Employee Creativity Research Articles

Research on the Impact of gGreen Human Hesource Management on Employees' Organizational Citizenship Behavior of Internet Enterprises

In the context of the current era of sustainable development, green human resource management has become a hot topic of concern among enterprises. Green human resources are the driving force for the development of enterprises, and the strong initiative and creativity of employees can better serve the enterprise, promote the efficient, sustainable and healthy development of the enterprise, and promote the common progress of employees and the enterprise. In order to effectively promote the sustainable development of green human resources and expand the influence and effectiveness of green human resources, this project collects the working environment, training programs, performance appraisal programs and incentive policies under green human resource management through online questionnaires, field visits and face-to-face interviews, and studies green human resource management and employees' spontaneous changes within the organization, such as the improvement of employees' loyalty to the enterprise, The relationship between organizational citizenship behaviors such as performance level growth will further explore the impact of green human resource management on the organizational citizenship behaviors of employees in Internet enterprises.

Exploring the effects of negative supervisory feedback on creativity among research and development personnel: challenge or threat?

Supervisory feedback to stimulate research and development (R&D) employee creativity is a management issue that concerns scholars and practitioners. However, there are divergences and contradictions regarding whether negative feedback promotes or hinders employee creativity. Integrating the feedback intervention and cognitive appraisal theories, we developed a double-edged sword model for negative supervisory feedback's influence on creativity. We tested the proposed model using a field sample of 513 R&D employees from seven science and technology enterprises. The results indicated that R&D employee challenge and threat appraisal moderated negative supervisory feedback's effect on prevention focus and the distal consequences for creativity. Individuals with high (low) levels of challenge (threat) appraisal have decreased prevention focus, thereby increasing their creativity when receiving negative supervisory feedback. In contrast, individuals with low (high) challenge (threat) appraisal have increased prevention focus, thereby decreasing their creativity when receiving negative supervisory feedback. These findings offer interesting implications for research on negative feedback and stimulation of science and technology R&D employee creativity in organizations.

Human resource flexibility and employee creativity: the roles of perceived HR strength, career satisfaction, and employer brand

Human resource flexibility and employee creativity: the roles of perceived HR strength, career satisfaction, and employer brand

The Influence of Employee Involvement in Analytical Decision Making on Employee Creativity: A Case Study of Higher Education in Oman

To better prepare students for the workforce, Oman's private higher education sector is experiencing a transition to keep up with global trends and industry collaborations. This is with the goal of better-preparing students for the workforce. In a landscape currently defined by fierce competition, this underscores the importance of differentiating oneself from the competition. In the private higher education sector in Oman, this study aims to investigate the relationship between employee engagement, analytical decision-making, and employee innovation. Specifically, the study will focus on the private sector. The total number of questionnaire responses is 308, which is the final analysis. We can conclude that analytical decision-making acts as a mediator between employee involvement and creativity based on the facts that we have uncovered. To add insult to injury, each and every one of the ideas that were put out was discovered to be supported. The findings of this study contribute to a better knowledge of the creative potential of personnel working in the private higher education industry. Additionally, the findings provide suggestions for improvements to regulations that are currently in place.

The Role of AI-Enabled Human Resource Practices Towards Task Satisfaction and Employee Creative Willingness

The Role of AI-Enabled Human Resource Practices Towards Task Satisfaction and Employee Creative Willingness

An Empirical Analysis of Servant Leadership's Impact on Psychological Wellbeing and Employee Creativity in the Healthcare Sector

The study explores the role and impact of servant leadership (SL) on employee psychological well-being and creativity in the healthcare industry. SL, rooted in traditional values, prioritizes others' needs and promotes moral behavior and ethical viewpoints. The study explores the impact of social learning (SL) on employee creativity and psychological well-being in the healthcare sector, demonstrating its alignment with the profession's commitment to quality patient care. The study postulates and empirically show the favorable relationships between SL and employee creativity and psychological well-being, building on the “Job Demands-Resources (JD-R) theory”. A study was conducted using an online survey to gather data on physicians' perspectives and features in the hospital setting. The survey, conducted in collaboration with healthcare providers, involved 122 physicians aged 18-40+, with 49% female and 51% male. Data was collected using Google Forms, and participants' experiences ranged from 5 to over 20 years. The study used convenience and purposive sampling approaches to increase sample diversity. Despite limitations like self-administrative data and selection bias, the technique provided a systematic understanding of physicians' perspectives and hospital settings. The study reveals a strong positive correlation between employee creativity (EC) and servant leadership (SL), highlighting its role in fostering innovative workplace cultures. It also reveals a strong correlation between SL and psychological well-being, confirming its ability to improve mental health and job happiness in healthcare workers. The study's theoretical implications integrate the JD-R theory and provide insights into contextual elements affecting SL effectiveness. Companies are encouraged to incorporate SL practices into their management strategies to promote creativity and prioritize employee welfare. However, the study's shortcomings, such as its cross-sectional methodology and geographical focus, suggest the need for more research projects. The study concludes that an effective leadership style is servant leadership in the healthcare industry, promoting creative and healthy work cultures.

