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Linking Meaningfulness in the Workplace to Employee Creativity: The Intervening Role of Organizational Identification and Positive Psychological Experiences
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).
... Second, through affiliating with an organization that outsiders view positively, employees can enhance their social status (Dukerich et al., 2002). Finally, identifying with an organization that has a specific and strong perceived identity (Cohen-Meitar, Carmeli, & Waldman, 2009) may allow employees to express important values (Lepisto, Crosina, & Pratt, 2015). ...
... Regarding career advancement, when employees are enabled to fulfill their career potential and advance in the organization through promotions, they are likely to enhance their OI because they appreciate that management has made them feel like a valued organizational member (Reade, 2001a). Similarly, when management provides jobs that allow employees to grow and advance in their careers, such as challenging jobs (Carmeli, Cohen-Meitar, & Elizur, 2007a;Cohen-Meitar et al., 2009) and jobs that have a high degree of autonomy (Bamber & Iyer, 2002;Cohen-Meitar et al., 2009), employees are more likely to identify with the organization. ...
... Regarding career advancement, when employees are enabled to fulfill their career potential and advance in the organization through promotions, they are likely to enhance their OI because they appreciate that management has made them feel like a valued organizational member (Reade, 2001a). Similarly, when management provides jobs that allow employees to grow and advance in their careers, such as challenging jobs (Carmeli, Cohen-Meitar, & Elizur, 2007a;Cohen-Meitar et al., 2009) and jobs that have a high degree of autonomy (Bamber & Iyer, 2002;Cohen-Meitar et al., 2009), employees are more likely to identify with the organization. ...
Research on the antecedents of organizational identification (OI), individuals’ sense of oneness with the organization, has developed over time with four major categories: organizational characteristics, managerial policies and practices, interpersonal interactions, and personal attributes. OI research has flourished due to the exploration of antecedents under these four research categories, but it is not well integrated across them. The current lack of integration hinders understanding of the factors that can contribute to OI and how these might jointly shape OI development. To address this important unresolved issue, we seek to provide a comprehensive review of research on the antecedents of OI. In our review, we first summarize the existing research that reflects each of the four major research categories. We then suggest several avenues for future research, including exploration of the longitudinal dynamics between the antecedents and how the antecedents will operate in the context of key emerging work trends: remote work and digital transformation.
... Cohen-Meitar, R., Carmeli, A., & Waldman, D. A. (2009) yang menjelaskan bahwa makna kerja memiliki pengaruh terhadap kreativitas karyawan. ...
... Perceived Organizational Support. Teori yang digunakan adalah Social Exchange Theory (SET), yang di kemukakan oleh Blau (1964), Teori ini menjelaskan tentang perubahan sosial yang terjadi di lingkungan kerja dan juga perilaku manusia. Teori ini juga menjelaskan kontribusi yang di berikan karyawan terhadap organisasi dan harapan-harapan yang dimiliki karyawan sebagai hasil dari interaksi yang mereka lakukan selama bekerja. ...
... Kaitan antara Dukungan Organisasi dan Makna Kerja. Menurut penelitian SET (Social Exchange Theory) yang di kemukakan oleh Blau, (1964) jika karyawan melihat bahwa mereka mendapat dukungan dari organisasi maka mereka akan memberikan kontribusi yang lebih besar kepada perusahaan sebagai balasan dari dukungan yang mereka terima dari organisasi. Karyawan dipengaruhi oleh pengetahuan, dukungan, sumber daya, dan peluang seperti kekuatan formal dan informal yang di berikan oleh organisasi. ...
This study investigates the effects of perceived organizational support (POS) on meaning of work and employee creativity on PT. CIPTAHUTAMA JAYA. Data was collected through a survey of 100 employees, and structural equational model (SEM) was used to test the research hypotheses. The results indicate that POS have positive effects on the meaning of work and employee creativity. While the mediating effect of meaning of work on the relationship between POS and employee creativity is only partially supported. Penelitian ini menginvestigasi efek dari dukungan organisasi terhadap makna kerja dan kreativitas karyawan pada PT. CIPTAHUTAMAJAYA. Data yang telah terkumpul berasal dari survey terhadap 100 karyawan perusahaan. Structural Equation Model digunakan untuk menguji hipotesis dari penelitian ini. hasilnya menunjukan bahwa dukungan organisasi memiliki efek positif terhadap makna kerja dan kreativitas karyawan. Sementara itu efek mediasi dari makna kerja terhadap hubungan antara dukungan organisasi dan kreativitas karyawan hanya didukung sebagian.
... Although little research has explored the relationship between employees' organizational identification and self-esteem, one study found that high organizational identification resulted in enhanced self-esteem [55]. Collecting data from two commercial industries in Romania, Cohen-Meitar et al. [55] revealed that employees who identify with their organization have a higher level of organizational-based self-esteem, which leads to enhanced creativity. ...
... Although little research has explored the relationship between employees' organizational identification and self-esteem, one study found that high organizational identification resulted in enhanced self-esteem [55]. Collecting data from two commercial industries in Romania, Cohen-Meitar et al. [55] revealed that employees who identify with their organization have a higher level of organizational-based self-esteem, which leads to enhanced creativity. Additional research shows that positive group identification correlates with high self-esteem [56], which implies that the more people favorably identify with a group (e.g., in-group), the higher their self-esteem. ...
This study expands Carroll’s CSR typology with the public health and safety dimension to examine how the airline industry’s CSR and public health and safety activities influence flight attendants’ organizational identification, self-esteem, and commitment to the company during COVID-19. A total of 342 South Korean flight attendants participated in online surveys. Based on social identity theory and using structural equation modeling (SEM), the study reveals that ethical-, economic-, and philanthropic-CSR and public health and safety are positively related to organizational identification and that all are linked to the self-esteem and organizational commitment of flight attendants. However, legal-CSR did not affect their organizational identification. The results suggest that “public health and safety” should be applied when initiatives aim to enhance flight attendants’ organizational behavior. The study’s findings contribute to the literature by extending the original CSR model and providing theoretical and practical implications for academic researchers and airlines during a pandemic.
