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Does personal mastery lead to creativity for complex jobs: a moderated mediation model
Abstract
Purpose
The purpose of the study was to determine the relationship between personal mastery orientation and employee creativity through internalized extrinsic motivation (identified regulation) and intrinsic motivation while testing job complexity as a boundary condition.
Design/methodology/approach
The authors tested this study model using a cross-sectional design with a sample of (N = 361). The study population was software developers from across different cities of Pakistan. Respondents were asked to rate themselves on creative behavior. Partial least square structural equation (PLS-SEM) and PROCESS macro were used for data analysis.
Findings
The results of the study confirm that personal mastery orientation positively affects employee creativity. Furthermore, both identified regulation and intrinsic motivation mediate the relationship between personal mastery and employee creativity. Job complexity was shown to moderate the direct relationship between personal mastery, identified regulation and intrinsic motivation such that for higher job complexity levels, the relationship between personal mastery and both types of motivation (identified and intrinsic) becomes stronger. The authors confirm that the indirect relationship between personal mastery and employee creativity through identified regulation was contingent upon job complexity level. In comparison, the indirect relationship between personal mastery and employee creativity through intrinsic motivation is not contingent upon the level of job complexity.
Research limitations/implications
There are a few limitations to the authors' study. The current study is based on a cross-sectional design; therefore, this is of limited causal value. The authors suggest the studies examining similar relations to this study model use a longitudinal design. The incumbent of the job reports creative behavior; therefore, this is susceptible to common method bias (CMB). A peer-reported or supervisor-reported creative behavior should be used to eliminate the CMB in future studies.
Practical implications
The authors' study provides valuable input in identifying the complex mechanism through which creative behavior is induced involving individual personality disposition, job attributes and various types of motivations. In this study, the authors tried to reveal the mechanism through which personal mastery orientation predicts creative behavior. In the authors' endeavor of testing the motivational paths through which personal mastery orientation predicts creative behavior, the authors confirmed the efficacy of autonomous-complex motivation based on the self-determination framework. The authors' findings add to the evidence of the importance of intrinsic motivation in inducing creative behavior and recommend that the researcher should not ignore intrinsic motivation when exploring the effectiveness of extrinsic motivation.
Originality/value
The study's findings strengthen the argument of the continuum-like structure of the motivation types under self-determination theory(SDT). The authors argued that intrinsic motivation is a relatively stable type of motivation when creative behavior is involved and is not contingent upon the job attributes. These findings add to the evidence that intrinsic motivation is stable compared to extrinsic motivation. Another important contribution of this study is that the authors identified a boundary condition for the internalized extrinsic motivation when serving as creativity predicting mechanism and ruled the presence of a conditional effect when intrinsic motivation is involved.
... In addition, complexity arises from ambiguity and weak structures, both in primary jobs and other responsibilities, thus requiring a high level of creativity. (57) This problem-solving process will inevitably involve the employee's creativity as a means of generating new ideas. Increasingly complex jobs will result in a higher level of creativity, leading to the emergence of new ideas. ...
Introduction: The performance of small and medium enterprises is essential for maintaining economic stability. The purpose of this study is to examine how job complexity influences employee creativity and how it impacts performance in small and medium-sized businesses through perceived organizational support and creative process involvement. Using the viewpoint of resource dependence theory, this study highlights the value of organizational intervention in improving the performance and innovation of small and medium enterprises.Methods: This study looked at small and medium enterprises in the Magelang region using a survey method. This study utilized a nonprobability sampling approach, especially a purposive sampling technique. This study's criteria include small and medium-sized businesses that have a high level of inventiveness, like those that make souvenirs, batik, and toys for kids. This study had a sample size of 287 respondents. To test the hypothesis, the study used the technique of structural equation modeling and WarpPLS 7 software. Results: The results show that employee creativity is influenced by perceived organizational support through participation in the creative process, bolstered by the intricacy of the workers' tasks. Additionally, even while creativity affects performance, the relationship between creativity among employees and creative process involvement is not influenced by task complexity. Conclusions: These results serve as a foundation for further research aimed at improving Performance in small and medium enterprises in Indonesia, particularly in the Magelang region.
... This particular field has not been studied extensively, but it is imperative to analyze an individual's motivation and aptitude for learning and developing skills, as these play a vital role in promoting creativity. When conducting research in the field of education, it is crucial to examine personal mastery (Fateh et al., 2023), autonomous motivation (Fateh et al., 2021), and achievement motivation (Gao et al., 2020) as essential factors. Meanwhile, students' academic engagement should also be considered. ...
