Search results
1 – 10 of over 2000Usama Awan, Muhammad Sufyan, Irfan Ameer, Saqib Shamim, Pervaiz Akhtar and Najam Ul Zia
Despite widespread recognition of the importance of mindfulness in organizational science literature, little is known about how mindfulness motivates individuals to configure…
Abstract
Purpose
Despite widespread recognition of the importance of mindfulness in organizational science literature, little is known about how mindfulness motivates individuals to configure information processing and team member exchange relationships to increase creative process engagement. Drawing on motivated information processing theory, this study conceptualizes and empirically examines whether and how mindfulness motivates individuals toward creative process engagement.
Design/methodology/approach
The authors collected data through an online survey from 311 respondents working in the Research and Development (R&D) departments of organizations in multiple industries in Pakistan. For analytical purposes, the authors have applied the structural equation modeling technique.
Findings
This study advances a different view of individual mindfulness on the creative process engagement in the following ways. First, mindfulness enables individuals to self-regulate in specific situations and become effective in fostering creative process engagement. Second, this study extends research on relational information processing by linking it to mindfulness and creative process engagement. Relational information processing partially mediates the relationship between mindfulness and creative process engagement. Third, this study highlights that mindfulness motivates individuals to focus more on developing quality working relationships, but they seem less willing to participate in idea generation and problem-solving solutions.
Originality/value
The study findings provide implications for research on mindfulness, creativity and motivated information processing to enhance individuals’ creative process engagements. The authors also discuss the implications for executives on the relational and creative benefits of mindfulness.
Details
Keywords
Mohammad Saud Khan and Sehar Zulfiqar
Drawing on broaden and build theory and the job demands–resources (JD–R) perspective, this study aims to test a moderated mediation model to explain the mediating effect of…
Abstract
Purpose
Drawing on broaden and build theory and the job demands–resources (JD–R) perspective, this study aims to test a moderated mediation model to explain the mediating effect of knowledge sharing behavior and the moderating role of perceived organizational obstruction on the dynamics of work engagement and creative effort.
Design/methodology/approach
Data from 497 banking service employees constitute the sample of the study, and PROCESS macro in Statistical Package for the Social Sciences (SPSS) was used to test the hypotheses.
Findings
The positive impact of work engagement on creative effort is mediated by knowledge sharing behavior and the direct effect of work engagement on creative effort and the mediating effect of knowledge sharing behavior are contingent on perceived organizational obstruction. These effects were weaker for employees who experienced high perceived organizational obstruction.
Originality/value
This work unfolds how and when work engagement impacts the creative efforts of banking sector employees, highlighting when engaged work matters the most. It provides bidirectional richness at the intersection of knowledge management and creativity literature by focusing on the banking industry of a developing country.
Details
Keywords
Domenico Berdicchia, Giovanni Masino and Fulvio Fortezza
Coworking spaces represent a new, rapidly emerging phenomenon. Available empirical literature is sparse and mostly focused on structural elements, whereas the organizational and…
Abstract
Purpose
Coworking spaces represent a new, rapidly emerging phenomenon. Available empirical literature is sparse and mostly focused on structural elements, whereas the organizational and behavioral dynamics are still largely understudied. This study aims to explore the idea that coworking users’ proactivity (more specifically, job crafting behaviors) plays a key role in positively influencing creative performance, and that such a relationship is better understood by examining both the mediating role of work meaningfulness and the moderating role of knowledge sharing.
Design/methodology/approach
This study is based on survey data from a relevant sample of users in Italian coworking spaces. A mediated-moderated analysis is used.
Findings
The “approach” job crafting behaviors have a significant influence on creative performance, via work meaningfulness, whereas this is not true for “avoidance” job crafting behaviors. Knowledge sharing plays a significant moderating role in the former relationship.
Research limitations/implications
The theoretical, practical and social implications discussed help to further the discourse surrounding the relationships between job crafting, creative performance and coworking spaces. This unique work setting enables a variety of value appropriation pathways to be promoted and supported. As such, coworking spaces are also “laboratories” where the future of work organization can be better understood.
Originality/value
This study contributes to the existing coworking spaces literature as it is one of the very few that sheds light on users’ behaviors, and to the best of the authors’ knowledge, the first one to consider job crafting as a relevant variable. It also contributes to the current job crafting literature by helping to clarify why available studies have yielded mixed results in examining the relationship between job crafting and creative performance.
Details
Keywords
Nilesh Kumar, Changfeng Wang and Zhiqiang Liu
Based on theory Z of leadership, this research aims to investigate the direct relationship between participative leadership (PL) and creative idea validation (CIV) fostering both…
Abstract
Purpose
Based on theory Z of leadership, this research aims to investigate the direct relationship between participative leadership (PL) and creative idea validation (CIV) fostering both radical (RC) and incremental creativity (IC). Additionally, by utilizing attribution theory, it explores the moderating effect of coworkers’ knowledge-sharing behavior (KSB) on both the direct and indirect relationships.
