Article

Linking Meaningfulness in the Workplace to Employee Creativity: The Intervening Role of Organizational Identification and Positive Psychological Experiences

Taylor & Francis
Creativity Research Journal
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Abstract

This study addresses the question of how meaningfulness in the workplace fosters employee creativity. It is posited that two forms of meaningfulness (meaningfulness at work [perceived organizational identity and external prestige] and meaningfulness in working [challenge and freedom]) are keys to enhancing employee creativity. Specifically, the study examined the intervening role of organizational identification and positive psychological experiences in the relationship between meaningfulness and creativity. The results confirm a sequential mediation model in which meaningfulness in the workplace is positively associated with supervisor ratings of employee creativity, via identification and positive psychological experiences (vitality, positive regard and mutuality, and organization-based self-esteem).

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... Ela influencia nossas emoções, sensações e desejos (Mignolo & Walsh, 2018, p. 187). O trabalho, por sua vez, tem um papel crucial na criação de sentidos para os indivíduos (Barrett & Dailey, 2018;Cohen-Meitar et al., 2009;Ozdevecioglu et al., 2015). Todavia, a literatura sobre sentido do trabalho contribui para criar um arquétipo de trabalhador ideal, o trabalhador A decolonialidade representa uma resposta fundamenta e plural dos subalternos às "implicações totalitárias de um design global universal representado pelo sujeito homem-branco-heterossexual-europeu" (Jammulamadaka et al., 2021, p. 720, tradução nossa), que inclui intervenções políticas, artísticas, intelectuais e epistêmicas. ...
... A busca por sentido é uma necessidade humana fundamental e o trabalho tem um papel chave nela devido à sua centralidade (Barrett & Dailey, 2018;Cohen-Meitar et al., 2009;Ozdevecioglu et al., 2015). Perceber sentido no trabalho é uma fonte de experiências positivas que contribuem para a formação da identidade e para uma série de outros efeitos relacionados ao trabalho (Cohen-Meitar et al., 2009;Ozdevecioglu et al., 2015). ...
... A busca por sentido é uma necessidade humana fundamental e o trabalho tem um papel chave nela devido à sua centralidade (Barrett & Dailey, 2018;Cohen-Meitar et al., 2009;Ozdevecioglu et al., 2015). Perceber sentido no trabalho é uma fonte de experiências positivas que contribuem para a formação da identidade e para uma série de outros efeitos relacionados ao trabalho (Cohen-Meitar et al., 2009;Ozdevecioglu et al., 2015). Por outro lado, a ausência de sentido representa uma "séria privação psicológica associada com depressão, mortalidade e ideação suícida" (Martela & Pessi, 2018, p. 1, tradução nossa). ...
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Resumo A colonialidade é um processo epistemológico que considera a modernidade europeia como o ápice de todas as trajetórias civilizacionais do planeta. Ela criou a diferença colonial entre o conhecimento e os modos de vida do ocidente e aquelas de outras civilizações. Após a Segunda Guerra Mundial, a colonialidade entrou em uma nova fase, centrada nos EUA, na qual as organizações e as escolas de administração tornaram-se disseminadores de conhecimento e modos de vida baseadas em valores neoliberais. A pesquisa sobre sentido do trabalho contribuiu para esse esforço ao construir a imagem do trabalhador preferido, alinhada com os valores neoliberais. Este ensaio propõe três diretrizes para a construção de uma agenda de pesquisa decolonial sobre o sentido do trabalho: analisar as dinâmicas de aceitação e re-existência contra o arquétipo do trabalhador preferido, revelar as vozes dos indivíduos subalternos sobre o que o trabalho significa para eles e ampliar a estrutura ontológica do sentido do trabalho. Através dessas diretrizes, pesquisadores poderão analisar como os subalternos são oprimidos dentro do meio organizacional bem como suas estratégias de aceitação e de re-existência. Ademais, essas diretrizes permitem aos pesquisadores oportunidades para entender o sentido do trabalho para além do arquétipo do trabalhador preferido. Os resultados desse estudo podem guiar esforços para o desenvolvimento de ambiente de trabalho decolonizados que libertem os subalternos de se ajustarem ao arquétipo do trabalhador preferido e contribuir para os objetivos econômicos e sociais dos países do Sul Global.
... It influences our emotions, sensations, and desires (Mignolo & Walsh, 2018, p. 187). Work plays a crucial role in meaning-making for individuals (Barrett & Dailey, 2018;Cohen-Meitar et al., 2009;Ozdevecioglu et al., 2015). However, the literature on meaningful work has contributed to shaping an ideal worker, the preferred worker, following neoliberal economic values. ...
... The search for meaningfulness is a fundamental human need, and work plays a significant role due to its centrality (Barrett & Dailey, 2018;Cohen-Meitar et al., 2009;Ozdevecioglu et al., 2015). Viewing work as meaningful is the source of positive experience and contributes to identity formation and a range of work-related outcomes (Cohen-Meitar et al., 2009;Ozdevecioglu et al., 2015). ...
... The search for meaningfulness is a fundamental human need, and work plays a significant role due to its centrality (Barrett & Dailey, 2018;Cohen-Meitar et al., 2009;Ozdevecioglu et al., 2015). Viewing work as meaningful is the source of positive experience and contributes to identity formation and a range of work-related outcomes (Cohen-Meitar et al., 2009;Ozdevecioglu et al., 2015). In contrast, the absence of meaningfulness represents a "serious psychological deprivation associated with depression, mortality, and suicide ideation" (Martela & Pessi, 2018, p. 1). ...
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Coloniality is an epistemological process that regards European modernity as the pinnacle of all civilizational trajectories on the planet. This process, in turn, creates the colonial difference between the knowledge and life practices of the West and other civilizations. After World War II, coloniality entered a new stage centered in the U.S., where organizations and business schools became disseminators of knowledge and praxis of living based on neoliberal values. Research on meaningful work has contributed to this endeavor by constructing an image of preferred work that aligns with neoliberal values. This essay presents three guidelines for establishing a decolonial research agenda on meaningful work: examining the dynamics of acceptance and re-existence against the preferred worker archetype, revealing the voices of subaltern individuals about what work means to them, and expanding the ontological structure of meaningful work. Through these guidelines, scholars can examine how subalterns are oppressed in the organizational milieu and their strategies of acceptance or re-existence. Furthermore, these guidelines enable scholars to explore opportunities for understanding meaningful work beyond the archetype of the preferred worker. The findings from this study can guide efforts to develop decolonized workplaces that free subalterns from conforming to the preferred worker archetype and contribute to the economic and social goals of countries in the Global South.
... C. Peng et al., 2016;Robertson et al., 2020). Work meaningfulness describes the value given to a job and how an employee perceives it to be significant, engaging, and purposeful (Cohen-Meitar et al., 2009). In a crisis, it is an important job characteristic for employee's well-being (A. C. Peng et al., 2016;Robertson et al., 2020). ...
... The social information processing theory (Salancik & Pfeffer, 1978) provides the basis on which this research investigates whether team cognitive diversity indirectly influences personal initiative-taking through work meaningfulness. Work meaningfulness denotes the amount of significance and purposefulness one ascribes to work as well as the perception that one's work makes a difference to others (Cohen-Meitar et al., 2009). Work teams are a strong source from whence employees develop cues they use to evaluate their work meaningfulness (Montani et al., 2020). ...
Article
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Disruptive situations experienced in crises require significant initiative-taking among employees, particularly those in the service sector. Relying on the social information processing theory, this study expounds on how and when team cognitive diversity influences employee initiative-taking through work meaningfulness and perceived subgroup splits during a crisis. Data was collected from 232 hotel employees working within 58 work teams from two sources and in two waves. Results from a multilevel, dual-path parallel mediation data analysis did not support the hypothesized direct relationship between team cognitive diversity and personal initiative-taking or the indirect path through perceived subgroup split. This study's analysis supported only the indirect path through work meaningfulness. Implications of the findings as well as avenues for further research and theory expansion are discussed.
... 91 Meaningful refers to engaging in work for the sake of living, not just for a living. 92 Cohen-Meitar et al. 93 posit that meaningfulness in the workplace has a positively related with the employee creativity. As meaning is a crucial component of creative activity, employees who feel their work meaningful (e.g., those who exhibit higher identified motivation in regard to their work) are more likely to engage in IWB. ...
... As meaning is a crucial component of creative activity, employees who feel their work meaningful (e.g., those who exhibit higher identified motivation in regard to their work) are more likely to engage in IWB. 93 Based on theory of motivation which is self-determination theory (SDT), there are three types of autonomous motivation which are intrinsic motivation, identified motivation and integrated motivation. 94 Identified motivation occurs when a person identifies and internalize the perceived value and meaning of behaviour due to its instrumental value. ...
... 91 Meaningful refers to engaging in work for the sake of living, not just for a living. 92 Cohen-Meitar et al. 93 posit that meaningfulness in the workplace has a positively related with the employee creativity. As meaning is a crucial component of creative activity, employees who feel their work meaningful (e.g., those who exhibit higher identified motivation in regard to their work) are more likely to engage in IWB. ...
... As meaning is a crucial component of creative activity, employees who feel their work meaningful (e.g., those who exhibit higher identified motivation in regard to their work) are more likely to engage in IWB. 93 Based on theory of motivation which is self-determination theory (SDT), there are three types of autonomous motivation which are intrinsic motivation, identified motivation and integrated motivation. 94 Identified motivation occurs when a person identifies and internalize the perceived value and meaning of behaviour due to its instrumental value. ...
Article
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Background: The purpose of this research is to examine at how the literature measures the relationship between PERMA (positive emotion, engagement, relationships, meaning, and accomplishments) well-being and innovative work behaviour (IWB). Methods: This systematic literature review examines peer-reviewed English research papers published in 2012 that investigate the relationship between PERMA well-being and IWB. A total of 37 publications were discovered in 32 journals. Results: A total of 220 articles were initially retrieved from the database. 37 studies out of 220 satisfied the inclusion criteria and were thoroughly examined. Our findings present a comprehensive overview of the types of PERMA well-being related to IWB in different countries and industries. Literature-based research approaches are also discussed. Research methods from the previous literature are also discussed. Conclusions: This study is one of the first to conduct a systematic literature review (PRISMA) method on the relationship between PERMA well-being and IWB. This review suggests constructive future research directions.
