scholarly journals THE LIGHT TRIAD TRAITS, PSYCHOLOGICAL EMPOWERMENT, CREATIVE SELF-EFFICACY, SELF-RESILIENCE AND INNOVATIVE PERFORMANCE IN ICT OF PAKISTAN

2021 ◽  
Vol 37 (03) ◽  
pp. 297-310
Author(s):  
Inam Ullah Khan ◽  
Umar Safdar ◽  
Zohair Durrani
Keyword(s):  
Communication Technology ◽  
Self Efficacy ◽  
Positive Relationship ◽  
Psychological Empowerment ◽  
Employee Performance ◽  
Innovative Performance ◽  
Technology Sector ◽  
Trait Theory ◽  
Creative Self ◽  
Social Trait

This study analyses how the Information & Communication Technology sector of managers having light triad traits (altruism, empathy, compassion) associates employee innovative performance through creative self-efficacy, Self-Resilience, and psychological empowerment. This study used pro social trait theory for Light triad traits of managers and employees' perspectives to broaden and build an approach. This study hypothesized a relationship amid Light triad traits, creative self-efficacy, self-resilience and psychological empowerment, which affects the innovative performance of employee. Light triad traits have most substantial positive relationship with innovative performance when employees have high levels of the self-resilience and creative self-efficacy. The psychological empowerment mediates relationship between the Light triad traits and innovative employee performance. Data was collected in total from 650 employees, 500 employees (followers) in which they rated their managers (leaders) and after 1 week, 150 managers (leaders) rated their employee's performance and generated results to support our study hypotheses.

Team-member exchange and innovative work behaviour

2019 ◽  
Vol 11 (3) ◽  
pp. 344-361 ◽  
Author(s):  
Vinit Ghosh ◽  
Manaswita Bharadwaja ◽  
Sresha Yadav ◽  
Gaurav Kabra
Keyword(s):  
Self Efficacy ◽  
Team Member ◽  
Psychological Empowerment ◽  
Content Type ◽  
Team Member Exchange ◽  
Member Exchange ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
Creative Self ◽  
Innovative Output

Purpose In the context of team's influence on its members, this paper aims to investigate the effects of team-member exchange (TMX) on members' innovative work behaviour (IWB). The current study presents a moderated mediation model and examines the mechanisms and conditions involved in TMX-IWB relationship. Design/methodology/approach A quantitative research methodology was adopted where 156 engineering and management students (grouped into 33 teams) were given a task in the form of an assignment to be completed in three weeks’ timeframe. Post task, perceptions about TMX and IWB of members were captured using a questionnaire and the innovative output of each team was assessed using multi-rater technique. Findings Psychological empowerment fully mediates TMX’s effect on team member's IWB. Furthermore, the results indicate that creative self-efficacy moderates the mediated path from TMX to IWB via psychological empowerment. The mediating effect of psychological empowerment is stronger when creative self-efficacy of a team member is higher. Furthermore, the relation between group-level innovative behaviour and the team's innovative output has been established. Originality/value The current research has contributed to the limited literature on team performance and management. This paper has uniquely investigated psychological empowerment in the context of TMX and IWB. The paper has encapsulated the theoretical and practical underpinnings of the mediated effect of psychological empowerment on team members' innovation-oriented behaviour.

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.

scholarly journals Creative Self Efficacy in Mediating the Effect of Transformational Leadership and Innovative Behavior on Employee Performance at PT Pegadaian (Persero) Regional Office VII Denpasar

Webology ◽  
2021 ◽  
Vol 19 (1) ◽  
pp. 96-109
Author(s):  
Ida Bagus Separsa Kusuma ◽  
Agoes Ganesha Rahyuda
Keyword(s):  
Transformational Leadership ◽  
Self Efficacy ◽  
Financial Institution ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Innovative Behavior ◽  
Regional Office ◽  
Creative Self

PT Pegadaian (Persero) is one of financial institution in the form of channeling funds to the public on the basis of the law of pawning. PT Pegadaian (Persero) Regional Office VII Denpasar in 2018 - 2020 has a low KPI value in the last 3 years compared to other regional offices throughout Indonesia. The decline in employee performance can be influenced by several factors, including leadership, innovative behavior and creative self-efficacy. This study was conducted to determine the role of creative self-efficacy in mediating the effect of transformational leadership and innovative behavior on employee performance. The sampling technique used was proportionate random sampling as many as 227 respondents were employees of PT Pegadaian (Persero) Regional Office VII Denpasar. Data were analyzed using Confirmatory Factor Analysis (CFA), Structural Equation Modeling (SEM) based on Partial Least Square (PLS). The results shows creative self-efficacy, transformational leadership and innovative behavior have a positive and significant effect on employee performance (t statistic > 1.96). The results of the mediation analysis showed that creative self-efficacy was not able to mediate transformational leadership on employee performance (18.3%) but was able to partially mediate the effect of innovative behavior on employee performance (41.7%). This research is expected to be empirical evidence for future research and to be able to enrich the theory of social exchange, transformational leadership, innovative behavior and creative self-efficacy. In addition, this research is expected to provide information as a leader in improving employee performance in the PT Pegadaian (Persero) Regional Office VII Denpasar.