Design/methodology/approach
Data were collected through a descriptive approach and convenient sampling from three sources – leaders, subordinates and coworkers – in R&D departments at multi-levels within 97 high-tech firms in China. Data comprised 446 employees (subordinates and coworkers) and 94 leaders, and multilevel path analysis was conducted using Mplus software.
Findings
The results indicate that PL exhibits both a direct and indirect positive association with RC and IC through the CIV. Moreover, the relationship is enhanced by coworkers’ high-KSB.
Practical implications
Our study offers implications that managers can leverage to foster employee creativity. Leaders are encouraged to embrace a PL style for collective idea validation. However, to overcome coworkers’ reciprocal behavior, they may facilitate trust and team-building exercises, enabling employees to strengthen relationships and share critical information and knowledge resources for the development and validation.
Originality/value
This study is the first to empirically extend the relationship between PL and CIV, utilizing a multilevel approach to assess its impact on distinctive types of creativity – namely, radical and incremental. Further, it testifies the significance of coworkers’ knowledge as an attribution effect influencing the relationships.
Details
Keywords
Naveed Ahmad, Heesup Han and Minseo Kim
The competitive nature of the hospitality industry necessitates continual adaptation and innovation. While standardization can stifle creativity, CSR has the potential to enhance…
Abstract
Purpose
The competitive nature of the hospitality industry necessitates continual adaptation and innovation. While standardization can stifle creativity, CSR has the potential to enhance employee extra-role behaviors, including creativity. The existing literature on the relationship between CSR and employee creativity is sparse, especially in developing countries, and tends to overlook the importance of emotions. This research was designed to investigate the relationship between CSR and employee creativity in the hospitality sector of an emerging economy, with a focus on the mediating effects of emotions like employee admiration and happiness and the moderating role of employees' altruistic values.
Design/methodology/approach
Data were collected from 428 hospitality employees using questionnaires. Analysis was conducted using the SMART-PLS software.
Findings
CSR has a notable influence on creativity. Emotions, specifically employee admiration and happiness, along with personal values, were found to play significant mediating and moderating roles in the CSR-employee creativity relationship.
Practical implications
The findings provide valuable insights for hospitality managers, suggesting that CSR initiatives can be leveraged to enhance competitive advantages by promoting employee creativity. The study underscores the importance of understanding the emotional and value-based dimensions of employees about CSR initiatives.
Originality/value
This research fills a critical gap in the literature, particularly in the context of emerging economies, by examining the emotional facets of the CSR-employee creativity relationship. The study’s emphasis on emotional mediators and altruistic values as moderators in the said relationship adds a unique dimension to the discourse, enriching the understanding of how CSR can influence hospitality employees' creative outcomes.
Details
Keywords
Birna Dröfn Birgisdóttir, Sigrún Gunnarsdóttir and Marina Candi
Leadership is an essential contributor to employee creative self-efficacy, and past research suggests a positive relationship between servant leadership and creative…
Abstract
Purpose
Leadership is an essential contributor to employee creative self-efficacy, and past research suggests a positive relationship between servant leadership and creative self-efficacy. However, the relationship is complex and contingent upon moderating variables, and this research examines the moderating effect of role clarity by drawing on social exchange theory and social cognitive theory.
Design/methodology/approach
Data collected from a survey among 116 emergency room employees is used to test the research model using moderated ordinary least squares regression.
Findings
The results confirm a positive relationship between servant leadership and creative self-efficacy and suggest a U-shaped relationship between role clarity and creative self-efficacy. Furthermore, role clarity positively moderates the relationship between servant leadership and creative self-efficacy.
Research limitations/implications
The sample used for this research mainly consisted of highly educated employees within a specific setting. Future research is needed to study if the relationships found in this research can be generalized to other organizational settings.
Practical implications
This research suggests that leaders can support employees' creative self-efficacy through servant leadership, particularly when coupled with high role clarity.
Originality/value
Rapidly changing work environments are characterized by decreased role clarity, so attention is needed to its moderating role on the relationship between servant leadership and creative self-efficacy.
Details
Keywords
Muhammad Mumtaz Khan, Muhammad Shujaat Mubarik, Syed Saad Ahmed and Ali Said Jaboob
The purpose of this study is to ascertain the role of servant leadership in promoting employees’ engagement in learning activities. Additionally, the study is intended to…
Abstract
Purpose
The purpose of this study is to ascertain the role of servant leadership in promoting employees’ engagement in learning activities. Additionally, the study is intended to explicate the mediating role of employees’ promotion focus relating servant leadership to employees’ engagement in learning activities.