... 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. ...
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). ...
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. ...
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]. ...
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. ...
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.
... 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). ...
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]. ...
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). ...
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.
... 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). ...
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]. ...
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.
... Therefore, moral leaders encourage individuals to obtain opportunities and solutions for self-development (Tang, 2017). According to the guidance of the two theories, it can be found that moral leadership in the organization will drive employees to find problems inside and outside the organization, generate creative ideas and innovation behaviors, and finally solve problems (Cohen-Meitar et al., 2009). Based on this, the following hypothesis is proposed: H1: Moral leadership enhances innovation behavior. ...
With the growth of people’s health needs and the impact of the COVID-19 pandemic, it is an inevitable trend to promote innovation behaviors of physical education (PE) teachers to innovate traditional physical education and adapt to national needs of sustainable development in the sports industry. Considering that moral leadership can promote innovation behavior of individuals through psychological factors, this study defines the types of innovation behavior, and from the perspective of psychological safety and identifying with leaders, discusses the impact of moral leadership on individuals’ innovation behavior by using hierarchical multivariate regression analysis, which provides inspiration for schools to strengthen the innovation behavior of physical education teachers. In this study, 327 questionnaires were distributed to PE teachers in Chinese provinces and 287 valid questionnaires were collected. The analysis of the collected data was performed with the help of the SPSSAU data analysis platform. The following conclusions were drawn: First, moral leadership has a significant positive impact on the psychological safety and internal and external innovation of physical education teachers. Secondly, moral leadership influences employees’ innovation behavior through psychological safety, and plays a part of intermediary role between moral leadership and internal and external innovation behavior; Third, by comparing the two impact mechanisms of innovation behavior, we found that moral leadership encourages employees to produce more external innovation behavior through psychological safety; Finally, strong leadership identity plays a positive role in regulating the relationship between moral leadership and innovation behavior.
... Psychological meaningfulness merupakan perasaan yang diterima dari hasil penggunaan energi fisik, kognitif, maupun emosional. . Pemaknaan diri yang baik membuat seseorang merasa tidak terpisahkan dengan pekerjaannya, memiliki komitmen dan keterikatan dengan organisasi (Chalofsky & Krishna, 2009), serta mampu meningkatkan kreativitasnya (Meitar, Carmeli, & Waldman, 2009). ...
Penelitian ini bertujuan untuk mengetahui pengaruh dari Psychological meaningfulness dalam melihat work engagement pada karyawati call center PT. XYZ. Laju turn over pada suatu perusahaan akan menjadi suatu perhatian khusus, terutama karyawan yang berjenis kelamin perempuan, karena akan berkaitan dengan kepribadian dan kodrat menjadi sebagai seorang ibu. Perusahaan tentunya menginginkan angka turn over sekecil mungkin agar dapat menekan anggaran proses rekrutmen dan training. Keterikatan dalam bekerja sangat diperlukan, agar karyawan benar-benar dapat menikmati dan tenggelam dalam pekerjaannya dan dapat meningkatkan performa dalam bekerja. Apabila karyawan telah memiliki kesesuaian dengan pekerjaan maka ia akan memaknai pekerjaan secara psikologis. Penelitian ini merupakan penelitian kuantitatif dengan teknik sampling purposive. Uji hipotesis yang digunakan adalah uji regresi sederhana dengan bantuan software SPSS 20. Diperoleh hasil sebesar 0,03 < 0,05, yang artinya ada pengaruh psychological meaningfulness terhadap work engagement pada karyawati call center PT. XYZ.
... Anxiety and other stressful situations may be perceived as challenges, not only as threats [7]. Research shows that with the aim of enhancing efficiency in terms of professional activity, interventions are conducted in order to increase the level of meaningfulness [11][12][13]. ...
This study aimed to examine the relation between the feeling of meaningfulness and also the characteristics of engaged participation (namely, the frequency of participation in voluntary groupings) and the level of anxiety among those who train a group of elite taekwon-do fighters. The research encompassed 58 people, all of whom were taekwon-do ITF (International Taekwon-do Federation) athletes at an elite level. The Questionnaire of Life Orientation (SOC-29) and the Inventory of the State and Features of Anxiety were used. The data were supplemented by the authors’ own questions referring to activities in the field of taekwon-do. The group of taekwon-do fighters chosen was internally divided with regard to the level of the state of anxiety and the feeling of meaningfulness (p < 0.01). It was found that, together with the growth in the values stipulated in the accepted model, the frequency of taekwon-do groupings (β = −0.38), as well as the feeling of meaningfulness (β = −0.31), the value of the level of intensification of the state of anxiety dropped. The data revealed that, together with age, the level of anxiety decreased and the feeling of meaningfulness increased. The difference in the levels of anxiety between women and men was statistically non-significant (p > 0.05). The research findings illustrate that the feeling of meaningfulness and participation in groupings constitute a differentiating factor in terms of the intensification of the average level of anxiety in the elite taekwon-do group. More frequent participation in training goes hand-in-hand with the greater feeling of meaningfulness; perhaps, this is associated with the specific training, which, among other factors, favours adaptation to challenges and actions under pressure.
... This study focuses on the relationship between organizational identification and meaningful work and examines whether organizational identification predicts meaningful work. As a matter of fact, while it has been determined in various studies that meaningful work predicts organizational identification (Cohen-Meitar et al., 2009;Demirtas et al., 2015;Ouwerkerk & Bartels, 2022), we assume, like Schnell et al. (2019), that organizational identification may be an antecedent of meaningful work because we expect that teachers who identify with their organizations will increase their sense of meaningful work and thus contribute more to their students and schools. ...