The purpose of this study is to investigate the dual mediation role of creativity and academic coping in network efficiency and academic performance, using Folkman and Lazarus’s transactional model of stress. Data were obtained from 39 students taking business administration at a Korean university. Social network analysis was performed to check the ego network of students. The double mediation model was applied to analyze the path from network efficiency to academic performance. The results showed that network efficiency, in relation to the structural hole in social network parameters, was double mediated by creativity and academic coping, which had a positive effect on academic performance. However, the effect of double mediation through avoidance was insignificant. Based on the research results, the theoretical and practical implications for the dual mediation effect of creativity and academic coping were presented.
... However, these SMEs may face a severe challenge due to limited resources. Researchers in the field of organizational behavior recognized that talent management be controlled through psychological ownership because employees continuously pursue creativity and novel information, which has shifted their perception of professions (Fateh et al., 2023). This psychological shift contradicts when the management does not fulfill this need of employees, which hinders the performance of employees and the overall performance of the SMEs (Jing & Yan, 2022). ...
Small and medium-sized enterprises (SMEs) are important in a nation’s economic development and growth. Many SMEs cannot achieve their objectives without instilling a psychological sense of ownership in their team. This study examines the impact of job-based psychological ownership and employee ambidexterity on innovative work behavior and job performance among SME employees. The 279 respondents from Chinese SMEs were sampled using a purposive strategy to obtain data. The proposed research model is evaluated utilizing techniques of structural equation modeling. The study’s findings indicate that job-based psychological ownership has significant effects on the job embeddedness of SME employees but no significant predictive influence on job performance. Additionally, employee ambidexterity increases the development of SME employees’ job embeddedness but has little effect on job performance. Therefore, it may be inferred that the direct impact of job-based psychological ownership and employee ambidexterity on job performance is negligible; however, there is an indirect impact via job embeddedness. The findings also suggest that managers must develop policies and action plans to teach employees job embeddedness to improve their innovative work behavior and job performance.
PUBLIC INTEREST STATEMENT
This scholarly work focuses on exploring the significance of psychological capital and work happiness for work performance among non-academic university employees. The importance of this topic lies in the fact that employees’ performance and well-being are essential for organizational success, and the role of psychological capital and happiness in this regard has been understudied. Through this research, we aim to provide insights into how psychological capital and happiness can enhance work performance among university employees, ultimately leading to better job satisfaction, increased productivity, and a positive work environment. Our findings will have implications for university management, as they can use this knowledge to develop interventions that promote psychological capital and happiness among their employees, which can lead to better organizational outcomes and a more fulfilling work environment. Overall, our research has significant public interest, as it has the potential to benefit both employees and organizations.
Drawing on leader-member exchange (LMX) theory, this study constructed a theoretical model to deeply explore the mechanism and boundary conditions of the relationship between supervisor developmental feedback (SDF) and postgraduate student creativity in academic organizations. Using multi-wave and multi-source data collected from 445 supervisor–student dyads at three time points, this study empirically examined the hypothesized model. Results showed that (a) LMX mediates the relationship between SDF and postgraduate student creativity, (b) job complexity moderates the relationship between SDF and LMX, and (c) perceived organizational support for creativity moderates the relationship between LMX and postgraduate student creativity. The findings have implications for how academic supervisors can use feedback to cultivate postgraduate student creativity, and the need for academic organizations to design job and organizational environment to support the cultivation of student creativity.
Researchers have long been interested in individual difference variables as predictors of creativity. The focus of most studies has been on the later stages of the creativity process through which creative ideas are transformed into tangible forms, but until recently a very limited empirical base existed to answer questions about why some individuals come
up with creative ideas more often than others. The present study examined individual difference predictors of creative ideation among high ability undergraduate students and tested the role of well-being as a moderator in explaining these relationships. Three main findings are revealed. First, openness and extraversion were significantly associated
with creative ideation, both positively. Second, creative ideation was also predicted by creative personal identity. Third, subjective well-being had both main and moderating effects on creative ideation. It moderated the relationship between creative personal identity and creative ideation.
Purpose
A total of 210 valid paper-and-pencil questionnaires were received from fast-moving consumer goods/small and medium-sized enterprises (FMCG-SMEs) to empirically test the proposed model. Structural equation modelling approach was performed to assess the model fit, measurement and structural models for exogenous and endogenous constructs, and test of nonlinearity.
