Purpose
Drawing on role theory, the purpose of this paper is to investigate a curvilinear relationship between employee’s perceived overall time pressure and creativity. Apart from this, it explores a three-way interaction of perceived time pressure, satisfaction with work-family balance (SWFB), and leader-member exchange (LMX) on creativity.
Design/methodology/approach
The paper reports a quantitative study of 251 employees from a European company. An online survey was used to collect data. The proposed hypotheses were tested using moderated hierarchical regression analysis.
Findings
Results demonstrate a U-shaped curvilinear relationship between perceived time pressure and creativity. Results further confirm the proposed three-way interaction of perceived time pressure, SWFB, and LMX as joint predictors of creativity.
Research limitations/implications
The cross-sectional research design limits the ability to demonstrate causality. Moreover, the data were collected from a single source causing concern for common method bias. Nonetheless, recent research suggests that common method bias cannot create an artificial interaction effect.
Originality/value
This study is one of the rare attempts to examine a curvilinear relationship between perceived time pressure and creativity. Moreover, it contributes to the work-family literature by providing the first empirical examination of the linkage between SWFB and creativity. Furthermore, the authors find a three-way interaction between time pressure, SWFB and LMX, and creativity. These findings broaden our understanding of how personal and contextual factors interact to foster creativity.
Millennial talents are an important source of competitive advantage in an increasingly digitalized and globalized business environment. However, many employers report challenges related to attracting, managing and especially retaining young talents. Often, individual preferences and needs are not known and(or) sufficiently considered, which creates tensions and increases the risk of losing young talents. We explore Millennials' employment expectations with the anticipatory psychological contract in two under investigated contexts -Central and Eastern Europe and East Asia. A quantitative research design is used to analyse the features of anticipatory psychological contract, employing samples of undergraduate business students. Findings reveal that Millennials prefer balanced types of anticipatory psychological contract for both employee and employer obligations, followed by relational and transactional types. The analysis uncovered certain regional differences as well. In addition, potential psychological contract breach situations are identified for a Slovenian sample when comparing students' and employers' expectations. Based on these insights we propose relevant retention strategies and practices for young talent retention.
COVID-19 and digitalization represent important sources of many employees’ frustrations. In this paper, we address the question of how employees can achieve meaningful work in such a challenging and frustrating context. Specifically, we investigate whether employees’ negative experiences related to technology use, that is, techno-invasion, leads to frustration and in turn reduces employee perceptions of meaningful work. In addition, we examine corporate social responsibility (CSR) as a potential remedy that could mitigate these negative effects. The results of our four-wave longitudinal study of 198 working professionals collected during the first wave of the COVID-19 pandemic did not find support for a proposed negative direct effect of techno-invasion on meaningful work. However, we did find support that perceived CSR moderates the indirect relationship between techno-invasion and meaningful work, mediated by frustration: For low levels of CSR, techno-invasion results in higher levels of frustration, in turn reducing meaningful work. High levels of CSR buffer this negative indirect effect. Implications for research and practice dealing with digitalization, meaningful work, and CSR are discussed.
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