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This study, based on motivated information processing theory and theories of leadership (contingency and functional), investigates how servant leadership (SL) could be an effective leadership style for employee creative deviance engagement (CDE) to foster radical (RC) and incremental creativity (IC) in two different goal-oriented organizations: learning (LGO) and performance (PGO) goal-oriented organizations.

This study employed descriptive and comparative approaches and surveyed two sources (leaders and team members). Using multi-source data involving 486 LGO-based and 498 PGO-based employee–supervisor dyads from 104 LGO-based and 104 PGO-based high-tech firms in China, the authors distinguish comparative support for assumed hypotheses by using the Monte Carlo simulation technique for the indirect effects and Mplus for multilevel path analysis.

The study outcomes found that SL transmits the effects of employee CDE directly and nurtures RC and IC indirectly. It identified that an organization's LGO strengthens the direct and indirect relationships between SL and creativity via employee's CDE when the organization's LGO is high. However, an organization's PGO strengthens the direct relationship when it's low and strengthens the indirect link between SL and IC when it's high. In addition, the organization's PGO demonstrated an insignificant effect on the indirect relationship between SL and RC.

This study is the first to verify SL as the specific leadership style for responding employee's CDE and identify its distinctive effects on RC and IC. Additionally, there has been no effort to associate SL with employee's CDE for nurturing distinctive types of creativity under the different organizational dispositions (LGO and PGO).

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.

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.

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.

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.

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.

The present study aims to advance a new framework to spur creativity at individual and team levels in the construction industry by studying a leader's sense of humor. The authors develop and test a multi-level model to investigate the direct and indirect effects of leader's humor on creativity within teams working on construction projects. The authors draw on the benign violation theory to hypothesize that a leader's sense of humor influences the acceptability of norm violations in teams, which helps to improve their creativity. The authors also integrate the benign violation theory with the social information processing theory to examine the indirect effects of project leader's sense of humor on individual- and team-level creativity via team psychological safety.

The authors collected data from 165 members nested in 45 teams working on construction projects in China. The construct's factor structure and discriminant validity were established through confirmatory factor analysis. The authors used multi-level modeling via Mplus to test team-level to the individual-level direct and indirect hypotheses, while team-level direct and indirect hypotheses were tested using ordinary least squares regression.

The results show that the leader's humor has a dual positive direct effect on individual and team creativity. Furthermore, these effects are partially mediated by team psychological safety. The implications of these findings to improve the construction management theory and practice are discussed in the manuscript.

The current study contributes to the literature by understanding the significance of leader humor in predicting individual-level and team-level creativity within the construction sector. It expands the literature by examining team psychological safety as the underlying mechanism in the relationship between leader humor and creativity.

The aim of this research, which is based on social identity theory (SIT), is to investigate the effect of leader vision (LV) and crab syndrome (CS) on creativity. The impact of LV and CS, as well as psychological ownership (PO), on creativity is examined. It is also to determine the mediating role of PO and the moderating role of instrumental climate (IC) in these relationships.

The research was carried out with the quantitative research method by adopting the screening design. Deductive logic approach was used to develop hypotheses and theoretical framework. The textile sector, where the emphasis on creativity is at the forefront, was chosen as an example. Data without common method variance (CMV) error were analyzed by structural equation modeling (SEM).

The results of the research show that LV is positively related to creativity, while CS is negatively related to creativity. Additionally, a positive correlation has been identified between PO and creativity. It has been revealed that PO has a mediation role in the relationship between the LV and creativity, and the relationship between the CS and creativity. It has been also determined that IC has a moderator role between the LV and PO.

This study introduces a novel perspective on creativity through the integration of the LV and CS concepts. Furthermore, it contributes significantly to the existing creativity literature by examining the impact of PO on creativity and the mediating role of PO.

This study explores the relationship between family motivation and employee creativity. It examines the way family motivation shapes employees' job perceptions, specifically examining the mediating roles of job instrumentality and job meaningfulness detachment. Additionally, the study explores the moderating effect of family financial pressure.

The data were collected in three waves over six months from 382 employees in the Turkish hospitality industry. The Warp PLS 7.0 software was utilized for data analysis using partial least squares structural equation modeling (PLS-SEM).

The results indicate that family motivation significantly influences job instrumentality and job meaningfulness detachment, which subsequently reduce employee creativity. Moreover, family financial pressure moderates the relationship between family motivation and job perception, thereby amplifying its effects.

This study highlights that organizations should minimize ambiguity and complexity, create a psychologically safe environment, align incentives with creativity, address conflicts between short-term gains and long-term projects and support work-life balance in the hospitality industry. This can enhance employee creativity, satisfaction and retention.

This study is an early attempt to investigate when and how family motivation (re)shapes hospitality workers’ job perceptions and influences their propensity to engage in creative endeavors.

This paper aims to determine whether there is a relationship between intellectual capital and social capital and internal control weaknesses and assess the relationship between the variables of intellectual capital and social capital and internal control weaknesses.

