Employee Creativity Research Articles

Gen Z Employees’ Adaptive Performance in Hybrid Workplaces: The Role of Inclusive Leadership, Creativity, and Work Engagement

By drawing on the social exchange theory, the article suggests a moderated mediation model to examine the role of employee creativity and work engagement in the relationship between inclusive leadership and employee adaptive performance. Data were collected from 305 Gen Z employees in the Greek telecommunication industry and their supervisors in three sequential phases. The research findings suggest that employee creativity mediates the relationship between inclusive leadership and employee adaptive performance. Additionally, they provide support that work engagement moderates the relationship between employee creativity and adaptive performance, as well as, the indirect relationship between inclusive leadership and employee adaptive performance through employee creativity; such that the positive relationships are stronger when work engagement is higher. The results indicate that should leaders and change management practitioners manage to positively influence (Gen Z) employees’ creativity by employing inclusive strategies and procedures; they will boost their adaptive performance during change.

Servant leadership and employee creativity in Islamic context: role of employee empowerment and knowledge sharing

Servant leadership and employee creativity in Islamic context: role of employee empowerment and knowledge sharing

The potential of digital-based technology in improving organizational performance

PurposeThe growing concern with the rapid evolution in adopting emerging technologies in the real estate industry to enhance performance is a threat to conventional practice. The paper aims to examine the latent influence of digital-based technology on employees toward improving organizational performance.Design/methodology/approachThe study employed an exploratory research design. The study sampled 132 real estate firms in Lagos State, Nigeria. The study adopts a random sampling method, and only 87 questionnaires were retrieved and found suitable for analysis. The data were analyzed using descriptive and inferential statistics.FindingsThe study perceived that the adoption of digital-based tools enhances employee creativity and usage, work ethics, decision-making skills, behaviors and traits toward business performance. Furthermore, firm culture, training and development, assessment of employee productivity metrics, the firm’s expectations and strategic technology applications are significant factors that impact employee decisions to drive organizational performance.Practical implicationsThe study has an implication for the real estate industry in a achieving technology-based performance system by involving employees’ in attaining overall organizational business objectives.Originality/valueThe paper is relevant because it examines the empirical study of the influence of digital technologies in enhancing employee performance with the goal of enhancing the organization’s competitiveness while maintaining flexible approaches to withstand future business risk and uncertainty.

Effect of Individuals Task Conflict on Employees Creativity in Private Medical Hospitals of Nangarhar Province, Afghanistan

As the concept of individuals’ task conflict was a buzzing topic in field of management sciences and has been considered as an integral part of the organization while recent studies have shown that its crucial for creativity of employees’. Therefore, the aim of this research study is to determine the effect of individual task conflict on employees’ creativity in private hospitals of Nangarhar, Afghanistan. The data has collected from a sample who selected from rest of population with a stratified random sampling technique with adopted questionnaires. For determining the effect of individuals’ task conflict on employees’ creativity the statistical analysis descriptive statistics, correlation matrix and regression analysis have been used and pointed out that; there is strong and positive association between individual task conflict and employees’ creativity. Besides, regression analysis has shown that employees’ creativity is dependent on having a task relevant conflict. On the other hand, can said that; individual task conflict has effect on employees’ creativity. The details based on data has shown that; there is 0.731 or 73.1% association between individual task conflict and employees’ creativity with having 0.01 significant value. Furthermore, the beta value of regression analysis declared that 1% consideration on individual task conflict could positively increase the employees’ creativity 0.738 times with 0.01 significant level. Conclusively, the task conflict is one of key indicators for better employees’ creativity, and The findings of current study were same with past studies conducted by various authors in different times and areas (Lu, Zhou & Leung, 2009; Khan et al., 2020; Pelled, Eisenhardt, & Xin, 1999; Mumford & Gustafson, 1988; De Dreu, 2006; Farh et al., 2010; Xie et al., 2014).