A cross-level examination of team-directed empowering leadership and subordinates' innovative performance: an AMO theory perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yang Cui ◽  
Guilan Yu
Keyword(s):  
Intrinsic Motivation ◽  
Knowledge Sharing ◽  
Self Efficacy ◽  
Feedback Seeking ◽  
Empowering Leadership ◽  
Content Type ◽  
Innovative Performance ◽  
Creative Self ◽  
Team Knowledge Sharing

PurposeIn the field of innovation, individual innovative performance also has an important impact on team and organizational innovative performance, thus it is necessary to identify factors that increase individual innovative performance. One key to unlock individual innovative performance is empowering leadership. Drawing on the Ability-Motivation-Opportunity (AMO) theoretical framework, this study investigates the cross-level influence of team-directed empowering leadership on subordinates' innovative performance and verifies the mediating role of creative self-efficacy (A), intrinsic motivation (M), team knowledge sharing (O) and the moderating effect of feedback seeking climate.Design/methodology/approachWith a sample of 102 teams and 722 employees, this study uses Mplus7.4 software to carry out cross-level model analysis based on MSEM multilevel mediation test methodology.FindingsThe results from cross-level analysis indicate that: (1) Team-directed empowering leadership has a significant positive impact on subordinates' innovative performance. (2) Team-directed empowering leadership enhances subordinates' innovative performance through the improvement of creative self-efficacy, intrinsic motivation and team knowledge sharing. (3) Based on the feedback perspective, feedback seeking climate moderates the relationship between team-directed empowering leadership and creative self-efficacy, intrinsic motivation and team knowledge sharing.Originality/valueThis study introduced the AMO theory into the research on cross-level mediating mechanism between team-directed empowering leadership and subordinates' innovative performance, which broadens the theoretical research perspective. Considering the difference between empowering leadership and laissez-faire leadership and the guiding role of feedback, this study selects feedback seeking climate as a moderator in view of feedback, which riches the contingency factors on the cross-level effect of team-directed empowering leadership.

scholarly journals Role Overload, Self- Efficacy, Locus of Control and Job Performance among Employees of a Printing Company in Malaysia

2016 ◽  
Vol 8 (5) ◽  
pp. 61-69
Author(s):  
Muhamad Khalil Omar ◽  
Norashikin Hussein ◽  
Norazamimah Azli
Keyword(s):  
Locus Of Control ◽  
Job Performance ◽  
Self Efficacy ◽  
Positive Relationship ◽  
Employee Performance ◽  
Positive Association ◽  
The Body ◽  
Role Overload ◽  
Body Of Knowledge ◽  
Strong Positive Relationship

Abstract: Job performance becomes the most commonly discussed issue in the recent years even though many research have been conducted. As the employee is the most important asset for an organization, various factors influencing the employee performance need to be ascertained. For companies that offer services to customers, their employees’ job performance could impact the loyalty of the customers and longevity of the business. However, constant dealing with high and various consumer demands, employees of printing company could easily be stressful hence requiring them to control their emotions. Therefore this study investigated the effects of role overload, self-efficacy, and locus of control towards employee job performance. A total of 67 employees of a small printing company located in Klang Valley, Malaysia had participated in the survey of this descriptive and correlational study. The results indicated that there was a strong positive relationship between self-efficacy and job performance, the meanwhile locus of control had a moderate positive relationship with job performance. This study contributes to the body of knowledge by validating the positive association of both self-efficacy and locus of control with employee job performance. The practitioners could also make reference to this study in order to properly manage the performance of their employees.

scholarly journals Diversity of social ties and creativity: Creative self-efficacy as mediator and tie strength as moderator

2019 ◽  
Vol 73 (12) ◽  
pp. 1664-1688 ◽  
Author(s):  
Yaping Gong ◽  
Tae-Yeol Kim ◽  
Zhiqiang Liu
Keyword(s):  
Self Efficacy ◽  
Positive Relationship ◽  
Social Ties ◽  
Theory Development ◽  
Tie Strength ◽  
Motivational Process ◽  
Motivational Mechanism ◽  
Creative Self ◽  
Advance Theory ◽  
The Relationship

How does diversity of social ties influence creativity? Moving beyond the information argument, we theorize creative self-efficacy as a motivational explanation for the relationship between diversity of social ties and creativity. We further posit tie strength as a boundary condition for this mechanism. We collected social ties data from 309 employees and creativity data from 98 direct supervisors. Results showed that diversity of social ties had a direct positive relationship with creative self-efficacy and an indirect positive relationship with employee creativity via creative self-efficacy. These direct and indirect relationships were fortified when tie strength was reinforced. We contribute to and advance theory development by identifying and testing creative self-efficacy as a motivational mechanism for diversity of social ties. We show the importance of diversity of social ties and tie strength and their synergistic role in the motivational process linking social ties to creativity.

