scholarly journals Examining the Effects of Individual's Polychronicity and Supervisor's Management Style on Creative Self-Efficacy

2021 ◽  
Author(s):  
◽  
Xiaofang Ma
Keyword(s):  
Environmental Factors ◽  
Risk Taking ◽  
Self Efficacy ◽  
Management Style ◽  
Organisational Structure ◽  
Creative Performance ◽  
Government School ◽  
Structure Interaction ◽  
Research Findings ◽  
Creative Self

<p>This research focuses on the area of individuals' creative self-efficacy studies in the workplace. Creative self-efficacy is the self belief of whether one has the capacity to perform the job creatively. In the literature, it has been established as an important factor affecting individual's creative performance. However, studies on the variables which can affect creative self-efficacy are rare. The objectives of this research are to examine whether individual polychronicity can affect creative self-efficacy; whether supervisors' supportive and non-controlling management style can influence creative self-efficacy; and whether organisational environmental factors (organisational structure, interaction with co-workers, risk-taking orientation, and a trusting and caring atmosphere) can impact creative self-efficacy. This research argues that supervisory management style can affect organisational environmental factors. Paper questionnaires and web-based surveys were conducted among 123 post-experienced students from Victoria Management School, School of Government, School of Information Management, and Centre for Continuing Education in Victoria University of Wellington. The research findings suggest that individual polychronicity, supervisory management style, interaction with co-workers and risk-taking orientation are significantly associated with individuals' creative self-efficacy at workplace. As expected, supervisory management style is significantly correlated with organisational structure, interaction with co-workers, risk-taking orientation, and a trusting and caring atmosphere. The results also show that factors like individualistic/collectivistic culture and the appointment of people in the management/non-management position can affect creative self-efficacy. Theoretically, this research has contribution to the creative self-efficacy and creative performance studies, polychronicity studies and "fit" theory between employees and organisational environment. Practically, organisations that want employees to have high creative self-efficacy may recruit polychronic individuals, provide positive creative environment, and encourage supervisors to have supportive and non-controlling management styles.</p>

scholarly journals Examining the Effects of Individual's Polychronicity and Supervisor's Management Style on Creative Self-Efficacy

2021 ◽  
Author(s):  
◽  
Xiaofang Ma
Keyword(s):  
Environmental Factors ◽  
Risk Taking ◽  
Self Efficacy ◽  
Management Style ◽  
Organisational Structure ◽  
Creative Performance ◽  
Government School ◽  
Structure Interaction ◽  
Research Findings ◽  
Creative Self

<p>This research focuses on the area of individuals' creative self-efficacy studies in the workplace. Creative self-efficacy is the self belief of whether one has the capacity to perform the job creatively. In the literature, it has been established as an important factor affecting individual's creative performance. However, studies on the variables which can affect creative self-efficacy are rare. The objectives of this research are to examine whether individual polychronicity can affect creative self-efficacy; whether supervisors' supportive and non-controlling management style can influence creative self-efficacy; and whether organisational environmental factors (organisational structure, interaction with co-workers, risk-taking orientation, and a trusting and caring atmosphere) can impact creative self-efficacy. This research argues that supervisory management style can affect organisational environmental factors. Paper questionnaires and web-based surveys were conducted among 123 post-experienced students from Victoria Management School, School of Government, School of Information Management, and Centre for Continuing Education in Victoria University of Wellington. The research findings suggest that individual polychronicity, supervisory management style, interaction with co-workers and risk-taking orientation are significantly associated with individuals' creative self-efficacy at workplace. As expected, supervisory management style is significantly correlated with organisational structure, interaction with co-workers, risk-taking orientation, and a trusting and caring atmosphere. The results also show that factors like individualistic/collectivistic culture and the appointment of people in the management/non-management position can affect creative self-efficacy. Theoretically, this research has contribution to the creative self-efficacy and creative performance studies, polychronicity studies and "fit" theory between employees and organisational environment. Practically, organisations that want employees to have high creative self-efficacy may recruit polychronic individuals, provide positive creative environment, and encourage supervisors to have supportive and non-controlling management styles.</p>

scholarly journals CREATIVE PERFORMANCE: DAMPAK WORK ENVIRONMENT DAN CREATIVE SELF-EFFICACY (Studi Kasus di PT. Putra Mojo Maju Jaya Abadi

2020 ◽  
Vol 11 (2) ◽  
pp. 282-299
Author(s):  
Sesilya Kempa ◽  
Stephen Eric
Keyword(s):  
Work Environment ◽  
Self Efficacy ◽  
Partial Least Square ◽  
Least Square ◽  
Creative Performance ◽  
Purposive Sampling ◽  
Creative Self

Penelitian ini bertujuan untuk menganalisis dampak work environment (WE) terhadap creative performance (CP) melalui mediasi creative self-efficacy (CSE) karyawan PT. Putra Mojo Maju Jaya Abadi. Jenis penelitian ini termasuk dalam jenis penelitian kuantitatif. Sampel yang digunakan adalah sebanyak 67 responden dengan teknik purposive sampling. Proses perhitungan dan analisis penelitian menggunakan progam aplikasi software Partial Least Square (PLS). Metode pengumpulan data penelitian dilakukan dengan penyebaran kuisioner dengan menggunakan skala likert lima poin sebagai alat ukur. Hasil penelitian menunjukkan bahwa kualitas lingkungan kerja akan mempengaruhi tingginya efikasi diri kreatif yang selanjutnya akan mempengaruhi kreativitas seseorang dalam bekerja. Namun kualitas lingkungan kerja tidak mempengaruhi langsung creative performance seseorang.

