scholarly journals Future Work Self and Employee Creativity: The Mediating Role of Informal Field-Based Learning for High Innovation Performance

2021 ◽  
Vol 13 (3) ◽  
pp. 1352
Author(s):  
Qichao Zhang ◽  
Zhenzhong Ma ◽  
Long Ye ◽  
Ming Guo ◽  
Shuzhen Liu
Keyword(s):  
Intrinsic Motivation ◽  
Organizational Innovation ◽  
Proactive Personality ◽  
Innovation Performance ◽  
High Tech ◽  
Employee Creativity ◽  
Future Work ◽  
Creativity And Innovation ◽  
The Relationship ◽  
Future Work Self

In today’s highly uncertain environment, the value of creativity and innovation are increasingly critical. How individuals could improve their creativity and innovation performance has become the focus of attention. Future work self as an intrinsic motivation factor plays an important role in creativity and innovation. Based on the self-consistency theory, this study integrated proactive personality and informal field-based learning (IFBL) to explore the relationship between future work self and employee creativity to increase innovation performance. It used data from 201 R&D department employees in China’s high-tech companies. The results show that future work self has a positive effect on employee creativity and that IFBL mediates the relationship between future work self and employee creativity. This process is then positively moderated by a proactive personality. This study’s results help clarify the formation mechanism of creativity from the perspective of intrinsic motivation and indicate that future work self can drive individuals’ creativity and innovation efforts, especially under the consistency of self-concept, motivation and personality. This research also emphasizes the importance of IFBL in improving individual creativity and further organizational innovation performance. Implications for theory and management to help improve creativity and innovation performance are then discussed in detail.

The role of thriving at work and overall fairness in the future work self–employee creativity relationship

2019 ◽  
Vol 41 (3) ◽  
pp. 289-302 ◽  
Author(s):  
Yang Yang ◽  
Zhongqiu Li ◽  
Yingying Su ◽  
Xue Zhang
Keyword(s):  
Employee Creativity ◽  
Chinese Enterprises ◽  
Content Type ◽  
Positive Effects ◽  
The Future ◽  
Future Work ◽  
The Relationship ◽  
Future Work Self ◽  
Thriving At Work

Purpose The purpose of this paper is to analyze why and when the future work self affects employee creativity. Design/methodology/approach Survey data were collected from 171 supervisor–employee dyads in four Chinese enterprises. Findings The results indicate that the future work self has a positive effect on employee creativity. Further, thriving at work mediates the links between the future work self and employee creativity. The authors also theorize that overall fairness moderates the positive effects of the future work self on thriving at work and employee creativity. Originality/value The study supports the self-determination perspective regarding the future work self and strengthens the application of this perspective in an effort to understand the relationship between the future work self and employee creativity.

scholarly journals Accelerating Green Innovation Performance from the Relations of Network Potential, Absorptive Capacity, and Environmental Turbulence

2021 ◽  
Vol 13 (14) ◽  
pp. 7765
Author(s):  
Shuizheng Song ◽  
Md Altab Hossin ◽  
Xiaohua Yin ◽  
Md Sajjad Hosain
Keyword(s):  
Sustainable Development ◽  
Absorptive Capacity ◽  
Bootstrap Method ◽  
Manufacturing Firms ◽  
Innovation Performance ◽  
Mediation Effect ◽  
Environmental Turbulence ◽  
High Tech ◽  
Green Innovation ◽  
The Relationship

The demand for sustainable development and the advantages of industries are expediting over time with the triggering of green innovation performance (GIP). Improving a firm’s GIP, especially in manufacturing industries, can accelerate green development and mitigate the global-concerned environmental issues. Thus, to investigate GIP from its antecedent factors, we delineate the relationship between network potential, absorptive capacity, environmental turbulence, and GIP based on social network theory, organizational learning theory, and contingency theory. We tested our hypotheses based on 233 sets of questionnaire surveys from high-tech manufacturing firms in China through deploying the hierarchical regression and bootstrap method. Our empirical findings reveal that the network potential dimensions, including network position centrality (NPC), network structure richness (NSR), and network relationship closeness (NRC), significantly positively impacted the GIP. The absorptive capacity (AC) partially mediated the relationship between the network potential dimensions and GIP. Environmental turbulence (ET) as an essential mechanism not only positively moderated the relationship between AC and GIP but also enhanced the AC mediation effect. These findings indicate that manufacturing firms should continue to improve network potential and AC and respond rapidly to changes in the external environment to enhance GIP, consequently contributing to the sustainable development of the economy.