Design/methodology/approach
In the hyper-competitive world, while the essence of strategy making is often focussed on environmental and market-based analysis or the structure of the market, the important role of resources and capabilities in determining firm performance and overall strategy formulation within SMEs begs attention. Grounded in the resource-based view (RBV) of the firm, organisational improvisation theory and componential theory of creativity, the purpose of this research is to look beyond the determinants of creativity, innovation and proposes a theoretical model investigating organisations formative performance in strategy formulation.
Findings
The results imply that intrinsic motivation, extrinsic motivation, creativity-related processes and expertise as the firm's capabilities positively influence improvisational creativity, and creativity-related processes and expertise also positively impact on compositional creativity. Surprisingly, intrinsic and extrinsic motivations are not conducive to compositional creativity, and the relationships between extrinsic motivation and improvisational creativity as well as improvisational creativity and performance are nonlinear. Furthermore, both improvisational creativity and compositional creativity are found to be predictors of innovation in FMCG-SMEs.
Practical implications
Thus, organisations and specifically FMCG-SMEs can increase the level of improvisational creativity if they formulate strategies to motivate employees both intrinsically and extrinsically, and further, they can boost the level of compositional creativity in their companies through hiring and nurturing experts.
Originality/value
Less attention has been paid to motivation, creativity, innovation, performance and strategy linkages as the prominent source of competitive advantages among FMCG-SMEs, especially in developing countries. Theoretically, through introducing extrinsic motivation as the predictors of improvisational creativity and innovation, from strategic management perspectives, the empirical findings of this research illustrate that resources and capabilities (RBV) lead to improved competitive performance within the FMCG-SMEs. This study also provides empirical evidence for the nonlinear nature of the relationship between motivation and creativity.
The present research investigated personality profiles in early and middle adolescents (N = 168) and compared the emerged profiles by creative ideation, motivational autonomy, and self‐efficacy in self‐regulation. Cluster analyses revealed three profiles: Resilients, Flexibles, and Averages. The personality types described in the literature were only partially replicable. Resilients had low scores on neuroticism and high scores on the other Big Five traits. Flexibles had high scores on openness and extraversion and average scores on neuroticism, agreeableness, and conscientiousness. Averages had average scores on most personality traits. Resilients and Flexibles scored significantly higher than Averages on creative ideation and autonomous motivation. Resilients had stronger self‐efficacy for self‐regulation than Flexibles and Averages. The findings were discussed in terms of their relevance to personality and creativity literature.
This study explores how the quality of leader–member exchange (LMX) is associated with employees’ creativity via engagement, and the moderating role of a job characteristic related to knowledge (job complexity) in this relationship. A moderated mediation model was tested on a sample of 320 employees from emergent high-tech and knowledge-based small and medium enterprises (SMEs) in Spain. The results supported an indirect influence of LMX on individual creativity through engagement. Additionally, this study found that job complexity accentuated the impact of engagement on creativity. More importantly, the findings confirmed that the intensity of the LMX–engagement–creativity relationship was moderated by job complexity. That is, the relationship was stronger when job complexity was high. Taken together, this study improves the understanding of the factors that contribute to increased employee creativity, an important outcome for high-tech and knowledge-based SMEs.
Self-determination theory (SDT) is a broad framework for understanding factors that facilitate or undermine intrinsic motivation, autonomous extrinsic motivation, and psychological wellness, all issues of direct relevance to educational settings. We review research from SDT showing that both intrinsic motivation and well-internalized (and thus autonomous) forms of extrinsic motivation predict an array of positive outcomes across varied educational levels and cultural contexts and are enhanced by supports for students’ basic psychological needs for autonomy, competence, and relatedness. Findings also show a dynamic link between teacher and student motivation, as teachers are themselves impacted and constrained by controlling mandates, institutional pressures, and leadership styles. Ironically, despite substantial evidence for the importance of psychological need satisfactions in learning contexts, many current educational policies and practices around the globe remain anchored in traditional motivational models that fail to support students’ and teachers’ needs, a knowledge versus policy gap we should aspire to close.
Higher-order constructs, which facilitate modeling a construct on a more abstract higher-level dimension and its more concrete lower-order subdimensions, have become an increasingly visible trend in applications of partial least squares structural equation modeling (PLS-SEM). Unfortunately, researchers frequently confuse the specification, estimation, and validation of higher-order constructs, for example, when it comes to assessing their reliability and validity. Addressing this concern, this paper explains how to evaluate the results of higher-order constructs in PLS-SEM using the repeated indicators and the two-stage approaches, which feature prominently in applied social sciences research. Focusing on the reflective-reflective and reflective-formative types of higher-order constructs, we use the well-known cor- porate reputation model example to illustrate their specification, estimation, and validation. Thereby, we provide the guidance that scholars, marketing researchers, and practitioners need when using higher- order constructs in their studies.
