The Research on the Effects of Work-Family Support on Employees' Creativity

Wang, Yongli; Zhang, Zhiyu; He, Ying

doi:10.3724/sp.j.1041.2012.01651

Cited by 11 publications

(9 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…First, this paper investigated the two resource states of work–family conflict and work–family facilitation. Prior studies have explored the impact of work–family status on employees’ innovation activities from a single perspective of either work–family conflict or work–family facilitation ( Madjar et al, 2002 ; Halbesleben and Wheeler, 2008 ; Chen and Chiu, 2009 ; Wang et al, 2012 ; Yang and Hung, 2014 ; Jiayi et al, 2020 ). This study examined the relationship between work–family status and innovation and verified that there are differences in the impact of work–family conflict and facilitation on the innovation behavior of employees, thereby supplementing the literature on the work–family relationship.…”

Section: Discussionmentioning

confidence: 99%

“…Since it was first suggested that social factors affect creativity ( Abstein and Spieth, 2014 ), both Chinese and foreign scholars of the antecedents of creativity have begun to turn their attention toward social relations, although few of them have studied family relations ( Chen et al, 2009 ). If enterprises want to stimulate employees’ innovative behavior, they must make efforts in several ways and attach importance to the role of employees’ families ( Wang et al, 2012 ). For example, family harmony and family attitude toward their careers should be taken as selection criteria when employees enter the job.…”

Section: Discussionmentioning

confidence: 99%

See 1 more Smart Citation

How Work–Family Conflict and Work–Family Facilitation Affect Employee Innovation: A Moderated Mediation Model of Emotions and Work Flexibility

et al. 2022

View full text Add to dashboard Cite

This paper aims to verify the effects of work–family conflict and work–family facilitation on employee innovation in the digital era. Based on resource conservation theory, this study regards the work–family relationship as a conditional resource. Employees who are in a state of lack of resources caused by work–family conflict will maintain existing resources by avoiding the consumption of further resources to perform innovation activities; employees who are in a state of sufficient resources are more willing to invest existing resources to obtain more resources. In this study, 405 employees from enterprises in the Chinese provinces of Jiangsu, Anhui, Sichuan, and Guangdong, and in the municipality of Tianjin were selected as the research object. These enterprises are knowledge-based companies, and their employees frequently transfer knowledge at work. We collected questionnaires from the frontline employees of these companies. The results show that negative and positive emotions mediate the effect of work–family conflict and work–family facilitation on employee innovation. Moreover, work flexibility has a significant moderating effect on the mediating role of emotions between work–family facilitation and employee innovation behavior. In the digital era, when facing different work–family situations, employees need to pay attention to and dredge their negative emotions to avoid reducing their innovative behaviors due to self-abandonment; in parallel, they need to guide their positive emotions toward innovation, so as to promote their innovative consciousness and behavior. This paper expands the research perspective of employee innovation behavior.

show abstract

Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

How Work–Family Conflict and Work–Family Facilitation Affect Employee Innovation: A Moderated Mediation Model of Emotions and Work Flexibility

et al. 2022

View full text Add to dashboard Cite

show abstract

“…The second part of the questionnaire is Organizational Support. In the measurement of Organizational Support, this study mainly refers to the organizational support scale of Ling Wenquan et al (2006). The research results show that: compared with the western one-dimensional model, the three-dimensional model in this scale is more in line with the motivational effect of organizational support on employees under the background of Chinese culture.…”

Section: Participants Of the Study -mentioning

confidence: 94%

Organizational support, organizational justice and citizenship behavior in local applied universities in Anhui, China: Basis for employee performance improvement framework

