Being ignored by loved ones: Understanding when and why family ostracism inhibits creativity at work

Abstract

Summary This paper extends the understandings of the contextual antecedents of employee creativity at work by examining what can happen when employees are ostracized by loved ones at home, a phenomenon referred to as family ostracism. Drawing on insights from the conservation of resources (COR) theory, we examine the moderated multiple mediation relationships between family ostracism and an individual's creativity at work through strain‐based family‐to‐work conflict (FWC) and creative process engagement (CPE), moderated by the need for affiliation. Using time‐lagged data collected from working adults in the United Kingdom, our results demonstrate that the relationship between family ostracism and creativity is negatively and serially mediated by both strain‐based FWC and CPE. These results hold even when controlling for the time‐ and behavior‐based dimensions of FWC, workplace ostracism, family undermining, harmonious passion, and Time 1 creativity. Furthermore, individuals with a higher need for affiliation react more strongly to their experiences of family ostracism than those with a lower need. The implications for research and practice are also discussed.

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Work-Family Conflict and Unethical Pro-family Behavior: The Mediating Effect of Threat Appraisal and the Moderating Effect of Family Collectivism Orientation

“…Although past studies have connected work-family interface conflicts with different kinds of work outcomes, there has been agreement that work-family interface conflicts impede desirable work outcomes ( Miao and Wang, 2017 ), such as organizational citizenship behavior ( Mercado and Dilchert, 2017 ), creativity ( Babalola et al, 2021 ), job performance ( Obrenovic et al, 2020 ), affective commitment ( Tayfur Ekmekci et al, 2021 ), and job satisfaction ( Netemeyer et al, 2005 ; Zhao et al, 2019 ). They also have had negative consequences, such as turnover intention ( Post et al, 2009 ), job dissatisfaction ( Islam et al, 2020 ), unethical behavior ( Miao and Wang, 2017 ), anti-social behavior and counterproductive behavior ( Morgan and King, 2012 ; Mercado and Dilchert, 2017 ).…”

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