... When people experience work meaningfulness, it drives them to psychologically connect with their professions (Kahn, 1990). Evidence has shown that employees with stronger feelings of meaningfulness have higher organizational identification (Cohen-Meitar et al., 2009). Hence, we hypothesize that: ...
... Moreover, our findings also provide deeper insights into the relationships between work meaningfulness and identification. Specifically, our finding that work meaningfulness influences the formation of professional identification concurs with previous research that work meaningfulness positively relates to identification (Cohen-Meitar et al., 2009). However, research has also suggested that the sense of self could be an important source of work meaningfulness (Cartwright & Holmes, 2006;Pratt & Ashforth, 2003). ...
Article
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Many professions experience unique events that highlight their relevance and value. These positive profession‐spotlighting events may significantly influence employees’ professional identification, especially for novices in the highlighted professions. In this paper, we aim to gain a comprehensive understanding of this phenomenon. Drawing on the identity construction process model, we investigate how and why positive profession‐spotlighting events influence novices’ professional identification. In Study 1, using 10‐wave longitudinal data (five waves before and five after the outbreak of COVID‐19) collected from 322 new graduate nurses, we use discontinuous growth modeling to investigate the impact of the pandemic as a positive profession‐spotlighting event on their increase in professional identification. We found that new graduate nurses’ professional identification gradually fell during their initial months in professional practice but rose dramatically after the onset of COVID‐19. We also found that sensegiving and moral elevation during the event led to an increase in professional identification. We further theorize an increase in work meaningfulness as the core mechanism for the hypothesized relationships and obtain supporting evidence from one experiment (Study 2) and two quasi‐experiments (Studies 3a and 3b). Our research reveals the significant influence of positive profession‐spotlighting events on both the identity construction and socialization processes and offers practical implications for how to manage such events.
... When people observe higher levels of Challenge and Involvement, they experience higher degrees of meaningfulness and vitality in their work (e.g. Cohen-Meitar, et al., 2009), higher levels of creative performance (e.g. Garcia-Buades, et al., 2016), as well as higher levels of work engagement (e.g. ...
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Developing talent and establishing conditions conducive to creativity and innovation are important challenges for all organizations, yet little is known about the relationship between these two key areas. The purpose of this study was to quantitatively explore the relationship between the climate for creativity and innovation, and to qualitatively examine narrative comments regarding other factors in the work environment that help or hinder talent development efficacy. Results indicated significant relationships between all dimensions of creative climate and talent development, with four dimensions (Idea Support, Challenge and Involvement, Idea-Time, and Trust and Openness) as the strongest predictors. The narratives provided deeper insight into why these climate dimensions are germane, and identified the support of leaders, supervisors and peers; as well as equal access to development opportunities and resources as two other relevant factors within the broader work environment influencing talent development efficacy.
... It has been argued that setting appropriate conditions for creativity and innovation results in higher levels of organizational creativity and innovation, as well as better individual psychological well-being (Rasulzada & Dackert, 2009). When people experience positive interaction, lower levels of stress, and feel valued, they are more likely to engage in creative behaviors, generate creative ideas, and solve problems creatively (Cohen-Meiter, Carmeli, & Waldman, 2009;Fredrickson, 2001). When employees feel a deeper sense of engagement and experience a climate conducive to creativity numerous business benefits result, including higher levels of innovation (Harter, Schmidt, & Hayes, 2002;Vincent, Bharadwaj, & Challagalla, 2004). ...
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People, organizations, and societies benefit when there is an appropriate fit between individuals and their environments (e.g. Chatman, 1989; Kristof, 1996; Shalley, Zhou & Oldham, 2004). This is particularly true for producing organi- zational innovation. Little is known about the relationship between style pre- ferences (as the people aspect) and climates for creativity. This study aims to tie these two constructs together by taking an interactionist approach. Two assessment approaches were taken. Best and worst-case climates were assessed by admini- stering two short forms of the Situational Outlook Questionnaire in which 213 individuals identified specific best and worst-case work experiences and then responded to the nine dimensions of creative climate. Problem-solving style was measured by VIEW: An Assessment of Problem Solving Style. The findings of this research confirmed that significant differences between best (most desired/ most likely to fit) and worst (least desired/a most likely misfit) workplace climates exist. It also suggests that problem-solving styles make a difference for some of the dimensions of creative climate. A number of implications were presented for those who lead and manage for innovation.
... shown to enhance job engagement (Chaudhary and Panda, 2018;Jung and Yoon, 2016), performance (Allan et al., 2016), creativity (Cohen-Meitar et al., 2009), organizational identification (Pratt et al., 2006) and organizational commitment (Jung and Yoon, 2016). The concept is also integral to scholarship in understanding work as a calling (Duffy et al., 2012;Hirschi, 2011). ...
... Early research indicated that a supportive innovation atmosphere provides a new direction for employees' thought behaviour, psychological cognition and perceptions and facilitates the generation of new ideas and concepts . Such an atmosphere improves employees' motivation to innovate and promotes innovative behaviours, thus facilitating organizational innovation (Cohen-Meitar et al., 2009). When employees perceive that they are operating within an environment that not only acknowledges their ideas, but also fosters their development and implementation of novel concepts while simultaneously esteeming individual creativity, they become empowered to engage in more innovative practices and challenge conventional operations (Bos-Nehles & Veenendaal, 2019). ...
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Employee innovative behaviour shapes the core competitiveness of an enterprise. Leadership style has been shown to influence employee innovative behaviour significantly. This research paper fills the gap by exploring the relationship between distributed leadership as an emerging leadership style and employee innovative behaviour along with psychological empowerment as mediator and organizational innovation climate as a moderator. 567 responses were collected from 29 different regions in China based on their availability through an adapted questionnaire. The data were analyzed using statistical software Mplus 6.0 and SPSS 19.0. The research results show that distributed leadership not only positively affects the innovative behaviour of employees but also has a positive impact on psychological empowerment and such empowerment positively influences employee innovative behaviour. The results also confirm that psychological empowerment mediates the relationship between the innovative behaviour of employees and distributed leadership. In addition, the organizational innovation climate moderates the relationship between psychological empowerment and the innovative behaviour of employees. The study not only contributed by confirming the moderating effect of organizational innovation climate on the relationship between psychological empowerment and employee innovative behaviour but also added directions for future researchers to explore more about the relationship between psychological empowerment and employee innovative behaviour along with theoretical research on enterprise leadership and management.
... Employees demonstrate a keen interest in corporate responsibility and are more likely to seek employment with organizations possessing a positive reputation [19,20]. Employee organizational identification and positive psychological experiences contribute to enhanced creativity within the organizational context [21]. Strengthening employee identification and commitment to the company can foster independent innovation [16,[22][23][24]. ...
Article
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Recognizing the critical role of oil and gas resources as strategic assets and acknowledging the increasing emphasis on green development and social responsibility driven by international energy agreements and the “dual carbon” strategy, this study addresses the urgent need for a robust employee evaluation framework within China’s petroleum sector. While existing systems often prioritize competence-based indicators, they frequently overlook the crucial aspect of employee Moral Quotient (MQ). This research focuses on developing and validating a holistic, scientifically grounded, multi-dimensional, and dynamic MQ evaluation index system tailored specifically for Chinese petroleum enterprises. The study employed a mixed-methods approach, integrating a comprehensive literature review, semi-structured interviews with industry experts, and robust quantitative techniques, including the Analytic Hierarchy Process (AHP) and the entropy weight method. A two-round Delphi study, involving 18 experts from six provinces across China, ensured broad representation and facilitated the construction of the evaluation index system and the determination of indicator weights. The Delphi process achieved a high degree of expert consensus, evidenced by a 100% questionnaire response rate in both rounds, expert authority coefficients of 0.851 and 0.879, respectively, and Kendall’s coefficient of concordance of 0.243 and 0.247 (p < 0.01), respectively, demonstrating strong reliability and scientific validity. The resulting MQ evaluation index system comprises eight first-level indicators and thirty-three s-level indicators, encompassing key dimensions of employee morality relevant to the petroleum industry. This comprehensive system provides a robust and objective tool for employee selection, training, performance evaluation, and career development within Chinese petroleum enterprises, supporting informed decision-making in human resource management and fostering a culture of ethical conduct and sustainable development. Furthermore, the developed framework offers valuable insights and serves as a potential model for petroleum enterprises and other resource-intensive industries globally seeking to integrate MQ assessment into their human capital management strategies.
... Organisations are aware of the important role of EC because it is related to various positive outcomes in the workplace and OI has been acknowledged as a key in enhancing creativity among employees (Carmeli et al., 2007;Cohen-Meitar et al., 2009). OI can be well-defined as 'the perception of belongingness or oneness to an organisation, where individual defines him or herself in terms of an organisation in which he or she is a member' [Mael and Ashforth, (1992), p.104]. ...
Article
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Sharing information via knowledge creation is considered as the main driving force for growth which allows organizations to obtain numerous benefits like better learning, innovation and strong decision-making. To manage creativity, highly trained and qualified individuals are required to create and apply innovative ideas in various domains. This would only be possible if universities have smooth knowledge sharing among staff to create identification in which employees and organisation share similar objectives and values. The current investigation observes the influence of knowledge sharing on academic staff's creativity from public sector universities, taking into account the role of organizational identification. The study used the quantitative research technique and indicated that knowledge sharing has significant positive effect on the creativity with the mediating emphasis of organizational identification. Findings of the current study are deliberated in the light of earlier research and recommend implications for practice and viability in the organizations.