Teachers that identify with their organizations and find meaning at work can contribute to their students and schools from various aspects. However, there is limited evidence on teacher perceptions of organizational identification and meaningful work in the literature. The present research aims to determine the relationship between teachers' organizational identification and meaningful work perceptions. This quantitative research is in correlational design. The sample of the research consists of 330 teachers working in Kahramanmaraş. The scales of meaningful work for educational organizations and organizational identification were used as data collection tools. In the analysis of the data, Pearson correlation coefficient was calculated, and regression analyses were performed. Research findings show that there is a positive, moderately significant relationship between organizational identification and meaningful work. Organizational identification is a significant predictor of meaningful work. Organizational identification has positive and moderately significant relationships with the sub-dimensions of meaningful work (meaning at work, transcendence at work, work relationships, meaning leadership at work, humility at work), and while it is a significant predictor of these dimensions. Nevertheless, it shows no significant relationship with the dimension of search for meaning at work. Implications for identifying with organizations and meaningful work are discussed.
... Employee creativity is one of the foremost researched topics which attracted the attentions of several academic scholars and policy makers. It was defined in the prior literature as the ability to generate new or novel ideas that enable an organization to identify promising business opportunities, solve existing problems and achieve desired business objectives (Cohen-Meitar, Carmeli, & Waldman, 2009). Employee creativity has been regarded by several researchers as a main driver of competitive advantage for business organizations (Chughtai, 2016;Lee, Kim, Lee, & Moon, 2019). ...
Purpose
This research mainly aims to test the impact of two leadership styles (ethical and servant leadership) on employee creativity; and to determine whether organizational citizenship behavior (OCB) mediates the relationships between them.
Design/methodology/approach
The paper relied on a quantitative research approach with a sample of 213 staff from public universities in the United Arab Emirates. In this paper, the partial least square approach (PLS-SEM) was employed in order to verify the proposed hypotheses.
Findings
The outcomes confirmed that OCB has a positive impact on employee creativity. Additionally, the findings indicated that ethical leadership positively affected OCB and employee creativity. It was also confirmed that servant leadership has a significant positive impact on OCB and employee creativity. Finally, the findings revealed that OCB fully mediates the linkages among servant and ethical leadership and employee creativity.
Originality/value
This paper acknowledges the existing gaps in the prior literature, and enables us to understand clearly about the significance of ethical as well as servant leadership in affecting employee creativity via OCB as a mediator.
... These positive psychological stimuli encourage employees to learn, discover new information, and build intelligent and creative solutions for the socially responsible organization they work for Jones et al. (2017). Moreover, engaged employees retain more energy needed for creativity than non-engaged employees (Cohen-Meitar et al., 2009). Supporting the above discussion, several contemporary scholars validated a positive link between WE and creativity (Toyama and Mauno, 2017;Asif et al., 2019;Bakker et al., 2020). ...
Due to globalization, a dynamic business environment, and stiff rivalry, the importance of employee creativity (EC) has increased in the current era more than ever before. The hotel sector has no exception, rather the need for creativity is high in this sector because most hotels operate in ways that are easy to imitate. Recently, researchers have paid attention to micro-level corporate social responsibility (ML-CSR) and have linked it to achieve different employee-related outcomes such as EC. However, the above relationship was less explored in a hospitality context. To bridge this gap, the current analysis aims to investigate the relationship of ML-CSR and EC with the mediating effect of work engagement (WE) in the hotel sector of a developing country. The study also attempts to extend the boundary of social identity theory in a collectivistic culture to explain the link between ML-CSR and EC. The data were collected from hotel employees (n = 461) and were analyzed with the help of structural equation modeling. The findings validated that ML-CSR positively influenced EC, and WE mediated this relationship. The current work offers different contributions to the theory and the field which are discussed in detail.
... Then, "Challenge and hindrance stressors" were measured with Cavanaugh et al. (2000) 11-item scale, six challenge stressor items, and five hindrance stressor items. "Creativity" was measured with nine items from the work of (Ettlie and O'Keefe, 1982;Cohen-Meitar et al., 2009). Finally, "Employee performance" with five items adapted from the study of (Ellinger et al., 2003;Janssen and Van Yperen, 2004). ...
Purpose of the Study
The significance of creativity and performance in the workplace has been illustrated on various occasions. This study aims to find out if there is a link between transformative leadership, organizational innovation, psychological issues such as hindrance and challenge stressors, and employee creativity and employee performance. There is still a lack of awareness of the factors that influence employee performance in small and medium businesses (SMEs) in Pakistan. Pakistan’s SMEs have struggled to survive in their early years, with an initial failure rate of 90 percent to 95 percent.
Methodology
The relationship between hindrance and challenge stressors, organizational innovation, transformational leadership, employee creativity, and their effect on overall employee performance is established through employing Structural Equation Modeling (SEM). In this study, constructs were developed from existing theories, hypotheses were generated, data were collected from 424 SME employees, and SEM analysis was conducted to prove the suggested hypothesis. The employees of SMEs are the research study’s unit of analysis.
Findings
The findings of this study demonstrated that challenge stressors, transformational leadership, and employee creativity all had positive and significant effects on employee performance.
Originality/Value
This is one of the first studies to study and extends existing understanding of psychological research in this manner and following correlations in a developing country, Pakistan: the links between transformational leadership and employees’ perception of creativity and performance along with organizational innovation and work stressors. Based on theoretical considerations, a model is proposed, and hypotheses are established and explored. The findings of this study can help businesses increase employee performance by informing employee performance improvement methods. Business executives might learn more about how to engage and motivate employees to improve their performance.
... According to Amortegui [3], employees who derive meaning from their work are three times as likely to stay with their organization and show more organizational commitment [64]. Moreover, meaningfulness at work is positively associated with employees' creativity [14]. Understanding the potential of work as a meaningful human endeavor has been a topic of research for several decades [11,51,54,63]. ...