How does idea rejection translate into employee creativity: A perspective from incubation theory

How does idea rejection translate into employee creativity: A perspective from incubation theory

Interactive impact of Human Resource Flexibility and Transformational Leadership on the Employee’s Assurance of Service Quality: Reinforcement Learning Perspective

Purpose: Nowadays, service area is indispensable in most of the businesses, therefore service quality assurance has become integral to generate profits. Inevitable organizational transitions and updates has made the assurance of service quality from the employee’s perspective quite challenging. The current study focuses on the influence of human resource (HR) flexibility on the employee’s service quality assurance under the buffering role of transformational leadership within the banking sector of Pakistan. Design/methodology/approach: This study was based on cross-sectional research design and data was collected in two-waves through structured questionnaires from 398 bank employees in Pakistan, following convenience sampling technique. Data was analyzed employing techniques such as bootstrapping, SEM, process macro in the SmartPLS4 software. Findings: The findings of the study showed evidence that the interaction of HR flexibility and transformational leadership have a significant positive influence on employee assurance of service quality within the banking sector. Further, the results indicated that autonomy and enriching employee creativity by transformational leader has actually the ability to assure the service quality in the employee’s mind by interact with HR practices flexibly. Practical implications: The study implies that HR managers/leaders should pursue actions that would enable a flexible workforce, continuity of learning and dispersion of skills to meet customers’ expectations and to invest in leadership development initiatives; such as inspiration, attention to employee growth, and support of innovation. Originality/Value: The characteristics of transformational leadership, i-e. Mentoring, autonomy and enriching employee creativity, has potential to moderate the relationship between HR flexibility and employee’s quality service assurance by adopting/adapting new skills to assure the service quality to customers.

Entrepreneurial leadership and organizational performance: employee creativity and behavior

PurposeThis research aims to highlight the connection of entrepreneurial leadership with improved organizational outcomes through employee-driven factors of creativity and behavior. It addresses certain existing research gaps concerning the interaction of leadership practices with organizational performance.Design/methodology/approachA quantitative cross-sectional design was employed to analyze the interaction among the study variables. Data was collected from 414 employees across various industries in Punjab, Pakistan through an adapted questionnaire which was in structured form. Smart Pls 4 and SPSS were used for analysis of the collected data.FindingsThe findings indicate positive and significant effect of entrepreneurial leadership on organizational performance, wherein employee creativity and behavior are the key mediators. The study shows that high levels of employee creativity and positive behavior are directly linked to improved performance metrics in organizations led by entrepreneurial leaders. This consequently underscores the need of creating an environment which encourages creativity and supports positive employee behaviors required for entrepreneurial leadership.Originality/valueThis research enriches the academic discourse by quantitatively confirming the mediating role of employee creativity and behavior between entrepreneurial leadership and organizational performance. Unlike previous studies which focused mainly on direct effects or less quantifiable leadership aspects, this study provides empirical evidence supporting a model where employee attributes significantly impact organizational success under entrepreneurial leadership. This insight is valuable for leaders and practitioners aiming to utilize entrepreneurial leadership in dynamic business settings.

The Impact of Job Autonomy on Employee Creativity: Examining Perceived Supervisor Support as a Mediator and Job Difficulty as a Moderator

Research indicates that job autonomy (JA) plays a pivotal role in enhancing employee creativity (EC); however, our understanding of the underlying mechanisms facilitating this connection is still limited. To address this lacuna, we draw on self-determination theory, which argues that perceived supervisory support (PSS) may act as a mediator. Thus, this study explores how JA enhances creativity through PSS. Furthermore, we explore the moderating role of the job difficulty level on the relationship between JA and EC. Conducting a cross-sectional survey involving 561 employees in the Turkish media sector, our study utilizes structural equation modelling in AMOS and employs moderator analysis in PROCESS Macro. The results unveil that JA not only directly positively impacts EC but also exerts an indirect influence through the mediating role of PSS. Furthermore, our findings highlight the moderating effect of job difficulty level, indicating a negative impact on the relationship between JA and EC. Among the examined control variables, including gender, organizational tenure and sectoral tenure, it is notable that sectoral tenure emerges as the sole factor significantly influencing EC. These results have significant implications for the development of innovative management strategies and human resources policies tailored to the unique needs of media companies. The study underscores the importance of understanding the intricate dynamics between JA, PSS and job difficulty levels in fostering a creative work environment.