... Employee experience is more focused on the importance that managers give to employees and the employee journey is designed accordingly (da Costa & Loureiro, 2018). Moreover, the meaningfulness that employees find in their work is one of the most important antecedents of positive experiences (Cohen-Meitar et al., 2009). Employees who experience that work is meaningful increase their well-being and engagement levels (Dik et al., 2013;Whittington et al., 2017;Albrecht et al., 2021). ...
Article
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The purpose of this study was to examine the impact of employee experience on work engagement. A questionnaire consisting of both open-ended and multiple-choice items was administered to 308 respondents working in seven main insurance companies operating in Turkey. Employee experience is divided into three dimensions: the perceived importance of managers, work meaningfulness, and career-focused experience. According to the results of this study, employee experience has an important effect on work engagement. Employee well-being partially mediates the relationship between employee experience and work engagement. The importance of the research is that it shows that employee experience practices and welfare policies implemented by companies will ultimately result in work engagement. We emphasize the importance of providing employees with a positive experience throughout their journey, from recruitment to post-employment, as it leads to positive outcomes at both an individual and organizational level.
... A construct that is related to, but independent from self-perceived creativity and personality is creative selfefficacy (CSE), which can be conceptualized as one's general belief in their creative abilities (Hass et al., 2016). CSE is associated with higher motivation for creativity, creative process engagement (Li et al., 2020), creative work performance (Christensen-Salem et al., 2020;Cohen-Meitar et al., 2009), and divergent thinking task scores (Byrge & Tang, 2015;Puente-Diaz & Cavazos-Arroyo, 2018), and mediates relationships between divergent thinking and ratings of drawing and writing creativity (Anderson & Haney, 2020). In a metaanalysis of 41 articles, CSE showed moderate correlations across creativity measures (r = .39), ...
Article
An important step in understanding domain-specific qualities of creativity is determining what patterns exist in self-perceived creativity across domains and how these patterns associate with other characteristics relevant to creativity. In two studies involving high school (Study 1) and undergraduate (Study 2) students, hierarchical cluster analyses revealed four clusters in self-perceived creativity: “I am creative,” “I am not creative,” “I might be creative in math/science,” and “I might be creative, but not in math/science.” In the first study, a discriminant function analysis indicated that the “I am creative” and “I might be creative, but not in math/science” clusters were associated with higher openness and extraversion. In the second study, the “I am creative” and “I might be creative, but not in math/science” clusters were similarly associated with higher openness, extraversion, creative self-efficacy, and self-esteem, whereas lower agreeableness and conscientiousness were associated with the “I am creative” and “I might be creative in math/science” clusters. These findings suggest that clusters of self-perceived creativity are described by both overall magnitude (low vs. high) and domain (math/science vs. other domains), and relative associations with different personal characteristics vary across these clusters.
... In other words, employees with high family motivation detach the meaningfulness from their jobs, perceiving them as a sole means to earn for their families. Consequently, they avoid uncertainties and avoid endorsing a creative approach to executing tasks (Cohen-Meitar et al., 2009;Zhang et al., 2020). Moreover, Al-Hawari et al. ...
Article
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Purpose This study explores the relationship between family motivation and employee creativity. It examines the way family motivation shapes employees' job perceptions, specifically examining the mediating roles of job instrumentality and job meaningfulness detachment. Additionally, the study explores the moderating effect of family financial pressure. Design/methodology/approach The data were collected in three waves over six months from 382 employees in the Turkish hospitality industry. The Warp PLS 7.0 software was utilized for data analysis using partial least squares structural equation modeling (PLS-SEM). Findings The results indicate that family motivation significantly influences job instrumentality and job meaningfulness detachment, which subsequently reduce employee creativity. Moreover, family financial pressure moderates the relationship between family motivation and job perception, thereby amplifying its effects. Research limitations/implications This study highlights that organizations should minimize ambiguity and complexity, create a psychologically safe environment, align incentives with creativity, address conflicts between short-term gains and long-term projects and support work-life balance in the hospitality industry. This can enhance employee creativity, satisfaction and retention. Originality/value This study is an early attempt to investigate when and how family motivation (re)shapes hospitality workers’ job perceptions and influences their propensity to engage in creative endeavors.
... This increases their sense of the worth and significance of their work, and then enhances their meaning of work (Lysova et al., 2019;Rosso et al., 2010). As a major source of intrinsic motivation for individuals, meaning of work helps to promote the boundary spanners to invest their resources into creative activities to achieve the spiral growth of resources and in turn improve their creative performance Cohen-Meitar et al., 2009). Thus, this research introduces meaning of work as a mediating variable to reveal the trans-formative process of the resources that individuals gain from BSB. ...
Article
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With the increasing uncertainty of the environment and the complexity of team tasks, it’s now common practice to encourage employees to implement boundary spanning behaviors. In spite of the fact that a few studies have explored the relationship between boundary spanning behavior and employee creative performance, little is known about the mechanism behind this association. Drawing on the conservation of resource theory (COR), this paper examines the mediating role of meaning of work and the moderating role of team Chaxu climate to reveal the internal process and boundary condition regarding the effect of boundary spanning behavior on employee creative performance. A sample of 211 supervisor-subordinate dyads from six companies located in China is collected in this study, and a hierarchical linear model is used to test the hypotheses. The results show that boundary spanning behavior has a positive effect on employee creative performance, meaning of work mediates the link between them, and team Chaxu climate negatively moderates the relationship between boundary spanning behavior and meaning of work. This research provides a new insight into the linkage between boundary spanning behavior and employee creative performance, as well as further answers the question “how and when boundary spanning behavior influences employee creative performance”.
... This link is also supported by the broaden-and-build hypothesis (Fredrickson, 2001). Workers are motivated to learn, absorb new knowledge and discover unique solutions to issues as a result of these pleasant psychological experiences (Cohen-Meitar et al., 2009;Toyama & Mauno, 2017). Furthermore, engaged workers have positive sensations such as enthusiasm and excitement, which boosts their receptivity towards novel experiences and makes them think more outside the box with more creativity (Eschleman et al., 2014;Sengupta et al., 2020). ...
Article
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This study explores entrepreneurial leadership as a moderator between employee work engagement and perceptions of high-performance human resource management (HRM) practices. Additionally, it delves into the mediating role of employee work engagement between employee creativity and these perceptions. Utilizing a quantitative research strategy, the study includes a sample of 396 members from the banking sector in Pakistan. The study employs PLS-SEM to test hypotheses. Findings indicate that employee work engagement serves as a mediator between employees’ perceptions of high-performance HRM practices and creativity, while entrepreneurial leadership moderates this association. Entrepreneurial leadership enhances the employee–organization relationship and strengthens the impact of high-performance HRM practices on positive work-related behaviours. The study contributes to the body of knowledge by examining the strong role of employee work engagement in the relationship between employee perceptions of high-performance HRM practices and creativity as mediator, as well as the significance of entrepreneurial leadership as a moderator in that relationship to optimize the working of organization stimulating through the demand resource theory.
... But meaningful work is not only beneficial or necessary on an individual level. It positively correlates with employees' creativity [22] and increases the likelihood that they stay at and commit to their organization [104]. ...
Conference Paper
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Work is an important part of our lives-not only as a way to earn a living but as a crucial source for experiencing meaningfulness. The introduction of autonomous systems (or in the widest sense "artificial intelligence", AI) will fundamentally impact work practices. However, while most existing models of human-AI collaboration focus on performance goals, less is known about their potential influence on job satisfaction. In this paper, we present an online experiment in which we compared the perception of job meaningfulness and accountability in a human-AI collaboration across three interaction paradigms: Supervisory, Advisory, and Interactive. Our results showed that, unlike the common notion of supervisory control, people find their job more satisfying when they directly interact with the AI and are involved and remain accountable for action and decision-making. Introducing AI as a teammate in the interactive paradigm was associated with the highest job meaningfulness.
... When employees feel their work is important they put in extra time, effort and work hard to achieve the required results. Meaningful work is further divided into 'meaningfulness at work' and 'meaningfulness in work' (Cohen-Meitar et al., 2009;Lysova et al., 2019). Kahn (1990) termed WE as a 'psychological state'. ...
Article
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Purpose: This research aims to add to the current knowledge in the realm of Transformational Leadership style and its effect on Employee Performance in the telecommunication sector, as previous studies suggest that there is ambiguity in the measurement of direct effects. Design/Methodology/Approach: A research model was developed based on the self-concept theory, Social learning theory and Social exchange theory. Data were obtained from a sample of 270 operational-level employees from five telecommunication firms using a stratified random sampling technique. Statistical Package for the Social Sciences (SPSS) version 22.0 and Analysis of Moment Structure (AMOS) version 22.0 were used for the data analysis. Findings: The results showed that the transformational leadership style has a significant and positive effect on employee performance. In addition, the results indicate that both the mediators i.e. (work meaningfulness and work engagement) partially mediate the relationship between transformational leadership and employee performance. Therefore, it is concluded that transformational leadership is the most appropriate leadership style in the telecom sector that could enhance employees' performance through work meaningfulness and work engagement. Implications/Originality/Value: The findings of the study led to three potential practical implications. First, organizations must conduct training programs to develop and promote transformational leadership style in managers. Second, a manager needs to understand employees' meaningful work perception influence their performance significantly and they should enhance meaning in their work environment. Third and last, cultivating employee engagement is another important strategy to enhance employees' performance at work.
... Creativity Cohen-Meitar et al. (2009) Challenge stressors Cavanaugh et al. (2000) 1. The number of projects and or assignments I have 2. The amount of time I spend at work 3. ...