The advance of "artificial intelligence"-(AI)-based technologies has the potential to transform work tremendously. Work is a major part of life and, thus, its meaningfulness or lack thereof will impact overall well-being. Previous research investigated human-AI collaboration at work mostly with a focus on performance. However, little attention is given to how collaboration with AI influences the meaningfulness of work and job satisfaction. In this paper, we present an online experiment to compare the perception of meaningfulness and relationship to the collaborator across different task distributions and collaborators (human/AI). Our results show that working with a human is more motivating and meaningful compared to working with an AI independent of the task. Moreover, the AI is more often viewed as a subordinate, while the human is perceived as a teammate. These results provide preliminary implications for the design of collaboration with AI that consider job satisfaction.
... Similarly, the creative attitudes of students are hampered when they experience bullying. As previous research suggests, positive and encouraging environments are more likely to foster creativity [72,73]. The stress and reduced self-esteem incurred from bullying victimization might create a hostile environment that inhibits student creativity. ...
School bullying is a widely recognized problem in developed countries, but remains under-investigated in developing countries, especially in remote rural areas. In this paper, we examine the prevalence, correlates, and consequences of bullying victimization and its relation to educational performance and creative attitudes. Using data from 10,528 students across 120 primary schools in rural China, we find an alarmingly high prevalence of bullying victimization and that several individual, family, and school characteristics are correlated with bullying victimization. Analyses indicate students who are bullied frequently score lower in Chinese, reading, and math tests and creative attitudes. Taken together, the results demonstrate a need for further research and policy interventions to reduce bullying in schools.
... If the organization stands for it, because the owners believe in serving every stakeholder to the extent possible, the employees can be inspired to do the same. If employees see themselves as part of a transformative force (the organization) which strives to bring betterment in their lives and their community and tries to protect the local environment, it may positively impact their creative output (Cohen-Meitar et al., 2009). ...
A culture of fear, control, and meaninglessness can effectively kill the entrepreneurial spirit within an organization. This chapter will explore why such a culture typically takes root and how it is deadly for the organization's entrepreneurial orientation. The chapter is based on an interdisciplinary reflective analysis done by exploring disciplines including depth psychology, neuroscience, positive psychology, and organizational behavior. The chapter argues from the perspectives of these disciplines that it is perhaps the factor of safety, risk-taking, collaboration, and meaningfulness if present in organizational culture that will eventually cultivate the spirit of entrepreneurship in an organization. While discussing these factors, the chapter also explains how seemingly irrational forces of the unconscious mind keep the leadership from adopting a behavior which is fundamentally important in fostering a culture where entrepreneurial behavior takes root. The chapter also explains how these psychic forces can be turned around to cultivate an entrepreneurial culture in an organization.
... Meaningful work is therefore work that is experienced as particularly significant and that holds a more positive meaning for individuals and consequently enables them to identify with the organization and its mission, thus creating an effective connection (Steger & Dik, 2010;Steger et al., 2012). Numerous empirical studies have demonstrated positive associations not only between perceived meaningfulness and work motivation (Hackman & Oldham, 1980), empowerment (Spreitzer, 1996), individual performance (Hackman & Oldham, 1980;Wrzesniewski, 2003), employee creativity (Cohen-Meitar et al., 2009), personal fulfillment (Kahn, 2007;Wrzesniewski, 2003), job satisfaction (Chevalier et al., 2019;Wrzesniewski et al., 1997), career development (Dik & Duffy, 2009;Dobrow, 2006), organizational commitment (Chalofsky & Krishna, 2009;Fairlie, 2011;Geldenhuys et al., 2014), identification (Pratt et al., 2006;Sparks & Schenk, 2001) and lower absenteeism (Wrzesniewski et al., 1997) but also between meaningfulness and engagement (Chevalier et al., 2019;May et al., 2004;Soane et al., 2013;Truss et al., 2006). ...
This paper aims to show the strategic role of Perceived Organizational Support (POS) in developing positive work attitudes, thereby reducing stress in the workplace. We have conducted an empirical study to understand more about if and how work meaningfulness influence perceived stress and whether work engagement has a mediating effect between these two constructs. Based on the Job Demands-Resources (JD-R) model and Social Exchange Theory (SET), we hypothesize that POS has both direct and indirect relationships with these variables: meaningfulness, work engagement, and perceived stress. We tested these hypotheses through path analyses on a sample of 1111 employees in France. The results support our hypotheses on a) the negative association between meaningfulness and perceived stress, b) the mediating role of engagement, and c) the direct and indirect effects of POS. The strongest moderating effect of POS is observed on the relationship between meaningfulness and engagement. Our findings have theoretical implications by showing, for example, that POS enhances positive outcomes more than it diminishes negative ones. The results also have practical implications for managers and organizations as they reinforce the interplay of intrinsic motivators (meaningfulness) as an individual process as well as extrinsic motivators (POS) in the realm of an organization's responsibility and interest in strengthening employee engagement and reducing stress at work.
... Stephens and Carmeli (2017) argue that meaningfulness enables people to thrive -to experience aliveness and learning (Spreitzer et al., 2005) -which is essential for creativity. Similarly, meaningfulness in the workplace has been associated with enhanced creativity, a link which has been explained by the association between meaningfulness and positive psychological states (Cohen-Meitar et al., 2009). Thus, based on the literature, we expect a positive relationship between meaningfulness experienced during vacation and creativity. ...
The aim of this study was to investigate employees' self-reported creativity before and after vacation and to examine the impact of recovery experiences (detachment, relaxation, mastery, meaning, autonomy, affiliation) on changes in creativity. The DRAMMA model of Newman et al. provides the theoretical background of our approach. Longitudinal data was assessed with four repeated measurements. The study encompassed data from 274 white-collar workers. Analyses showed that employees subjectively perceive their creativity to benefit not immediately after their vacation but 2 weeks later. Detachment was significantly related to lower creativity within persons, while mastery experiences explained differences in creativity between persons. This study provides a detailed picture of changes in creativity around vacations.
... It represents to what extent an employee can control the pace and content of the work. Job autonomy differs from freedom in that freedom refers to people's choice of tasks and their ability to make judgments at work (Cohen & Waldman, 2009). ...
