Abstract
Using survey data from 398 professional or technical workers and their direct supervisors in a large automobile manufacturing enterprise, we built and tested a model to connect the quality of two main social exchange relationships (leader-member exchange: LMX, team-member exchange: TMX) and employee creativity. The results of our study showed that LMX quality and TMX quality positively affected intrinsic motivation, which in turn influenced every sub-process of creative process engagement, while creative process engagement had a positive influence on employee creativity. Furthermore, moderate effect analysis showed that creative self-efficacy weakened LMX quality’s effect on intrinsic motivation but had no significant negative moderate effect on TMX quality’s influence on intrinsic motivation.
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