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This study aims to examine the factors affecting employee performance in textile mills across Karachi, Pakistan. Employing a quantitative, cross-sectional approach, the study used convenience sampling to collect data from employees across various textile mills. Data collection was facilitated using published scales from different researchers and conducted via Google Forms. Analysis was performed using SPSS version 17. The study identified that creativity, challenge stressors, hindrance stressors, transformational leadership, organizational innovation, and career development significantly influence employee performance. Creativity and career development emerged as the most influential factors, significantly enhancing employee performance, followed by organizational innovation, challenge stressors, and transformational leadership. Hindrance stressors, while negatively impacting performance, showed a less significant effect than expected. These findings provide valuable insights for managers in the textile industry and other sectors. By fostering creativity, promoting career development, and implementing transformational leadership and organizational innovation, managers can enhance employee and organizational performance. Additionally, recognizing and mitigating the impact of hindrance stressors is crucial for maintaining a productive work environment. This study contributes unique insights into the dynamics of employee performance within the context of Karachi's textile industry, a sector that has not been extensively explored in existing literature. It offers a comprehensive understanding of various factors that influence employee performance in this specific industrial setting, adding valuable knowledge to the field of organizational behavior and management. If employees of an organization perform well, the organization performs well. If the organization of a country performs well, the country performs well.
... 101 Performance outcomes highlight the positive effects of meaningful work on knowledge sharing in organisations, 102 organisational reputation, 103 and creativity. 104 More details can be found in Figure 3 below. ...
... 101 Performance outcomes highlight the positive effects of meaningful work on knowledge sharing in organisations, 102 organisational reputation, 103 and creativity. 104 More details can be found in Figure 3 below. ...
Technical Report
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We reviewed the academic literature on meaningful work. For employers keen to adopt an evidence-based approach to raising levels of meaningful work, accessing and understanding relevant research findings can be a challenge. We explain key concepts and report on findings concerning the mechanisms of meaningful work and how organisations can foster meaningful work experiences for employees. The report is one of the outputs from the King's Business School Meaning and Purpose Network (MaPNet).
... 101 Performance outcomes highlight the positive effects of meaningful work on knowledge sharing in organisations, 102 organisational reputation, 103 and creativity. 104 More details can be found in Figure 3 below. ...
... Past research has shown that: (a) core selfevaluation of subordinates can affect the positive influence of responsible leadership on their perception for responsibility and innovative behaviors, (b) regulate the mediating role derived from subordinates' perceptions of their responsibilities under the relationship between responsible leadership and subordinates (Hoch, 2012), and (c) moderate the relationship between supervisor developmental feedback and work input, and employees' innovative behaviors (Janssen, 2005). Core selfevaluation has a positive influence on innovative behavior (Carmeli et al., 2010;Cohen-Meitar et al., 2009;Fock et al., 2011). Personality traits directly impact creative self-efficacy and creativity (Kim et al., 2010). ...
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The cultivation of vocational core competencies is one of the essential guarantees to realizing students’ overall development. It is also a key quality and ability to promote students’ adaptation to lifelong development and career requirements. In this study involving 844 higher vocational students in Beijing, we analyzed the effect of vocational core competencies on innovative behavior. We find that sophisticated relationships exist between vocational core competencies, creative self-efficacy, innovative behaviors, and core self-evaluation. Innovative behavior positively correlated with vocational core competencies, in which creative self-efficacy has a partial mediating effect, positively regulated by core self-evaluation. Thus, higher vocational colleges should emphasize developing vocational core competencies systems and cultivating students’ innovative behaviors to promote all-around development.
... Meaningfulness in the workplace is another factor that can increase creativity. When work is perceived as meaningful by employees, they are more likely to engage in creative problem-solving and decision-making (Meitar, Abraham, & Waldman, 2009). It is important for organizations to foster a culture of creativity and provide employees with the necessary resources, tools, and support to be creative. ...
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There is a multifaceted relationship between creativity, art, digital social innovation, education, and their implications for the future of work. This book explores the sources of innovation and creativity, with a focus on the role of creativity in the arts. Furthermore, it discusses how digital social innovation has become a catalyst for novel forms of creative expression and collaboration. It also examines the potential impact of these trends on the future of work and the skills needed to thrive in an evolving landscape. The intersection of creativity, art, digital social innovation, and education is a dynamic field that shapes our understanding of innovation and its impact on society. This book aims to highlight key themes and explore their interconnectedness. Understanding the sources of innovation and creativity is crucial for fostering a culture of innovation in various domains. The role of curiosity, interdisciplinary collaboration, and diverse perspectives as essential drivers of innovation and creative thinking have been mentioned in this work. Artistic expression has long been recognized as a wellspring of creativity. The book delves into the relationship between creativity and the arts, exploring how artistic practices, such as visual arts, music, and performing arts, enhance innovative thinking, problem-solving skills, and imagination. The rise of digital technologies has revolutionized creative processes, enabling new forms of collaboration, communication, and artistic expression. The concept of digital social innovation and how it facilitates collective creativity, open-source collaborations, and participatory engagement in the digital realm has been reported. The Future of Work Advancements in technology, automation, and artificial intelligence are reshaping the future of work. The book examines the evolving landscape and discusses creativity, artistic skills, and digital social innovation in current and future workplaces. It also explores the need for adaptability, critical thinking, and interdisciplinary competencies in a rapidly changing professional landscape. The integration of creativity into educational frameworks and pedagogical practices, emphasizing the importance of fostering creativity from an early age and promoting arts-based education has been reported. In summary, this book sheds light on the importance of creativity, art, digital social innovation, and education in driving innovation and preparing individuals for the future of work. It emphasizes the transformative power of creativity and the arts and highlights the potential of digital social innovation as a force for positive change in society.
... Much like the challenges of definition, at least 28 different measurement scales have been used to measure meaningful work [34]. Recent meta-analyses [34,43] have shown that, despite the wide variety of measures, meaningful work has moderate to large correlations with organizational outcomes, including organizational commitment [44], work and personal engagement [45], job satisfaction [44], lower intentions to quit [46], lower absenteeism [47], increased in-role [48], and extra-role [43], behaviors (e.g., organizational citizenship), employee creativity [49], and innovation [50]. ...
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Work is one of the most enduring and consequential life domains regarding how meaning and purpose impact health and well-being. This review first examines scientific findings from the MIDUS (Midlife in the U.S.) national longitudinal study that have linked work to well-being and health. Most have focused on adverse work or work conditions as influences on poor health, with a few recent findings investigating links to purpose and other aspects of eudaimonic well-being. Organizational scholarship is then selectively reviewed to show how meaningful work is often linked to motivation, performance, and commitment. Paradoxically, meaning can also lead to the exploitation and erosion of health and well-being when managed without regard for decent working conditions. Recent workplace phenomena known as the Great Resignation and Quiet Quitting underscore the societal consequences of work without meaning or adequate working conditions. Both the scientific and organizational literature are enriched by a vision of meaningful work rooted in Aristotle’s writings about virtue, ethics, and the realization of potential. Evidence-based practices tied to these eudaimonic ideals are examined at multiple levels, including the societal context (public policy), organizational conditions (culture, human resource practices, leadership), and individual strategies to find meaning, engagement, and fulfillment in work. A concluding section highlights strengths and omissions in the scientific and organizational literature and, going forward, calls for greater interplay among researchers, practitioners, and policymakers in enacting eudaimonic ideals.
... Available research suggests that individuals who have high self-esteem are more likely to exhibit creativity (Cohen-Meitar et al., 2009), because they tend to believe that their actions will be influential and effective and react more positively by exhibiting greater creativity than individuals with relatively low self-esteem (Brockner et al., 1998;Zhou & George, 2001). In other words, employees with high OBSE are more likely to engage in creativity so that they can continue to be valuable to their organizations. ...
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Existing research have revealed the positive impact of trust on employee’s creativity. Given that perception is the precursor of action, influence of trust on creativity tends to occur through employees’ perception and the process of the perceptual reaction of the self, which, however, fail to gain extensive attention in literature. Drawing on theories of social exchange and self-consistency, we develop a model to understand how employees in collectivistic cultures evaluate feeling trusted and regulate themselves in creativity by considering the role of self-concept. We test our model using a time-lagged design to collect data from the supervisor–subordinate dyads in two stages in China. Results show that organization-based self-esteem mediate the positive relationship between feeling trusted and creativity, and interdependent self-construal plays a moderating role in such relationship. Specifically, for subordinates with high interdependent self-construal, the positive relationship between organization-based self-esteem and creativity is not significant. Our research provide insight into how self-concept shapes the impact of leadership in term of trust on creativity theoretically, and practically contribute to management of trust and encouragement on employees’ creativity.
... 515). Although this analysis did not specifically include measures of workplace creativity, another study of 201 Romanian salespeople, programmers, and managers revealed a sequential pathway in which work meaningfulness predicted higher organizational identification and positive work experiences, which were associated with higher supervisor ratings of creativity (Cohen-Meitar et al., 2009). Altogether, the study's structural equation model predicted 23% of variance in employee creativity, providing modest support for Amabile and Pratt's (2016) assertion that meaningful work is an important prerequisite for workplace creativity. ...
... Thus, gig work side-hustles may be taken up when current income is insufficient, but in other cases the gig economy may provide an outlet for creative expression or learning new skills (Ashford et al., 2018;Campion et al., 2020;Campion et al., 2021). These passion projects may also provide meaning in one's work, which may in turn enhance creative performance (Cohen-Meitar et al., 2009). ...
Chapter
Gig work has recently become a topic of interest to organizational researchers, as the prevalence of these work arrangements continues to increase. Although creativity and “gigs” share a long history with freelance or other independent workers frequently occupying creative work, creativity researchers have not kept pace with developments in the gig economy nor focused enough attention on nonstandard workers. Thus, much of our workplace creativity research and theory makes assumptions that may not be tenable in the gig economy. We suggest that this constitutes a missed opportunity for creativity researchers. To remedy this, the present chapter attempts to provide creativity researchers with the necessary background on gig work arrangements. We then build upon this background information to provide a series of future research directions to encourage more research in this area.
... It refers to the extent to which employees organize their own work schedules, determine work sequence, and use their own initiative or judgment to complete their work [22]. Specifically, job autonomy involves employees' control and decisions over work methods, work arrangements, and work standards [23], which differs from simple freedom, in that it gives employees the opportunity to make decisions at work and to have a voice in what they do [24]. Job autonomy is essentially a management practice that delegates authority and responsibility to employees so that they are thus better able to accomplish their work goals [25]. ...