Individual knowledge creation ability: dispositional antecedents and relationship to innovative performance

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nosheen Sarwat ◽  
Muhammad Abbas
Keyword(s):  
Knowledge Creation ◽  
Self Efficacy ◽  
The Body ◽  
Content Type ◽  
Innovative Performance ◽  
Personal Commitment ◽  
Body Of Knowledge ◽  
Individual Knowledge ◽  
Time Lagged ◽  
Creative Self

PurposeThe purpose of this study was to understand the effects of creative self-efficacy and affective personal commitment on individuals' knowledge creation and innovative work behaviors.Design/methodology/approachThis study used a time-lagged field survey to collect data from a diverse sample across various organizations in Pakistan (N = 249 paired responses). Main and mediating effects were tested using bootstrapping technique.FindingsThe results revealed that affective personal commitment and creative self-efficacy significantly predicted supervisory-rated innovative performance directly and indirectly through knowledge creation ability (KCA).Originality/valueThe study uniquely contributed to the body of knowledge by developing and validating scales for KCA and affective personal commitment. In addition, the study contributed to the body of knowledge by examining the antecedents and outcomes of KCA.

scholarly journals Technostress and Employee Performance Nexus During COVID-19: Training and Creative Self-Efficacy as Moderators

2021 ◽  
Vol 12 ◽  
Author(s):  
Farida Saleem ◽  
Muhammad Imran Malik ◽  
Saiqa Saddiqa Qureshi ◽  
Muhammad Faisal Farid ◽  
Sabeen Qamar
Keyword(s):  
Self Efficacy ◽  
Employee Performance ◽  
University Administrators ◽  
Psychological States ◽  
Work From Home ◽  
University Instructors ◽  
Creative Self ◽  
The University ◽  
Relationship Of ◽  
The Relationship

Technostress, a stressor, has implications for employee’s psychological states; however, flexibility like work from home can have positive outcomes, especially for instructors who have to teach and ensure social distance during COVID-19. The present study examined the relationship of technostress and employee performance while taking training and creative self-efficacy as boundary conditions. A sample of 222 university instructors, who worked from home or hybrid (home and workplace) during COVID-19 lockdown, was selected from Pakistan. The responses were recorded using a closed-ended questionnaire. Stepwise linear regression and PROCESS Macro by Hayes (2013) was used to analyze the data. It was revealed that technostress, instead of having adverse effects, had a positive effect on employee’s performance and both training and one’s creative self-efficacy significantly moderated the relationship. As the main finding, it was revealed that the employees continued to perform well despite the prevalence of technostress. The training and one’s creative self-efficacy were useful to control the technostress and maintain the performance of instructors during COVID-19. The university administrators and employees must take technology as a positive tool for performance. The training, along with creative self-efficacy, adds to the working capacity of employees and enhances their performance.

scholarly journals First-year university students entrepreneurial competence: Exploring the relationship between grit, creative self-efficacy and entrepreneurial self-efficacy

2021 ◽  
Author(s):  
Paula Álvarez-Huerta ◽  
Inaki Larrea ◽  
Alexander Muela
Keyword(s):  
University Students ◽  
Self Efficacy ◽  
Positive Relationship ◽  
Cognitive Theory ◽  
Predictor Variable ◽  
First Year ◽  
Self Perceptions ◽  
Creative Self ◽  
First Year University ◽  
The Relationship

Grit, creative self-efficacy and entrepreneurial self-efficacy have been associated with the development of entrepreneurial behaviours that can prepare students for a rapidly changing world of work. The main purpose of this study is to analyse the relationship between the three variables amongst first-year university students. A positive relationship, albeit modest, was found between grit and the two measures of self-efficacy. Furthermore, findings suggest that grit can be considered a predictor variable for student self-efficacy beliefs in the context of entrepreneurship. However, this relationship was found to be weak and not to offer significant opportunities for the improvement of student creative and entrepreneurial self-perception, beyond those already contemplated in social cognitive theory. Moreover, results revealed a significant and robust positive relationship between creative and entrepreneurial self-perceptions in university students. The strong relationship found between creative and entrepreneurial self-efficacy renders an opportunity to develop informed interventions directed towards improving student entrepreneurial self-perceptions. In this regard, the results suggest the importance of cultivating creativity in educational institutions.

An alter-centric perspective on employee innovation: The importance of alters’ creative self-efficacy and network structure.

2017 ◽  
Vol 102 (9) ◽  
pp. 1360-1374 ◽  
Author(s):  
Travis J. Grosser ◽  
Vijaya Venkataramani ◽  
Giuseppe (Joe) Labianca
Keyword(s):  
Network Structure ◽  
Self Efficacy ◽  
Creative Self
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