Almost every aspect of a person's daily life is affected by information and communication technologies (ICTs), and some unfavorable outcomes such as technostress have been noticed. In this study, we examine how technostress affects knowledge hiding. Drawing from the energy-consuming characteristic of technostress and prior research on how technostress affects ICT users, this article builds and tests a model that takes work exhaustion as a mediator and explores the moderating role of job autonomy. To test our conceptual model, we examined the responses to a survey questionnaire submitted by 287 ICT users from multiple organizations. Using structural equation modeling, we found that technostress increases employees’ knowledge hiding behavior, and work exhaustion partially mediates technostress and knowledge hiding, while job autonomy only moderates the relationship between technostress and work exhaustion when the fourth factor of technostress, viz., techno-insecurity, is excluded. We also discuss future research directions and implications of the results.
... If the organization stands for it, because the owners believe in serving every stakeholder to the extent possible, the employees can be inspired to do the same. If employees see themselves as part of a transformative force (the organization) which strives to bring betterment in their lives and their community and tries to protect the local environment, it may positively impact their creative output (Cohen-Meitar et al., 2009). ...
A culture of fear, control, and meaninglessness can effectively kill the entrepreneurial spirit within an organization. This chapter will explore why such a culture typically takes root and how it is deadly for the organization's entrepreneurial orientation. The paper is based on an interdisciplinary reflective analysis done by exploring disciplines including depth psychology, neuroscience, positive psychology, and organizational behavior. The chapter argues from the perspectives of these disciplines that it is perhaps the factor of safety, risk-taking, collaboration, and meaningfulness if present in organizational culture, will eventually cultivate the spirit of entrepreneurship in an organization. While discussing these factors, the chapter also explains how seemingly irrational forces of the unconscious mind keep the leadership from adopting a behavior which is fundamentally important in fostering a culture where entrepreneurial behavior takes root. The paper also explains how these psychic forces can be turned around to cultivate an entrepreneurial culture in an organization.
... Company social and/or environmental involvement gives employees a sense of purpose and accomplishment (Glavas, 2012;Chaudhary and Akhouri, 2018), especially if they are actively involved. Experiencing meaningfulness makes employees feel confident of their generative competences and encourages them to engage in solving problems creatively (Cohen-Meitar et al., 2009). It enhances work passion and makes employees expand their efforts to produce better workplace outcomes (Hodson, 2004, Chaudhary andAkhouri, 2018). ...
Purpose
The purpose of this study is to examine how employee competences can be developed through corporate volunteering (CV). Specifically, this study focuses on diversity of volunteering studies categorized according to the type of beneficiaries and intensity of volunteer contact with them. The study examines how the beneficiary-employee relation influences the development of employee competences in CV projects.
Design/methodology/approach
In this qualitative empirical study, interview data collected in Poland about the perceived effects of CV projects on employee competences was used.
Findings
The findings suggest that to understand the competences generated in CV, attention needs to be paid to the nature of the volunteering study itself. The study proposes four different logics of competence development in CV, based on the type of the beneficiary and contact with them.
Research limitations/implications
The study builds on managers’ perceptions of competence development. For a holistic understanding, future research should include employees’ perceptions of the process. Also, more research is needed regarding national and organizational settings as factors in competence development through CV.
Practical implications
The study suggests how companies could best engage in volunteering programs and improve existing ones to make them more beneficial for all parties involved.
Social implications
The findings build the better business case for CV and other corporate social responsibility (CSR) initiatives, i.e. they deliver rationales for business engagement in this regard.
Originality/value
The study contributes to the conceptual understanding of CSR activities by presenting four logics of competence development in CV.
... These results are consistent with previous findings by Mayfield and Mayfield (2004) and Sexton (2013), which emphasized the positive relationship between ML and innovation attitudes. The supervisor's meaning-making speech is important because it explains the organizational culture and makes a better fit, hence evoking follower's sense of belonging to the organization, whereas this organizational identification is a vital mechanism for explaining how an employee produces new and useful ideas (Cohen-Meitar et al., 2009). Leaders who show empathy for their employees have been observed to increase their job satisfaction, which elevates innovation (Kock et al., 2019). ...
Purpose
In recent years, China’s growing global economic influence has attracted more foreign workers, requiring leaders to have effective communication skills to manage diverse personnel to drive innovations. Although previous research studies revealed the effects of a leader’s motivating language (ML) on employee’s innovativeness, the mechanism and the boundary conditions for stimulating the relationship between ML and innovative work behavior (IWB) are scarce. Therefore, this study aims to examine employee’s creative self-efficacy (CSE) as a mechanism and coworker support (CS) as a boundary condition in the relationship between ML’s dimensions and IWB.
Design/methodology/approach
To test the moderated mediation model, this study collected the data from 283 workers and their respective supervisors at a Beijing-based multinational network company. The research applied a quantitative approach. SPSS and AMOS were used to analyze the data.
Findings
ML’s dimensions are positively linked to IWB. CSE was found as a mediator in these relationships. CS did not play its moderation roles on ML – CSE, ML – IWB direct or ML – IWB indirect (via CSE) links. ML’s direction-giving speech is found to be more effective in predicting CSE and IWB.
Originality/value
This is the first paper to examine the impacts of the three dimensions of ML on IWB.
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.
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.
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.
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.
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.
Günümüzde bireylerin hayatlarının önemli bir kısmını çalışma yaşamı oluşturmaktadır. Dolayısıyla bireylerin iş yaşamında mutlu hissetmelerinin ve işlerini anlamlı bulmalarının verimliliklerini, üretkenliklerini artırabileceği ifade edilebilmektedir. Bu doğrultuda çalışmanın amacı, çalışan bireylerin işini anlamlı bulmasıyla, 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. Veriler kolayda örnekleme yöntemi ile toplanmıştır. Araştırmada 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 mutluluk ve iş tatmini arasında pozitif yönde anlamlı bir ilişki olduğu tespit edilmiştir. Ayrıca mutluluk ve iş tatmini arasında da pozitif yönde anlamlı bir ilişkinin olduğu saptanmıştır.