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In the volatile, uncertain, complex, and ambiguous environment (VUCA), employees can better match the organization and jobs by crafting their job perceptions, work tasks, and relationships, which is valuable to maintain organizational sustainable competitiveness and promote employees’ personal growth. This study explores the influence mechanisms of job autonomy and work meaning on employees’ job-crafting behaviors and the moderating effect of perceived organizational change through a survey of 318 employees in Chinese companies. The results show that job autonomy and work meaning can promote employees’ job-crafting behaviors by increasing individuals’ harmonious work passion. The indirect effects of job autonomy and work meaning on employee job-crafting behaviors through harmonious work passion are stronger for individuals with high perceived organizational change relative to those with low perceived organizational change. Organizations should concentrate on job redesign to improve employees’ job autonomy and work meaning. A climate of change should also be created within the organization to keep employees aware of the crisis. Meanwhile, employees should actively use work resources to meet the changing needs of organizational development and promote individual career development through job-crafting behaviors.
... Work meaningfulness has been found as the most important aspect of job for employees since a substantial portion of people's adult life is spent at work, and if the work they do is meaningful, it can benefit them, their employer and society (Bailey & Madden, 2016;May et al., 2004;Wang & Xu, 2019). Specifically, work meaningfulness has been found to be positively related to a wide range of employee and organizational outcomes such as work and life satisfaction, engagement, psychological well-being, work motivation, career development, creativity, positive work behavior, in-role and extra-role performance, and organizational commitment (Cohen-Meitar et al., 2009;Rosso et al., 2010). Moreover, work meaningfulness can bring about several positive outcomes including job satisfaction, better performance, and greater motivation (Mulki & Lassk, 2019). ...
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Meaningfulness is a fundamental psychological need and can result in numerous positive outcomes for employees and organizations. However, little is known about how inclusive leadership can promote employees' sense of meaningful work. Drawing upon self‐determination theory, we posit that inclusive leadership enhances meaningful work through creating psychological safety and fostering learning from errors. Inclusive leadership improves work meaningfulness as it contributes to better job attributes. Study hypotheses were tested using a multiple‐study research design, including a two‐wave field study of 317 full‐time employees (Study 1) and a randomized experimental vignette methodology with 440 participants (Study 2). Findings from both studies support the hypothesized mediation model and suggest that inclusive leaders enhance employees' meaningful work mediated through psychological safety and learning from errors.
... Organisations are aware of the important role of EC because it is related to various positive outcomes in the workplace and OI has been acknowledged as a key in enhancing creativity among employees (Carmeli et al., 2007;Cohen-Meitar et al., 2009). OI can be well-defined as 'the perception of belongingness or oneness to an organisation, where individual defines him or herself in terms of an organisation in which he or she is a member' [Mael and Ashforth, (1992), p.104]. ...
... Consequently, employees prefer to work for organizations that have a good reputation (Ashforth and Mael, 1989;Esenyel, 2020). For example, there is a link between organizational identification along with positive psychological experiences and employees' creativity as rated by their supervisors (Cohen-Meitar et al., 2009). The personal values of employees who strongly identify with their organization are more strongly aligned with their organization's values (Ashforth and Mael, 1989), and employees with a strong organizational identification show behavior that supports the organization's objectives, which can manifest in creative and innovative behavior (Brammer et al., 2015). ...
Article
As innovation is crucial to an organization's survival and can contribute to sustainability and cleaner production, researchers have recently paid closer attention to employees' creativity and innovative behaviors in the context of corporate social responsibility strategies. This manuscript provides a quantitative synthesis on the relation between corporate social responsibility and employees' innovative behaviors, as well as a descriptive overview of explaining mechanisms. For this purpose, a meta-analysis of primary studies on corporate social responsibility and employees' innovative behavior was conducted, using the methods of Schmidt and Hunter. In total, k = 26 studies (N = 7970) were statistically synthesized. The average effect size was large (ρ = 0.45). Moderators were investigated in subsample analyses (internal vs. external corporate social responsibility as well as human development and corporate size) and meta-regressions (gender and culture). The effect size was larger for internal than for external corporate social responsibility. Human development of the organization's country of operation seems to have an impact on the relation between corporate social responsibility and innovative behaviors. Moreover, the effect was stronger in smaller than in bigger organizations. Practical implications are relevant for upper management, sustainability departments in organizations, and human resource management: The potential of corporate social responsibility for innovation in organizations is discussed. We stress the importance of corporate social responsibility as an organization-level determinant of employee innovative behavior for cleaner production.
... Workplace belongingness requires stable relationships between employees and the organization [103]. When employees feel that they do belong in the organization, their risktaking propensity for creating something new or generating new ideas increases [104][105][106]. Moreover, employees with a strong sense of workplace belongingness are more ready to adapt to change [107][108][109]. ...
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Resilient agility is a novel concept that refers to the combined resilience-agility capability that allows an actor to successfully perform in rapidly changing contexts. Change dynamics, at all levels, increase uncertainties and responsibilities for employees augmenting the need to strengthen the self via resilient agility. This study examines employee resilient agility as anteceded by supervisors’ safety, coworkers’ safety, workplace belongingness, job satisfaction, willingness to embrace organizational change, and creativity. Respondents are from multiple organizations, industries, and regions of the United States. Analyses were carried out utilizing PLS-SEM software. Findings indicate that supervisors’ safety, workplace belongingness, willingness to embrace organizational change, and creativity have substantial effects on explaining and understanding employees’ resilient agility. In contrast, the effects of coworkers’ safety were insignificant. This study (a) contributes to the nomological network of resilient agility by examining a set of its key antecedents and (b) suggests that drastic organizational restructuring (e.g., significant changes in the relative proportion of remote working during the COVID-19 pandemic) may negatively impact both relational-based constructs in organizations and employees’ ability to rapidly and effectively respond to change. Theoretical and practical implications as well as limitations and future research are discussed.
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Learning how to motivate employees to engage in proactive taking-charge behavior (TCB) has become an essential topic for building change capabilities into public organizations. However, despite limited research investigating triggers of TCB in the public sector, even less attention has been paid to leadership-related drivers. With a three-wave survey on a Chinese public employee sample, we test how public leaders can motivate TCB using accountability, rule-following, political loyalty, and network governance leadership approaches, and whether these employees’ organizational identification mediates this relationship. Results show that only employees under supervisors who practice rule-following and political loyalty leaderships will own greater identification with their organizations and will subsequently exhibit TCB——these two public leadership approaches work because they paint a realistic picture of China’s political context to public employees, boosting their organization identification, which then enhances their TCB. Such results enrich our understanding of public sector change management in authoritarian political conditions.
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Drawing from the social learning theory (SLT), this study aims to examine the relationship between responsible leadership behavioral styles (RLBS) (instrumental and integrative) and employees' innovative work behaviors (IWBs). This study also examines the mediating role of meaningful work (MFW) and the moderating role of knowledge sharing (KS) in the relationship between RLBS and IWBs. Data were collected from 230 employees at different levels working in the public and private sectors. The SPSS PROCESS macros were used to analyze moderated mediation, mediation, and moderation results. All the hypothesized relationships are supported, except the mediating role of MFW in the relationship between integrative RLBS and IWBs, which is partially supported. The findings demonstrated that KS strengthens the instrumental and integrative RLBS' direct effect on MFW and its indirect effect on employees' IWBs. This paper provides a unique theoretical contribution to the effect of RLBS on IWBs in the organization. Instrumental (effective decision‐making and task orientation) and integrative (motivation and welfare orientation) RLBS would be helpful to industrial experts and academicians in creating an innovative work environment for employees in the organization.
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MAKALE BİLGİSİ ÖZ Makale Tarihçesi: Başvuru Amaç: Araştırmanın amacı kadın çalışanların kadınsı cinsiyet normları ve işin anlamlılığı arasındaki ilişkide cinsiyet rol stresinin aracı rolünü ortaya koymaktır. Tasarım/Yöntem: Niceliksel araştırma yöntemleriyle kolayda örneklem yoluyla Batı Karadeniz il ve ilçelerinde 412 kadın çalışan üzerine yapılmıştır. Toplanan anketler öncelikle geçerlik ve güvenirlik analizine tabi tutulduktan sonra tanımlayıcı istatistik, korelasyon ve regresyon testleri uygulanmıştır. Sonuçlar: Analiz sonuçlarına göre cinsiyet rol stresinin kadınsı cinsiyet normları ve işin anlamlılığı arasında aracı rolü gözlenmiştir. Özgün Değer: Kadınların ev ve iş yerinde üstlenmiş olduğu farklı rollerin işin anlamlılığını nasıl etkilediğini ortaya koymak ve alanyazına bu açıdan katkı sağlamak özgün değeridir. Araştırma iki sosyal kuram üzerine bina edilmiştir; sosyal norm ve sosyal rol kuramları. Ayrıca araştırmada toplumumuzda kadının iş hayatındaki işin anlamlılığı algısını artırabilecek sosyal cinsiyet normlarının etkisinin ortaya konması amaçlanmıştır. ABSTRACT Article History: Received Objectives: The purpose of the research is to reveal the mediation role of gender role stress on the relationship between gender norms and meaningfulness of job. Methods: Datas were collected through convenience sampling method from 412 female employees in West Blacksea cities and districts. After conducting validity and reliability tests, descriptive, corelation and regression analysis were done. Results: According to the results of analysis mediating role gender role stress on the relation between gender norms and meaninfulness of job is observed. Originality: C ontributing to the literature by presenting how the different roles of women assumed at work and home effect their work engagement and meaningfulness is originality of research. The research is grounded on two social theories; social norms and social role theories. It is also intended that with this research, we will be able to find out the effects of social gender norms on enhancing women's perceptions of meaningfulness. İş'te Davranış Dergisi J o u r n a l o f B e h a v i o r a t W o r k 3 (1) 2 0 1 8
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Although prior work has characterized creativity as a primarily agentic endeavor, we diverge from this perspective and argue for agentic and communal pathways to creativity that offer unique advantages to each gender. We draw from social role theory to predict that risk-taking and empathic tendencies—as agentic and communal mechanisms, respectively—help explain how gender influences creativity. We also identify contextual moderators that can strengthen the communal pathway—predicting a more positive relationship between empathic tendency and creativity as well as a stronger indirect effect via empathic tendency when the tasks demand perspective-taking and when usefulness is explicitly incorporated in creativity assessment. With a meta-analysis of 753 independent samples (265,762 individuals), we find support for a communal pathway (i.e., women are creative via empathic tendency) and for an agentic pathway (i.e., men are creative via risk-taking tendency). We also find that the communal pathway is stronger when usefulness is explicitly incorporated in creativity assessment. Task demands for perspective-taking did not show a moderating effect. Taken together, our findings provide a more balanced account of the gender–creativity relationship, demonstrate why men and women differ in creativity and when women can leverage the communal mechanism to enhance creativity, and inform theory and practice towards a more gender-equitable workplace.
