Abstract
Innovation, as the key concern of sustainable human resource management, is one of the motivators of the sustainable development of organizations. However, past literature believes that innovation may be hindered by the organizational political climate. Based on the self-determination theory, this study proposes a new perspective to transfer the effect of this climate on innovation through the mediating role of cynicism and the moderating role of personal trait regulatory focus. Findings from 341 seven-point Likert survey questionnaires of employees in a Chinese automobile enterprise revealed that: first, the organizational political climate (expect interpersonal relationships) negatively predicted radical creativity and incremental creativity; second, organizational cynicism mediates the negative relationship between the organizational political climate and radical creativity and incremental creativity; third, the mediating effect of the organizational cynicism relationship between the organizational political climate and dualistic creativity could be affected by the personal trait regulatory focus. This study fills the gap in the relationship between organizational political climate and innovation. Additionally, this study proposes several suggestions for the practitioners and further research.
Highlights
The appeal of the sustainable development of society motivates enterprises to change their model and strategies into more long-term objects related to human issues [1,2]
The organizational political climate is negatively correlated with radical creativity and incremental creativity (r = −0.130, p < 0.05)
H1a–1c aimed to explore the influences of each dimension of organizational political climate on radical creativity and incremental creativity
Summary
The appeal of the sustainable development of society motivates enterprises to change their model and strategies into more long-term objects related to human issues [1,2]. The main tasks of sustainable human resource management are narrowed into attracting and retaining talented employees with establishing a healthy and open work environment to motivate the organization to achieve long-term development [12]. On this occasion, how to find individuals with talents and inspire employees’ potential talents is extremely important [14,15]. As employees are in a high organizational political climate, their innovative behavior will be curbed
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