scholarly journals The relationship between proactive personality and creative behavior

2012 ◽  
Vol 25 (3) ◽  
pp. 607-632
Author(s):  
YoungSin Eun ◽  
TaeYong Yoo ◽  
HakSam Seo
Keyword(s):  
Goal Orientation ◽  
Supervisor Support ◽  
Proactive Personality ◽  
Moderating Effect ◽  
Creative Behavior ◽  
Learning Goal ◽  
Learning Goal Orientation ◽  
Creative Climate ◽  
Creative Self ◽  
The Relationship

The purposes of this study were to examine the influence of proactive personality on creative behavior, the mediating effect of learning goal orientation in the relationship between proactive personality and creative behavior, the moderating effect of creative self-efficacy in the relationship between proactive personality and learning goal orientation, the moderating effects of organizational creative climate and supervisor support for creativity in the relationship between learning goal orientation and creative behavior. Data were gathered from 330 employees who were working in one organization in Korea. To reduce the effect from the common method bias, the creative behavior was rated by others(three hundred and thirty peers, subordinates, and supervisors). As a result, learning goal orientation partially mediated the relationships between proactive personality and creative behavior. Creative self-efficacy moderated the relationship between proactive personality and learning goal orientation. Organizational creative climate moderated the relationship between learning goal orientation and creative behavior. Also supervisor support for creativity had a moderating effect between learning goal orientation and creative behavior. Finally, implication of results and future research tasks were discussed with limitations.

scholarly journals The effect of coaching leadership on contextual performance and creative behavior

2012 ◽  
Vol 25 (1) ◽  
pp. 195-213
Author(s):  
WonSik Ha ◽  
Jinkook Tak
Keyword(s):  
Goal Orientation ◽  
Contextual Performance ◽  
Future Research ◽  
Creative Behavior ◽  
Learning Goal ◽  
Learning Goal Orientation ◽  
Main Effect ◽  
Coaching Leadership ◽  
The Relationship

The purpose of this study was to examine the relationships among coaching leadership, contextual performance and creative behavior. Specifically, This study investigated not only the main effect of leader’s coaching leadership on subordinate's contextual performance and creative behavior, but also the role of organizational virtuousness and learning goal orientation on moderating these relationships. Survey was conducted to 250 employees working for 3 months at various korean companies. After elimination of inadequate data, 220 data were obtained for statistical analysis. Three steps of analysis procedures were carried out. First, factor analyses were conducted for identifying dimensions of coaching leadership, contextual performance, and organizational virtuousness. The results showed that factor structures of each of the variables were identical to those of previous studies. Second, the results of correlation analyses showed that coaching leadership was positively related to both contextual performance and creative behavior. Third, the results of hierarchial regression analyses showed that while organizational virtuousness moderated the relationship between coaching leadership and contextual performance, learning goal orientation did not moderated the relationship between coaching leadership and creative behavior. The implications and limitations of this study and the directions for future research were discussed on the basis of the results.

scholarly journals Impacts of Interpersonal Interaction on Creative Performance: The Moderating Effect of Goal Orientation

2021 ◽  
pp. 47-72
Author(s):  
Chao-Chan Wu ◽  
Fei-Chun Cheng ◽  
Wan-Yu Hsieh
Keyword(s):  
Goal Orientation ◽  
Moderating Effect ◽  
Interpersonal Interaction ◽  
Creative Performance ◽  
Performance Goal ◽  
Positive Effects ◽  
Learning Goal ◽  
Learning Goal Orientation ◽  
The Relationship ◽  
Performance Goal Orientation

Abstract This study adopted a social perspective to explore the relationships of interpersonal interaction on creative performance and the moderating effect of goal orientation based on the social exchange theory and social capital theory. Interpersonal interaction was divided into two types, expressive relations and instrumental relations. Goal orientation was differentiated as learning goal orientation and performance goal orientation. Creative performance was divided into three facets, namely creative thinking, creative proposals, and creative applications. Data were collected from research and development engineers. The results show that expressive relations have positive effects on all aspects of creative performance, whereas instrumental relations have positive effects on creative applications. Learning goal orientation moderates the relationship between instrumental relations and creative proposals. Performance goal orientation has moderating effects on the relationship between interpersonal relations (both expressive and instrumental) and creative performance. This study addresses a gap in research into types of interpersonal interaction and goal orientation as these relate to creative performance. Keywords: Interpersonal interaction, Goal orientation, Creative performance.

scholarly journals Proactive personality and training motivation among older workers

2015 ◽  
Vol 39 (8) ◽  
pp. 681-699 ◽  
Author(s):  
Ilaria Setti ◽  
Paola Dordoni ◽  
Beatrice Piccoli ◽  
Massimo Bellotto ◽  
Piergiorgio Argentero
Keyword(s):  
Goal Orientation ◽  
Older Workers ◽  
Proactive Personality ◽  
Learning Motivation ◽  
Content Type ◽  
Learning Goal ◽  
Learning Goal Orientation ◽  
Training Motivation ◽  
The Relationship ◽  
And Training