The statistical population consists of 1,309 firm-year observations from 2014 to 2020. The research hypothesis is tested using statistical methods, including multivariate, least-squares and fixed-effects regression.

The results demonstrate a negative and significant relationship between intellectual capital, social capital and internal control weaknesses. The study also finds that increased intellectual and social capital quality improves human resource utilization, control mechanism, creativity and firm performance. The results also show that intellectual capital and social capital enhancement will reduce internal control weaknesses in the upcoming years.

This paper is the pioneer study on the relationship between intellectual capital and social capital and internal control weaknesses in Iran, carried out separately and in exploratory factor analysis. This paper considers intellectual capital components for theoretical factor analysis, including human capital, structural capital and customer capital. Internal control weakness is assessed based on financial, non-financial and information technology (IT) weaknesses.

The ethical requirement for nurses during the COVID-19 pandemic reached the peak. Healthcare professionals were asked to provide creative services to patients while making ethical decisions. This study aims to understand how ethical leadership and ethical climate interact with help seeking behavior to influence nurses’ creativity.

In this longitudinal study, the authors employed 193 nurses from a large hospital in China. Eligible nurses completed two surveys (one month apart) during the COVID-19 pandemic.

This study found that help seeking during problem-solving mediates the relationship between ethical leadership and creativity while ethical climate moderates the relationship between ethical leadership and help seeking in nurses.

Scholars have rarely studied the relationship between ethical leadership and creativity in the healthcare setting. More importantly, this study unveiled the compounded effect of ethical leadership and ethical climate on creativity via nurses’ help seeking behavior in China.

This research examined the effects of information literacy on lifelong learning, creativity, and work performance among journalists in Pakistan.

Survey research design was applied to conduct this research. The participants were recruited through a stratified convenient sampling process from the press clubs of four provinces (e.g. Punjab, Sindh, Khyber Pakhtunkhwa, and Baluchistan) and the federal capital Islamabad with the consent of relevant authorities for data collection. An online questionnaire was distributed among these journalists and a total of 1,089 responses were received. The data were analyzed by applying descriptive and inferential statistics in SPSS.

The results revealed that these journalists perceived themselves as information literate. The information literacy (IL) skills of journalists appeared to have a direct and positive effect on their lifelong learning, creativity, and work performance. In other words, the lifelong learning, creativity, and work performance of journalists increase as their levels of IL skills increase.

These results generated useful insights for academicians and organizations about the importance of IL in the workplace and its influence on organizational effectiveness and performance in gaining a sustainable competitive advantage. This knowledge might be crucial for media employers to initiate training programs for journalists to impart IL education.

This research would be a worthwhile contribution to the existing research on workplace IL, particularly in the context of journalists' workplace as no such comprehensive study using these variables appeared so far.

The peer review history for this article is available at: https://publons.com/publon/10.1108/OIR-06-2022-0345.

The study specifically focused on ethical leadership and help seeking during innovation and tested the moderating effect of happiness on the path from help seeking to innovation.

In this longitudinal study, 472 employees from an HR outsourcing company in China participated in the first survey. However, only 184 employees completed two surveys (1 month apart). We used path analysis to test all hypotheses through Mplus.

We found that ethical leadership, through help-seeking, is correlated to innovation. We also found that one’s happiness level is related to innovation, and when employees are chronically happy, the positive effect of help-seeking on innovation is stronger.

Working in an ethical environment, employees are comfortable acknowledging mistakes, hearing feedback and making corrections, which fosters continuous innovation. Conversely, without the influence from ethical leaders, employees may choose to remain silent and abandon continuous innovation due to the concern of losing “face” the context of China.

This study investigates how performance pressure affects feedback-seeking and innovative work behaviors. The study also examines the effect of extraversion on the performance pressure–FSB relationship.

The hypotheses in this study were tested by analyzing two-wave data collected from a sample of employees in the information technology sector in India using the PLS-SEM approach.

Our findings revealed that individuals possessing extraverted personality traits exhibited a positive response to performance pressure, thereby enhancing their FSB. Moreover, our results demonstrated that FSB mediates the relationship between performance pressure and IWB.

The results underscore the importance of individual variations in personality traits, particularly extraversion, in influencing how employees respond to performance pressure. By providing insights into the mediating mechanism of feedback-seeking behavior, our study contributes to a deeper understanding of the interplay between performance pressure, feedback-seeking behavior and innovative work behavior.

Managers should consider extraversion as a factor in the relationship between performance pressure and FSB, adapting strategies and support systems accordingly. Creating a feedback-oriented culture and providing resources for extroverts during high-pressure periods can enhance their coping mechanisms.

Previous research has provided a limited exploration of the mechanisms that establish the connection between job demands and innovative work behaviors. This study contributes by uncovering the previously unexplored relationship between performance pressure, extraversion, feedback-seeking behavior and, subsequently, innovative work behavior.