Over the last decade, Hair et al.’s Journal of Marketing Theory and Practice article “PLS-SEM: Indeed a Silver Bullet” has emerged as one of the most widely recognized and cited publications in the social science disciplines. This chapter is a reflection on the article’s impact on business research and other fields of science, as well as discussion on the characteristics that have contributed to its success.
The cross-sectional research design, especially when used with self-report surveys, is held in low esteem despite its widespread use. It is generally accepted that the longitudinal design offers considerable advantages and should be preferred due to its ability to shed light on causal connections. In this paper, I will argue that the ability of the longitudinal design to reflect causality has been overstated and that it offers limited advantages over the cross-sectional design in most cases in which it is used. The nature of causal inference from a philosophy of science perspective is used to illustrate how cross-sectional designs can provide evidence for relationships among variables and can be used to rule out many potential alternative explanations for those relationships. Strategies for optimizing the use of cross-sectional designs are noted, including the inclusion of control variables to rule out spurious relationships, the addition of alternative sources of data, and the incorporation of experimental methods. Best practice advice is offered for the use of both cross-sectional and longitudinal designs, as well as for authors writing and for reviewers evaluating papers that report results of cross-sectional studies.
Drawing on job design theories and a conceptual framework of work-related goals and motivation in later adulthood, the aim of this paper is to explore how work-related and individual factors are separately and jointly related to psychological work ability and bridge employment intentions via late job mobility. The cross-sectional study is based on a sample of 171 older Spanish workers aged 45–65 and beyond. We differentiated between groups of older workers in mid career (45–55 years of age) and in their later careers (56 years and beyond). Our results confirm that task characteristics and, secondarily, knowledge characteristics are the most relevant factors in perceptions of psychological work ability among aged workers. Both age groups display a very marked personal mastery trait, which mediates the relationships between job characteristics and both psychological work ability and late job mobility intentions. The paper concludes with a discussion of theoretical and practical implications and suggestions for future research on the issues implied in the psychological adjustment of older workers in their mid and late careers.
Partial least squares structural equation modeling (PLS-SEM) has become a key multivariate analysis technique that human resource management (HRM) researchers frequently use. While most disciplines undertake regular critical reflections on the use of important methods to ensure rigorous research and publication practices, the use of PLS-SEM in HRM has not been analyzed so far. To address this gap in HRM literature, this paper presents a critical review of PLS-SEM use in 77 HRM studies published over a 30-year period in leading journals. By contrasting the review results with state-of-the-art guidelines for use of the method, we identify several areas that offer room of improvement when applying PLS-SEM in HRM studies. Our findings offer important guidance for future use of the PLS-SEM method in HRM and related fields.
The question of motivation and creativity has been extensively studied, often with the lens of extrinsic and intrinsic motivation. However, when this work considers intrinsic motivation, it is often in the guise of how to maintain someone’s passion for a topic, as opposed to understanding how and why someone has developed his or her intense interest. In this chapter, we discuss the concept of creative needs, which we see as a lifelong fusion of values, interests, and passion. Preexisting interviews with 24 Pro-c/Big-C creators were thematically analyzed to derive 6 potential creative needs for future study: Beauty, Power, Discovery, Communication, Individuality, and Pleasure.
Composite-based structural equation modeling (SEM), and especially partial least squares path modeling (PLS), has gained increasing dissemination in marketing. To fully exploit the potential of these methods, researchers must know about their relative performance and the settings that favor each method’s use. While numerous simulation studies have aimed to evaluate the performance of composite-based SEM methods, practically all of them defined populations using common factor models, thereby assessing the methods on erroneous grounds. This study is the first to offer a com- prehensive assessment of composite-based SEM techniques on the basis of composite model data, considering a broad range of model constellations. Results of a large-scale simu- lation study substantiate that PLS and generalized structured component analysis are consistent estimators when the under- lying population is composite model-based. While both methods outperform sum scores regression in terms of param- eter recovery, PLS achieves slightly greater statistical power.