Design/methodology/approach
Data was collected from 401 manager–subordinate dyads employed in the Pakistani software industry located in Karachi in two phases which were conducted two months apart. The data analysis was done through hierarchical regression.
Findings
The study found that servant leadership was related to promotion focus and employees’ learning engagement. The study also found promotion focus was related to employees’ learning engagement. Finally, the results revealed promotion focus mediates the relationship between servant leadership and employees’ learning engagement.
Originality/value
The study unearthed the previously unexplored role of servant leadership in affecting employees’ engagement in learning activities. Additionally, the study explicated how servant leadership affects employees’ promotion focus to motivate employees’ learning engagement.
Details
Keywords
Badreya Al Bloushi, Khalid Mehmood, Fauzia Jabeen and Ahmed Alharmoodi
Drawing upon curiosity drive theory, we examine the effects of epistemic curiosity (EC) on employees' innovative work behavior. Additionally, we explore the potential mediating…
Abstract
Purpose
Drawing upon curiosity drive theory, we examine the effects of epistemic curiosity (EC) on employees' innovative work behavior. Additionally, we explore the potential mediating role of work engagement (WE) and the moderating effects of leader-member exchange (LMX).
Design/methodology/approach
The data were collected from 406 employees employed in public service organizations within the United Arab Emirates. Structural equation modeling was employed as the analytical approach to test the hypotheses.
Findings
The findings of this study indicate that EC is positively related to innovative work behavior. Further, WE mediates the relationship between EC and creative work behavior. Moreover, LMX moderates the indirect effect of WE on the link between EC (interest and deprivation types) and innovative work behavior. The mediating association is stronger when the leader and member’s exchange is high.
Practical implications
This study will assist practitioners of service organizations in focusing their attention on EC to enhance employees' innovative work behavior and achieve optimal performance. Our research extends work on interest and innovative work behavior in an emerging economic context.
Originality/value
Our study suggests that policymakers should embrace the philosophy of curiosity to nurture innovative behavior in the workplace.
Details
Keywords
V. Arumugam, Maneesh Kumar, Manisha Kumar and Nicholas Rich
To investigate the factors affecting innovation in Six Sigma improvement teams. Based on Activation Theory, this study explores the possibility of an inverted U-shaped association…
Abstract
Purpose
To investigate the factors affecting innovation in Six Sigma improvement teams. Based on Activation Theory, this study explores the possibility of an inverted U-shaped association between psychological safety and innovation and examines how intrinsic motivation moderates this relationship.
Design/methodology/approach
Moderated regression analysis is carried out to test the curvilinear relationship, using data collected from 324 members of 102 Six Sigma improvement teams from two European manufacturing firms.
Findings
The findings demonstrate that the beneficial effect of psychological safety reaches an inflection point, after which its relations with innovation cease to be linear and positive; this gives the relationship a curvilinear pattern (inverted U-shaped). Further, intrinsic motivation has a supportive effect in enhancing the beneficial impact of psychological safety on innovation, and in shifting the inflection points to a higher level; this demonstrates their synergetic influence on innovation.
Originality/value
The impact of psychological safety on innovation is examined from the new perspective of a curvilinear relationship. This is one of the first studies to investigate the combined effects of individual (intrinsic motivation) and team-level antecedents (psychological safety) on innovation in Six Sigma teams. The study provides insights into how Six Sigma enhances innovation and offers some valid inputs to the current academic debate on this topic.
Details
Keywords
Xianmiao Li, Cheng Cheng and Shanshan Yang
Based on social exchange theory and self-determination theory, this study explores the influence mechanism of empowering leadership on employees’ creative deviance and innovation…
Abstract
Purpose
Based on social exchange theory and self-determination theory, this study explores the influence mechanism of empowering leadership on employees’ creative deviance and innovation performance.
Design/methodology/approach
The data were collected from 312 employees on Internet and other high-tech corporation in China. Hierarchical linear regression models and bootstrapping analysis outlined by Hayes were used to test the hypotheses.
Findings
Empowering leadership is positively correlated with employees’ innovation performance (EIP), and employees’ creative deviance plays an intermediary role in the above relationship. Power distance positively moderates the relationship between empowering leadership and employees’ creative deviance. Time pressure moderates the moderating effect of power distance on empowering leadership and employees’ creative deviance.
Originality/value
This study advances the empowering leadership and employees’ innovation performance by establishing creative deviance as the mediator. This study is also helpful to clarify the role of time press and power distance as boundary condition in the relationship between empowering leadership and employees’ creative deviance, which have certain reference significance for organization practices.
Details