Employee Creativity in Taiwan: An Application of Role Identity Theory.

Numerous narrative reviews related to innovation in work organizations have been published, yet very few quantitative reviews have been conducted. The present meta-analysis investigates the relationships between four predictor types (individual differences, motivation, job characteristics, and contextual influences) and individual-level workplace innovation. Results indicated that individual factors, characteristics of the job, and factors of the environment were moderately associated with phases of the innovation process. Implications for future research opportunities are discussed. Keywords:Innovation, meta-analysis, personality, climate, motivation, leadership Meta-Analysis of Individual Innovation 4Predictors of Individual-Level Innovation at Work: A Meta-AnalysisThe importance of innovation for organizational success has been increasingly noted in the conceptual and empirical literature of the organizational sciences (e.g., Agars, Kaufman, & Locke, 2008; Anderson, De Dreu, & Nijstad, 2004;West, 2002). In response to the emergence of innovation as a critical factor in creating and maintaining organizational competitiveness, a wide array of individual, job, and environmental factors have been examined in relation to employee innovation. Although numerous narrative reviews of work-related innovation have been published (e.g., Egan, 2005;Mumford, 2003;Patterson, 2002;Shalley & Gilson, 2004;Shalley, Zhou, & Oldham, 2004;Zhou & Shalley, 2003), little attention has been given to quantitative reviews. Baas, DeDreu, and Nijstad (2008) conducted a meta-analysis on mood and creativity; however, the majority of the included studies were laboratory experiments with student participants. With the exception of one meta-analysis of organizational level innovation (Damanpour, 1991), a second examining personality and creativity for artists and scientists

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“…Tierney & Farmer, 2002) or using Hackman and Oldham's (1980) Job Diagnostic Survey (e.g. Farmer, Tierney, & Kung, 2003;Oldham & Cummings, 1996).…”

Section: Job Characteristicsmentioning

confidence: 99%

Predictors of individual-level innovation at work: A meta-analysis.

Hammond¹,

Neff²,

Farr³

et al. 2011

Psychology of Aesthetics, Creativity, and the Arts

602

625

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“…Researchers have also used various imminent variables of employee creativity; for example, Farmer [33] discussed the impact of creative role identity-making on innovative performance. George and Zhou [34] were concerned with mood states; Oldham and Cummings [35] examined job complexity; Shalley [36] regarded creativity goals as the antecedents to creative performance.…”

Section: Statement Of the Problemmentioning

confidence: 99%

The Organizational Identification Perspective of CSR on Creative Performance: The Moderating Role of Creative Self-Efficacy

2017

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Abstract:Corporate social responsibility (CSR) is an emerging and fast-growing concept for both academic research and organizations. In recent years, the far-reaching influence of CSR practices on stakeholders has made both researchers and practitioners pay heed to this dimension. Employees are one of the most important stakeholders influenced by CSR practices. CSR brings in many ideas, concepts, and techniques. In the past, different antecedents and consequences of corporate social responsibility have been studied, but there is still a deficit in regard to whether employee creative performance is an outcome of corporate social responsibility, and the interlinked variables that might enhance this relationship. The main objective of this study is to examine how CSR practices enhance employee performances within the organization, and which other variables may enhance this relationship. The literature suggests that employees who value CSR campaigns and other practices identify with their company to a greater degree, work with more devotion and loyalty, and show more creativity in their work performance. In this study, organizational identification has been taken as the mediator, and creative self-efficacy has been taken as the moderator. The hypotheses were tested within the sample of companies engaging in CSR practices in Pakistan. A questionnaire survey was conducted using simple random sampling. Simple linear regression, hierarchical regression, and Barron and Kenny tests were applied through SPSS (Statistical Package for the Social Science) for data analysis, and results were found according to the proposed model of the study.

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“…Previous studies showed that the employees' age [87], educational level [88], gender [89], organizational tenure [4] and experience [90] influence their creativity level. We measured the employees' educational level on a five-point scale (1 = "high school", 5 = "doctorate").…”

Section: Control Variablesmentioning

confidence: 99%

The Outcomes of Corporate Social Responsibility to Employees: Empirical Evidence from a Developing Country

2018

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Abstract:Employees creativity has been recognized as a crucial part of an organization's ability to be innovative. To know which factors contribute to employee involvement in creative work, in this paper, we first examine the effects of corporate social responsibility (CSR) to employees. Moreover, we study the employees' positive work attitudes and their intention to leave as a mediating mechanism to explain the effect of CSR to employees on the involvement of employees in creative work. Survey data from 209 employees in 45 small-sized enterprises in Iran were used to test the hypotheses of the study. The hypotheses were tested with hierarchical regression analyses using SPSS software. The results support the direct impact of CSR to employees on employees' creative work involvement. In addition, the findings indicate that the indirect effect of CSR to employees on the involvement of employees in creative work through positive work attitudes and their intention to leave are significant. Consequently, small-sized enterprises should reinforce CSR to employees to elevate their involvement in creative work.

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Employee Creativity in Taiwan: An Application of Role Identity Theory.

Cited by 648 publications

References 39 publications

Predictors of individual-level innovation at work: A meta-analysis.

Predictors of individual-level innovation at work: A meta-analysis.

The Organizational Identification Perspective of CSR on Creative Performance: The Moderating Role of Creative Self-Efficacy

The Outcomes of Corporate Social Responsibility to Employees: Empirical Evidence from a Developing Country

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