A Social–Structural Perspective on Employee–Organization Relationships and Team Creativity

Abstract

We develop a social-structural perspective on the relationship between employee-organization relationships (EORs) and team creativity. We argue that the mutual investment EOR approach, in which employers expect high levels of employee contributions and offer extensive inducements, will be associated with higher team creativity relative to other EOR approaches. We also advance the argument that this relationship will be mediated by team member work-related communication density and that the mediated relationship will be stronger when team members' tasks are complex. We find support for the model in a two-wave study of 1,807 employees in 229 teams in 55 Chinese high-technology organizations. We discuss the implications for future employment relationship research and practice.

An Empirical Study on the Organizational Trust, Employee-Organization Relationship and Innovative Behavior from the Integrated Perspective of Social Exchange and Organizational Sustainability

“…Tierney and Farmer (2002) [32] stated that high quality exchanges between team leader and employees could increase employee innovative behavior by influencing the employee's self-judgment. Other studies discovered that high quality exchanges within organizations also can bring positive outcomes (e.g., organizational commitment [17], individual performance [33], organizational citizenship behavior [34]). These studies provide evidence that high quality EOR will promote innovative behavior.…”

“…The inducement-contribution model suggested that employers can motivate employees to make contributions to organization by providing them with inducements. Previous literature has found that EOR will promote employee positive psychology and behavior [15][16][17]. Hom et al (2009) [18] argued that employees' organizational trust might be a mediator mechanism between EOR and employee behaviors, different extents of EOR would lead to different individual outcomes via mediator (e.g., organizational trust).…”

More Exploration and Less Exploitation: Cultivating Blockbuster Papers for MOR

“…It also had a comparative design exploring the perceptions of psychic distance by managers of both British and India SMEs who were engaged in partnerships. The paper was later published under the title 'Psychic Distance, Its Business Impact and Modes of Coping: A Study of British and Indian Partner SMEs' (Puthusserry, Child, & Rodrigues, 2014 (Jia et al, 2014). 3.…”

Setting high expectations is not enough

“…We use the scale by Jia et al (2014) that entails signaled job expectations by the organization, building on employment relationship research (Wang et al, 2003). The scale comprises 13 items.…”