Management Characteristics as Determinants of Employee Creativity: The Mediating Role of Employee Job Satisfaction

Abstract

Purpose/Research Question: Managers of organizations play a significant role in promoting sustainability by enhancing employee job satisfaction and employee creativity. Despite the number of studies on employee job satisfaction, much remains unknown regarding the mediating role of employee job satisfaction in the relationship between management characteristics (such as supervisor humility and abusive supervision) and employee creativity. Thus, the purpose of this study is to investigate how the links between supervisor humility, abusive supervision, and employee creativity are mediated by employee job satisfaction. Design/Methodology: We collected data from 352 highly skilled employees of manufacturing organizations in the Republic of Korea by conducting an online survey. A structural equation modeling procedure was used to evaluate the validity of the proposed hypotheses. Findings/Results: The results demonstrated that supervisor humility is positively related to employee job satisfaction, while abusive supervision is negatively related to employee job satisfaction. The findings also indicated that employee job satisfaction mediates the relationships between supervisor humility, abusive supervision, and employee creativity. Originality/Value: This work is the first to evaluate employee job satisfaction as a mediator of the link between characteristics of management (such as supervisor humility and abusive supervision) and employee creativity.

Employee Organisational Commitment and the Mediating Role of Work Locus of Control and Employee Job Satisfaction: The Perspective of SME Workers

“…Closely related studies, such as Yaty's (2013) work in the Malaysia Childcare Sector, have looked at the mediating role of employee job satisfaction in the relationship between internal market orientation and employee organisational commitment. Furthermore, Miao et al (2020) looked at employee job satisfaction as a mediator in the relationship between management characteristics (such as supervisor modesty and coercive supervision) and employee creativity. Furthermore, Chaudhry et al (2017) discovered that employee job satisfaction can mediate between the workplace, training and growth, and organisational success.…”

How Employee’s Leadership Potential Leads to Leadership Ostracism Behavior: The Mediating Role of Envy, and the Moderating Role of Political Skills

“…With the deepening of globalization and artificial intelligence, human capital has become a core competency for enterprises, managers have paid increased attention to the interaction effects among employees [1]. In order to attain sustainable development, enterprises have been devoted to the identification, training, and development of corporate leaders and have paid more attention to occupational and mental health of employees.…”

“…Therefore the purposes of this study are as follows: (1) To investigate the impact of employee's leadership potential on leadership ostracism behavior; (2) to examine the mediating role of leader's envy in the relationship between employee's leadership potential and leadership ostracism behavior; and (3) to analyze the influence of employee's political skills on the above relationships in order to find out the boundary condition of the impact that employee's leadership potential has on leadership ostracism behavior. This study begins with theoretical discussions and hypotheses development.…”

Effectiveness of HRM Practices in Creating Job Satisfaction of Ukrainian Employees Working in Poland

“…The most widely applied process-theory explaining job satisfaction phenomenon is the expectancy theory (Vroom, 1964;Locke, 1989;Weihrich and Koontz, 1999). According to expectancy theory, employees' evaluation of job satisfaction is a function of the inconsistency between what they expect from the job and what they receive (Miao et al, 2020). Expectancy approach refers to the probability that a particular effort will lead to a particular firstlevel outcome.…”