Positive Verbal Rewards, Creative Self-Efficacy, and Creative Behavior: A Perspective of Cognitive Appraisal Theory

Liang, Zhenglin; Suntrayuth, Sid; Sun, Xingming; Su, Jiafu

doi:10.3390/bs13030229

Cited by 8 publications

(5 citation statements)

References 60 publications

(61 reference statements)

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Because discrepancy theory suggests that individual satisfaction is determined by the gap between actual rewards or performance and the individual’s goals or expectations, the higher initial expectations would later be less satisfied, and there would be a greater expectation–performance gap for entrepreneurs [ 24 , 37 ]. Because job satisfaction is principally determined by the appraisal of job experiences against “job wants”, management focused on want-have discrepancies (gap) (e.g., the gap between “what workers have been supported by their organization” and “what they want”) can predict satisfaction [ 21 , 23 , 24 , 35 , 36 , 38 ].…”

Section: Theoretical Backgroundsmentioning

confidence: 99%

“…CH is provided by an organization and supports their CW; it includes intangible things, such as location and challenge [ 24 , 25 ]. Because ITP have different career needs, organizations should attempt to provide incentives that are consistent with underlying career values [ 25 , 37 ]. Therefore, organizations should support external opportunities (CH) to match internal anchors’ needs (CW), and it can affect the CS of ITP [ 24 ].…”

Section: Theoretical Backgroundsmentioning

confidence: 99%

“…Because of cultural impact, one’s values and needs will be shaped by career anchors [ 37 , 38 , 43 , 44 ]. Therefore, one’s workplace will influence the value of one’s career anchors [ 36 , 43 ], and it is necessary to investigate the career anchors of ITP from different cultures [ 45 , 46 ].…”

Section: Theoretical Backgroundsmentioning

confidence: 99%

See 2 more Smart Citations

The Relationship between Discrepancies in Career Anchors of Information Technology Personnel and Career Satisfaction

Chang,

2023

Behavioral Sciences

View full text Add to dashboard Cite

The career anchors of information technology personnel (ITP) are critical factors influencing their career satisfaction (CS), and these factors are also influenced by national culture. Although a number of scholars have studied the internal CS of employees, these scholars have not explained how to increase the CS of ITP from both individual and organizational perspectives and to further improve the success rate of IS projects. Thus, this study adopts the goal–achievement gap (discrepancy) theory to explore the gap between the “internal career desires (career wants, CW)” and “external career opportunities (career have, CH)” of ITP in two different cultural societies, namely mainland China and the United Arab Emirates, and whether the gap impacts their CS. The data in this study were collected from the Internet. A survey was posted on Internet discussion forums for full-time ITP participants within organizations in China and the United Arab Emirates; thus, the results of this study are possibly only generalizable to these two countries. Finally, the results of this study provide the following contributions: (1) There are 13 career anchors (technical competence, managerial competence, autonomy, organizational stability, challenge, lifestyle, identity, creativity, variety, service, entrepreneurship, geographic security, and learning motivation) of ITP in China, which can be divided into three categories, and these are totally different from the four categories identified by ITP in the United Arab Emirates. (2) The surface analysis approach (RSA) to test the curvilinear relationship between the CW, CH, and CS of ITP indeed can explain more than the linear SEM (structural equation modeling) test between the CW and CS, CH, and CS separately, both tests are in two different cultural societies, China and the United Arab Emirates.

show abstract

Section: Theoretical Backgroundsmentioning

confidence: 99%

Section: Theoretical Backgroundsmentioning

confidence: 99%

See 1 more Smart Citation

The Relationship between Discrepancies in Career Anchors of Information Technology Personnel and Career Satisfaction

Chang,

2023

Behavioral Sciences

View full text Add to dashboard Cite

show abstract

“…The results of an individual's self-judgment regarding their capabilities directly influence their subsequent behavioral performance [95]. As an "inner drive" for innovative behavior [94,[96][97][98], innovative self-efficacy can motivate employees to implement innovative ideas [99] and proactively deal with challenges, uncertainty, and risks [100,101].…”