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

The concept of individual task conflict has been a buzzing topic in the field of management sciences and has been considered an integral part of the organization; recent studies have shown that it is crucial for the creativity of employees. Therefore, this research study aims to determine the effect of individual task conflict on employees' creativity in private medical hospitals in Nangarhar, Afghanistan. The data was collected from a sample selected from the population using a stratified random sampling technique, and adopted questionnaires were used to collect the data. Statistical analysis, including descriptive statistics, correlation matrix, and regression analysis, was used to determine the effect of individuals' task conflict on employees' creativity. The results showed a strong and positive association between individual task conflict and employees' creativity. Besides, regression analysis showed that employees' creativity depends on a task-relevant conflict. On the other hand, individual task conflict affects employees' creativity. This study's findings suggest that task conflict is a key factor in promoting employee creativity, consistent with previous research in this area. The results have implications for organizations seeking to promote employee creativity and innovation, highlighting the importance of task conflict in fostering creative thinking and problem-solving.

Contribution of Twenty-first Century Leadership to the Employees’ Innovative Work Behavior: A Systematic Literature Review

Employee innovative work behavior drives the generation of new ideas, which in turn fosters organizational innovation and competitiveness. Many elementsinfluence this behavior, the most important being the leadership. The term"innovative work behavior" has evolved, and this has led to a great deal ofresearch looking into different leadership roles and how they affect employeeinnovation. The research on leadership in the context of employee creativity andinnovation is extensive and encompasses more than one hundred leadershiproles from various viewpoints. Undertaking a Systematic Literature Review (SLR)in this field is essential to establishing future leadership strategies that effectivelytackle the intricate problems of contemporary industries. The 608 empirical studiesincluded in the current SLR were retrieved from the reputable databases Scopusand Web of Science. These studies investigated how leadership in primary,secondary, and tertiary industries foster employee creativity and innovation. Threekey themes are identified by the study: a comprehensive evaluation of variousleadership studies; an industry-specific analysis that reveals a narrow focus in theprimary sector; and an investigation of the transformational, transactional, andhybrid leadership styles. The SLR established taxonomies to classify previousresearch, identify unexplored domains, and direct the selection of variables forsubsequent research. In the era of digitalization, the conventional dominance oftransformational and transactional leadership is under threat from the need fornovel approaches to problem-solving. The literature emphasizes the importance ofadaptive leadership styles and the shortcomings of old leadership paradigms intackling contemporary issues. The study followed five steps SLR method fromformulating the research topic, carrying out an exhaustive search, putting inclusionand exclusion criteria to use, picking and extracting data from pertinent studies,and to presenting and analyzing the results. The synthesis of a large body ofresearch in this SLR makes a substantial contribution to our knowledge of the rolethat leadership plays in employee creativity. The identification of underexploredindustries requires targeted research efforts to address opportunities andconstraints unique to the primary industry, particularly in the agriculture sector.This can be accomplished by categorizing leadership styles, recognizing markettrends, and recommending taxonomies for further investigation. In conclusion, thisstudy offers valuable insights for developing effective leadership strategies thatfoster innovative work behavior and accelerate organizational innovation in thetwenty-first century

Improving Employee In-Role and Extra Role Performance with Ethical Leadership: As Meditating Role of Employee Creativity

Improving Employee In-Role and Extra Role Performance with Ethical Leadership: As Meditating Role of Employee Creativity

Does psychological safety matter for innovative behaviour in hybrid workforce? The role of proactive personality, inclusive leadership and affective climate

Purpose The study aims to understand the impact of psychological safety on employee creativity leading to innovative behaviour in a hybrid workforce. It further examines the drivers of psychological safety: inclusive leadership and affective climate as well as the interaction of employee creativity and proactive personality on innovative behaviour at remote work. Design/methodology/approach Using multi-source survey-based data, the study has been conducted in two phases for independent variables (IV) and dependent variables (DV). The first phase has gathered data for IVs from 515 team members and DVs from 105 teams’ leaders from various software development teams in the information technology and information technology enabled services sectors. The study has used component-based partial least square structural equation modelling to test various arguments developed in the paper. Findings The results of the study confirm the positive association of affective climate and inclusive leadership to psychological safety, which facilitates employee creativity leading to innovative behaviour. However, the results show there is no interaction of a proactive personality with employee creativity on innovative behaviour. Also, the results have supported the social network theory, which says that the strong ties among employees promote innovative behaviour. Practical implications According to the study, psychological safety might help strengthen and increase the social ties that bridge structural holes and improve collaboration across business units. This may encourage employee creativity, especially in remote work. Further, it highlights how employee creativity and proactive personality are important independent factors that facilitate innovative behaviour. Originality/value The study is a unique attempt to explore the role of psychological safety in enhancing creativity and innovative behaviour in hybrid mode of work setting.

