How Leaders’ Transparent Behavior Influences Employee Creativity: The Mediating Roles of Psychological Safety and Ability to Focus Attention

2016 ◽  
Vol 24 (3) ◽  
pp. 335-344 ◽  
Author(s):  
Han Yi ◽  
Po Hao ◽  
Baiyin Yang ◽  
Wenxing Liu
Keyword(s):  
Survey Data ◽  
Positive Relationship ◽  
Field Survey ◽  
Psychological Safety ◽  
Focus Attention ◽  
Employee Creativity ◽  
Practical Implications

The present study examines whether and why leaders’ transparent behavior influences employee creativity. Field survey data from 51 teams and 199 employees in a large IT company located in China showed that both psychological safety and ability to focus attention mediated the positive relationship between leaders’ transparent behavior and employee creativity. Furthermore, leaders’ transparent behavior was found to be positively related to employee psychological safety, which in turn affected employee ability to focus attention and creativity. Finally, theoretical and practical implications were discussed.

Debiasing as a powerful management accounting tool? Evidence from German firms

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Niklas Kreilkamp ◽  
Maximilian Schmidt ◽  
Arnt Wöhrmann
Keyword(s):  
Survey Data ◽  
Cognitive Biases ◽  
Management Accounting ◽  
Psychological Safety ◽  
Content Type ◽  
Lab Experiments ◽  
Research Questions ◽  
Cognitive Decision ◽  
Practical Implications

Purpose The purpose of this paper is to investigate if and how firms approach debiasing and what determines its success. In particular, this study examines if debiasing is effective in reducing cognitive decision biases. This paper also investigates organizational characteristics that determine the effectiveness of debiasing. Design/methodology/approach This study uses survey data from German firms to answer the research questions. Target respondents are individuals in a senior management accounting function. Findings In line with the hypotheses, this paper finds that debiasing can reduce cognitive biases. Moreover, this study finds that psychological safety not only directly influences the occurrence of cognitive biases but is also an important factor that determines the effectiveness of debiasing. Research limitations/implications This paper provides evidence that debiasing can serve as a powerful management accounting tool and discusses debiasing in the context of recent management accounting literature. This study also adds to the stream of research that investigates the role of psychological safety in organizations by highlighting its importance for successful debiasing. Practical implications This paper informs firms that use or intend to use debiasing about crucial determinants to consider when debating its implementation, i.e. psychological safety. This study also identifies risk management as a potential interface for the implementation of systematic debiasing. Originality/value While previous research primarily addresses specific cognitive biases and debiasing mechanisms using lab experiments, this is – to the best of the knowledge – the first study investigating cognitive biases and debiasing on a broad conceptual level using survey data.

Review of Commitment Theories and Models: Application to an Emerging Profession

2020 ◽  
pp. 1-14
Author(s):  
Dr. Lynn Spellman White
Keyword(s):  
Survey Data ◽  
Human Resource ◽  
Professional Commitment ◽  
Accounting Profession ◽  
Research Project ◽  
Study Results ◽  
Practical Implications

The purpose of this research project is to explore if traditional explanations of organizational and professional commitment and conflict, which have been developed through research of older and more established professions such as the Accounting profession, also apply to the Human Resource profession. Survey data gathered from HR practitioners are used to examine the correlates of organizational and professional commitment and conflict. Study results indicate the models explain a significant portion of the variation in both organizational and professional commitment, and that the two types of commitment have different antecedent factors. Results also indicate that organizational and professional conflict is lowest when both levels of organizational and professional commitment are high. Theoretical and practical implications are discussed.

Organization-Based Self-Esteem Affects Employees' Exchange Relationship Perceptions and Extrarole Behavior

2016 ◽  
Vol 44 (3) ◽  
pp. 509-517 ◽  
Author(s):  
Yanhan Zhu
Keyword(s):  
Social Exchange ◽  
Positive Relationship ◽  
Mainland China ◽  
Negative Relationship ◽  
Self Esteem ◽  
Moderating Effect ◽  
Exchange Relationship ◽  
Significant Positive Relationship ◽  
Significant Negative Relationship ◽  
Practical Implications

The 2 types of exchange relationship perceptions—social exchange relationship perceptions (SERPs) and economic exchange relationship perceptions (EERPs)—constitute the primary concept for understanding individual behavior in the workplace. Using a sample of 581 employees from Mainland China, I explored the effects of SERPs and EERPs on employee extrarole behavior (ERB), as well as the moderating effect of organization-based self-esteem (OBSE) on the relationships between SERPs and ERB, and between EERPs and ERB. The results revealed a significant positive relationship between SERPs and ERB, a significant negative relationship between EERPs and ERB, and a significant moderating effect for OBSE. Theoretical and practical implications of these findings are discussed.

Workplace fun and employee creativity: The mediating role of psychological safety

2020 ◽  
Vol 48 (11) ◽  
pp. 1-7
Author(s):  
Guodong Yang
Keyword(s):  
Work Environment ◽  
Psychological Safety ◽  
Employee Creativity ◽  
Mediating Role ◽  
Workplace Fun ◽  
Indirect Relationship ◽  
Positive Effect

I proposed a model to explain how workplace fun is effective in facilitating employee creativity, with a focus on the mediating role of psychological safety in this relationship. Participants comprised 269 employees of hotels in China. Results show that workplace fun had a direct, significantly positive effect on employee creativity, as well as an indirect relationship through the mediator of psychological safety. These findings show that a fun work environment helps to enhance employee creativity. Thus, it is beneficial for managers of organizations to create a fun work environment, and they should also consider employees' sense of psychological safety when allowing employees to have fun at work.

