovation capability.The study employs a quantitative approach,utilizing a structured questionnaire to collect data from 508 employees across major telecom companies in Jordan.The conceptual framework investigates three dimensions of customer engagement:participation in co-creation activities,engagement through digital channels,and feedback frequency.The data was analyzed using partial least square structural equation modeling(PLS-SEM).The results reveal that customer engagement through digital channels and feedback frequency significantly influence the speed of innovation,while the direct effect of participation in co-creation activities is not significant.Both employee creativity and innovation capability were found to play crucial mediating roles in explaining customer engagement in rapid innovation outcomes.These findings contribute to understanding user-driven innovation in the telecommunications sector,particularly in emerging markets.The study provides valuable insights for telecom companies seeking to enhance their innovation performance through effective customer engagement strategies,emphasizing the importance of fostering employee creativity and building robust innovation capabilities.
文摘Personality dispositions and their role in inducing employee creative behavior are well documented in the literature.However,much is unexplored about the collective and relative contribution of personality orientations and environmental factors in explaining creative behavior.This study used a framework based on selfdetermination theory(SDT)to measure the combined and relative contribution of personal mastery orientation and authentic leadership in predicting employee creative behavior as mediated by autonomous motivation.A self-reported survey was conducted among software developers working in software houses.The results of the study show that both personal mastery and authentic leadership are significant predictors of employee creative behavior.In addition,autonomous motivation significantly mediates the relationship between personal mastery,authentic leadership,and creative behavior.The findings of the study lend support to the combined effect of personality orientation and environmental factors in predicting employee creative behavior and test the SDT framework’s efficacy in predicting creative behavior.
