Abstract
In recent years, feeling lonely in the workplace has become a serious issue that has gained growing concern due to its complex outcomes. Limited research is available on workplace loneliness and empirical research on workplace loneliness is still in infancy. The purpose of this quantitative research study is to determine whether a positive relationship exists between workplace loneliness and employee creativity in the tourism industry of Maldives. I propose a moderated mediation model in which workplace loneliness foster employee creativity via personal identity and knowledge hiding hinders it, and this effect is moderated by team identification. Role transition and social identity theory are used as an explanatory framework for workplace loneliness and employee creativity. Results from a study of 204 individuals show that workplace loneliness is positively and significantly related to employee creativity. Further analysis identified that personal identity is positively and significantly related to the relationship between workplace loneliness and employee creativity. The discussion concludes that a subjective and personal experience; workplace loneliness can foster employee creativity. These results contribute to the literature on creativity and workplace loneliness by clarifying how and what influences of workplace loneliness are related to employee creativity. Recommendation for further research are give
Highlights
Loneliness is defined as an unpleasant feeling induced due to individual’s perception of lacking social relation in social environment (Peng, Chen, Xia, & Ran, 2017)
The present study found that personal identity plays an important mediated role in the linked between workplace loneliness and employee creativity
The results supported the contention that loneliness was significantly related to employee creativity and that personal identity mediates this relation
Summary
Loneliness is defined as an unpleasant feeling induced due to individual’s perception of lacking social relation in social environment (Peng, Chen, Xia, & Ran, 2017). In recent years, feeling lonely in the workplace has become a serious issue that has gained growing concern due to its complex outcomes. Previous studies have shown that workplace loneliness can impact individual behavior (Lam & Lau, 2012), work performance (Ozcelik & Barsade, 2018), commitment (Chan & Qui, 2011; Ertosun & Erdil, 2012) turnover intention (Chen, Wen, Peng, & Liu, 2016), job satisfaction (Chan & Qui, 2011) and well-being (Killeen, 1998; Erdil & Ertosun, 2011). Finding from a recent study shows that loneliness and social isolation increase risk for premature motility, another study shows that 53% of the people in the U.S felt intensely lonely in their public lives (Moss, 2018; McPherson, Smith-Lovin, & Brashears, 2006)
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