What happens when leader is ambivalent and employee is indifferent? A moderated mediation model of LMX ambivalence and employee creativity

Abstract

PurposeLeader–member exchange (LMX) relationship is a crucial context for individuals’ generation of creative ideas. Unlike the fruit research between LMX quality and employee creativity, the relationship between LMX ambivalence and employee creativity is scarce. This study thus aims to examine the effect of LMX ambivalence on employee creativity.Design/methodology/approachThis study conducted an on-site survey of research and development teams in China and distributed paired questionnaires with a time lag of one month. Data from 116 leaders and 484 subordinates were collected and analyzed.FindingsThe results showed that LMX ambivalence was directly negatively or indirectly negatively related to employee creativity via self-efficacy. Employee cynicism acted as a potential personal moderator of the effect of LMX ambivalence, specifically, employee cynicism attenuated the negative influence of LMX ambivalence on employee creativity via self-efficacy.Originality/valueThis study extends our knowledge of the complex effects of LMX relationships by empirically exploring whether and how LMX ambivalence influences employee creativity, with self-efficacy introduced as one crucial underlying mechanism. Meanwhile, this study enriches the existing cynicism literature by demonstrating the role of employee cynicism as a buffer in the relationship between LMX ambivalence and employee creativity.