Article
Purpose This study examines the role of meaningful work in mediating the relationship between employees’ perceptions of corporate social responsibility (CSR) and innovative behavior. This study further examines how co-worker support, both instrumental and emotional, moderates the meaningful work–innovative behavior relationship. Design/methodology/approach Utilizing survey data from 355 employees in South Korea with a two-wave longitudinal design, path modeling with the M-plus PROCESS macro was performed to analyze the mediation and second-stage moderated mediation effects. Findings The results showed that the relationship between employee CSR perceptions and innovative behavior was mediated by meaningful work. Co-worker instrumental support strengthened the meaningful work–innovative behavior relationship, whereas co-worker emotional support had no significant moderating effect. The three-way interaction analysis indicated that the meaningful work–innovative behavior relationship was weakest when co-worker instrumental support was low. Additionally, instrumental support by co-workers moderated the indirect effect of CSR perceptions on innovative behavior via meaningful work. Originality/value This research contributes to the literature on CSR perceptions and meaningful work. Our focus on meaningful work as a key psychological mechanism provides insights into how and why employee CSR perceptions promote desirable outcomes including innovative behavior, an underexplored yet important outcome. Furthermore, by identifying co-worker instrumental support as a significant boundary condition, this study contributes to a more nuanced understanding of the social context that promotes innovative behavior.
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This paper sought to study the association of strengths-based leadership with follower organizational citizenship behavior (OCB) and to consider the mediating role of organizational identification and the moderating role of role overload in the relationship. We collected data at three time points from a sample of 272 employees working in diverse organizations in China. Structural equation modeling analysis was utilized to examine our hypotheses. Results showed that strengths-based leadership has a positive relationship with follower OCB even after controlling for humble leadership, and organizational identification mediates this relationship. Moreover, results also indicated that role overload negatively moderates the direct relationship of strengths-based leadership with organizational identification and the indirect relationship of strengths-based leadership with OCB via organizational identification. The present article is the first to investigate the strengths-based leadership and OCB relationship, which contributes to deepening our understanding of how, why, and when strengths-based leadership is associated with OCB.
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In an era where home and work domains have become inseparable, it is surprising that extant research has placed less emphasis on examining the boundary conditions and mechanisms to understand the home‐to‐work crossover and spillover process. Building on the work–home resources theory and the crossover‐spillover perspectives, we test a resource‐based crossover‐spillover model of how one partner's work–family spousal support provision relates to the other partner's creativity at work. We propose that “phubbing” at home affects the crossover process of resource exchange between partners. Regarding the spillover from home to work, we propose that job crafting mediates the association between work–family spousal support and employee creativity. Daily diary data were collected from 65 dual‐earner couples, over 15 working days in the United States. Results from the multilevel actor–partner interdependence model show that work–family support enhances employee creativity by prompting the employee's relational job crafting and cognitive job crafting at work. Moreover, our results reveal that the high level of phubbing at home weakens the work–family support crossover between partners. We contribute to the literature by adding evidence regarding the mechanisms that enable social support at home to turn into employee creativity at work.
Article
Purpose Based on the affective events and self-concept theories, this study aims to examine the relationship between knowledge sharing system, job crafting, meaningfulness in work and employees' intention to stay with the organization. Design/methodology/approach In the present study, the authors conducted a time-lagged survey for analyzing the association between knowledge sharing system, job crafting, meaningfulness in work and employees' intention to stay with the organization. The study sample comprises 358 Generation Y employees working in Indian IT organizations. Results were analyzed using Process and Hayes macro process. Findings The study findings suggest significant relationships between knowledge sharing system, job crafting, meaningfulness in work and intention to stay among Gen Y employees. Moreover, the results demonstrated that knowledge sharing system, directly and indirectly, impacts employees' intention to stay via sequential mediation of job crafting and meaningfulness in work. Practical implications In today's era of hyper-competition and “war for talent,” retaining talented professionals has become the topmost priority for organizations. This becomes even more challenging with new generations, Gen Y and Z, entering the workforce driven by entirely different needs compared to earlier generations. Thus, the present study offers an integrated framework that organizational practitioners could utilize to enhance the retention of their young talented professionals. Originality/value Despite the emerging interest in the concept of knowledge sharing, few studies investigated the association between knowledge sharing system and intention to stay among Gen Y employees. Also, research still lacks in examining the underlying mechanism of how knowledge sharing system may enhance job crafting and meaningfulness in work, which could fuel Gen Y employees' intention to stay with the organization.
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Araştırmanın amacı akademisyenlerin işlerinin pozitif anlamına etki eden faktörleri belirlemektir. Bu amaçla organizasyonda akademik özgürlük, yetenek, işe odaklanma ve demografik değişkenlerin etkileri incelenmiştir. Araştırmanın kapsamı İstanbul’da devlet ve vakıf üniversitelerinde faaliyette bulunan ve araştırmaya gönüllü katılım sağlayan 1567 akademisyenden oluşmaktadır. Araştırmada oluşturulan hipotez modelleri ile hem genel modellere hem de devlet ve vakıf üniversiteleri için spesifik modellere yer verilmiştir. Araştırmanın genel modelinde akademisyenlerin organizasyonlarındaki özgürlükleri işlerinin pozitif anlamına katkıda bulunmuştur. Akademisyenlerin organizasyonlarındaki özgürlüğü yeteneklerinin gelişimine katkı sağlamıştır. Araştırmada akademisyenlerin özgürlüğünün işlerine odaklanmasına ciddi düzeyde katkısı olduğu gözlemlenmiştir. Akademisyenlerin işlerine odaklanması işlerinin pozitif anlamına da katkıda bulunmuştur. Akademisyenlerin yeteneği işlerinin pozitif anlamına katkı sağlamıştır. Moderator etkili genel modelde, akademisyenlerin özgürlüğünün yeteneklerinin gelişimi üzerindeki etkisinde işe odaklanmanın düzenleyici etkisi olduğu görülmüştür. Akademisyenlerin yeteneklerinin işlerinin pozitif anlamı üzerindeki etkisinde de işlerine odaklanmaları düzenleyici etkiye sahip olmuştur. Analizde akademisyenlerin yeteneklerinin işlerinin pozitif anlamı üzerindeki etkisinde yaşlarının ve akademik unvanlarının düzenleyici etkileri olduğu sonuçlarına erişilmiştir. Araştırmada devlet ve vakıf üniversitelerine ilişkin farklılıklara içerikte yer verilmiştir.
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Indonesia's construction industry has experienced remarkable growth over the past decade, as evidenced by statistical data from 2010 to 2019. The number of companies focused on construction has surged in tandem with Indonesia's economic growth. However, this rapid growth has led to a significant discrepancy between the increasing number of staff and available companies. Such an imbalance places immense pressure on construction staff, straining their workloads and overall job satisfaction. To address this issue, a comprehensive research study was conducted employing a combination of field research and literature reviews. The research involved direct visits to the study site to gather primary data from respondents. Primary data collection methods included observations and the use of questionnaires, which probed various variables relevant to the study. Furthermore, extensive literature reviews were conducted, drawing insights from journals, articles, textbooks, and relevant government regulations. The primary objective of this research was to investigate the relationship between workload, work distress, sleep problems, and job satisfaction among employees within the construction industry. The study aimed to identify potential avenues for enhancing employee job performance by mitigating familial and sleep-related challenges. The research focused on employees working within multinational and international contractor branches, as the exact population figures were unavailable, necessitating a nonprobability sampling approach. The research employed quantitative analysis, specifically structural equation modeling (SEM), to examine the intricate connections between work-related factors and their impact on employees' well-being and job satisfaction. The findings of the study revealed both direct and indirect influences of work and family dynamics on job-related issues within the private sector. Notably, companies in the construction industry experienced heightened work pressure, attributed to their higher workload, yet also exhibited greater support from regulatory and business sectors. This research underscores the significance of distinguishing between different sectors when exploring the interplay between work and family dynamics. By shedding light on the unique challenges faced by the construction industry, this study contributes to the existing body of work-family literature, emphasizing the need for tailored approaches when analyzing work-family relationships in distinct sectors.
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In this article, I present a sociological approach to the problem of meaningful work that dwells on its broad social and cultural sources, as opposed to the focus on subjective and organizational factors currently prevailing in the field. Specifically, I consider two sociological perspectives, those of community and autonomy, as important conceptual tools for understanding the ambivalent character of modern culture in providing individuals with a sense of meaningfulness of their activities. I also review some of the existing research on meaningful work and interpret it through this conceptual distinction, both to show the latter’s relevance for the field and to identify the gaps it might help fill. As a result, based on the sociological perspectives, I propose a general conceptual model and discuss five directions to further advance the theoretical comprehension of meaningful work, and I suggest some implications of these perspectives for normative business ethics.
