Core Job Characteristic and Uncertainty Avoidance: Into the Black Box of Transformational Leadership Effect on Creativity

Wang, Peng

doi:10.1002/jocb.367

Cited by 20 publications

(19 citation statements)

References 45 publications

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“…Our study contributes to the literature on the leadership-creativity relationship in several ways, first, by identifying how AL influences creativity concerning the mediating mechanisms, the so-called “black box” in a leadership-creativity relationship (Wang, 2018), and then by providing insights regarding the mechanism underlying the positive relationship between AL and creativity. Drawing on intrinsic motivation theory (Amabile et al , 1994), we extended the notion of innovation atmosphere at the team level and found that team innovation atmosphere mediated the relationship between AL and team creativity and provides support for Amabile's (1994) theory of creativity.…”

Section: Theoretical Implicationsmentioning

confidence: 99%

The impact of authentic leadership on individual and team creativity: a multilevel perspective

Lei

Qin

Ali

et al. 2021

LODJ

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PurposeThe purpose of this study is to develop and test a multilevel conceptual model which explains how authentic leadership (AL), through an innovative team atmosphere and promotion of self-efficacy, influences creativity. The study delineates two pathways from AL to creativity. The first pathway is an indirect effect through an innovative atmosphere at the team level and self-efficacy at the individual level, while the second pathway focuses on the moderating effect of AL between self-efficacy and individual creativity.Design/methodology/approachData were collected from 58 team leaders and 283 employees in a creative industry park in the Yangtze River Delta region from China. Path analysis was conducted to test the proposed hypotheses using the statistical package M-plus (v. 7).FindingsThe results reveal that AL is an important antecedent of creativity. Furthermore, an innovation-based atmosphere at the team level mediates the theorized relationship between AL and individual creativity. However, creative self-efficacy at the individual level does not mediate this relationship. Finally, the study found that AL moderates the relationship between creative self-efficacy and individual creativity.Originality/valueThe implications of this study highlight important considerations for enterprises in creative industry parks within and beyond China. This study provides industry leaders with a clearer and more insightful and coherent means of understanding the mediating mechanism between AL and creativity, and the moderating effects of AL between individual self-efficacy and creativity through a new linkage model.

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Section: Theoretical Implicationsmentioning

confidence: 99%

The impact of authentic leadership on individual and team creativity: a multilevel perspective

Lei

Qin

Ali

et al. 2021

LODJ

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“…The data of other researchers also show similar tendencies: intentions of the individual to continue the chosen activity having encountered obstacles (Hoyle, 2006), achievement motivation, perseverance in attainment of set goals and coping with challenges (Judge, Ilies, 2002;Shafi et al, 2020;Tse et al, 2018;Wang, 2020) are linked to creativity. The results of Huang & Luthans (2015); Song, Yu, Zhang, & Jiang (2015) research also show that the person's persistence seeking the established goals and not giving in to obstacles, targeting at high achievements, generation of new ideas can be of high importance in the process of creative thinking.…”

Section: Theoretical Bacgroundmentioning

confidence: 53%

Social competence-based prognostic possibilities of creativity expression among students of social profile

Samašonok¹,

Juškevičienė²

2021

JESI

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The article presents a theoretical discussion of peculiarities of creativity and social competence. Creativity expression is analysed on the basis of social competence. The aim of research: to investigate peculiarities of perceived creativity and social competence of students of social profile in Lithuanian higher education schools, to disclose their correlations and to foresee prognostic possibilities of creativity expression on the basis of social competence. The research methodologies: The Questionnaire of Personality Creativity (Petrulis, 1988) was used to investigate the students' perceived creativity according to the subscales of intuition, phantasy, inclination to creativity, inclination to innovation, flexibility, originality, criticality, inversion and childishness. The students' social competence was assessed using the questionnaire of Ullriche, de Muynck (1994) (cf. Lekavičiene, 2001) according to the subscales of general self-confidence, resistance to failures and criticism, ability of expressing feelings, ability of asking for a favour, unyielding, ability of demanding and feeling not guilty. Employing the strategy of quantitative research, the correlations of components of social profile students' perceived creativity and social competence were established. It was also identified that social competence acquires a prognostic meaning to expression of students' creativity. The research results will have a residual value in the scientific discussion about the social competence-based expression of students' creativity.

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“…Scholars continue to pay to analyze the relationship between job characteristics, employee creativity and creative performance (Amabile and Gryskiewicz, 1989; Oldham and Cummings, 1996; Shalley, 2000). Previous research has confirmed the positive correlation between them and verified the incentive role of job characteristics (Wang, 2018). However, other studies have revealed contradictory conclusions (Stone, 1976).…”

Section: Introductionmentioning

confidence: 61%

Job characteristics and millennial employees’ creative performance: a dual-process model

Zhang

Zhao

2021

CMS

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Purpose Based on previous research on millennial employee management in China, this study aims to extend the understanding of the underlining mechanisms and boundary conditions between job characteristics and millennial employee creative performance. Drawing on the self-determination theory and the theory of situation interaction, this study proposes hedonic and eudaimonic well-being as dual mediators, to explain the positive effect of job characteristics on millennial employees’ creative performance. Further, the study proposes that inclusive leadership and achieving styles could separately moderate these two mediation paths. Design/methodology/approach The data comprises information on 288 millennial employees in China. Findings The results show that both hedonic and eudaimonic well-being mediate the positive effect of job characteristics on millennial employees’ creative performance. The positive effect of job characteristics on millennial employees’ hedonic well-being is stronger when inclusive leadership is stronger; and the positive effect of millennial employees’ hedonic well-being on creative performance is stronger when direct achieving style and instrumental achieving style are stronger. There was no significant moderating effect of inclusive leadership on the relationship between job characteristics and millennial employees’ eudaimonic well-being, and no significant moderating effect of achieving style on the relationship between millennial employees’ eudaimonic well-being and creative performance. Job characteristics exerted a positive indirect effect on employees’ creative performance through employees’ hedonic well-being and that this cascading effect was moderated by inclusive leadership, direct achieving style and instrumental achieving style. Practical implications The findings have important implications for both job design practices and employee performance research. Organizations should pay more attention to improving the creative performance of millennials employees through innovative job design or other organizational level motivational drivers. At the same time, the findings in this study align with the findings in Sheldon et al. (2018) study where extrinsic values rather than toward intrinsic values will bring improved hedonic well-being to the individual in the short term. One further practical implication is that if organizations need a short-term boost of creative performance from their millennial employees, organizations can provide more extrinsic motivators. When organizations want to see more long-term creative performance results, intrinsic motivators should be established. Originality/value As part of a series of research on Chinese millennial employee management, this paper extends existing research results. First, the authors verify the main effect relationship between job characteristics and employee creative performance. Second, based on the self-determination theory, this study constructs a dual mediation model and tests the mediating effect of hedonic and eudaimonic well-being between job characteristics and employee creative performance. Third, considering the situational characteristics of the study, the authors propose the boundary conditions of the relationship between job characteristics and creative performance from two levels of individual characteristics and leadership types, namely, inclusive leadership and achieving style.

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Core Job Characteristic and Uncertainty Avoidance: Into the Black Box of Transformational Leadership Effect on Creativity

Cited by 20 publications

References 45 publications

The impact of authentic leadership on individual and team creativity: a multilevel perspective

The impact of authentic leadership on individual and team creativity: a multilevel perspective

Social competence-based prognostic possibilities of creativity expression among students of social profile

Job characteristics and millennial employees’ creative performance: a dual-process model

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