Purpose – This paper aims at examining the relationship between proactive personality and training motivation among older workers (aged over 55 years) in a context characterized by the growing ageing of the global population. First, the authors hypothesized that proactive personality predicts the motivation to learn among older workers and that this relationship is mediated by goal orientation. In particular, the authors hypothesized that learning goal orientation may mediate the relationship between proactive personality and learning motivation. Design/methodology/approach – The employees of an Italian bank completed an online questionnaire. AMOS 17 was used to carry out confirmatory factor analysis, and the SPSS macro was used to test the meditational model. Findings – The results confirmed both the hypotheses, demonstrating the influence of proactive personality on training motivation of older workers, as mediated by goal orientation and, in particular, by learning goal orientation. Practical implications – From an applicative point of view, this study may have implications for organizations that aim to increase the employability of older people by encouraging them to undertake more training. In particular, interventions aimed at increasing learning goal orientation could contribute in strengthening proactive personality that, in turn, may affect levels of training motivation. Originality/value – Even if proactive personality has already been found as a predictor of learning motivation, to the best of the authors’ knowledge, the present study demonstrates that the relationship between proactive personality and training motivation is mediated by goal orientation among older workers.

scholarly journals Supervisor Knowledge Sharing and Employee Knowledge Sharing: The Moderating Roles of Learning Goal Orientation and Affective Organizational Commitment

2021 ◽  
Vol 13 (8) ◽  
pp. 4176
Author(s):  
Seckyoung Loretta Kim
Keyword(s):  
Organizational Commitment ◽  
Knowledge Sharing ◽  
Goal Orientation ◽  
Social Exchange ◽  
Positive Relationship ◽  
Affective Organizational Commitment ◽  
Learning Goal ◽  
Learning Goal Orientation ◽  
High Level ◽  
The Relationship

Recognizing the importance of knowledge sharing, this study adopted social learning and social exchange perspectives to understand when employees may engage in knowledge sharing. Using data collected from 192 employees in various South Korean organizations, the findings demonstrate that there is a positive relationship between supervisor knowledge sharing and employee knowledge sharing. As employees perceive a high level of supervisor knowledge sharing, they are likely to engage in knowledge sharing based on social learning and social exchange theories. Furthermore, the study explores the moderating effects of learning goal orientation and affective organizational commitment in the relationship between supervisor knowledge sharing and employee knowledge sharing. The result supports the hypothesis that the relationship between supervisor knowledge sharing and employee knowledge sharing is strengthened when there is a high level of affective organizational commitment. Employees who obtain valuable knowledge from their supervisors are likely to engage in knowledge sharing when they are emotionally attached to their organization. However, in contrast to the hypothesis, the positive relationship between supervisor knowledge sharing and employee knowledge sharing was stronger at the lower levels of learning goal orientation (LGO) than at the higher levels of LGO.

scholarly journals Team Leaders Matter in Knowledge Sharing: A Cross-Level Analysis of the Interplay between Leaders’ and Members’ Goal Orientations in the Chinese Context

2018 ◽  
Vol 14 (4) ◽  
pp. 715-745 ◽  
Author(s):  
Jiamin Zhang ◽  
Yi Wang ◽  
Marina Yue Zhang
Keyword(s):  
Knowledge Sharing ◽  
Goal Orientation ◽  
Goal Orientations ◽  
Team Leaders ◽  
Team Members ◽  
Learning Goal ◽  
Learning Goal Orientation ◽  
Approach Orientation ◽  
And Performance ◽  
The Relationship

ABSTRACTThis article investigates the impact of cross-level interplay between team members’ and their leaders’ goal orientations (learning, performance approach, and performance avoidance) on knowledge sharing using samples from design teams in two companies in China. Our results show that team leaders’ learning goal orientation plays a critical moderating role. Specifically, team leaders’ learning goal orientation strengthens the positive relationship between team members’ learning orientation and knowledge sharing; positively moderates the relationship between team members’ performance approach orientation and knowledge sharing; and weakens the negative relationship between team members’ performance avoidance orientation and knowledge sharing. Team leaders’ performance approach orientation demonstrates a positive moderating effect when there is congruence between the performance approach orientation of leaders and members. Finally, team leaders’ performance avoidance orientation negatively moderates the relationship between team members’ learning and performance approach orientation on knowledge sharing. This research enhances our understanding of the conditions under which knowledge sharing occurs among team members, using the lens of Trait Activation Theory.

scholarly journals THE MEDIATING EFFECT OF PROACTIVE KNOWLEDGE SHARING AMONG TRANSFORMATIONAL LEADERSHIP, COHESION, AND LEARNING GOAL ORIENTATION ON EMPLOYEE PERFORMANCE