Wang¹

2023

IJRSM

View full text Add to dashboard Cite

This paper explores the organizational support, organizational justice, and organizational citizenship behavior of university teachers in Anhui Province. Combined with the factors that affect the work enthusiasm of college teachers, an organizational management strategy that can effectively stimulate the work enthusiasm of college teachers is proposed to promote the formation of college teachers' organizational citizenship behavior. Specifically, this paper identifies organizational support from job support, value identification, and interest concern, uses distributive justice, procedural justice, and interactional justice to identify organizational justice, and identifies organizational citizenship from interpersonal help, personal initiative, personal effort, and loyal support. Behavior, tested for significant relationships among organizational support, organizational justice, and organizational citizenship behavior. This study mainly uses three research methods: literature research, questionnaire survey, and data analysis. First, use the literature research method to understand and be familiar with the theories and scales involved, design the questionnaire, and clarify the research ideas, research objectives, research framework, and data analysis methods. Then, distribute and collect questionnaires through Questionnaire Star. Finally, the questionnaire was analyzed using SPSS. After the analysis, it was concluded that the interviewed teachers in applied colleges and universities in Anhui Province agreed with the sub-dimensions of organizational support, organizational justice, and organizational citizenship behavior. Through regression analysis, it was found that there was a significant positive relationship between organizational support and organizational justice in applied colleges and universities in Anhui Province. Correlations, organizational support, and organizational justice have a significant positive correlation with organizational citizenship behavior respectively, so around the sub-dimensions of organizational support, organizational justice, and organizational citizenship behavior, positive and effective organizational management incentive strategies are proposed.

show abstract

“…Through surveys and interviews with employees in Chinese enterprises, Ling et al divided perceived organisational support into three dimensions: job support, value identification, and concerns about employee interests, at both work and personal levels. 18 Job support refers to the ability of the organisation to satisfy the needs of employees based on working conditions, and to provide appropriate professional assistance to enable them to reach their full potential. Value identification refers to companies respecting and recognising employees’ contributions to the organisation, and employees feeling honoured for their achievements.…”

Section: Theoretical Framework and Research Hypothesesmentioning

confidence: 99%

An Empirical Study on the Relationship Between Organisational Support and Unethical Pro-Organisational Behaviour of Medical Staff: The Mediation of Organisational Identification

Zhi,

Yijuan,

Jiahuan

et al. 2024

PRBM

View full text Add to dashboard Cite

Background Due to the particularity of the services provided by the medical industry, medical staff need to not only be proficient in their professional skills, but also pay attention to the cultivation of ethical qualities. However, at present, the performance-oriented management system of medical institutions, imbalanced allocation of medical resources, and other problems are likely to cause unethical pro-organisational behaviour (UPB) among medical staff. Objective To explore the causes of pro-organizational unethical behaviors among health care workers from the perspective of employee-organizational relationships and to investigate the mechanism of organizational support perception on pro-organizational unethical behaviors. Methods A multi-stage sampling method was used to assess 322 health care workers from several tertiary and above public hospitals in China, using the Sense of Organizational Support Scale, the Organizational Identity Scale and the Pro-Organizational Unethical Behavior Scale. Results All dimensions of perceived organisational support (job support, concerns about employee interests, and value identification) significantly positively predicted organisational identification and UPB (p < 0.05). Organisational identification significantly positively predicted UPB (p < 0.05), and partially mediated the relationship between all three dimensions of perceived organisational support and UPB. Conclusion Medical institutions in China could positively guide medical staff through professional training to effectively avoid their UPB. Digital technologies, such as internet platforms, can also be used to increase job support for medical staff from outside the organisation. The recognition of the contributions of medical staff could be strengthened to enhance their sense of social identity and social responsibility, which may help effectively reduce their UPB.

show abstract

The Research on the Effects of Work-Family Support on Employees' Creativity

Cited by 11 publications

References 0 publications

How Work–Family Conflict and Work–Family Facilitation Affect Employee Innovation: A Moderated Mediation Model of Emotions and Work Flexibility

How Work–Family Conflict and Work–Family Facilitation Affect Employee Innovation: A Moderated Mediation Model of Emotions and Work Flexibility

Organizational support, organizational justice and citizenship behavior in local applied universities in Anhui, China: Basis for employee performance improvement framework

An Empirical Study on the Relationship Between Organisational Support and Unethical Pro-Organisational Behaviour of Medical Staff: The Mediation of Organisational Identification

Contact Info

Product

Resources

About