Abstract
Drawing on social cognitive theory, we propose a moderated-mediation model to examine when and why workplace ostracism impairs employee creativity in China. We collected 195 valid questionnaires with a two-wave employee-supervisor dyadic research design from one large Chinese company. Results indicate workplace ostracism affects employee creativity negatively. Moreover, the negative effect of workplace ostracism on employee creativity is not only mediated by employee creative self-efficacy (CSE), but the mediation effects of employee CSE are also found to be stronger when employee collectivism orientation is high. Finally, the theoretical and practical implications of these findings are discussed.
Highlights
With the pressure of growth sustainability and challenges of globalization, contemporary organizations become increasingly reliant on employee creativity to produce novel and useful ideas on products, services, procedures, or practices to ensure longevity and competitiveness (Shalley et al, 2009; Liu et al, 2012)
Given that the workplace ostracism, creative self-efficacy (CSE), and collectivism ratings were reported by employees with common seven Likert-type scale formats
As to which types of employees are more sensitive to workplace ostracism, our findings demonstrated that the detrimental effect of workplace ostracism on employee’s creativity is more pronounced when employees are characterized by high collectivism orientation
Summary
With the pressure of growth sustainability and challenges of globalization, contemporary organizations become increasingly reliant on employee creativity to produce novel and useful ideas on products, services, procedures, or practices to ensure longevity and competitiveness (Shalley et al, 2009; Liu et al, 2012). Delving into how employee creativity can be fostered is crucial for both management scholars and practitioners (Shalley et al, 2004). A considerable amount of research has explored the antecedents of creativity (see Zhou and Hoever, 2014, for a review), most focused mainly on the positive factors within individuals and organizational context. Researchers appear to have neglected the potential effects of negative factors on employee creativity (Choi et al, 2009). As Baumeister et al (2001) noted, compared with positive factors within the context, individuals are more sensitive to negative factors, which are influential to their attitudes and behaviors. Given the prevalence and far-reaching effects of workplace ostracism (Williams, 2007), the present study aims to examine the association of workplace ostracism with employee creativity as well as the underlying mechanism and boundary conditions
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