Can authentic leadership benefit employees in all situations? The interaction effect of authentic leadership and team conflict on employee creativity

PurposeThere has long been a belief that authentic leadership positively impacts employee outcomes, consistently proven to be effective. However, is this conclusion universally applicable in any situation? To answer this question, we investigated the interaction effect between authentic leadership and two types of team conflict (task conflict and relationship conflict) on employee creativity as well as the mediating role of employee trust in the leader (affective-based and cognitive-based), looking to open up a new milestone for authentic leadership.Design/methodology/approachThis study involved 589 employees across 75 teams, with data collected using a dual-wave, multi-source approach.FindingsThe results demonstrated that authentic leadership can enhance employee creativity, but this effect is not absolute. Specifically, the interaction between authentic leadership and task conflict negatively affected employee creativity, with this relationship mediated by cognitive-based trust. Conversely, there was no significant impact of authentic leadership on relationship conflict affecting creativity, nor was this relationship mediated by affective-based trust.Originality/valueThis study challenges the long-held belief that authentic leadership always positively impacts employee creativity. Moreover, it provides new perspectives on the different situations in which authentic leadership has varying impacts on employee creativity. Additionally, the study contributes to a further systematic and comprehensive understanding of the impact of authentic leadership.

Understanding HR attributions and creativity of SMEs employees in Colombia: a qualitative study

The purpose of this study is to understand employees’ attributions of human resource management (HRM) practices and how these attributions confluence with employees’ creativity. We propose the concept of human resource attribution (HR attribution) as a construct that can aid in understanding employees' creativity. This research studies how human resource (HR) attributions play a part in the creativity of employees in small- and medium-sized enterprises (SMEs) in Colombia's Atlántico Region. Semi-structured interviews were conducted with 12 SME employees. Our results were analyzed with reflexive thematic analysis. Generated themes enclosed individual factors (the HR attribution participants made, and the employees’ level of organizational commitment) and organizational factors (managerial practices). The results indicate that a key construct of employees’ creativity is their interpretation of why HRM practices are implemented. This suggests that the actual HRM practices are not always the elements that matter for employees’ creativity in all contexts. Furthermore, other individual and social constructs were found to be relevant to Colombian employees’ creativity. Future studies should quantitatively test the impact of HR attributions on SME employees’ creativity.

Nurturing green employee behaviour: exploring the role of leadership, human resource management practices and individual values

PurposeThis study aims to explore two main objectives. Firstly, it examines the mediating roles of green human resource management practices (GHRMPs) and green employee creativity (GEC) between green transformational leadership (GTL) and green employee behaviour. Secondly, it investigates the moderating effect of green individual values (GIVs) on the indirect relationship between GTL and green employee behaviour.Design/methodology/approachThe study involved 326 employees from ECOTEL-certified hotels in India. Analysis was conducted using the Statistical Package for Social Sciences (SPSS) AMOS and MACRO.FindingsThe results indicate a direct relationship between GTL and green employee behaviour. Additionally, GHRMPs and GEC partially mediate this relationship. Furthermore, GIVs positively moderate the indirect relationship between GTL and green employee behaviour, specifically moderating the path between GHRMPs and GEC.Originality/valueThis study fills a significant gap in the literature by investigating the combined effects of GTL, GHRMPs, GEC and GIVs on employee pro-environmental behaviour. Understanding these relationships is crucial for organizations aiming to implement effective green initiatives and cultivate a culture of environmental responsibility among employees. This study is ground-breaking in its approach, delving into the complex network of interconnected variables through both mediation and moderation analyses. By doing so, it aims to uncover the intricate mechanisms influencing employees' inclination towards pro-environmental behaviour.

The Effect of Managerial Support on Employee Creativity: A Study on Aircraft Maintenance Personnel

This study aims to examine the effect of managerial support on employee creativity in SHY-145 approved aircraft maintenance organizations operating in Turkey and authorized by the Directorate General of Civil Aviation (DGCA). A quantitative research method was adopted in the study and a relational survey model was used. Data were collected from 362 technical personnel selected by convenience sampling method. A questionnaire form consisting of three sections was used as a data collection tool, and in addition to demographic information, Manager Support Scale and Employee Creativity Scale were applied. According to the regression analysis results, managerial support has a positive and significant effect on employee creativity. Analyses conducted according to demographic variables revealed that both managerial support and employee creativity variables did not show a significant difference according to gender, marital status, age and professional experience groups. In line with the results of the study, it is recommended that creative leadership training programs should be organized for managers in aircraft maintenance organizations, formal mechanisms should be established where technical personnel can share their creative ideas, performance evaluation systems should be restructured to encourage creative thinking, and regulations should be included in DGCA regulations to encourage creative thinking. In future studies, it is suggested investigating the moderating effects of variables such as organizational culture, technological competence and job security climate and conducting comparative studies covering aircraft maintenance organizations in different countries.