Audit Senior Modeling Fallibility: The Effects of Reduced Error Strain and Enhanced Error-Related Self-Efficacy on Audit Juniors' Responses to Self-Discovered Errors

2019 ◽  
Vol 31 (2) ◽  
pp. 17-30 ◽  
Author(s):  
Craig Emby ◽  
Bin Zhao ◽  
Jost Sieweke
Keyword(s):  
Survey Data ◽  
Self Efficacy ◽  
Direct Relationship ◽  
Positive Association ◽  
Accounting Firms ◽  
Big 4 ◽  
The Relationship ◽  
Practical Implications

ABSTRACT This paper examines the relationship between audit seniors discussing their own experiences with committing and correcting errors (modeling fallibility), and audit juniors' thinking about errors and error communication (openly discussing their own self-discovered errors). The paper investigates the direct relationship between senior modeling fallibility and juniors' responses, and whether the relationship is mediated through error strain and error-related self-efficacy. Survey data from 266 audit juniors from two Big 4 Canadian accounting firms showed a direct positive association between audit senior modeling fallibility and audit juniors' thinking about errors, and error communication. This relationship is positively mediated through error-related self-efficacy. We also found that the relationship is mediated by error strain. However, although audit senior modeling fallibility was associated with reduced error strain, error strain was positively related to both thinking about errors and error communication, contrary to our hypothesis. The paper discusses the theoretical and practical implications of these results.

Contrasting profiles of product returners and keepers

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dong Hwan Lee
Keyword(s):  
New York ◽  
Household Income ◽  
Field Survey ◽  
Survey Study ◽  
Content Type ◽  
Demographic Profiles ◽  
Post Purchase ◽  
Practical Implications ◽  
Insight Into ◽  
Study Offer

Purpose This paper aims to investigate whether the consumers who return a product and those who end up keeping a product after experiencing post-purchase dissonance (PPD) possess distinct underlying characteristics. Design/methodology/approach Field survey study consisting of two separate surveys conducted with consumers of New York City and neighboring areas of New York and New Jersey. Findings Product returners and keepers exhibited disparate demographic profiles regarding gender and household income, along with ethnicity to some extent. The two groups also exhibited different predispositions with regard to confidence in the purchase decision and expectations about their purchase. Finally, returners and keepers were engaged in divergent thoughts, feelings and activities to cope with PPD. Practical implications The findings of this study offer marketing practitioners new knowledge and insight into understanding product returners and keepers and will assist them in developing strategies to reduce and manage increasing product returns by consumers more effectively. Originality/value This study is the first to present empirical evidence that product returners and keepers have distinct profiles of demographic characteristics and predispositions toward purchase. The study also has found divergent PPD coping strategies used by the two types of consumers, which exposes an obsolete understanding of PPD in the marketing literature.

How do Chinese employees respond to leader bottom-line mentality? A conservation of resources perspective

2021 ◽  
Vol 49 (3) ◽  
pp. 1-11
Author(s):  
Wenhai Wan ◽  
Danni Zhang ◽  
Xiayi Liu ◽  
Kaijie Jiang
Keyword(s):  
Emotional Exhaustion ◽  
Positive Relationship ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Bottom Line ◽  
Wave Data ◽  
Chinese Companies ◽  
Employee Silence ◽  
Indirect Relationship ◽  
Practical Implications

Using conservation of resources theory as a framework, we proposed that in Chinese organizations, leader bottom-line mentality (BLM) would promote employee silence via emotional exhaustion. We also examined employee conscientiousness as a moderator of this indirect relationship. We collected three-wave data from 325 employees in four Chinese companies. Results show that leader BLM was positively related to employee silence, and employee emotional exhaustion mediated the positive relationship between leader BLM and employee silence. In addition, employee conscientiousness served as a first-stage moderator, such that the indirect relationship between leader BLM and employee silence via employee emotional exhaustion was significant and positive only when employee conscientiousness was low. Theoretical and practical implications are discussed.

Study of Pakistan manufacturing workers shows entrepreneurial leadership is the key to developing creativity

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Psychological Empowerment ◽  
Manufacturing Sector ◽  
Psychological Safety ◽  
Time Interval ◽  
Entrepreneurial Leadership ◽  
Employee Creativity ◽  
Content Type ◽  
Entrepreneurial Skills ◽  
Final Sample ◽  
Training Programmes

Purpose The main was to investigate the effect of entrepreneurial leadership on employee creativity and the mediating influence of psychological empowerment and psychological safety. Design/methodology/approach Data were collected from the manufacturing sector in Pakistan, including textile, chemical and automobile industries. Questionnaires had three parts, one for managers and two for employees. The researchers collected data in three phases with a one-month time interval. First, employees rated statements about entrepreneurial leadership behaviours. Then, employees rated statements about psychological empowerment and psychological safety. Finally, managers rated statements related to employees’ creativity. The final sample comprised of 54 leaders and 280 employees. Findings Results showed that entrepreneurial leadership inspired employee creativity. In addition, psychological empowerment and psychological safety mediated the relationship between entrepreneurial leadership and employee creativity. Originality/value The study has practical implications. Organizations should hire managers with the entrepreneurial skills to inspire creativity. Leaders should also stress the value of the employee’s work by sharing organisational goals, as well as directing employees when tasks are complex. Meanwhile, organizations need to develop training programmes to help managers to improve their leadership skills. Entrepreneurial leaders can inspire employees by modelling behaviours, which will be psychologically empowering and ensure employees feel secure enough to be creative.

Flow-Field Survey Data

2018 ◽  
pp. 363-373
Author(s):  
Allen E. Winkelmann
Keyword(s):  
Flow Field ◽  
Survey Data ◽  
Field Survey
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