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Article
Publication date: 6 November 2009

Milton Mayfield

This paper aims to outline a process for establishing and implementing strategic priorities to enhance worker garden variety creativity – a type of creativity that…

Abstract

Purpose

This paper aims to outline a process for establishing and implementing strategic priorities to enhance worker garden variety creativity – a type of creativity that improves direct worker outcomes such as enhancing operational efficiencies and flexibility.

Design/methodology/approach

The paper presents process suggestions that are based on existing research and practical understanding of best practices for improving worker creativity in typical workplace settings.

Findings

The paper finds that organizations need to maximize worker creativity at all organizational levels in order to maintain the flexibility necessary for today's turbulent economic climate. Also, there are concrete steps organizations can take to develop this creativity.

Research limitations/implications

This process is not designed to increase high‐level creativity (such as developing new microchips), and is not appropriate for moving organizations forward in such a direction.

Practical implications

Most organizations are better served by increasing more prosaic outcomes that are improved through garden variety creativity. As such, the vast majority of organizations will benefit by finding ways to improve garden variety creativity.

Originality/value

This paper makes a contribution to the literature in terms of understanding how organizations can strategically focus on worker creativity improvements, and how this focus can be translated into managerial actions.

Details

Business Strategy Series, vol. 10 no. 6
Type: Research Article
ISSN: 1751-5637

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Article
Publication date: 28 July 2020

Milton Mayfield, Jacqueline Mayfield and Kathy Qing Ma

While there has been an abundance of research on the positive outcomes of creative environment, little work has been done on how creative environment influences the…

Abstract

Purpose

While there has been an abundance of research on the positive outcomes of creative environment, little work has been done on how creative environment influences the general work outcomes of noncreative specialist workers. The paper aims to fill this void by examining the influence of creative environment on absenteeism among garden variety workers and the mediating role of job satisfaction.

Design/methodology/approach

The paper uses cross-sectional data of 116 noncreative specialist workers to empirically test the hypotheses. The authors used covariance-based structural equation modeling (SEM) through the lavaan package for the statistical software R.

Findings

Results found that, for a cross section of noncreative specialist workers, a one standard deviation increase in a worker's creative environment would decrease that worker's absenteeism by 0.447 standard deviation. The creative environment also explained 11.3% of the variance in absenteeism. Subsequent analysis showed that job satisfaction fully mediated the relationship between the creative environment and absenteeism and that the results were resistant to omitted variable bias.

Originality/value

The study contributes to theory and practice by showing empirically that creative environment leads to positive work outcomes, despite the innovation level required by the job. This study advances research on creative environment by targeting the garden variety workers, underscores the importance of cultivating a creative environment and calls attention to the complexity of the creativity–job affect link.

Details

Journal of Organizational Change Management, vol. 33 no. 5
Type: Research Article
ISSN: 0953-4814

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Article
Publication date: 10 July 2021

Md Karim Rabiul, Tan Fee Yean, Ataul Karim Patwary, Ahmad Edwin Mohamed and Haim Hilman

This study aims to validate the motivating language scale developed by Mayfield et al. (1995) in the context of the hotel industries of Bangladesh and Malaysia.

Abstract

Purpose

This study aims to validate the motivating language scale developed by Mayfield et al. (1995) in the context of the hotel industries of Bangladesh and Malaysia.

Design/methodology/approach

For Study 1, data were collected from employees (lower and mid-level) of three to five-star hotels in Bangladesh. Customer-contact employees working in four- and five-star hotels in Malaysia participated in Study 2. Both studies featured a cross-sectional survey design.

Findings

Factor analysis revealed that both samples provided three-factor solutions for the motivating language scale in both countries. Convergent, discriminant and nomological validity were assessed by testing with outcome variables of motivating language.

Research limitations/implications

Future studies may use all three versions of the scale (Bengali, Malay and English) to collect data, as all three have been validated.

Originality/value

By validating the Bengali and Malay versions of the motivating language scale, this study contributes to the leadership language literature, specifically that related to hotel industries in developing contexts.

Details

International Journal of Contemporary Hospitality Management, vol. 33 no. 8
Type: Research Article
ISSN: 0959-6119

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Article
Publication date: 14 December 2015

Sandra Gutierrez-Wirsching, Jacqueline Mayfield, Milton Mayfield and Wei Wang

The purpose of this paper is to propose motivating language as a mediator to increase the positive effects of servant leadership on subordinates’ outcomes. The authors…

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3500

Abstract

Purpose

The purpose of this paper is to propose motivating language as a mediator to increase the positive effects of servant leadership on subordinates’ outcomes. The authors propose that motivating language acts as a mediator to transmit servant leadership traits and enhances the positive impact that servant leadership verbal behavior has on employees’ performance.

