Abstract
Through the lens of relational fairness theory, we argued that leadership empowerment behavior promotes employee creativity and team creativity through enhancing employees’ self-perceived status and feedback-seeking climate of a team. Using a sample of 84 teams with 392 employees from 8 companies and two waves of data collection, we found that feedback-seeking climate mediated the relationship between leadership empowerment behavior and employees’ creativity. Besides, leadership empowerment behavior was found positively related to employee self-perceived status while employee self-perceived status promoted employee creativity. The buffering effect of status conflict as a moderator in the meditational chain from leadership empowerment behavior to feedback-seeking climate was identified. We also found a cross-level relationship between feedback-seeking climate and employee’s self-perceived status. Implications and future research directions are discussed.
Published Version
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