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1 – 10 of over 17000Fun at workplace is considered an important initiative to build co-working communities, and this study aims to study its role in promoting the innovative behaviour of co-workers…
Abstract
Purpose
Fun at workplace is considered an important initiative to build co-working communities, and this study aims to study its role in promoting the innovative behaviour of co-workers [members of co-working spaces (CWS)] and the mechanism of its influence.
Design/methodology/approach
Based on the theory of social exchange and resource conservation, the authors conducted a qualitative study to explore the four dimensions of workplace fun and a quantitative study to empirically analyse the relationship between community embeddedness, organisational embeddedness, workplace fun and creativity of co-workers, taking K-space as an example.
Findings
Workplace fun is positively correlated with co-workers' creativity. Community embeddedness plays a complete mediating role between workplace fun and organisational embeddedness. Community embeddedness and organisational embeddedness play a chain-mediating role between workplace fun and creativity.
Originality/value
This study explores the process and impact of fun on employee creativity in a shared office environment by clarifying the composition of fun in CWS workplaces and the transmission mechanism of fun through informal community embeddedness and formal organisational embeddedness, expanding the research perspective on the factors influencing employee creativity in the new office model and enriching the research findings on the impact of fun at work on job performance.
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Kalaa Chenji and Raghavendra Sode
The purpose of this paper is to study the impact of workplace ostracism and defensive silence on employee behavior within an organization. The paper attempts to study the impact…
Abstract
Purpose
The purpose of this paper is to study the impact of workplace ostracism and defensive silence on employee behavior within an organization. The paper attempts to study the impact of workplace ostracism on employee creativity. The paper also aims to train the employees to withstand the negative effects of workplace ostracism.
Design/methodology/approach
This is an empirical study. Primary data were collected from 454 employees working in the service sector in India. The data were collected from an IT sector unit, an insurance company and a bank. Utmost care was taken in order to select organizations where there was frequent interaction between the supervisors and co-workers in order to measure the relevant variables. Mean, standard deviation and correlation were used for descriptive studies, and structural equation modeling was used to measure several dimensions of the hypothesized model. A bootstrap method is used to measure the impact of workplace ostracism on employee creativity.
Findings
The study found that defensive silence mediates between workplace ostracism and employee creativity and psychological empowerment moderates between workplace ostracism and employee creativity. Workplace ostracism negatively effects employee creativity and positively influences defensive silence. The study reveals the moderating effect of psychological empowerment on workplace ostracism and employee creativity such that low levels of psychological empowerment negatively influences employee creativity and high level of psychological empowerment has a positive effect on employee creativity.
Practical implications
Workplace ostracism is proved to be a stressor. The study contributes to the literature on stressor–strain relationship workplace ostracism and employee creativity. Psychological empowerment has indirect influence on workplace ostracism and employee creativity. Organizations may train employees to combat the negative effects of workplace ostracism through concepts like psychological empowerment.
Originality/value
The study is one of its kind as it aimed to measure the impact of workplace ostracism on employee creativity. Though there are several studies on workplace ostracism, its influence on employee creativity perhaps is covered by the present study.
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Yuanyuan Liu, Li Zhao, Pingqing Liu and Zheng Yang
Drawing upon the creativity interaction theory and expectation-identity perspective, the purpose of this paper is to construct a chain mediation model of the influence of workplace…
Abstract
Purpose
Drawing upon the creativity interaction theory and expectation-identity perspective, the purpose of this paper is to construct a chain mediation model of the influence of workplace status on individual creativity from the perspective of expectation identity and to explore the moderating effect of prosocial motivation in this model.
Design/methodology/approach
This study reached 529 employees from 35 enterprises as the investigation objects and used structural equation model and hierarchical regression for data analysis. Data on workplace status, prosocial motivation, creativity expectations and creativity role identity were collected at Time Point T1, and individual creativity was collected at time point T2 (one month later).
Findings
The results reveal that: workplace status has a significantly positive effect on creativity; creativity performance expectations and creativity role identity have partial mediating effect in the relationship between workplace status and creativity, respectively; creativity performance expectations and creativity role identity play a chain double mediation role in the relationship between workplace status and creativity; and prosocial motivation moderates the relationship between workplace status and creativity and further moderates the chain double mediation effect of creativity performance expectations and creativity role identity.
Originality/value
In existing studies, conclusions about the relationship between workplace status and individual creativity could be divided into three viewpoints: positive, negative and U-shaped. These inconsistent findings on the relationship between workplace status and creativity imply that the relationship is complex and not fully elucidated. This may be attributed to the fact that workplace status is influenced by cultural factors and research objects. This study reinterprets the relationship between workplace status and individual creativity through the lens of creativity interaction theory and demonstrates the significance of employee workplace status in the Chinese context.