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Yaratıcılık, sanat, dijital sosyal inovasyon, eğitim ve bunların işin geleceği üzerindeki etkileri arasında çok yönlü bir ilişki vardır. Bu yayın, sanatta yaratıcılığın rolüne odaklanarak inovasyon ve yaratıcılığın kaynaklarını araştırmaktadır. Ayrıca, dijital sosyal inovasyonun yeni yaratıcı ifade ve işbirliği biçimleri için nasıl bir katalizör haline geldiğini, bu eğilimlerin işin geleceği üzerindeki potansiyel etkisini ve gelişen bir ortamda başarılı olmak için gereken becerileri de incelemektedir. Yaratıcılık, sanat, dijital sosyal inovasyon ve eğitimin kesişimi, inovasyon anlayışımızı ve bunun toplum üzerindeki etkisini şekillendiren dinamik bir alandır. Bu yayın, kilit temaları vurgulamayı ve bunların birbirleriyle olan bağlantılarını keşfetmeyi amaçlamaktadır. İnovasyon ve yaratıcılığın kaynaklarını anlamak, çeşitli alanlarda bir inovasyon kültürünü teşvik etmek için çok önemlidir. Bu çalışmada, inovasyon ve yaratıcı düşüncenin temel itici güçleri olarak merak, disiplinlerarası işbirliği ve farklı bakış açılarının rolüne değinilmiştir. Sanatsal ifade uzun zamandır yaratıcılığın kaynağı olarak kabul edilmektedir. Yayın, yaratıcılık ve sanat arasındaki ilişkiyi inceleyerek görsel sanatlar, müzik ve sahne sanatları gibi sanatsal uygulamaların yenilikçi düşünmeyi, problem çözme becerilerini ve hayal gücünü nasıl geliştirdiğini araştırmaktadır. Dijital teknolojilerin yükselişi, yaratıcı süreçlerde devrim yaratarak yeni işbirliği, iletişim ve sanatsal ifade biçimlerini mümkün kılmıştır. Dijital sosyal inovasyon kavramı ve bunun kolektif yaratıcılığı, açık kaynak işbirliklerini ve dijital alanda aktif katılımı nasıl kolaylaştırdığı rapor edilmiştir. İşin Geleceği Teknoloji, otomasyon ve yapay zeka alanındaki gelişmeler işin geleceğini yeniden şekillendirmektedir. Kitap, gelişen durumu incelemekte ve mevcut ve gelecekteki iş yerlerinde yaratıcılık, sanatsal beceriler ve dijital sosyal inovasyonu ele almaktadır. Ayrıca, hızla değişen profesyonel ortamda uyum sağlama, eleştirel düşünme ve disiplinlerarası yetkinliklere duyulan ihtiyacı araştırmaktadır. Yaratıcılığın eğitim çerçevelerine ve pedagojik uygulamalara entegre edilmesi, yaratıcılığın erken yaşlardan itibaren teşvik edilmesinin ve sanat temelli eğitimin desteklenmesinin önemi vurgulanmaktadır. Özetle bu yayın, yaratıcılığın, sanatın, dijital sosyal inovasyonun ve eğitimin inovasyonu teşvik etmedeki ve bireyleri geleceğin iş yaşamına hazırlamadaki önemine ışık tutmaktadır. Yaratıcılığın ve sanatın dönüştürücü gücünü vurgulamakta ve toplumda olumlu değişim için bir güç olarak dijital sosyal inovasyonun potansiyelinin altını çizmektedir.
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Based on organizational identity theory and the resource-based perspective, this research examines the relationships between green organizational identity (GOI), green service innovation (GSI), and hotel environmental performance (HEP). Additionally, the role of resource commitment (RC) as a quasi-moderator is further investigated. Data was collected from 440 green hotel employees in Thailand using a three-wave approach. The statistical analysis revealed that GOI has a positive influence on GSI and HEP. GSI mediated the relationship between GOI and HEP. RC as a quasi-moderator simultaneously moderated the GOI-GSI link and the GSI and HEP link, in addition to directly influencing GSI and HEP. The theoretical and practical implications for both hospitality practitioners and policymakers are discussed.
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Günümüzde bireylerin hayatlarının önemli bir kısmını çalışma yaşamı oluşturmaktadır. Dolayısıyla bireylerin iş yaşamında mutlu hissetmelerinin ve işlerini anlamlı bulmalarının verimliliklerini, üretkenliklerini artırabileceği düşünülmektedir. Bu doğrultuda çalışmanın amacı, kamu ve özel sektörde çalışan bireylerin işi anlamlı bulması mutluluk ve iş tatmini arasındaki ilişkinin ne yönde olduğunun tespit edilmesidir. Bu amaç doğrultusunda, çalışan 849 birey üzerinde anket uygulanmıştır. Anket formu işin anlamı, mutluluk ve iş tatmini ölçekleri ile demografik sorulardan meydana gelmektedir. Kolayda örnekleme yöntemi ile veriler toplanmıştır. Araştırmada neticesinde elde edilen veriler SPSS 22.0 ve AMOS 24.0 programları ile analiz edilmiştir. Verilerin analizinde tanımlayıcı istatistikler, normallik, geçerlilik, güvenirlik ve Pearson korelasyon analizlerinden yararlanılmıştır. Yapılan analizler sonucunda işin anlamı ile iş tatmini ve mutluluk arasında pozitif yönde anlamlı bir ilişki olduğu saptanmıştır. Ayrıca mutluluk ve iş tatmini arasında da pozitif yönde anlamlı bir ilişkinin olduğu tespit edilmiştir. Anahtar Kelimeler: İşin Anlamı, Mutluluk, İş Tatmini, Çalışan Bireyler.
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Using a mood-as-input model, the authors identified conditions under which negative moods are positively related, and positive moods are negatively related, to creative performance. Among a sample of workers in an organizational unit charged with developing creative designs and manufacturing techniques, the authors hypothesized and found that negative moods were positively related to creative performance when perceived recognition and rewards for creative performance and clarity of feelings (a metamood process) were high. The authors also hypothesized and found that positive moods were negatively related to creative performance when perceived recognition and rewards for creativity and clarity of feelings were high.
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The self-concept has emerged as an important component of organizational paradigms. This article reviews the conceptual meanings of self-esteem and self-efficacy, clarifies the relationship between the two perceptions of the self, and discusses how an understanding of them can lead to better organization management. An empirical examination explored the intervening role of organization-based self-esteem in the relationship between generalized self-efficacy and explored two outcomes - employees' job performance and job-related affect (job satisfaction). Organization-based self-esteem emerged as the stronger predictor of ratings of performance and employee satisfaction, and it appears to act as a mediator in the relationship between generalized self-efficacy and these employee responses. The managerial implications of these results are discussed.
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The generic, indeed the defining, task of social psychology is to investigate the interrelationships among society, the social person, and social behavior. Every theoretical perspective or framework in social psychology approaches this immense task by narrowing it, by selecting particular dimensions of society, persons, and behavior as especially worthy of attention. While the ultimate goal for social psychology may be a single, unified theoretical framework sufficiently comprehensive to incorporate “all” the “important” aspects, etc., of the defining conceptual variables of social psychology,1 that goal is not in sight. In the meantime, and before the millenium, all social psychological perspectives or frameworks are partial, selective in their approaches to the world they hope to explicate. That assertion is true of symbolic interactionism, the theoretical framework out of which the theory examined in this chapter develops, although perhaps less so than for most contemporary frameworks in social psychology.
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Using a sample of 268 Production employees, this study extended research on R. Karasek's (1979) demands-control model of stress in 2 ways. First, results show that R. Karasek's proposed interaction between demands and control when predicting strain occurred only for more proactive employees. This 3-way interaction helps reconcile previous inconsistent findings about the interaction between demands and control when predicting strain. Second, the study extends research by investigating the demands-control interaction and the moderating influence of proactive personality in relation to learning-oriented outcomes (perceived mastery, role breadth self-efficacy, and production ownership). There were no 3-way interactions among the variables when predicting these learning-oriented outcomes, but all were important predictors. These results show (a) that demands and control can influence learning as proposed in the dynamic version of the demands-control model and (b) that proactive personality plays an important moderating role.
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The article introduces the construct "organization-based self-esteem" and its measurement. We developed a partial nomological network resulting in a set of hypotheses that guided efforts lo validate the construct and its measurement. Homogeneity of scale items, test-retest and internal consistency reliability, and convergent, discriminant, incremental, concurrent, and predictive validity estimates were all in­ inspected through conducting field studies and a laboratory experiment. We present results from a validation effort involving seven studies that draw on data from over 2,000 individuals, representing diverse organizations and occupations. Results support the construct validity of the measurement and most of the hypotheses. The organization-based self-esteem scale has been used in 100s of published studies since its validation, and a well-developed organization-based self-esteem theory now exists.
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The mediating role of the critical psychological states (CPS) in the job characteristics model was examined in two studies. Using Baron and Kenny’s (1986) approach for examining mediation hypotheses, results from Study 1: (1) supported the hypothesized linkages between the core job dimensions and the CPS, and between the CPS and attitudinal outcomes; (2) provided no support for the hypothesis that all three CPS must be experienced to maximize internal work motivation; (3) supported the present authors’ hypothesis that the CPS would explain significant amounts of outcome variance beyond the core job dimensions; and (4) supported the present authors' hypothesis that the CPS are partial rather than complete mediator variables. Using causal modeling analyst and another sample, results from Study 2 provided the strongest support for a job characteristics model that allowed the core job dimensions to have direct and indirect effects on personal and work outcomes, further supporting the Study 1 finding that the CPS were partial mediator variables. The general discussion centered on the implications the present findings have for future job characteristics model research.
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In this article, the author describes a new theoretical perspective on positive emotions and situates this new perspective within the emerging field of positive psychology. The broaden-and-build theory posits that experiences of positive emotions broaden people's momentary thought-action repertoires, which in turn serves to build their enduring personal resources, ranging from physical and intellectual resources to social and psychological resources. Preliminary empirical evidence supporting the broaden-and-build theory is reviewed, and open empirical questions that remain to be tested are identified. The theory and findings suggest that the capacity to experience positive emotions may be a fundamental human strength central to the study of human flourishing.