Design/methodology/approach

By developing a conceptual model, the authors propose a connection between servant leadership and motivating language.

Findings

In the proposed model, motivating language acts as a full and a partial mediator. The authors further categorize three distinct outcome sets that should be improved from this relationship. The first set includes improved worker performance, job satisfaction, absenteeism and worker innovation. The second set is composed of self-efficacy, organizational citizenship behavior and employee commitment. Finally, the third set includes trust, satisfaction with the leader and inspiration to become servant leaders.

Research limitations/implications

Empirical research needs to be conducted to test this model.

Practical implications

The positive effects of servant leadership through the use of motivating language could be operationalized in multiple ways. First, potential servant leaders could take the well-established, reliable and valid motivating language scale to diagnostically identify their leader-member communication strengths and weaknesses. Then, tailored motivating language trainings could be implemented which target motivating language weaknesses and key strategic outcomes in the proposed model. Furthermore, motivating language training would be a valuable instrument for transmission of a servant leadership culture.

Social implications

Servant leadership style responds to the demand for positive ethical behavior that is much needed during these times when emphasis is given to profitability and lack of concern for people is the norm rather than the exception. It is also synchronized with the current benefits of organizational citizenship behaviors that have recently emerged in the field of managerial research.

Originality/value

This paper aims at addressing a gap in the literature by developing a model of how leader strategic language, namely, motivating language, mediates between servant leadership and worker outcomes.

Details

Management Research Review, vol. 38 no. 12
Type: Research Article
ISSN: 2040-8269

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Article
Publication date: 3 August 2020

Cau Ngoc Nguyen, Wei Ning, Albi Alikaj and Quoc Nam Tran

This study aims to examine the impact of managerial use of motivating language on employee absenteeism, turnover intention, job satisfaction and job performance for…

Abstract

Purpose

This study aims to examine the impact of managerial use of motivating language on employee absenteeism, turnover intention, job satisfaction and job performance for employees from three nations: India, the USA and Vietnam.

Design/methodology/approach

Data is collected from 614 employees working in India, the USA and Vietnam. A variance-based partial least squares structural equation modeling technique is used to test the hypotheses. In addition, a statistical test is used to examine the statistical differences in the results across the three nations.

Findings

The findings are consistent with the motivating language theory, in that managerial use of motivating language can be an effective strategy in motivating employees. Specifically, motivating language is found to significantly decrease employee absenteeism and turnover intention, as well as significantly increase job satisfaction and performance across the three nations. The effect sizes indicate that, across all samples, motivating language has a medium effect for all employee outcomes, except absenteeism, which is shown to have a small effect size. Moreover, the results indicate that employees in different cultures perceive and interpret the leader’s use of motivating language in different ways. Whereas motivating language may receive greater success in promoting workers’ job performance in eastern cultures, it is also more effective in retaining employees in western cultures.

Originality/value

The study adds to the literature in three major ways. First, it provides evidence for two understudied relationships: motivating language and absenteeism and motivating language and turnover intention. Second, it assesses the generalizability of the motivating language theory by investigating data from India, the USA and Vietnam. Finally, this paper offers a statistical comparison of the three samples to analyze how the relationship between motivating language and worker outcomes differ among the three samples.

Details

Management Research Review, vol. 44 no. 2
Type: Research Article
ISSN: 2040-8269

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Article
Publication date: 14 September 2021

William T. Holmes, Michele Parker, Jentre J. Olsen and Jam Khojasteh

The purpose of this study was to determine the influence of rural superintendent’s talk on the perceived outcomes of principal communication competence and organizational…

Abstract

Purpose

The purpose of this study was to determine the influence of rural superintendent’s talk on the perceived outcomes of principal communication competence and organizational communication satisfaction. More specifically, this study explored whether the source credibility dimensions of goodwill, competency and trustworthiness had a greater impact on the perceived outcomes when mediated by motivating language (ML) than not.

Design/methodology/approach

Direct and indirect paths between superintendent and principal communication were modeled, analyzed and evaluated using descriptive and inferential methods, including R version 3.6.1 with the lavaan package and the Sobel mediation test.

Findings

Research findings indicated the importance of superintendent talk and motivating language theory (MLT) that, when combined, constitute the medium of superintendent practice and enable a superintendent to execute their roles and duties. Additionally, the authors found the dimensions of goodwill and competency had the most significant impact on the two outcomes mediated by ML. This finding indicates that principals are calling for a more empathetic and interactive form of credibility than the long-established form of credibility based on expertise and stewardship. Finally, as the authors call for an expanded role from the community in research, scholarship and implementation of MLT, they suggest due to the lack of significance in trustworthiness mediated by ML, future research into trustworthiness and trust.