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This study aims to investigate the characteristics of the physical work environment that are known and used in practice to promote creativity for innovative start-up workplaces…
Abstract
Purpose
This study aims to investigate the characteristics of the physical work environment that are known and used in practice to promote creativity for innovative start-up workplaces. The first part of the study identified these characteristics from a content and visual analysis, and examined the current state of implementation of these characteristics in the work environments of innovative start-up companies. The second part of the study examined criticalness and practicality of these characteristics in the workplace with a group of experts in the workplace design, evaluation and management.
Design/methodology/approach
A content and visual analysis for written and visual images was conducted to identify a comprehensive list of characteristics of the physical work environment critical to creativity of the workplace. With the seven characteristics identified, an instrument was developed and interviews were conducted to assess the physical work environments of 22 innovative start-up companies in Michigan. Following up the interviews, an expert group was formed with 26 professionals including architects, interior designers, facility managers and CEOs. A survey was conducted with them to understand the significance and implementation issues among the seven characteristics.
Findings
The most frequently incorporated characteristics in the innovative start-up companies in Michigan were spaces for idea generation, technology interface for collaboration and spaces for a short mental break or social hangout. The three most important physical work environmental characteristics for companies to produce creative, innovative ideas and products/services for growth and market competitiveness were balanced layout, technology interface for collaboration and spaces for idea generation.
Originality/value
The study provides a comprehensive framework to evaluate creative workplace regarding the physical environment. It also offers insights on the work environments of the innovative start-up companies for increased creativity and innovation performance in the workplace.
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Tapas Bantha and Umakanta Nayak
This paper aims to examine the relationship between workplace spirituality and employee creativity and check the mediating role of psychological empowerment on this relationship.
Abstract
Purpose
This paper aims to examine the relationship between workplace spirituality and employee creativity and check the mediating role of psychological empowerment on this relationship.
Design/methodology/approach
An online survey developed with SurveyMonkeyTM has been shared via LinkedIn to 750 software professionals working in Indian origin. For data analysis, partial least squares-structural equation modeling (PLS-SEM) has been used, and for testing the mediation among the variables, Preacher and Hayes (2008) method is used.
Findings
The PLS-SEM results have revealed a significant positive relationship between workplace spirituality and employee creativity. There is also a positive relationship between workplace spirituality and psychological empowerment. Preacher and Hayes (2008) mediation results have revealed that psychological empowerment partially mediates between workplace spirituality and employee creativity.
Originality/value
The present study has filled the gap, which has been not addressed till this date and may be considered to be first-of-its kind study, which directly tried to understand the association between workplace spirituality and employee creativity among employees of Indian origin.
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Won-Moo Hur, Taewon Moon and Jea-Kyoon Jun
This study aims to examine how workplace incivility (i.e. coworker and customer incivility) affects service employees’ creativity, specifically the way emotional exhaustion at…
Abstract
Purpose
This study aims to examine how workplace incivility (i.e. coworker and customer incivility) affects service employees’ creativity, specifically the way emotional exhaustion at work decreases their intrinsic motivation, and, in turn, damages service employees’ creativity. The purpose of this study, therefore, is to show the mechanism by which both coworker and customer incivility at work affects service employee creativity.
Design/methodology/approach
Service employees from a hotel in South Korea were surveyed using a self-administered instrument for data collection. Out of 450 questionnaires, a total of 281 usable questionnaires were obtained after list-wise deletion, for a 62.4 per cent response rate. Structural equation modeling analysis provided support for the hypotheses.
Findings
The results indicate a serial multiple mediator model in which both coworker and customer incivility increase service employees’ emotional exhaustion, which, in turn, reduces their intrinsic motivation at work and ultimately decreases their creativity. That is, the findings of this study reveal a negative relationship between workplace incivility (i.e. coworker and customer incivility) and service employees’ creativity that is fully and sequentially mediated by the service employees’ emotional exhaustion and intrinsic motivation.
Research limitations/implications
The use of cross-sectional self-reports potentially raises concerns about common method bias. Caution is recommended in reaching conclusions concerning the causal relationships between the variables, as the current study did not capture causality variation. For instance, it may be that emotional exhaustion from incivility gradually compounds over time, leading to a greater negative impact on service employees. In contrast, employees may develop strategies to cope with uncivil behavior over time, which attenuates the negative effects on service employees as time passes. A longitudinal design might offer an alternative to overcome this limitation in future research.
Practical implications
Considering the findings about the mediating effect of emotional exhaustion between workplace incivility and employee outcomes (i.e. intrinsic motivation and creativity), firms should consider establishing systematic institutional practices and policies to prevent employees from feeling emotionally exhausted from workplace incivility. Executive and senior management teams would benefit by instituting strict policies and regulations which nurture desirable behaviors among organizational members that protect victims of workplace incivility.