Section: Moderating Role Of Innovative Self-efficacymentioning

confidence: 99%

The Impact of Mentoring Relationships on Innovation Performance of Post-90s Employees: A Dual-Path Model of Cognition and Affect

Li,

Jin,

Liao

et al. 2023

Sustainability

View full text Add to dashboard Cite

(1) Background: In recent years, post-90s employees have emerged as the driving force behind enterprise innovation, presenting unique challenges for innovation management. Their distinct characteristics and attitudes towards work require a thoughtful and adaptable approach from businesses to harness their potential effectively; (2) Methods: through empirical analysis of 518 valid samples in the Chinese context, with SPSS 26.0 and PROCESS V4.1 being used for the analysis, and to test the moderated mediation model; (3) Results: a. Mentoring relationships positively predict innovation performance; b. This relationship is mediated by role stress (cognition) and job vigor (affect); c. Innovative self-efficacy negatively moderates the impact of role stress on innovation performance and positively moderates the impact of job vigor on innovation performance; d. Moreover, innovative self-efficacy significantly moderates the mediating effect of role stress and job vigor, and the moderated mediating model is established; (4) Conclusions: Our findings reveal the “black box” of mentoring relationships in the process of influencing the innovation performance of post-90s employees, an area that has received limited research attention. This study further reveals the boundary effect of innovative self-efficacy.

show abstract

“…Virtual idol fans had significantly more initiative and creative power in the production and consumption of their idols, which made the innovative behavior of virtual idols more and more complex. Therefore, this paper aims to examine in depth the creative behavior of virtual idol fans from a psychological perspective phenomenon to better understand the nature of the virtual idol phenomenon (Wang et al, 2017;Yuan et al, 2019;Gelaidan et al, 2022;Cai et al, 2023;Liang et al, 2023).…”

Section: Introductionmentioning

confidence: 99%

The creative behavior of virtual idol fans: a psychological perspective based on MOA theory

Wang,

Long,

Zeng

et al. 2023

Front. Psychol.

View full text Add to dashboard Cite

Breakthroughs in digital technology are accelerating the development and commercialization of virtual idols. They are overturning the traditional one-way communication between idols and fans, turning fans into producers and consumers. Therefore, identifying the motivations for fan creation can regulate and guide the creative behavior of fans and turn their creativity into productivity. This paper took “the factors influencing fans’ spontaneous participation in creating virtual idols” as the primary research question, took the Motivation Opportunity Ability (MOA) theory as the research framework, used questionnaires as the primary research method, and combined the relevant research on motivation theory and self-determination theory to explore fans’ creative behavior from the psychological perspective in depth. The empirical tests revealed that in the motivation dimension, interest motivation, achievement motivation, social motivation, and utility motivation all positively influenced fans’ creative behavior; in the opportunity dimension, fans’ perceived cost had a significant negative moderating effect on the influence of interest motivation, social motivation, and utility motivation on fans’ creative behavior; fans’ perceived community atmosphere was substantial. The moderating effect of knowledge and skills on the capability dimension was insignificant. For the virtual idol industry, the future development of the industry could not only focus on IP image creation and content production but also effectively stimulate fans’ creative motivation through the creation of an excellent community atmosphere, the provision of targeted creator services, and the reduction of fans’ perceived costs in the creation process.

show abstract

Positive Verbal Rewards, Creative Self-Efficacy, and Creative Behavior: A Perspective of Cognitive Appraisal Theory

Cited by 8 publications

References 60 publications

The Relationship between Discrepancies in Career Anchors of Information Technology Personnel and Career Satisfaction

The Relationship between Discrepancies in Career Anchors of Information Technology Personnel and Career Satisfaction

The Impact of Mentoring Relationships on Innovation Performance of Post-90s Employees: A Dual-Path Model of Cognition and Affect

The creative behavior of virtual idol fans: a psychological perspective based on MOA theory

Contact Info

Product

Resources

About