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

Liu, Jie; Liu, Yaozhong

doi:10.4236/jss.2020.82006

Cited by 5 publications

(3 citation statements)

References 46 publications

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“…A recent meta-analysis found that “change in one or more of the organizational characteristics, namely, physical conditions, job demands, culture, structure or leadership leads to resistance to change by their workforce and development of stress” (Kumar and Pasumarthi, 2019, p. 10). Few researchers have examined the importance of social support in potentially mitigating the negative effects of change, yet research suggests that this important contextual factor impacts many individual work behaviors such as creativity (Liu and Liu, 2020), employee turnover intentions (Gerstner and Day, 1997); citizenship behaviors (Konovsky and Pugh, 1994; Reader et al , 2017); trust levels (Aryee et al , 2002); job satisfaction (Harris et al , 2009) and affective organizational commitment (Eisenberger et al , 2001). Proponents of contextual factors, specifically social exchange theory, consistently “demonstrate the key role that individual-to-individual interactions play in human behavior at work” (Wheeler et al , 2010, p. 183) (See also Cropanzano and Mitchell, 2005).…”

Section: Literature Review and Hypothesesmentioning

confidence: 99%

Understanding organizational change management: the role of micro and macro influences

Harden

Ford

Pattie

et al. 2020

LODJ

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PurposeIn response to external conditions, organizations yearn to gain a competitive edge during unremitting change. Recognizing the importance of managing change, researchers have aggressively investigated organizational change at the macro level. This research, however, argues that an employee's ability to cope with change is a function of both micro (individual) and macro (contextual) factors.Design/methodology/approachThe survey data were collected at an organization that was undergoing a significant internal change. Correlational and structural equation modeling techniques were used for data analysis.FindingsThe results suggest that individual differences (intolerance for ambiguity) and contextual factors (LMX, TMX receipts and TMX contributions) are important factors for understanding the ability to manage organizational change effectively. Additionally, it is argued that contextual factors not only have direct effects on coping with change but indirect effects through perceptions of work group effectiveness. Our results indicate that both micro and macro factors are important for understanding the ability to cope with and manage change.Research limitations/implicationsThe research leaves open some interesting questions around the role of contextual factors in coping with change, in addition to the interaction with individual differences.Practical implicationsMost sources discuss change as focused at the organizational level. Managers will be well served to understand that the degree to which employees cope effectively with change will be partly determined by the interaction of individual differences and the organizational and team level context.Originality/valueThis research extends our understanding of the relationship between social exchange relationships and how individuals cope with change in organizations and the mechanism by which that occurs.

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Section: Literature Review and Hypothesesmentioning

confidence: 99%

Understanding organizational change management: the role of micro and macro influences

Harden

Ford

Pattie

et al. 2020

LODJ

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“…Existing studies have mainly explained the internal mechanisms underlying the effects of role ambiguity on creativity from the perspectives of destroying intrinsic motivation [ 21 ], consuming individual resources [ 22 ], or developing negative work attitudes [ 11 , 18 ]. However, these explanatory mechanisms are mainly used to explain the harmful effects of role ambiguity and cannot explain the positive relationship between role ambiguity and creativity.…”

Section: Introductionmentioning

confidence: 99%

The Relationship between Role Ambiguity and Workers’ Creativity during the COVID-19 Pandemic in China

Zhang

Hong²,

Smith

2022

IJERPH

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Job role ambiguity is becoming more and more common due to the increase in telecommuting caused by the COVID-19 epidemic. In order to understand the internal mechanism of the association between role ambiguity and creativity, this study examined it in the context of the Demands–Resources–Individual Effects (DRIVE) model. Participants were employees from all walks of life in mainland China, with a total of 437 valid data. The results showed that role ambiguity had no significant direct effect on creativity but exerted a negative effect on creativity through the chain mediating effect of affective rumination and perceived stress. A good relationship with a supervisor helped employees reduce their affective rumination when faced with the pressure of role ambiguity. The results show that how employees perceive role ambiguity plays an essential role in determining the potency of the after-effect of role ambiguity. Resources from supervisors can help reduce the negative perception of ambiguous roles.

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“…engagement(Song et al,2020), work domain-related factors organizational climate(Liu and Liu 2020), leadership style (Tian et al,2017), and non-work domain-related factors work-family conflict(Choi et al 2018).Innovative work behavior is intentional individual behavior for the introduction and application, in a role, group or organization of ideas, processes, products or procedures, is something new for the unit concerned, designed to significantly benefit individuals, groups, organizations or society wider. The definition of innovative work behavior is the process of generating, introducing and implementing new ideas in order to benefit the organization or group.…”

mentioning

confidence: 99%

Work Family Conflict, Job Stress and Employee Engagement on Innovation Work Behavior: Mediating Roles of Career Adaptability

Nurcholidah,

Haryono,

Sunaryo

et al. 2023

J. of Law and Sust. Develop.

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Objective: The purpose of this article is to identify the effect of Work Family Conflict, Job stress and employee engagement on innovation work behavior mediating by career adaptability according to conservation of resources theory. Theoretical framework: Women's emancipation in Indonesian is related to work regarding the multiple roles experienced by women at work. on the one hand women have a desire to work outside the home, but on the other hand they have responsibilities in managing the household. Work family conflict is interesting to study because of inconsistent findings on the effect of work family conflict on innovative work behavior. Research by Xu et al. (2022) said that work family conflict has a negative and significant effect on employee innovative behavior. However, research (Choi et al. 2018) found a direct positive effect of Work Family Conflict on innovative behavior. Then the mediating variable is needed to confirm a clearer relationship between work family conflict on work behavior innovation. Therefore, in this study is to expand career adaptability as a mediating variable to link the relationship. Method: This study is a quantitative study that collected 426 valid samples from married female nurses from five hospitals in Indonesia, makes use of Smart PLS Software 3.0 is used to verify the proposed hypothesis. Results and conclusion: The findings a practical perspective, career adaptability plays a mediating role between work family conflict, job stress on innovation work behavior but career adaptability not mediating role between employee engagement on innovation work behavior. Implications of the research: This has implications for continuing (X. Wang, Zhang, and Chun 2021) research to focus on the development of work-family conflict, in order to enrich the research scale and relevant findings regarding work-family conflict and career adaptation using COR theory.

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

Cited by 5 publications

References 46 publications

Understanding organizational change management: the role of micro and macro influences

Understanding organizational change management: the role of micro and macro influences

The Relationship between Role Ambiguity and Workers’ Creativity during the COVID-19 Pandemic in China

Work Family Conflict, Job Stress and Employee Engagement on Innovation Work Behavior: Mediating Roles of Career Adaptability

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