When is pay for performance related to employee creativity in the Chinese context? The role of guanxi HRM practice, trust in management, and intrinsic motivation

Supervisor enhances their subordinates’ level of creativity to provide the latest insights into intrinsic motivation. Therefore, demonstrating the other site in which pay for performance decisions are controlled by the HR department through individual interaction with increasing (PFP) pay for performance and employee creativity (CR). By utilizing the sample size of 250 questionnaires out of which 206 were completed from Lahore, the city of Pakistan. We establish that the consequence of (PFP) on creativity was invariantly mediating by intrinsic motivation in such a way that both mediator or moderator, PFP had stronger positive effects on creativity. Findings show that regression, mediation and moderation analysis the actual best fit was a PFP model and the Cronbach's alpha values show higher reliability and consistency of values & all variables are very highly correlated to each other. Future study is needed for testing the scale with different cultures and different organizations. Furthermore, intrinsic motivation, as enhanced by trust in management, moderating this mediating effect of PFP on creativity. In addition, the regression path analysis exposed that intrinsic motivation mediated the moderated effect among PFP, trust in management, and creativity. The findings of the current study shed light on the processes and conditions under which, PFP may promote creativity.

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Intrinsic Rewards for Creativity and Employee Creativity to the Mediation Role of Knowledge Sharing and Intrinsic Motivation

Education Research International ◽

10.1155/2021/6464124 ◽

2021 ◽

Vol 2021 ◽

pp. 1-15

Author(s):

Sayed Sami Muzafary ◽

Muhammad Naim Wahdat ◽

Mudassir Hussain ◽

Bonga Mdletshe ◽

Shouket Ahmad Tilwani ◽

...

Keyword(s):

Intrinsic Motivation ◽

Knowledge Sharing ◽

Idea Generation ◽

Employee Creativity ◽

Intrinsic Rewards ◽

Mediating Role ◽

The One ◽

Matched Data ◽

The Relationship

The purpose of this research is to examine the mediating role of knowledge sharing and intrinsic motivation on the relationship between intrinsic rewards for creativity and employee creativity and furthermore explore the mediating role of intrinsic motivation on the relationship between intrinsic rewards for creativity and knowledge sharing. A total of 400 matched data were collected from employees and their immediate supervisors of four public universities in Afghanistan. The results revealed that knowledge sharing and intrinsic motivation mediated the linkage between intrinsic rewards for creativity and employee creativity, which comprises idea generation. The results have shown that the relationship between intrinsic rewards for creativity and knowledge sharing is mediated by intrinsic task motivation. The current research contributes to the employee creativity literature by empirically examining the mediating role of knowledge sharing and intrinsic motivation in the relationship between intrinsic rewards for creativity and employee creativity in the one hand and the mediating role of intrinsic motivation in the relationship between intrinsic rewards for creativity and employee creativity in other.

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Psychological empowerment and employees' creativity in Vietnam telecommunications enterprises: the mediating role of creative process engagement and intrinsic motivation

International Journal of Emerging Markets ◽

10.1108/ijoem-01-2021-0080 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Thi Phuong Linh Nguyen ◽

Hau Xuan Doan

Keyword(s):

Factor Analysis ◽

Intrinsic Motivation ◽

Creative Process ◽

Psychological Empowerment ◽

Employee Creativity ◽

Content Type ◽

Mediating Role ◽

Positive Direct ◽

The Relationship

PurposeThe objective of this study is to investigate the relationship between psychological empowerment and employee creativity with the mediating role of creative process engagement and intrinsic motivation by testing the research model.Design/methodology/approachData were collected from in-depth interviews and surveys of 420 Vietnamese telecommunications enterprises employees. To test models and hypotheses, the collected data has been processed through Cronbach's alpha analysis, exploratory factor analysis (EFA), confirmatory factor analysis (CFA) and structural equation modeling (SEM) using SPSS 22.0 and AMOS 24.0 tools.FindingsThe results confirm that psychological empowerment has a positive direct and indirect relationship through creative process engagement and intrinsic motivation with employee creativity.Research limitations/implicationsThe main limitation of this paper is that a full study of the impact of leadership style on psychological empowerment and psychological empowerment to employee creativity should be conducted in the future at Vietnamese telecommunications enterprises.Practical implicationsTelecommunications enterprises managers who want to stimulate employee creativity need to pay attention to empowering workers and creating conditions for them to participate in the creative process when doing work.Originality/valueThe main contribution of this research is to apply theories of psychological empowerment, self-determination and composition theory of creativity to understand the relationship between psychological empowerment, creative process engagement, intrinsic motivation and employee creativity of telecommunications enterprises employees in the context of a developing country in Asia.

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