Sparking Employee's Creativity in Digital Work: A New Look on The Role of Perceived Usefulness.

Telecommuting platform is an important medium for collaboration in the digital era and empowering employees to work from anywhere. However, existing research has paid less attention to how employees' perception of telecommuting platform affects their behavior during working from home, especially the impact on their digital creativity. Drawing on self-determination theory, a dual path moderated mediation model was proposed to investigate the effect of perceived usefulness on employees' digital creativity. Based on survey data from 881 employees, we found that perceived usefulness has a significant positive impact on employees' digital creativity; work autonomy and telecommuting efficacy play a mediating role in the relationship between perceived usefulness and employees' digital creativity; psychological individualism positively moderates the relationship between perceived usefulness and employees' digital creativity through work autonomy. However, psychological individualism does not show a significant moderating effect on the relationship between perceived usefulness and employees' digital creativity through telecommuting efficacy.

Relationship Between Participative Decision-Making Within an Organization and Employees' Cognitive Flexibility, Creativity, and Voice Behavior.

The existing literature predominantly examines the direct effects of participative decision-making, often overlooking the mechanisms and processes that mediate or moderate its outcomes. This study addresses this gap by investigating the impact of participative decision-making on employees' cognitive flexibility, creativity, and voice behavior. Specific contradictions and gaps in prior research are highlighted, particularly the limited understanding of how these variables interact. This study is grounded in self-determination theory and incorporates a research model that examines these relationships through the mediating role of cognitive flexibility. Data were collected from 310 employees in South Korean firms and analyzed using structural equation modeling, providing robust empirical evidence. Key findings demonstrate that participative decision-making significantly enhances cognitive flexibility, which, in turn, mediates its impact on creativity and voice behavior. Direct effects were more pronounced for creativity, while cognitive flexibility played a stronger mediating role in fostering voice behavior. These results underscore the theoretical and practical importance of participative decision-making in fostering innovation and adaptability within organizations. Practical implications for managers and policymakers include fostering a participative culture to enhance employee creativity and voice behavior. Finally, this study discusses limitations, such as reliance on self-reported data, and provides directions for future research.

The Mediating Role of Artificial Intelligence on the Relationship between Organizational Climate and Employee Creativity Behavior: A Field Study

The transportation sector is considered one of the important sectors in all countries because of its importance in keeping pace with the development and technology used in various fields. Today, the world competes to provide the best services to customers and citizens. The transportation sector is divided in all countries. In light of the technology used today by some countries, it is considered a qualitative addition to the transportation sector. In this study, three main variables were taken (organizational climate, artificial intelligence, Employee creativity Behavior). A random sample of workers in the transportation sector was taken using a questionnaire as a main tool in collecting data. 220 transport sector workers were selected. The data collected was analyzed through the SPSS statistical program, Model 24, and through the structural equation model, SEM - AMOS program, Model 24. The results showed that the role of the mediator, artificial intelligence, is very important in mediating the relationship between the organizational climate and Employee creativity Behavior. In addition, artificial intelligence affects Employee creativity Behavior, and the organizational climate affects artificial intelligence and innovation directly and indirectly with a positive statistical significance.