Workplace pressure moderates perception of threat or opportunity and employee creativity after downsizing

2013 ◽  
Vol 41 (6) ◽  
pp. 957-969 ◽  
Author(s):  
Jing Long
Keyword(s):  
Subjective Experience ◽  
Threat Perception ◽  
High Tech ◽  
Employee Creativity ◽  
Perception Of Threat ◽  
The Relationship

I examined subjective experience of creativity after downsizing with 348 employees in high-tech companies. I found that if employees regard downsizing as an opportunity they exhibit greater creativity after downsizing than when they consider downsizing a threat. Workload pressure moderated the relationship between threat perception and self-perceived creativity in such a way that, when workload was light, employees who viewed downsizing as an opportunity experienced greater creativity than when workload was heavy. I also found a 3-way interaction between threat perception, workload pressure, and challenging work such that the 2-way interaction for creativity between threat perception and workload pressure was more significant when work was more challenging.

scholarly journals Relationships among Government Funding, R&D Model and Innovation Performance: A Study on the Chinese Textile Industry

2020 ◽  
Vol 12 (2) ◽  
pp. 644
Author(s):  
Zhiying Zhang ◽  
Hua Cheng ◽  
Yabin Yu
Keyword(s):  
Textile Industry ◽  
Industrial Development ◽  
Innovation Policy ◽  
Threshold Effect ◽  
Government Funding ◽  
Innovation Performance ◽  
High Tech ◽  
Promoting Effect ◽  
Pillar Industry ◽  
The Relationship

The textile industry is a traditional pillar industry of the national economy in China. The strategic goal of Chinese innovation is to upgrade and transform traditional industries and make them develop in coordination with high-tech industries, so as to realize sustainable industrial development. At the core of industrial sustainable development, the innovation of the textile industry in China has become an important issue worthy of attention. Based on resource-based theory and signal transfer theory, the relationship between government funding, R&D models and the innovation performance of the Chinese textile industry is studied. The results show that government funding has a significant, direct promoting effect on the internal R&D and science-based cooperation of enterprises. Government funding indirectly promotes market-based cooperation through internal R&D. The promoting effect of internal R&D on innovation performance is greater than that of cooperative R&D. Internal R&D and cooperative R&D have more promoting effects on R&D reserve performance than those on market performance. Government funding indirectly promotes innovation performance through the mediation of internal R&D and science-based cooperation. The threshold effect of cooperative R&D indicates that only when the cooperative R&D intensity exceeds the threshold can government funding foster innovation performance more effectively. The conclusions can provide theoretical guidance for the formulation of innovation policy.

A Study of Proactive Personality, LMX Quality and Employee Creativity in Delhi and NCR Organisations

2017 ◽  
Vol 9 (2) ◽  
pp. 77
Author(s):  
Nishita Gupta ◽  
N. K. Chadha
Keyword(s):  
Conceptual Model ◽  
Proactive Personality ◽  
Employee Creativity ◽  
Upper Level ◽  
The Impact ◽  
The Relationship

This study investigated the impact of LMX quality and proactive personality on employee creativity as assessed by their supervisors. On the basis of theoretical linkages among the constructs, a conceptual model and hypotheses were established. The sample was drawn from nine Indian firms in Delhi and NCR. The results suggested that proactive personality and LMX quality contributed to employee creativity. Compared with LMX Quality, however, proactive personality had higher impact on employee creativity. Three of six hypotheses were supported. The relationship between proactive personality, LMX quality and Employee creativity at lower and upper level of management turned out to be non-significant.

scholarly journals Mind the mindset! The interaction of proactive personality, transformational leadership and growth mindset for engagement at work