2021 ◽  
Vol 22 (2) ◽  
pp. 470-481
Author(s):  
Layaman Layaman ◽  
Pahlawansjah Harahap ◽  
Indi Djastuti ◽  
Aan Jaelani ◽  
Diana Djuwita
Keyword(s):  
Transformational Leadership ◽  
Data Collection ◽  
Knowledge Sharing ◽  
Goal Orientation ◽  
Employee Performance ◽  
Theoretical Models ◽  
Mediating Effect ◽  
Learning Goal ◽  
Learning Goal Orientation ◽  
The Relationship

The background of this study is based on the controversial relationship between transformational leadership and employee performance. Empirical and theoretical models resolve the controversy by building a new concept based on proactive knowledge sharing. The study established the influence of transformational leadership, cohesion and learning goal orientation on proactive knowledge sharing and employee performance. A total of 7 hypotheses were developed to solve the study problem, while purposive sampling was used in data collection. The respondents consisted of 6 employees of Sharia Banking in Indonesia. The SEM results indicate that five hypotheses were significant, while 2 were insignificant. Furthermore, proactive knowledge sharing strongly mediates the relationship between the studied variables. These results confirm the withdrawal of the new concept in improving employee performance.

Routinization, free cognitive resources and creativity: The role of individual and contextual contingencies

2018 ◽  
Vol 72 (2) ◽  
pp. 420-443 ◽  
Author(s):  
Heesun Chae ◽  
Jin Nam Choi
Keyword(s):  
Boundary Conditions ◽  
Goal Orientation ◽  
Task Complexity ◽  
Supervisor Support ◽  
Cognitive Resources ◽  
Manufacturing Companies ◽  
Learning Goal ◽  
Learning Goal Orientation ◽  
Use Of Resources ◽  
Conditional Indirect Effects

In job design and creativity literature, challenging and complex jobs drive individual creativity, whereas routinization impedes creative outcomes. This study challenges this prevailing view by exploring the intermediate psychological mechanism and boundary conditions enabling the potential benefits of routinization to foster creativity in organizations. Routinization economizes employees’ use of resources in performing tasks, thereby generating free cognitive resources that can be utilized for creative problem-solving. In addition, the effect of routinization on creativity, as mediated by free cognitive resources, is positively moderated by two boundary conditions: learning goal orientation of employees and supervisor support for creativity. Field data collected from 198 engineers and technicians and 56 supervisors working in manufacturing companies in South Korea confirm the moderated mediation hypotheses. The conditional indirect effects of routinization on creativity through free cognitive resources are significant and positive when the learning goal orientation of employees and supervisor support for creativity are high. These findings highlight the need for a balanced consideration of the ambivalent effects of task complexity and routinization on employee creativity along with further investigations on the contingencies of their effects.

The interaction of situational factors on individual factors and self-development

2020 ◽  
Vol 44 (4/5) ◽  
pp. 509-530 ◽  
Author(s):  
Muhammad Qamar Zia ◽  
Muhammad Naveed ◽  
Muhammad Adnan Bashir ◽  
Aamir Feroz Shamsi
Keyword(s):  
Goal Orientation ◽  
Proactive Personality ◽  
Situational Factors ◽  
Individual Factors ◽  
Job Autonomy ◽  
Content Type ◽  
Learning Goal ◽  
Learning Goal Orientation ◽  
Self Development ◽  
Relationship Of

Purpose Organizations are facing pressure to reduce costs of training and enhancing the role of self-development that is self-driven and contextual in nature as a means to supplement employee development. The purpose of this study is to investigate the influence of individual and situational factors on self-development as well as the moderating role of situational factors. Individual factors are referred to personal characteristics, i.e. learning goal orientation and proactive personality, while situational factors are environmental conditions, including job autonomy and empowering environment. Design/methodology/approach Data were gathered from 280 middle managers of the banking sector. Partial least squares structural equation modeling was conducted to validate the model. Findings The study findings revealed a significant direct relationship of individual (learning goal orientation and proactive personality) and situational (empowering environment and job autonomy) factors with self-development. The study also found only a significant moderating effect of empowering environment in relation to learning goal orientation and self-development, correspondingly job autonomy moderates the relationship of proactive personality and self-development. Practical implications The study concludes with offering some implication for organization to focus on self-development activities by providing an empowering environment and job autonomy to its employees, which will result to minimize the overall cost of training. Organizations should also identify the individual factors that lead to self-development like proactive personality and learning goal orientation. Originality/value This study gives new insight on the predictors of self-development and their interaction. This study may be a pioneer to empirically validate a theoretical model about the interaction of situational factors between individual factors and self-development. Furthermore, it contributes and advances our knowledge by demonstrating how individual and situational factors are influencing middle mangers’ self-development in workplace.

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