Emerging from distinct perspectives, decent work and meaningful work are fundamental aspects of contemporary work with profound implications for individuals, organizations, and society. Decent work reflects basic workplace conditions to which all employees are entitled, whereas meaningful work is aspirational, reflecting significance at work. Following a conceptual and empirical review of scholarship on decent work and meaningful work, we draw from psychology of working theory to connect the two constructs. We argue that need satisfaction serves as the primary connector, and societal context, organizational conditions, and individual practices (in order of effectiveness) promote access to each type of work. We suggest future research directions broadening the available scholarship and methods used, promoting a focus on the complex intersection of macrolevel and psychological factors as well as interdisciplinary approaches in determining the quality of work, and engaging in intervention research to improve the way in which people live and work together.
Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 10 is January 2023. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.
Ensuring teachers' job engagement is critical in achieving educational goals. This study examined the relationship between meaningful work and job engagement using the data collected from 452 teachers in Turkey. The data collected by using Meaningful Work Scale and Job Engagement Scale Turkish Form were analyzed by descriptive statistics, confirmatory factor analysis, multivariate regression analysis, and moderation analyses. We found a positive, moderate, and significant relationship between meaningful work and job engagement. We tested the predictive effects of meaningful work and demographic variables (gender, seniority, and educational status). Meaningful work explained 47% of the variance in teachers' job engagement in the first model. All subdimensions of meaningful work except for the search for meaning at work and work relations were found to be significant predictors of job engagement. With the inclusion of demographic variables, the second model again explained 47% of the variance in teachers' job engagement. Furthermore, we found that seniority was a significant and positive predictor of job engagement. Moderation analyses indicated gender and educational status did not have a moderator role in the relationship between meaningful work and job engagement. We found that seniority had a moderator effect on the relationship between work relationships and job engagement. This study contributes to meaningful work and job engagement literature in the context of teachers.
Araştırmanın amacı iş özellikleri kuramı açısından akademisyenlerin faaliyetlerinde işlerinin anlamlılığına etki edebileceği düşünülen güven ve örgütsel bağlılık değişkenlerini bir model çerçevesinde ortaya koymaktadır. Günümüz üniversitelerde faaliyette bulunan akademisyenlerin çalışma arkadaşlarına karşı güven davranışları hem örgütsel bağlılıkları hem de işlerinin anlamlılığı üzerinde etkili olabilir. Bu açıdan araştırma Türkiye'de Doğu Karadeniz Bölgesinde farklı üniversitelerde faaliyette bulunan ayrı statülere sahip 406 akademisyen üzerinde gerçekleştirilmiştir. Araştırma sonuçlarında akademisyenlerin birbirlerine olan güven davranışlarının işlerinin anlamlılığı üzerinde pozitif ve anlamlı etkilerinin olduğu görülmüştür. Akademisyenlerin birbirlerine olan güven davranışlarının örgütsel bağlılıkları üzerinde de pozitif ve anlamlı etkileri olduğu gözlemlenmiştir. Ayrıca akademisyenlerin örgütsel bağlılıklarının da işlerinin anlamlılığı üzerinde pozitif ve anlamlı etkileri olduğu sonucuna ulaşılmıştır. Araştırmada akademisyenlerin birbirlerine olan güvenlerinin işlerinin anlamlılığı üzerindeki etkisinde örgütsel bağlılıklarının tam aracı etkiye sahip olduğu sonucuna erişilmiştir. ABSTRACT The purpose of the study is to reveal the variables of trust and organizational commitment, which are thought to affect the meaningfulness of academicians' activities in terms of job characteristics theory, within a model framework. Trust behaviors of academicians working in today's universities towards their colleagues may have an impact on both their organizational commitment and the significance of their work. In this respect, the research was carried out on 406 academicians with different statuses working in different universities in the Eastern Black Sea Region in Turkey. In the research results, it was seen that academicians' trust behaviors towards each other had positive and significant effects on the significance of their work. It has been observed that academicians' trust behavior towards each other has positive and significant effects on their organizational commitment. Also, it was concluded that the organizational commitment of academicians had positive and significant effects on the significance of their work. In the study, it was concluded that the organizational commitment of academicians had a full mediating effect on the impact of their trust on each other on the meaningfulness of their work.
Cross-selling is one of the most important sales strategies retail organizations adopted to drive business revenue and increase customer lifetime value. While considerable efforts have been devoted to developing data-based cross-selling models, little is known about how and when store managers can drive frontline service employees (FSEs) to cross-sell. Drawing on work meaningfulness literature, we propose that a high-quality resource exchange relationship with the store manager (i.e., leader–member exchange, LMX) endows FSEs’ work with meaningfulness of serving others, which in turn promotes their engagement in cross-selling. We further contend that when store managers possess high person-organization fit, the impact of their LMX relationships on FSEs’ work meaningfulness of serving others and subsequent cross-selling would be stronger. A three-wave survey data from 166 FSEs and their store managers in a retail chain in China (i.e., Study 1) and an experiment among 120 U.S.-based working employees (i.e., Study 2) support our predictions. The present research offers important theoretical and practical implications for retailing management area.
Almost every aspect of a person's daily life is impacted by information and communication technologies (ICTs), and some unfavorable outcomes like technostress have been noticed. In this study, we examine how technostress affects knowledge hiding. Drawing from the energy-consuming characteristic of technostress and prior research on how technostress affects ICT users, this article builds and tests a model that takes work exhaustion as a mediator and explored the moderating role of job autonomy. To test our conceptual model, we examined the responses to a survey questionnaire submitted by 287 ICT users from multiple organizations. Using structural equation modeling, we found that technostress increases employees’ knowledge hiding behavior, and work exhaustion partially mediates technostress and knowledge hiding, while job autonomy only moderates the relationship between technostress and work exhaustion when the fourth factor of technological stress, techno-insecurity, is excluded. We also discuss future research directions and implications of the results.