The Impact of Transformational Leadership on Employee Creativity and Organizational Innovation: The Moderating Effect to Intrinsic Motivation

Organizational innovation is an important issue for companies to adapt to the changing external environment, improve the competitiveness of the organization, and achieve growth. This study aims to assess the impact of transformational leadership style and employee creativity with organizational innovation, as well as the moderating role of intrinsic motivation. One of the key skills for the growth of contemporary companies is creativity and innovation, which can boost an organization's sense of identity and job satisfaction in addition to providing significant financial advantages. However, it is difficult to maintain innovation and competitive advantage in the quickly evolving business environment of today. Thus, an important area of research in organizational management is how to enhance employee creativity and organizational innovation.

Mindfulness and Employee Performance: Mediating Role of Employee Creativity

Mindfulness and Employee Performance: Mediating Role of Employee Creativity

How Does Perceived Innovation Importance Underpin the Association Between Deliberate Practice and Employee Creative Behavior

ABSTRACTIn the pursuit of innovation, the critical role of deliberate practice in enhancing employee creative behavior is examined, considering the influences of harmonious entrepreneurial passion and the importance employees perceive in innovation within their organizations. This investigation, grounded in self‐determination theory (SDT) and social cognitive theory, proposes a model where deliberate practice impacts employee creative behavior through the mediating effect of harmonious entrepreneurial passion and is further amplified by the level of perceived innovation importance. The study uses a multisource, three‐wave data collection technique to gather data from employees working in software houses in Pakistan. The study utilizes SmartPLS (v 4.0) to assess the measurement and structural models. The findings reveal that deliberate practice has a significant positive impact on employee creative behavior. Besides, harmonious entrepreneurial passion mediates the link between deliberate practice and employee creative behavior. In addition, the results confirm the interaction effect of perceived innovation importance. The positive influence of deliberate practice on employee creative behavior through the mediating role of harmonious entrepreneurial passion is more potent at higher levels of perceived innovation importance. The study presents several important theoretical and practical implications.

Perceived overqualification as a double-edged sword for employee creativity: The mediating role of job crafting and work withdrawal behavior.

With the continuous development of education level and the downturn of economic situation, employment competition is intensifying, more and more high-quality talents appear, and the misfit between people and posts has become a common phenomenon. However, there is no consensus on the relationship between perceived overqualification and employee creativity. Based on the conservation of resource theory, this study reveals the micro mechanism and boundary conditions of the influence of excessive qualification on employee creativity. This study analyzed 487 valid samples obtained in three stages. The results show that: (1) Job crafting has a positive mediating effect on perceived overqualification and creativity, and the path of the two halves is positive; (2) Work withdrawal behavior plays a negative mediating role between the perceived overqualification and creativity. The path in the first half is positive, and the path in the second half is negative; (3) Organizational identity moderates the effect of perceived overqualification on job crafting and work withdrawal behavior. Specifically, the higher the sense of organizational identification, the stronger the positive effect of perceived overqualification on job crafting and the weaker the positive effect on work withdrawal behavior; (4) Organizational identification moderates the mediating role of job crafting and work withdrawal behavior in the relationship between overqualification and creativity. Specifically, the higher the organizational identity, the stronger the indirect positive effect of perceived overqualification on creativity through job crafting, and the weaker the indirect negative impact of perceived overqualification on creativity through work withdrawal behavior. The study conclusion deepens the research on the mechanism of the influence of the perceived overqualification on employees' work behavior, and provides practical enlightenment for the organization and management of employees with excess qualification.

A COMMUNICATION MODEL FOR THE EMPLOYEE CREATIVITY IN THE CONTEXT OF SUSTAINABILITY AND ORGANIZATIONAL CULTURE

Creativity is a key competence of present and future-oriented employees of the business organisations, as well as a prerequisite for the success of the companies. By conducting a comprehensive literature review this article discusses on the concept of creativity in organisations, the role of communication in managing the expression of employee creativity. Furthermore, in response to the contemporary needs of organisations to comply with the legal requirements based on the European Union directives on the integration of sustainability into the activities of organisations, the article also examines the concept of sustainability and its intersection with the organisational culture of companies and communication. The communication model developed on the basis of the theoretical assumptions includes empowering, managing and engaging communication, through which the organisational culture promotes the creative expression of employees and their involvement in the implementation of sustainability practices in organisations. In addition, the integration of sustainability as a distinct theme and strategic direction into the organisational culture is also noted and embedded.

