Does Stress Lead to Creativity?: The Relationship Between Occupational Stress and Individual Innovative Behavior

Luis, Daniel Jose; Chatelain-Jardon, Ruth; Zhang, Zhuofan

doi:10.2478/sbe-2020-0003

Cited by 14 publications

(10 citation statements)

References 39 publications

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“…Thus, creating conditions that allow employees to foster creativity is a key challenge for managers. But creating these conditions can be especially difficult during times of stress when employees tend to assign a greater priority to tasks that are certain and controllable, rather than creative (Luis et al, 2020). The COVID-19 pandemic offers a particularly timely context in which to examine these issues.…”

Section: Introductionmentioning

confidence: 99%

Perceived Work Uncertainty and Creativity During the COVID-19 Pandemic: The Roles of Zhongyong and Creative Self-Efficacy

Tang

Naumann

et al. 2020

Front. Psychol.

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Research on the relationship between work stress and employee creativity has been mixed. This study on 823 female attorneys in China identifies employee creative selfefficacy and employees' value of Zhongyong as moderators in this relationship. In this study, work stress is assessed by the perceived work uncertainty brought on by the COVID-19 pandemic. Our study found that although Zhongyong, which involves an employee's ambidextrous thinking, can be helpful for employee creativity, low levels of Zhongyong are better for employee creativity in an uncertain context such as the COVID-19 pandemic, due to the fact that high levels of Zhongyong result in an overemphasis on compromise and giving in when times are uncertain. Instead, low levels of Zhongyong will decrease employees' concern about others' acceptance in an uncertain environment. In addition, creative self-efficacy motivates employees to engage in creative efforts during times of work uncertainty. In sum, this study found that employee perceived work uncertainty brought on by COVID-19 enhances employee creativity when an employee's value of Zhongyong is low and creative self-efficacy is high.

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Section: Introductionmentioning

confidence: 99%

Perceived Work Uncertainty and Creativity During the COVID-19 Pandemic: The Roles of Zhongyong and Creative Self-Efficacy

Tang

Naumann

et al. 2020

Front. Psychol.

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“…It is also a key source of the competitive advantage of hospitality organisations, helping them to satisfy the diverse needs of customers and deliver superior service quality (Li and Hsu, 2016;Chang and Teng, 2017;Mohammed and Rashid, 2018). In the current study, we used creativity behaviour as an employee work outcome and we focused to know how CSR practices influence creativity behaviour, because it is important for managers to create conditions allowing employees to foster creativity during difficult times (Luis et al, 2020). To this end, we propose that employees' perceptions of their organization's CSR activities are a significant component in engaging them in creative behaviour.…”

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confidence: 99%

CSR practices and creativity during COVID-19 pandemic in the emerging market: investigating the mediating effect of affective commitment

Mohammed

Ferraris

Troise

2021

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PurposeThis study aims to explore how corporate social responsibility (CSR) dimensions (i.e. economic; legal; ethical; philanthropic) foster employee creativity during the COVID-19 pandemic. Specifically, an attempt is made to investigate the mediating role of affective commitment to explain the above linkage.Design/methodology/approachThe survey data were collected from 167 employees in the emerging market of Saudi Arabia. The data was analysed using PLS-SEM for frequency, reliability, confirmatory factor analyses and structural equation modelling.FindingsThe CSR dimensions, particularly the ethical and philanthropic dimensions, showed both direct and indirect effects on the creativity behaviour of employees during the COVID-19 pandemic. Moreover, affective commitment mediated the relationship between the legal, ethical and philanthropic CSR dimensions and creativity behaviour.Originality/valueThis study enriches previous CSR empirical research and adds to current literature focused on the determinants of CSR dimensions' effectiveness; particularly, the research is set in a challenging scenario characterized by the pandemic. So, this paper extends previous studies by investigating under which key conditions CSR dimensions are most effective, in particular in two main directions. First, it contributes to the CSR literature by determining how various CSR dimensions influence creativity behaviour during a pandemic. Pandemics are events that occur regularly, and the COVID-19 pandemic, in particular, offers the opportunity to explore its effects on employees' behaviours in the current context. Second, the study's mediation findings contribute to new empirical evidence which suggests that affective commitment has a positive effect on the CSR dimensions of employee creativity behaviour during a pandemic in an emerging market.

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“…In accordance with the COR theory (Hobfoll and Schumm, 2009), stress can result from the depletion of a resource when the person juggles work and family spheres (Smith et al, 2019). Stress prompts a negative state of being in both roles, which in turn may lead to adverse behaviors that may destroy one's innovative behavior (Luis et al, 2020). Specifically, the development and execution of innovation require a high level of personal resources: first, creative brainstorming processes before coming up with new ideas or concepts need to search through massive amounts of information to analyze, compare and judge, which requires mental resources; and second, promoting innovative ideas by seeking sponsorship and support within the organization also takes time and energy (S ˇkerlavaj et al, 2014).…”

Section: Direct Effect Of the Work-to-family Conflict On Innovative B...mentioning

confidence: 94%

Section: Theory and Hypothesesmentioning

confidence: 99%

How work-family conflict affects knowledge workers' innovative behavior: a spillover-crossover-spillover model of dual-career couples

Song

Jiao

Wang

2023

JKM

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Purpose Innovative behavior is a microfoundation of an organization’s innovation. Knowledge workers are the main creators of innovations. With the boundaries between work and family becoming increasingly ambiguous, the purpose of this study is to explore how the work–family conflict affects knowledge workers’ innovative behavior and when such a conflict arises. Design/methodology/approach To test the theoretical model, this study collected data from a time-lagged matched sample of 214 dual-career couples. The data were analyzed with the bias-corrected bootstrapping method. Findings The results of this study showed that work-to-family conflict had not only a direct negative effect on knowledge workers’ innovative behavior but also an indirect effect through spouses’ within-family emotional exhaustion and knowledge workers’ family-to-work conflict. If wives’ gender role perceptions are traditional, then the indirect serial mediating effect is weakened, but if such perceptions are egalitarian, then the mentioned effect is aggravated. Practical implications In terms of organizational implications, managers could alter their approach by reducing detrimental factors such as work–family conflict to improve knowledge workers’ innovative behavior. Emotional assistance programs for both knowledge workers and their spouses can be used to prevent the detrimental effect of work–family conflict on innovative behavior. As to social implications, placing dual-career couples into a community of likeminded individuals and promoting their agreement on gender role identity will greatly reduce the negative effects of work–family conflict. Originality/value Starting from the perspective of the behavior outcome of knowledge management, this study advances the existing knowledge management literature by enriching the antecedents of knowledge workers’ innovative behavior, illuminating a spillover–crossover–spillover effect of work–family conflict on knowledge workers’ innovative behavior and identifying the boundary condition of this transmission process.

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Does Stress Lead to Creativity?: The Relationship Between Occupational Stress and Individual Innovative Behavior

Cited by 14 publications

References 39 publications

Perceived Work Uncertainty and Creativity During the COVID-19 Pandemic: The Roles of Zhongyong and Creative Self-Efficacy

Perceived Work Uncertainty and Creativity During the COVID-19 Pandemic: The Roles of Zhongyong and Creative Self-Efficacy

CSR practices and creativity during COVID-19 pandemic in the emerging market: investigating the mediating effect of affective commitment

How work-family conflict affects knowledge workers' innovative behavior: a spillover-crossover-spillover model of dual-career couples

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