The purpose of the study is to reveal the variables of trust and organizational commitment, which are thought to affect the meaningfulness of academicians' activities in terms of job characteristics theory, within a model framework. Trust behaviors of academicians working in today's universities towards their colleagues may have an impact on both their organizational commitment and the significance of their work. In this respect, the research was carried out on 406 academicians with different statuses working in different universities in the Eastern Black Sea Region in Turkey. In the research results, it was seen that academicians' trust behaviors towards each other had positive and significant effects on the significance of their work. It has been observed that academicians' trust behavior towards each other has positive and significant effects on their organizational commitment. Also, it was concluded that the organizational commitment of academicians had positive and significant effects on the significance of their work. In the study, it as concluded that the organizational commitment of academicians had a full mediating effect on the impact of their trust on each other on the meaningfulness of their work.
Communicating visions inspires followers’ efforts by imbuing collective objectives with meaning, but it is not clear how leaders achieve this motivating effect. We argue that central to motivational influences of leaders’ vision communication is a match between the motivational appeal in communication and followers’ values. We test this proposition by focusing on followers’ individualism–collectivism as moderators of the effectiveness of motivational appeals that are anchored in either personal interests (a match with individualistic values) or obligations to the collective (a match with collectivistic values) to inspire creativity in pursuing vision. From a vision–values match principle, we predict that communicating visions with a personal interest appeal inspires more creativity among individuals with stronger individualistic values by engendering followers’ meaningfulness, and more so for vertical than for horizontal individualism whereas communicating visions relying on an obligation appeal is more effective for individuals with stronger collectivistic values, and more so for horizontal than for vertical collectivism. Results of an experiment (N = 115) and a field study (N = 304) were largely consistent with these propositions. We discuss broader implications of the vision–values match principle.
In the theoretical construct developed here, mindfulness and meaningfulness are introduced as valuable antecedents for managing knowledge at work. A comprehensive module to practice knowledge management (KM) through mindfulness and meaningfulness is developed through an extensive literature review. Individuals who are the source of all knowledge can draw on mindfulness and meaningfulness in order to facilitate their knowledge creation and knowledge sharing abilities. Integrating mindfulness and meaningfulness into the development of KM initiatives at work further amplifies individuals' mindful and meaningful creation and share of knowledge. This study is the first of its kind to shed light on the theoretical foundations of the positive impact of mindfulness on knowledge processing, and in accord with meaningfulness, this is the first study to address the importance of mindful and meaningful KM practices to enable knowledge sharing and creation. Suggestions for practitioners seeking to establish mindful and meaningful KM practices are discussed and further research proposed.
O trabalho docente passa por mudanças quanto a demanda e organização do trabalho, que acabam exercendo influência na vivência em sua função. Tendo isso em vista, o objetivo deste trabalho é analisar o sentido do trabalho de docentes de uma instituição de ensino superior pública argentina. Utilizou-se a Escala del Trabajo con Sentido para coleta de dados quantitativos com 200 docentes, analisados por meio de estatística descritiva, tabelas de frequências e padronização das escalas. Coletou-se os dados qualitativos com entrevistas com 8 docentes, analisadas por análise de conteúdo. Identificou-se que os docentes têm uma percepção positiva quanto ao sentido do seu trabalho, pois todos os fatores foram classificados como alto, o que foi corroborado pelos dados qualitativos.
The organisational literature has overlooked the diversity of change agents’ psychological ownership experiences in the context of major (or second-order) change. The present study addressed this lacuna. The study used the case study method and focused on six Israeli state-religious schools, which adopted a new liberal curriculum. Thirty-one semi-structured interviews were conducted with six principals and 25 teachers (middle-level managers and educators). Analysis of the findings revealed the types of psychological ownership that change agents experience (ownership by process, by interest, and by means); two main components of the agents’ psychological ownership (accountability and territoriality); and three perceived types of sharing associated with ownership (active, passive, and defensive). The implications of the findings are discussed.
MAD statement
Building on a real case study of major change in public schools, the paper describes the varieties of psychological ownership during change implementation. Committed change agents can have different types of ownership experiences, different drives that make them accountable to the change at hand, different territorial outlooks, and different sharing orientations. Three ideal types of psychological ownership experiences are suggested and practitioners can use them to diagnose organisational dynamics and intervene in the process.
Purpose
The purpose of this paper is to explore the combined influence of exchange quality (i.e. leader-member exchange or LMX, and coworker exchange or CWX) and organizational identity on the relationship between authoritarian leadership and employee innovation based on social cognition theory and social exchange theory.
Design/methodology/approach
The authors used mediation analysis, moderation analysis and bootstrapping method to test the proposed model with data from 286 supervisor-subordinate dyads in China, covering manufacturing and Internet companies. This study also used the time-lag design, and the questionnaires were collected by means of multi-source and multiphase.
Findings
The results indicate that authoritarian leadership can positively influence employee innovation behavior, and organizational identity mediates this relationship. Both LMX and CWX can significantly moderate the relationship between authoritarian leadership and organizational identity, while the moderating effect is the opposite. To be specific, CWX has appositive effect, while LMX has a negative effect. Furthermore, the indirect effect of authoritarian leadership on employee innovation behavior via organizational identity is also moderated by LMX.
Originality/value
At present, scholars have not yet reached a consensus on the relationship between authoritarian leadership and employee innovation behavior. Based on social cognition theory and social exchange theory, this study incorporates organizational identity and exchange quality into the research model to explore this lack of consensus. By verifying the research model, this study offers original views on when and how authoritarian leadership and exchange quality affect employee innovation behavior, which enriches the current research on employee innovation and the effectiveness of authoritarian leadership in different cultural contexts.
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.
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.
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.
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.
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.