In this article we take a big picture perspective on work design research. In the first section of the paper we identify influential work design articles and use scientific mapping to identify distinct clusters of research. Pulling this material together, we identify five key work design perspectives that map onto distinct historical developments: (a) sociotechnical systems and autonomous work groups, (b) job characteristics model, (c) job demands-control model, (d) job demands-resources model, and (e) role theory. The grounding of these perspectives in the past is understandable, but we suggest that some of the distinction between clusters is convenient rather than substantive. Thus we also identify contemporary integrative perspectives on work design that build connections across the clusters and we argue that there is scope for further integration. In the second section of the paper, we review the role of Journal of Applied Psychology (JAP) in shaping work design research. We conclude that JAP has played a vital role in the advancement of this topic over the last 100 years. Nevertheless, we suspect that to continue to play a leading role in advancing the science and practice of work design, the journal might need to publish research that is broader, more contextualized, and team-oriented. In the third section, we address the impact of work design research on: applied psychology and management, disciplines beyond our own, management thinking, work practice, and national policy agendas. Finally, we draw together observations from our analysis and identify key future directions for the field.
Self-determination theory (SDT) is a macro theory of human motivation that evolved from research on intrinsic and extrinsic motivations and expanded to include research on work organizations and other domains of life. We discuss SDT research relevant to the workplace, focusing on (a) the distinction between autonomous motivation (i.e., intrinsic motivation and fully internalized extrinsic motivation) and controlled motivation (i.e., externally and internally controlled extrinsic motivation), as well as (b) the postulate that all employees have three basic psychological needs—for competence, autonomy, and relatedness—the satisfaction of which promotes autonomous motivation, high-quality performance, and wellness. Research in work organizations has tended to take the perspectives of either the employees (i.e., their well-being) or the owners (i.e., their profits). SDT provides the concepts that guide the creation of policies, practices, and environments that promote both wellness and high-quality performance. We examine the relations of SDT to transformational leadership, job characteristics, justice, and compensation approaches. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior Volume 4 is March 21, 2017. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.
This article studied and compared the two nonprobability sampling techniques namely, Convenience Sampling and Purposive Sampling. Convenience Sampling and Purposive Sampling are Nonprobability Sampling Techniques that a researcher uses to choose a sample of subjects/units from a population. Although, Nonprobability sampling has a lot of limitations due to the subjective nature in choosing the sample and thus it is not good representative of the population, but it is useful especially when randomization is impossible like when the population is very large. It can be useful when the researcher has limited resources, time and workforce. It can also be used when the research does not aim to generate results that will be used to create generalizations pertaining to the entire population. Therefore, there is a need to use nonprobability sampling techniques. The aim of this study is to compare among the two nonrandom sampling techniques in order to know whether one technique is better or useful than the other. Different articles were reviewed to compare between Convenience Sampling and Purposive Sampling and it is concluded that the choice of the techniques (Convenience Sampling and Purposive Sampling) depends on the nature and type of the research.
The Cambridge Handbook of Creativity is a comprehensive scholarly handbook on creativity from the most respected psychologists, researchers and educators. This handbook serves both as a thorough introduction to the field of creativity and as an invaluable reference and current source of important information. It covers such diverse topics as the brain, education, business, and world cultures. The first section, 'Basic Concepts', is designed to introduce readers to both the history of and key concepts in the field of creativity. The next section, 'Diverse Perspectives of Creativity', contains chapters on the many ways of approaching creativity. Several of these approaches, such as the functional, evolutionary, and neuroscientific approaches, have been invented or greatly reconceptualized in the last decade. The third section, 'Contemporary Debates', highlights ongoing topics that still inspire discussion. Finally, the editors summarize and discuss important concepts from the book and look to what lies ahead.
The objective of this article is to present a didactic example of Structural Equation Modeling using the software SmartPLS 2.0 M3. The program mentioned uses the method of Partial Least Squares and seeks to address the following situations frequently observed in marketing research: Absence of symmetric distributions of variables measured by a theory still in its beginning phase or with little " consolidation " , formative models, and/or a limited amount of data. The growing use of SmartPLS has demonstrated its robustness and the applicability of the model in the areas that are being studied.
This article investigates in two ways the use and reporting of marker variables to detect common method variance (CMV) in organizational research. First, a review of 398 empirical articles and 41 unpublished dissertations that employ marker variables indicates that authors are not reporting adequate information regarding marker variable choice and use, are choosing inappropriate marker variables, and are possibly making errors in their assessment of CMV effects. Second, two data sets are presented that investigate the properties of six prospective markers to assess the degree to which they capture specific, measurable causes of CMV and the conclusions these markers produce when applied to substantive relationships. Results from the review and empirical investigation are used to expand the set of conditions scholars should consider when determining whether to employ a marker technique over other alternatives for detecting and controlling CMV and how best to do so.