Originality/value
This study is the first to examine the relationship between workplace incivility and creativity. Moreover, the present study attempts to develop an understanding of the underlying mechanism through which both coworker and customer incivility negatively affect service employees’ creativity.
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The purpose of this study was to empirically examine the impact of self leadership on employee creativity and workplace innovative orientation moderated by the creativity climate…
Abstract
Purpose
The purpose of this study was to empirically examine the impact of self leadership on employee creativity and workplace innovative orientation moderated by the creativity climate of the organization.
Design/methodology/approach
This study as a unique approach has explored the dimension of self-leadership in connection with employee creativity,creativity climate and workplace innovation preparedness.
Findings
The results of structural equation modelling analysis based on the sample responses obtained from the research,design and development units of a select number of organizations across industries in the Indian context revealed the significant relationships among self-leadership,employee creativity,creativity climate and workplace innovative orientation. Further,the moderating effect of creativity climate was conducted using post hoc on employee creativity and workplace innovative orientation.
Research limitations/implications
The major limitation of the study lies in relatively small sample size compared to large population group,inference of causality on cross-sectional data and absence of any qualitative analysis through the interaction with sample respondents.
Originality/value
Although the findings from this study are limited to the scope of a small number of surveyed organizations compared to the large population,it brings out interesting insights in Indian context for future researches in this direction,especially for exploring the linkages among self-leadership,creativity and innovation.
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The purpose of this paper is to gain insight into the relationship between the physical workplace and creativity.
Abstract
Purpose
The purpose of this paper is to gain insight into the relationship between the physical workplace and creativity.
Design/methodology/approach
The paper summarises literature from business management, psychology, environmental psychology and facility management to define creativity, creative process and determinants of creativity, and their subsequent relations with the physical workplace. It describes a set of interviews with creative professionals on their understanding of the creative workplace.
Findings
The review of the literature reveals knowledge gaps and fragmentation in research about the relation between creativity and the physical workplace. The interviews provide further insight into the relationship between creativity and the physical workplace, showing its plurality and complexity.
Originality/value
Most of the literature about creativity and physical workplace reports on supporting communication. Creativity research is broad and recognises culture, process and activities as creative thinking and moments of insight, which can be supported with the physical workplace.
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Amro Alzghoul, Hamzah Elrehail, Okechukwu Lawrence Emeagwali and Mohammad K. AlShboul
This study aims at providing empirical evidence pertaining to the interaction among authentic leadership, workplace harmony, worker's creativity and performance in the context of…
Abstract
Purpose
This study aims at providing empirical evidence pertaining to the interaction among authentic leadership, workplace harmony, worker's creativity and performance in the context of telecommunication sector. These research streams remain important issues and of interest as the world continues to migrate toward a knowledge-based economy.
Design/methodology/approach
Applying structural equation modeling, this study diagnosed the impact of Authentic leadership (AL) on employees (n = 345) in two Jordanian telecommunication firms, specifically, how it shapes workplace climate, creativity and job performance. The study also tests the moderating role of knowledge sharing in the model, as well as the mediating role of workplace climate on the relationship between AL and positive organizational outcomes.
Findings
The empirical result suggests that AL positively influences workplace climate, creativity and job performance; workplace climate positively influences creativity and job performance; workplace climate mediates the relationship between AL and creativity, and job performance; and knowledge sharing behavior moderates the relationship between AL and workplace climate.
Originality/value
This study highlights the magnificent power of AL and knowledge sharing, not only in shaping the workplace atmosphere but also in delineating how these variables stimulate creativity and performance among employees. The implications for research and practice are discussed.
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Dirk De Clercq, Tasneem Fatima and Sadia Jahanzeb
This study seeks to unpack the relationship between employees' exposure to workplace bullying and their turnover intentions, with a particular focus on the possible mediating role…
Abstract
Purpose
This study seeks to unpack the relationship between employees' exposure to workplace bullying and their turnover intentions, with a particular focus on the possible mediating role of perceived organizational politics and moderating role of creativity.
Design/methodology/approach
The hypotheses are tested with multi-source, multi-wave data collected from employees and their peers in various organizations.
Findings
Workplace bullying spurs turnover intentions because employees believe they operate in strongly politicized organizational environments. This mediating role of perceived organizational politics is mitigated to the extent that employees can draw from their creative skills though.
Practical implications
For managers, this study pinpoints a critical reason – employees perceive that they operate in an organizational climate that endorses dysfunctional politics – by which bullying behaviors stimulate desires to leave the organization. It also reveals how this process might be contained by spurring employees' creativity.
Originality/value
This study provides novel insights into the process that underlies the connection between workplace bullying and quitting intentions by revealing the hitherto overlooked roles of employees' beliefs about dysfunctional politics and their own creativity levels.
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