Employee creativity deterrence by abusive supervision through the lens (mediation) of employee silence

Employee creativity deterrence by abusive supervision through the lens (mediation) of employee silence

Help or hindrance? The effects of leader workaholism on employee creativity

Although research on leader workaholism is accumulating, the literature does not reach a consensus about its effectiveness, and we still know little about how it affects employee creativity. Therefore, building on transactional stress theory, we explore how and when leader workaholism helps or hampers employee creativity. A multiwave and multisource survey of 272 leader–employee dyads from a state-owned software company indicated that workaholic leaders induced employees’ challenge and hindrance appraisals simultaneously, which in turn influenced employee creativity in opposing manners. Meanwhile, employee resilience amplified the impact of leader workaholism on challenge appraisals and buffered its impact on hindrance appraisals. Taken together, this study makes an initial attempt to unravel the double-edged sword effects of leader workaholism on employee creativity and provides practical insights for leveraging the positive effects of workaholic leaders and countering their negative effects in organizations.

Why does job anxiety negatively impact employee creativity? an ego depletion theory perspective

Job anxiety has long been seen as a major factor affecting employees' job performance. The reasons and processes by which affective commitment and work engagement impact employee creativity can be studied through the lens of ego depletion theory. In this study, we surveyed employees in a theme park and applied structural equation modeling to analyze the survey data. Our observations suggested that the decline in employee creativity due to job anxiety was possibly the result of low affective commitment and work engagement, with work engagement being a key mediating factor. The development of emotional ego depletion in service industry employees after experiencing job anxiety could explain our observations. Emotional depletion not only affects employees' work attitudes and emotional expressions but also reduces their motivation for creativity.

Supervisory Justice, Trust in Supervisors and Employee Creativity: The Mediating Role of Self-Efficacy

This study examines the relationship between supervisory impartiality, trust in supervisors, and employee creativity within financial enterprises. These factors significantly influence employee morale and efficiency. Our research aims to provide actionable recommendations for optimizing enterprise management through theoretical insights. We first investigate the impact of supervisory justice on employees’ trust in their superiors, finding that fair supervision enhances trust, which in turn boosts employees’ confidence and efficiency at work. Employee creativity is crucial for achieving organizational goals; fostering creativity can lead to more efficient business operations and improved management practices. A key focus of our research is the mediating role of self-efficacy, defined as an employee’s belief in their ability to successfully complete tasks. We explore how self-efficacy bridges the gap between supervisory impartiality, trust in supervisors, and employee creativity. Our findings suggest that a just work environment provided by supervisors enhances employees’ self-efficacy, resulting in greater confidence and a willingness to engage in creative work. In summary, this study explores these relationships within financial firms. By understanding these dynamics, companies can create a fair work environment, enhancing employee satisfaction and efficiency. We recommend that enterprise managers foster a just supervisory environment to boost employees’ self-efficacy and support the achievement of corporate goals.

The Impact of The Ethical Leadership and Knowledge sharing on the Employees Creativity: An Investigation of Saudi Companies

This study addresses contemporary issues pertinent to both business research and practice, focusing on leadership roles, knowledge sharing, and their influence on employee creativity a topic with limited local research attention. Specifically, it examines the ethical dimension of leadership and the role of knowledge sharing in enhancing employee creativity within organizations. The study's primary purpose is to scrutinize the impact of ethical leadership, characterized by integrity and fairness, on employee creativity, as well as the effects of supportive knowledge sharing by leaders. Key inquiries include the examination of leadership integrity and fairness on employee creativity, and the influence of knowledge sharing support on creativity. Employing a theoretical model derived from literature, the research methodology employs surveys to test hypotheses and gather data from a sample of 250 employees across diverse industries. One of the study’s key findings is that ethical leadership positively affects employee creativity. Employees engage in successful knowledge sharing, contributing to creativity both within their job roles and across organizational knowledge domains. Practically, the study underscores the importance of ethical leadership and knowledge exchange in fostering employee creativity within Saudi enterprises, particularly emphasizing the educational level. Its findings fill a crucial gap in this area, offering valuable insights for both researchers and practitioners. In terms of originality and value, this study represents a recent and quantitative exploration of a topic that has been relatively overlooked. By investigating the impacts of leader integrity, fairness, and knowledge sharing on employee creativity, it provides meaningful contributions to unexplored areas of employee output. However, the study acknowledges certain limitations. It was conducted solely in Saudi Arabia and across various sectors. Future research could explore different countries or specific sectors to enable comparative analyses. Additionally, qualitative or mixed-method approaches could provide deeper insights into employee creativity. Moreover, future studies could delve into how organizations define and measure creativity, further enriching our understanding of this complex phenomenon.