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Organizational identity usually is portrayed as that which is core, distinctive, and enduring about the character of an organization. We argue that because of the reciprocal interrelationships between identity and image, organizational identity, rather than enduring, is better viewed as a relatively fluid and unstable concept. We further argue that instead of destabilizing an organization, this instability in identity is actually adaptive in accomplishing change. The analysis leads to some provocative, but nonetheless constructive, implications for theory, research, and practice.
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This study investigates how top management teams in higher education institutions make sense of important issues that affect strategic change in modern academia. We used a two-phase research approach that progressed from a grounded model anchored in a case study to a quantitative, generalizable study of the issue interpretation process, using 611 executives from 372 colleges and universities in the United States. The findings suggest that under conditions of change, top management team members' perceptions of identity and image, especially desired future image, are key to the sensemaking process and serve as important links between the organization's internal context and the team members' issue interpretations. Rather than using the more common business issue categories of ''threats'' and ''opportunities,'' team members distinguished their interpretations mainly according to ''strategic'' or ''political'' categorizations.(.)
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Employees' organizational identification was measured in three organizations. Results show that employee communication augments perceived external prestige and helps explain organizational identification. Communication climate plays a central role, mediating the impact on organizational identification of the content of communication. The relative impacts of employee communication and perceived external prestige on organizational identification differ between organizations; this was attributed to differences in reputation of the companies. Consequences of the results for the management of organizational identification are discussed.
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This article presents a survey instrument designed to measure total quality management (TQM) and supporting organizational culture. In this study, 13 a priori dimensions of TQM and 10 a priori dimensions of organizational culture or climate were operationalized in a 113-item survey designed to measure the level of culture and TQM as experienced by individual members. The instrument was successfully administered to a diverse sample of organization members. A factor analysis of results from 886 respondents indicates that seven TQM and five culture dimensions, comprising only 56 of the original items, account for most of the scale variance. This produces a relatively compact instrument that allows researchers and practitioners to measure perceived culture and TQM implementation among all types of employees, work contexts, and TQM program levels. Revised index scores were found to be significantly related to stage of formal TQM program, thus supporting scale validity. Suggestions for using the instrument are presented.
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In this article, we provide guidance for substantive researchers on the use of structural equation modeling in practice for theory testing and development. We present a comprehensive, two-step modeling approach that employs a series of nested models and sequential chi-square difference tests. We discuss the comparative advantages of this approach over a one-step approach. Considerations in specification, assessment of fit, and respecification of measurement models using confirmatory factor analysis are reviewed. As background to the two-step approach, the distinction between exploratory and confirmatory analysis, the distinction between complementary approaches for theory testing versus predictive application, and some developments in estimation methods also are discussed.
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We develop a framework of service-unit behavior that begins with a unit's leader's service-focused behavior and progresses through intermediate links (service climate and customer-focused organizational citizenship behavior) to customer satisfaction and then unit sales. Data from a sample of 56 supermarket departments provide at least moderate support for our mediational hypotheses. We discuss findings with a particular focus on the relationship between internal organization functioning and external effectiveness in service settings. In addition, several issues related to testing for mediation using quantitative analysis are identified and discussed.
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The empirical literature on charismatic or transformational leadership demonstrates that such leadership has profound effects on followers. However, while several versions of charismatic leadership theory predict such effects, none of them explains the process by which these effects are achieved. In this paper we seek to advance leadership theory by addressing this fundamental problem. We offer a self-concept based motivational theory to explain the process by which charismatic leader behaviors cause profound transformational effects on followers. The theory presents the argument that charismatic leadership has its effects by strongly engaging followers' self-concepts in the interest of the mission articulated by the leader. We derive from this theory testable propositions about (a) the behavior of charismatic leaders and their effects on followers, (b) the role of followers' values and orientations in the charismatic relationship, and (c) some of the organizational conditions that favor the emergence and effectiveness of charismatic leaders.
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We examined relations between creative performance and the extent to which employees received support for creativity from both work (supervisors/coworkers) and nonwork (family/friends) sources. We also examined whether (1) employees' mood states mediated the support-creativity relations and (2) creative personality characteristics moderated these relations. Results demonstrated that work and nonwork support made significant, independent contributions to creative performance. Positive mood mediated these relations, and employees with less creative personalities responded most positively to nonwork support.
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Using data from two different firms, this study tested a new construct, creative selfefficacy, tapping employees' beliefs that they can be creative in their work roles. Results support the discriminant validity of the construct and indicate that job tenure, job self-efficacy, supervisor behavior, and job complexity contribute to creative efficacy beliefs. Creative self-efficacy also predicted creative performance beyond the predictive effects of job self-efficacy. Differences in results between white-collar and blue-collar samples suggest considerations for both theory and practice.
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This paper claims that current work motivation theories are restricted in certain respects due to their overreliance on individualistic-hedonistic assumptions and their over-emphasis of cognitive-calculative processess. It is suggested that a self-concept based theory should be added to the existing core of theories in order to overcome their limitations. Certain assumptions about the relationships between the self-concept and behaviour are presented, followed by a series of theoretical propositions and some research suggestions. The implications of the theory for organizational commitment, collective work behaviour, transformational leadership and symbolic management are briefly discussed.
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A test of the complete Job Characteristics Model (Hackman & Oldham, 1976, 1980) was conducted, with particular emphasis on the little-investigated mediating and moderating effects specified by the model. Three hundred lower level managers provided questionnaire data. Results indicated that the model's psychological states generally mediated the relationship between job characteristics and outcomes. However; the correspondence between the job characteristics and the states was not precisely that specified by the model, all states were not needed to predict most outcomes, and common method variance was a concern. Moderator effects due to personal characteristics, context satisfaction, and petformance-reward contingencies were observed at several locations in the model, a number in an opposite direction from that predicted by the model.
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This article assesses and extends Campbell's (1960) classic theory that creativity and discovery depend on blind variation and selective retention (BVSR), with special attention given to blind variations (BVs). The treatment begins by defining creativity and discovery, variant blindness versus sightedness, variant utility and selection, and ideational variants versus creative products. These definitions lead to BV identification criteria: (a) intended BV, which entails both systematic and stochastic combinatorial procedures; and (b) implied BV, which involves both variations with properties of blindness (variation superfluity and backtracking) and processes that should yield variant blindness (associative richness, defocused attention, behavioral tinkering, and heuristic search). These conceptual definitions and identification criteria then have implications for four persistent issues, namely, domain expertise, ideational randomness, analogical equivalence, and personal volition. Once BV is suitably conceptualized, Camp-bell's theory continues to provide a fruitful approach to the understanding of both creativity and discovery.
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We use an established model of organizational identification to try to understand the voluntary cooperative behavior of professionals in organizations. We examined the relationships among physicians' assessments of the attractiveness of a health care system's perceived identity and construed external image, strength of system identification, and cooperative behaviors. We surveyed 1,504 physicians affiliated with three health care systems and collected follow-up data from 285 physicians a year later. Attractiveness of perceived identity and construed external image were positively related to physicians' identification with the system, which in turn was positively related to cooperative behavior. Extensions to the model of organizational identification are suggested.
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Theory suggests that a person who is vital is energetic and fully functioning. Although researchers have recently directed increased attention to studying factors that facilitate or undermine vitality, this subject of inquiry is in its early stages, particularly in work settings. One critical social factor impacting vitality may be interpersonal relationships. This study examines how interpersonal relationships between co-workers affect employee vitality and job performance. Results of a study on 147 employees in work organizations indicate that both the capacities and experiences of high-quality relationships are positively associated with feelings of vitality, which, in turn, result in enhanced job performance.
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The study examined the Pygmalion process for creativity among 140 R&D employees. Results generally supported the Pygmalion model. Supervisors holding higher expectations for employee creativity were perceived by employees as behaving more supportively of creativity. The effects of these behaviors on employee creative self-efficacy were mediated by employee view of creativity expectations. Creative self-efficacy mediated the effects of supervisor expectations, supervisor behaviors, and employee view, on creative performance. Implications for theory and practice are discussed.
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The purpose of this study was to investigate the relationship between noninduced mood state and self-perceptions of creativity. Undergraduate teacher education students (N = 287) completed2mood state inventories (Teasdale 100-Point Thermometer and Perception of Mood States) and a creative self-perception inventory (What Kind of Person Are You? [Khatena & Torrance, 1976]). The group expressed overall indications of happiness and normally distributed creativity perceptions. Findings were mixed when the 5 scales of the creativity measure (i.e., Acceptance of Authority, Self-confidence, Inquisitiveness, Awareness of Others, and Disciplined Imagination) were correlated to the 6 dimensions of mood (i.e., Tension/Anxiety, Depression/Dejection, Anger/Hostility, Vigor/Activity, Fatigue/Inertia, and Confusion/Bewilderment). There was, however, some indication that positive mood was related to creative self-perception. Results are discussed and future research is suggested.
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The present study examined the moderating effects of organization-based self-esteem on the relationship between two forms of organizational uncertainty perception and three outcome variables. The two forms of organizational uncertainty perception were job insecurity and anticipation of organizational changes, and the three outcomes were intrinsic motivation, organizational commitment, and absenteeism. Results supported the moderating effects of organization-based self-esteem. It was found that employees with high levels of organizationbased self-esteem were less responsive to the perception of organizational uncertainty. Moreover, it was found that the moderating effects of organization-based self-esteem differed across outcome variables.
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In this paper, we present a model of interpersonal sensemaking and describe how this process contributes to the meaning that employees make of their work. The cues employees receive from others in the course of their jobs speak directly to the value ascribed by others to the job, role, and employee. We assert that these cues are crucial inputs in a dynamic process through which employees make meaning of their own jobs, roles, and selves at work. We describe the process through which interpersonal cues and the acts of others inform the meaning of work, and present examples from organizational research to illustrate this process. Interpersonal sensemaking at work as a route to work meaning contributes to theories of job attitudes and meaning of work by elaborating the role of relational cues and interpretive processes in the creation of job, role and self-meaning.