2018 ◽  
Vol 23 (1) ◽  
pp. 48-66 ◽  
Author(s):  
Marjolein C.J. Caniëls ◽  
Judith H. Semeijn ◽  
Irma H.M. Renders
Keyword(s):  
Transformational Leadership ◽  
The Netherlands ◽  
Work Engagement ◽  
Design Methodology ◽  
Proactive Personality ◽  
Growth Mindset ◽  
High Tech ◽  
Content Type ◽  
Significant Relationships ◽  
The Relationship

Purpose The purpose of this paper is to analyze whether and how employees’ proactive personality is related to work engagement. Drawing on job demands-resources theory, the study proposes that this relationship is moderated by a three-way interaction between proactive personality × transformational leadership × growth mindset. Design/methodology/approach The study is based on survey data from 259 employees of an internationally operating high-tech organization in the Netherlands. Findings In line with prior studies, support is found for positive significant relationships of proactive personality and transformational leadership with engagement. Additionally, transformational leadership is found to moderate the relationship between proactive personality and work engagement, but only when employees have a growth mindset. Originality/value The study advances the literature that investigates the proactive personality-engagement relationship. Specifically, this study is the first to examine a possible three-way interaction that may deepen the insights for how proactive personality, transformational leadership and growth mindset interact in their contribution to work engagement.

scholarly journals Creative Process Engagement Dan Intrinsic Motivation Sebagai Mediasi Humble Leadership Terhadap Employee Creativity

2021 ◽  
Vol 6 (2) ◽  
pp. 278
Author(s):  
Nancy Rosminingsih Tomanda ◽  
Praptini Yulianti
Keyword(s):  
Intrinsic Motivation ◽  
Leadership Style ◽  
Creative Process ◽  
Partial Least Square ◽  
Least Square ◽  
Employee Creativity ◽  
Organizational Growth ◽  
The Relationship ◽  
Customer Development ◽  
Humble Leadership

Creativity has an important role for organizations to implement new services and processes. This implies that employees in the organization must be creative to maintain organizational growth and to face today's business challenges.This Study aims to determine the relationship between humble leadership, creative process engagement, intrinsic motivation, and employee creativity. The study is quantitative with data collection methods using a questionnaire on 145 employees of PT Unilever Indonesia Tbk in the Customer development department and processed using analysis tools Partial Least Square (SmartPLS 3.0). The results show that humble leadership has a positive and significant effect on employee creativity when a leader applies the humble leadership style it will be able to increase the creativity of the employees. Creative process engagement mediates the relationship between humble leadership and employee creativity partially and intrinsic motivation partially mediates the relationship between humble leadership and employee creativity

Enhancing organizational innovation in Indian automobile industry

2019 ◽  
Vol 11 (1) ◽  
pp. 82-101 ◽  
Author(s):  
Akriti Chaubey ◽  
Chandan Kumar Sahoo
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Intrinsic Motivation ◽  
Automobile Industry ◽  
Organizational Innovation ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Employee Creativity ◽  
Content Type

Purpose This study aims to focus on examining the impact of transformational leadership on employee creativity to enhance organizational innovation through mediating effect of intrinsic motivation and the moderating effect of organizational culture on the relationship between employee creativity and organizational innovation in Indian automobile industries. Design/methodology/approach Responses were collected from engineers, managers and R&D professionals from car manufacturing and R&D units from southern India through a structured questionnaire. The data were analyzed using IBM SPSS version 20. The validity of the constructs and the theoretical model were confirmed by applying structural equation modeling approach using IBM SPSS Amos version 20. Findings Empirical findings proved that transformational leadership has a positive effect on employee creativity, as mediated by intrinsic motivation. Studies also revealed that employees tend to exhibit higher creative potential when they are exposed to a higher degree of distinct shared assumptions, values and beliefs, which governs their behavior in an organization. Research limitations/implications As research was carried out in Indian automobile manufacturing and R&D units, it cannot be generalized across the broader range of sectors and international environment. Originality/value This research is unique in its attempt to empirically test the moderating effect of organizational culture in enhancing organizational innovation in Indian automobile industry.

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