Reducing the harmful effect of work overload on creative behaviour: Buffering roles of energy‐enhancing resources

Clercq, Dirk De; Belausteguigoitia, Imanol

doi:10.1111/caim.12278

Cited by 34 publications

(43 citation statements)

References 88 publications

(228 reference statements)

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“…Employee creative behavior was captured with a three-item scale used in previous research to predict new idea development in organizations (De Clercq and Belausteguigoitia, 2017; De Clercq and Belausteguigoitia, 2019; Janssen, 2001): “I often create new ideas for improvement,” “I often generate original solutions to problems” and “I often search out new working methods, techniques, or instruments” (Cronbach’s alpha = 0.87). Relying on self-reported creative behavior is consistent with previous studies (Shalley et al , 2009; Unsworth and Mason, 2016) and with the argument that self-assessments are preferable, because other organizational members (e.g.…”

Section: Methodsmentioning

confidence: 99%

Knowledge-sharing efforts and employee creative behavior: the invigorating roles of passion for work, time sufficiency and procedural justice

Clercq

Pereira

2020

JKM

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Purpose Drawing from the conservation of resources theory, this study aims to investigate the relationship between employees’ knowledge-sharing efforts and creative behaviors; particularly, it addresses how this relationship may be invigorated by three resources that operate at individual (passion for work), job (time sufficiency) and organizational (procedural justice) levels. Design/methodology/approach Quantitative data were collected through a survey administered to employees in a banking organization in Mozambique. Findings The usefulness of knowledge-sharing efforts for stimulating creative behavior is greater when employees feel passionate about work, have sufficient time to complete their job tasks and perceive that organizational decision-making is fair. Practical implications The results inform organizations about the circumstances in which the application of employees’ collective knowledge bases, derived from their peer interactions, to the generation of novel solutions for problem situations is more likely to materialize. Originality/value By detailing the interactive routes by which knowledge-sharing efforts and distinct resources (passion for work, time sufficiency and procedural justice) promote employee creative behavior, this study extends prior research that has focused on the direct influences of these resources on knowledge sharing and creative work outcomes. It pinpoints the circumstances in which intra-organizational knowledge exchange can generate the greatest value, in terms of enhancing creativity.

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Section: Methodsmentioning

confidence: 99%

Knowledge-sharing efforts and employee creative behavior: the invigorating roles of passion for work, time sufficiency and procedural justice

Clercq

Pereira

2020

JKM

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“…For example, some researchers have found that although work overload can damage employees' creativity, employees' work passion, organizational commitment and emotional sharing with colleagues can increase employees' energy to cope with stress, so that employees can take more positive actions and buffer the damage of work overload to employees' creative behavior. In particular, the higher the work passion of employees, the more obvious the buffering mechanism of organizational commitment and emotional sharing (De Clercq & Belausteguigoitia, 2019). Therefore, future research can further explore whether the buffering mechanism of external resources is more obvious when employees have corresponding internal resources.…”

Section: Prospectmentioning

confidence: 97%

“…According to the Job Demands-Resources Model proposed by Demerouti et al (2001), the resources of employees can buffer the negative effects of work pressure (De Clercq & Belausteguigoitia, 2019). According to the Job Demands-Resources Model, the characteristics of employees' work environment can be divided into two types: job demands and job resources.…”

Section: Buffering Model Of Available Resources Based On the Job Demamentioning

confidence: 99%

Reducing the Harmful Impact of Work Stress on Creativity? Buffering Model of Available Resources

Liu¹,

Liu²

2020

JSS

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How work stress affects creativity has attracted the attention of both enterprises and scholars. Hindrance work stress and Excessive challenge work stress usually impair creativity. However, how to buffer the impairment of work stress on creativity has not been studied in depth. Based on the Job Demands-Resources Model, this study proposes that available resources of employees can buffer the harmful impact of work stress on creativity. Available resources can buffer the negative impact of work stress by supplementing the depleted resources of motivation, cognition, emotion. Future research should explore other moderators that can buffer the impact of stress on creativity, how to buffer the influence of stress on creativity when multiple resources coexist and the boundary conditions under which available resources can play a buffering role, and finally carry out field study to apply the research results to management practice.

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“…Additionally, authors notice that it could be practically important to analyse relations between individual resources, work overload, individual performance and creativity (De Clercq, Belausteguigoitia, 2019). The results could contribute to developing practical applications for organisations.…”

Section: Limitations and Recommendations For Future Researchmentioning

confidence: 99%

The role of the employees' individual resources in the perception of the work overload

Pluta

Rudawska

2021

JOCM

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PurposeThe contemporary world's pressure, oriented on flexibility and quick actions, has permanently changed work characteristics. Taking the employees' perspective into account, it seems important to identify whether and which of the employees' individual resources help them cope with those job demands. Therefore, the main research question is what is the relation between holistically conceptualised employees' individual resources and perceived work overload?Design/methodology/approachBased on the literature on individual resources and job demands, the authors test for relations between three components of individual resources (physical, emotional, spiritual potentials) and job characteristics (work variability and work diversity) and the perceived work overload. Data were collected using a survey method amongst 336 Polish knowledge workers.FindingsThe results partially supported the posed hypotheses. Both work variability and work diversity relate positively to work overload. Only the physical potential is related directly and negatively to perceived work overload. The spiritual potential relates indirectly to work overload through work diversity. The authors also found that age moderates the relation between physical and spiritual potential and overload.Research limitations/implicationsHuman resource management (HRM) practitioners and supervisors need to consider the level of employee's individual resources, especially when dealing with older employees and their physical resources.Originality/valueThis study contributes to research on the causes of work overload perception by identifying the role of individual resources and employees' age, thereby indicating that taking care of those resources could be another way of preventing occupational burnout in demanding work conditions.

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Reducing the harmful effect of work overload on creative behaviour: Buffering roles of energy‐enhancing resources

Cited by 34 publications

References 88 publications

Knowledge-sharing efforts and employee creative behavior: the invigorating roles of passion for work, time sufficiency and procedural justice

Knowledge-sharing efforts and employee creative behavior: the invigorating roles of passion for work, time sufficiency and procedural justice

Reducing the Harmful Impact of Work Stress on Creativity? Buffering Model of Available Resources

The role of the employees' individual resources in the perception of the work overload

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