Originality/value

This study’s value is to increase understanding of educational administration scholars of MLT and its power to influence employee and organizational outcomes and highlight a reframing of superintendent credibility away from say and do agreement and expertise and stewardship.

Details

Journal of Educational Administration, vol. 59 no. 6
Type: Research Article
ISSN: 0957-8234

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Article
Publication date: 8 August 2016

Milton Mayfield, Jacqueline Mayfield and Cassandra Wheeler

This paper provides guidelines for how leaders can use human resource department capabilities to improve organizational performance and related outcomes.

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2057

Abstract

Purpose

This paper provides guidelines for how leaders can use human resource department capabilities to improve organizational performance and related outcomes.

Design/methodology/approach

To develop these guidelines, existing best practices were examined and distilled into concise recommendations for organizational leaders.

Findings

Examination of best practices indicated three human resource areas for quality improvement in organizational outcomes: talent inventories, workforce planning and training/development processes.

Originality/value

This paper draws together multiple sources to provide ways for top leaders to better utilize existing human resource practices for improved workplace outcomes and strategic enhancements.

Details

Human Resource Management International Digest, vol. 24 no. 6
Type: Research Article
ISSN: 0967-0734

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Article
Publication date: 19 September 2008

Milton Mayfield and Jacqueline Mayfield

The purpose of this paper is to provide a model for how leaders can nurture and develop worker garden variety creativity.

Downloads
1783

Abstract

Purpose

The purpose of this paper is to provide a model for how leaders can nurture and develop worker garden variety creativity.

Design/methodology/approach

This model was created by synthesizing existing research and literature on leadership and garden variety creativity.

Findings

Findings' synthesis yielded a testable and implementable model for improving worker garden creativity through leader interventions.

Originality/value

This paper provides a specific examination of leader potential for garden variety creativity enhancement. This focus is different from most research that examines organizational structure interventions, high‐level creativity, or both.

Details

Journal of Management Development, vol. 27 no. 9
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 5 October 2010

Jacqueline Mayfield and Milton Mayfield

The purpose of this paper is to extend the motivating language (ML) theory conceptualization by examining the role of leader‐level communication (as compared to the…

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2451

Abstract

Purpose

The purpose of this paper is to extend the motivating language (ML) theory conceptualization by examining the role of leader‐level communication (as compared to the current dyadic level conceptualization) in employee performance and job satisfaction.

Design/methodology/approach

Partial least squares (PLS) analysis is used to test how leader and dyadic‐based ML effects employee outcomes. PLS analysis is applied in an incremental fashion, adding leader‐level language after dyadic‐level ML had been included in the model. Such an incremental approach shows the extent of added variance by leader‐level ML. The sample is drawn from 151 health care workers in a Southeastern health facility.

Findings

Results indicate that leader‐level ML significantly and positively effects follower performance. In comparison, dyadic‐level ML significantly and positively effects both employee performance and job satisfaction.

Research limitations/implications

This research only examines a subset of the outcome variables that have been examined in ML research. As such, it is not clear how extensively leader‐level ML effects related employee outcomes.

Practical implications

The paper helps us to better understand how ML actually effects employee outcomes. As a result, this research contributes insights into improved organizational interventions that are designed to improve follower outcomes through leader communication.

Originality/value

The paper extends our understanding of ML and leader communication. The paper adds a leader‐level component to the original dyadic‐level theory. This reconfiguration offers new avenues for research investigation and implications for leader training.

Details

Competitiveness Review: An International Business Journal, vol. 20 no. 5
Type: Research Article
ISSN: 1059-5422

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Article
Publication date: 22 August 2018

Qing Kathy Ma, Milton Mayfield and Jacqueline Mayfield

This paper aims to examine how companies can increase employee retention through job embeddedness.

Downloads
4468

Abstract

Purpose

This paper aims to examine how companies can increase employee retention through job embeddedness.

Design/methodology/approach

The authors adopted a job embeddedness perspective to explain how different components of job embeddedness-fit, links, and sacrifice can contribute to employee retention.

Findings

The authors developed a practical model of employee retention by building job embeddedness into employee recruitment, selection, training, and development processes and provided a variety of easy-to-implement organizational practices.

Originality/value

This paper introduced job embeddedness as a new way to increase employee retention and developed a practical model for managers to develop HR practices for retaining their top talent.

Details

Development and Learning in Organizations: An International Journal, vol. 32 no. 4
Type: Research Article
ISSN: 1477-7282

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