Personal Accomplishment, Mentoring, and Creative Self-Efficacy as Predictors of Creative Work Involvement: The Moderating Role of Positive and Negative Affect

2016 ◽  
Vol 151 (2) ◽  
pp. 148-170 ◽  
Author(s):  
Hyejin Bang ◽  
Thomas G. Reio
Keyword(s):  
Negative Affect ◽  
Self Efficacy ◽  
Personal Accomplishment ◽  
Positive And Negative Affect ◽  
Creative Work ◽  
Work Involvement ◽  
Creative Self ◽  
Moderating Role

Organizational identification and employees’ innovative behavior: the mediating role of work engagement and the moderating role of creative self-efficacy

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Guangning Zhang ◽  
Yingmei Wang
Keyword(s):  
Work Engagement ◽  
Organizational Identification ◽  
Self Efficacy ◽  
Innovative Behavior ◽  
Content Type ◽  
Mediating Role ◽  
Creative Self ◽  
The Relationship ◽  
Moderating Role

Purpose This study aims to investigate the effect of organizational identification to employees’ innovative behavior, the mediating role of work engagement and the moderating role of creative self-efficacy in the relationship between organizational identification and employees’ innovative behavior. Design/methodology/approach This study adopted questionnaires to gather data. The sample of 289 employees working in diverse organizations in China was applied to examine the hypotheses. Findings The results indicates that organizational identification is positively related to employees’ innovative behavior and work engagement mediates the relationship between organizational identification and employees’ innovative behavior. In addition, creative self-efficacy enhances the relationship of work engagement and employees’ innovative behavior. Originality/value This study builds a system from psychological aspect to behavior, which includes the effect of individual cognition to explain the mechanism of organizational identification on employees’ innovative behavior.

Joint effects of creative self-efficacy, positive and negative affect on creative performance

2016 ◽  
Vol 10 (4) ◽  
pp. 726-745 ◽  
Author(s):  
Tomas G. Thundiyil ◽  
Dan S. Chiaburu ◽  
Ning Li ◽  
Dave T. Wagner
Keyword(s):  
Negative Affect ◽  
Positive Affect ◽  
Self Efficacy ◽  
Positive Influence ◽  
Positive And Negative Affect ◽  
Creative Performance ◽  
Content Type ◽  
Negative Affects ◽  
Creative Self ◽  
Positive And Negative Affects

Purpose The purpose of this study is to test a model connecting Chinese employees’ positive and negative affect and creative self-efficacy with supervisor-rated creative performance in Chinese business. Building on the cognitive tuning theory, this paper answers several calls for research to examine the joint effects of positive and negative affects on creative performance in the China business environment. Design/methodology/approach The participants were drawn from one of the largest petrochemical companies in China. We drew 459 leader-subordinate dyads across different jobs situated in multiple divisions to complete our surveys. The authors used hierarchical linear modeling to test the hypotheses. Findings The findings suggest that creative self-efficacy has a positive influence on creative performance during low PA scenarios. The authors also demonstrated that for employees in China, creative self-efficacy has a positive influence on creativity when employees experience both low levels of positive affect and high levels of negative affect. Originality/value As the findings suggest, Chinese employees who experience positive affect may engage in heuristic, top-down cognitive processes. Furthermore, findings from the present study also serve to extend the scope of the cognitive tuning model by testing the informational roles of positive and negative affects in self-regulatory processes rather than focusing directly on the main effects of employee affect. An important finding in this study is the three-way interaction indicating that individuals experiencing low positive affect and high negative affect will see a strong connection between creative self-efficacy and creative performance.

scholarly journals The Antecedents and Consequences of Psychological Safety in Airline Firms: Focusing on High-Quality Interpersonal Relationships

2020 ◽  
Vol 17 (7) ◽  
pp. 2187 ◽  
Author(s):  
Kwang-Ho Lee ◽  
Sunghyup Sean Hyun ◽  
Haeik Park ◽  
Kwangyong Kim
Keyword(s):  
Factor Analysis ◽  
Interpersonal Relationships ◽  
Self Efficacy ◽  
Psychological Safety ◽  
Equation Modeling ◽  
Creative Work ◽  
High Quality ◽  
Convenience Sample ◽  
Work Involvement ◽  
Creative Self

A comprehensive review of the literature on service creativity revealed the necessity to expand the line of creativity-based research in the service-driven industry. It also called for the creation of a survey instrument that entails high-quality interpersonal relationships, psychological safety, and learning from failures, by including two creativity-related constructs, namely, creative self-efficacy and employees’ creative work involvement to the model. The current study aimed; (a) to assess the validity and reliability of measurement models; and (b) to empirically examine the integrated proposed model consisting of salient constructs. A convenience sample of 341 airline employees responded to a self-report questionnaire that was developed using the steps of researchers’ in a comprehensive literature review and refined based on the feedback provided by a panel of five professionals who had worked in airline firms. The resultant data were subjected to exploratory factor analysis (EFA), confirmatory factor analysis (CFA), second-order CFA, and structural equation modeling (SEM) using version 23.0 of AMOS. The results showed that high-quality interpersonal relationships positively influenced psychological safety, which in turn, positively influenced learning from failures and creative self-efficacy. Further, learnings from failures positively influenced creative self-efficacy but not employees’ creative work involvement. Finally, both psychological safety and creative self-efficacy positively influenced employees’ creative work involvement. These findings have significant implications for human resource management practices that aim to promote the creative involvement of airline employees.

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