The curvilinear relationship between within-person creative self-efficacy and individual creative performance: the moderating role of approach/avoidance motivations

2020 ◽  
Vol 49 (9) ◽  
pp. 2073-2091
Author(s):  
Ci-Rong Li ◽  
Yanyu Yang ◽  
Chen-Ju Lin ◽  
Ying Xu
Keyword(s):  
Self Efficacy ◽  
Self Regulation ◽  
Curvilinear Relationship ◽  
Creative Performance ◽  
Content Type ◽  
Avoidance Motivation ◽  
Level Model ◽  
Approach Avoidance ◽  
Creative Self

PurposeThis research adopts a dynamic self-regulation framework to test whether there is a curvilinear relationship between creative self-efficacy and individual creative performance at the within-person level. Furthermore, to establish a boundary condition of the predicted relationship, the authors build a cross-level model and examine how approach motivation and avoidance motivation moderate the complex relationship between creative self-efficacy and individual creative performance.Design/methodology/approachTo obtain results from a within-person analysis, the authors collect multi-source data from 125 technicians who provided monthly reports over an 8-month period.FindingsThe authors find evidence of an inverted U-shaped relationship between creative self-efficacy and individual creative performance at the within-person level and differential moderating effects of approach/avoidance motivations.Originality/valueThis study is one of the first to challenge the assumption that creative self-efficacy always has a positive linear relationship with creativity. It provides a more complete view of the complex pattern between creative self-efficacy and creativity at the within-person level.

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.

Creative self-efficacy and creative performance: Understanding the underlying mechanisms

2018 ◽  
Vol 2018 (1) ◽  
pp. 10208 ◽  
Author(s):  
Fred Ochieng Walumbwa ◽  
Amanda Christensen-Salem ◽  
I-Chieh Hsu ◽  
Everlyne Misati
Keyword(s):  
Self Efficacy ◽  
Creative Performance ◽  
Underlying Mechanisms ◽  
Creative Self

scholarly journals Proactive Personality and Creative Performance: Mediating Roles of Creative Self-Efficacy and Moderated Mediation Role of Psychological Safety

2021 ◽  
Vol 13 (22) ◽  
pp. 12517
Author(s):  
Suk Bong Choi ◽  
S.M. Ebrahim Ullah ◽  
Seung-Wan Kang
Keyword(s):  
Self Efficacy ◽  
Large Scale ◽  
Positive Relationship ◽  
Psychological Safety ◽  
Underlying Mechanism ◽  
Proactive Personality ◽  
Future Research ◽  
Creative Performance ◽  
Creative Self

Previous research has suggested that employees’ proactive personality can enhance their creative performance. However, studies that address the underlying mechanism of the effect of proactive personality on creative performance have been scarce. Additionally, contextual factors that could serve as useful conditions have received insufficient academic attention. Therefore, the present study proposed that creative self-efficacy serves as a mediator and psychological safety serves as a moderator in the positive relationship between employees’ proactive personality and their creative performance. The results of a large-scale survey revealed that a proactive personality was positively associated with creative performance. Furthermore, we found that the positive relationship between a proactive personality and creative performance was positively mediated by creative self-efficacy and further strengthened by psychological safety. Additionally, we found that psychological safety influenced the mediating role of creative self-efficacy in the link between employees’ proactive personality and creative performance. We have discussed theoretical and practical implications with future research directions.

DIRECT AND INDIRECT EFFECTS OF INDIVIDUAL AND ENVIRONMENTAL FACTORS ON MOTIVATION FOR SELF-EMPLOYMENT

2010 ◽  
Vol 15 (04) ◽  
pp. 481-502 ◽  
Author(s):  
LEI WANG ◽  
LEONEL PRIETO ◽  
KIM T. HINRICHS
Keyword(s):  
Social Networks ◽  
Environmental Factors ◽  
Social Norms ◽  
Legal System ◽  
Risk Taking ◽  
Self Efficacy ◽  
The United States ◽  
System Support ◽  
Strong Impact ◽  
Self Employment

The objective of this paper is to study the direct and mediating effects on the motivation to become self-employed of a set of two individual factors (entrepreneurial self-efficacy and risk-taking) and five environmental factors (family self-employment background, social networks, social norms, legal system support and governmental support). Based on 535 cases from the United States, results show that legal system support, social networks, social norms, entrepreneurial self-efficacy and risk-taking had a strong impact on motivation for self-employment. Family self-employment history only had a direct effect and social networks and social norms only had an indirect effect on motivation for self-employment. Our study contributes to the literature by studying motivation for self-employment, at the "middle level" of complexity by providing a summary evaluation of a model involving 17 relationships among eight constructs. In so doing, we have also given substantial attention to context. Our results suggest the need to take into account individual and environmental factors systemically and contextually. Limitations and future research are discussed.

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