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.(.)
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.
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.
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.
The primary objectives of this article are (a) to put forth an explicit operational formulation of positive human health that goes beyond prevailing "absence of illness" criteria; (b) to clarify that positive human health does not derive from extant medical considerations, which are not about wellness, but necessarily require a base in philosophical accounts of the "goods" in life; (c) to provoke a change of emphasis from strong tendencies to construe human health as exclusively about the mind or the body toward an integrated and positive spiral of mind-body influences; (d) to delineate possible physiological substrates of human flourishing and offer future directions for understanding the biology of positive health; and (e) to discuss implications of positive health for diverse scientific agendas (e.g., stress, class and health, work and family life) and for practice in health fields (e.g., training, health examinations, psychotherapy, and wellness intervention programs).
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.
We respect Herbert A. Simon as an established leader of empirical and logical analysis in the human sciences while we happily think of him as also the loner; of course he works with many colleagues but none can match him. He has been writing fruitfully and steadily for four decades in many fields, among them psychology, logic, decision theory, economics, computer science, management, production engineering, information and control theory, operations research, confirmation theory, and we must have omitted several. With all of them, he is at once the technical scientist and the philosophical critic and analyst. When writing of decisions and actions, he is at the interface of philosophy of science, decision theory, philosophy of the specific social sciences, and inventory theory (itself, for him, at the interface of economic theory, production engineering and information theory). When writing on causality, he is at the interface of methodology, metaphysics, logic and philosophy of physics, systems theory, and so on. Not that the interdisciplinary is his orthodoxy; we are delighted that he has chosen to include in this book both his early and little-appreciated treatment of straightforward philosophy of physics - the axioms of Newtonian mechanics, and also his fine papers on pure confirmation theory.
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.
Creative and habitual actions represent competing behavioral options that may be simultaneously influenced by multiple domains of social action. This article integrates psychological and sociological descriptions of creativity and conformity to present a theory of individual creative action within organizational settings composed of intertwined group, organizational, institutional, and market domains. This theory contributes to the innovation literature by illustrating how intentional action and evolutionary processes that legitimize action interact to facilitate creativity and innovation.
This study began with the premise that people can use varying degrees of their selves. physically. cognitively. and emotionally. in work role performances. which has implications for both their work and experi ences. Two qualitative. theory-generating studies of summer camp counselors and members of an architecture firm were conducted to explore the conditions at work in which people personally engage. or express and employ their personal selves. and disengage. or withdraw and defend their personal selves. This article describes and illustrates three psychological conditions-meaningfulness. safety. and availabil ity-and their individual and contextual sources. These psychological conditions are linked to existing theoretical concepts. and directions for future research are described. People occupy roles at work; they are the occupants of the houses that roles provide. These events are relatively well understood; researchers have focused on "role sending" and "receiving" (Katz & Kahn. 1978). role sets (Merton. 1957). role taking and socialization (Van Maanen. 1976), and on how people and their roles shape each other (Graen. 1976). Researchers have given less attention to how people occupy roles to varying degrees-to how fully they are psychologically present during particular moments of role performances. People can use varying degrees of their selves. physically, cognitively, and emotionally. in the roles they perform. even as they main tain the integrity of the boundaries between who they are and the roles they occupy. Presumably, the more people draw on their selves to perform their roles within those boundaries. the more stirring are their performances and the more content they are with the fit of the costumes they don. The research reported here was designed to generate a theoretical frame work within which to understand these "self-in-role" processes and to sug gest directions for future research. My specific concern was the moments in which people bring themselves into or remove themselves from particular task behaviors, My guiding assumption was that people are constantly bring ing in and leaving out various depths of their selves during the course of The guidance and support of David Berg, Richard Hackman, and Seymour Sarason in the research described here are gratefully acknowledged. I also greatly appreciated the personal engagements of this journal's two anonymous reviewers in their roles, as well as the comments on an earlier draft of Tim Hall, Kathy Kram, and Vicky Parker.
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.
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.
In this article we develop a theoretical framework for understanding creativity in complex social settings. We define organizational creativity as the creation of a valuable, useful new product, service, idea, procedure, or process by individuals working together in a complex social system. The starting point for our theoretical development is provided by the interactionist model of creative behavior developed by Woodman and Schoenfeldt (1989). This model and supporting literature on creative behavior and organizational innovation are used to develop an interactional framework for organizational creativity. The theoretical framework is summarized by three propositions that can effectively guide the development of testable hypotheses.
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.
This study examines how trust, connectivity and thriving drive employees' innovative behaviors in the workplace. Using a sample of one hundred and seventy two employees across a variety of jobs and industries, we investigated the relationship between trust, connectivity (both measured at Time 1), thriving and innovative work behaviors (both measured at Time 2). Trust and connectivity were hypothesized to create a nurturing environment that enables people to thrive and be innovative in their work. The results of structural equation modeling (SEM) indicate a sequential mediation model in which connectivity mediates the relationship between trust and thriving, and thriving mediates the relationship between connectivity and innovative behaviors. The theoretical and practical implications for employee thriving and innovative behaviors at work are discussed.
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.
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.
This article develops the concept of psychological presence to describe the experiential state enabling organization members to draw deeply on their personal selves in role performances, i.e., express thoughts and feelings, question assumptions, innovate. The dimensions of psychological presence are described along with relevant organizational and individual factors. The concept's implications for theory and research about the person-role relationship are described.
A flood of new studies explores people's subjective well-being (SWB) Frequent positive affect, infrequent negative affect, and a global sense of satisfaction with life define high SWB These studies reveal that happiness and life satisfaction are similarly available to the young and the old, women and men, blacks and whites, the rich and the working-class Better clues to well-being come from knowing about a person's traits, close relationships, work experiences, culture, and religiosity We present the elements of an appraisal-based theory of happiness that recognizes the importance of adaptation, cultural world-view, and personal goals
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.
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.
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.
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.
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.
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.
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.
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.
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.