The Mediating Role of Artificial Intelligence on the Relationship between Organizational Climate and Employee Creativity Behavior: A Field Study

The transportation sector is considered one of the important sectors in all countries because of its importance in keeping pace with the development and technology used in various fields. Today, the world competes to provide the best services to customers and citizens. The transportation sector is divided in all countries. In light of the technology used today by some countries, it is considered a qualitative addition to the transportation sector. In this study, three main variables were taken (organizational climate, artificial intelligence, Employee creativity Behavior). A random sample of workers in the transportation sector was taken using a questionnaire as a main tool in collecting data. 220 transport sector workers were selected. The data collected was analyzed through the SPSS statistical program, Model 24, and through the structural equation model, SEM - AMOS program, Model 24. The results showed that the role of the mediator, artificial intelligence, is very important in mediating the relationship between the organizational climate and Employee creativity Behavior. In addition, artificial intelligence affects Employee creativity Behavior, and the organizational climate affects artificial intelligence and innovation directly and indirectly with a positive statistical significance.

The Impact of Green Spaces on Workplace Creativity: A Systematic Review of Nature-Based Activities and Employee Well-Being

Workplace mental health is a critical social issue with significant human and economic costs, making its sustainable management essential for long-term well-being and productivity. Nature-based interventions (NBIs) offer a promising cost-effective approach to enhancing employee creativity and well-being. This paper systematically reviewed NBIs—such as outdoor exercise, green space engagement, and nature-centered activity—and their effects on workplace creativity, subjective well-being, and mental health. Following the PRISMA guidelines, a comprehensive search of PubMed, PsycINFO, Scopus, and Google Scholar yielded 508 studies published from 2017 to 2024. Seven studies met our inclusion criteria, involving real workplace settings, NBIs as primary interventions, and clear comparison groups. Analysis covered study design, sample size, intervention type, and outcomes, focusing on creativity and well-being. Risk of bias was assessed using the Cochrane Bias Risk Tool and the ROBIN-I tool. Results were grouped into five themes: mental health metrics, cognition and creativity, rehabilitation and regeneration, job and life satisfaction, and physiological outcomes. Findings highlighted the positive impact of NBIs on mental health and creativity, though results for other outcomes were mixed. Methodological variability and potential bias limited the strength of conclusions. Future research should prioritize large-scale, methodologically rigorous trials aligned with contemporary theories on workplace environments and creativity.

Talent Management On Individual Work Performance: Managerial Support As A Mediator

This paper examines the influence of perceived organizational support on employee performance and overall success. An effective talent management process can improve individual work performance by providing appropriate rewards to employees who do their jobs and achieve targets, thereby contributing to individual and organizational success. The research results also show that the mediating influence of work involvement or perceived organizational support has a significant influence on employee creativity and indirectly influences employee creativity. Setting clear and achievable work goals or targets is important for an effective performance appraisal process.

How and when generative AI use affects employee incremental and radical creativity: an empirical study in China

PurposeThe potential of generative AI (GenAI) to stimulate employee creativity has received extensive attention from industry and academia. However, there is still limited research on strategically using GenAI to leverage its positive effects on employee creativity. This study aims to clarify the effects of different GenAI use purposes on employee creativity.Design/methodology/approachBased on self-determination theory, this study explores the effects of work-related and nonwork-related GenAI use on incremental and radical creativity through the mediator role of exploratory and exploitative learning and the boundary role of perceived ease of use. This study constructs a theoretical model and uses structural equation modeling to test the model by analyzing survey data from 330 employees.Findings(1) Work-related and nonwork-related GenAI use positively impacts incremental and radical creativity through exploratory and exploitative learning; (2) work-related GenAI use contributes more to exploitative learning than to exploratory learning, while nonwork-related GenAI use contributes more to exploratory learning than to exploitative learning; (3) exploitative learning has a stronger positive impact on incremental creativity, and exploratory learning has a stronger positive impact on radical creativity; (4) perceived ease of use weakens the positive effects of nonwork-related GenAI use on exploratory and exploitative learning.Originality/valueFirst, this study enriches employee creativity research by revealing the relationship between different GenAI use purposes and incremental and radical creativity. Second, this study enriches employee creativity research by revealing the mediating role of exploratory and exploitative learning between GenAI use and incremental and radical creativity. Finally, this study enriches GenAI use research by revealing the moderating role of perceived ease of use between GenAI use and employee learning.

The Impact of Telework On Employee Creativity with Moderating Effect of Role Clarity: A Study in International Humanitarian Organizations in Afghanistan

The Impact of Telework On Employee Creativity with Moderating Effect of Role Clarity: A Study in International Humanitarian Organizations in Afghanistan