We propose that "growth need strength" is an important individual factor for employees' creative performance. Using an interactionist perspective, we examine the relationship between growth need strength and a supportive work context on self-reported creativity across a wide range of jobs that vary in complexity. Controlling for the effects of individual factors that have been previously linked to creativity (i.e., creative personality, intrinsic motivation, and cognitive style), we find that growth need strength has both a positive main effect on creativity and an interactive effect with context. Furthermore, job complexity moderates this association. Implications for managers are discussed.
Drawing upon the Job Demands-Resources (JD-R) model, this study tests an integrated theoretical framework in which paradoxical leader behaviour (PLB) is theorized to hinder and motivate employee creativity through role ambiguity and creative self-efficacy. The moderating effects of job complexity and cognitive flexibility on the above effects are also investigated. The 317 samples collected from the three-wave survey in China demonstrate that in the hindering process, PLB attenuates employee creativity via role ambiguity, and in the motivating process, PLB increases employee creativity via creative self-efficacy. Furthermore, cognitive flexibility and job complexity can magnify the positive impact of PLB on employee creativity via creative self-efficacy, while cognitive flexibility can buffer the negative impact of PLB on employee creativity via role ambiguity.
Purpose
Drawing on the work design growth model (WDGM), this paper aims to explore the relationship between job complexity and employee creativity through feedback-seeking and the moderating effect of team leaders with a growth creative mindset.
Design/methodology/approach
The authors used an online survey to test the hypotheses. Data was collected in three waves from 74 supervisors and 349 paired employees in China.
Findings
Job complexity had a positive association with employees’ feedback-seeking, which further linked to employee creativity. This indirect effect was stronger in work teams with leaders endorsing a growth creative mindset.
Practical implications
Job complexity has become prevalent in organizations today. Taking daily complexity as a resource for nurturing employee creativity may balance organizations’ costs on formal training and give them more initiatives in long-term development. In addition, as the growth creative mindset is relatively easy to assess and change, it may bring insights in terms of creativity development.
Originality/value
By empirically testing the behavioural mechanism of WDGM, the learning and development perspective of work design offers a new explanation of the relationship between job complexity and employee creativity. The authors further extend WDGM by identifying leaders’ growth creative mindset to be a boundary condition.
Self-determination theory has shaped our understanding of what optimizes worker motivation by providing insights into how work context influences basic psychological needs for competence, autonomy and relatedness. As technological innovations change the nature of work, self-determination theory can provide insight into how the resulting uncertainty and interdependence might influence worker motivation, performance and well-being. In this Review, we summarize what self-determination theory has brought to the domain of work and how it is helping researchers and practitioners to shape the future of work. We consider how the experiences of job candidates are influenced by the new technologies used to assess and select them, and how self-determination theory can help to improve candidate attitudes and performance during selection assessments. We also discuss how technology transforms the design of work and its impact on worker motivation. We then describe three cases where technology is affecting work design and examine how this might influence needs satisfaction and motivation: remote work, virtual teamwork and algorithmic management. An understanding of how future work is likely to influence the satisfaction of the psychological needs of workers and how future work can be designed to satisfy such needs is of the utmost importance to worker performance and well-being. Technology is changing the nature of work by enabling new forms of automation and communication. In this Review, Gagné et al. describe how self-determination theory can help researchers and practitioners to shape the future of work to ensure that it meets the psychological needs of workers.
In this paper, we use self-determination theory to examine the benefits of the use of paradoxical leader behaviour (PLB) by supervisors. We posit that PLB can initiate two complementary mechanisms: a top-down mechanism (perception of leaders' legitimate power) that may encourage employees to satisfy and exceed standard performance criteria, and a bottom-up mechanism (employee intrinsic motivation) that stimulates employees to be proactive. We argue that implementing these mechanisms simultaneously may interactively enhance employee creativity. Our study is based on field data collected from a sample of 392 employees and their supervisors. We find that PLB is positively related to employees’ perception of legitimate power and intrinsic motivation. Furthermore, power perception and intrinsic motivation are associated with standard performance and proactive behaviour, respectively, and these mechanisms jointly influence employee creativity. In demonstrating the efficacy of balancing extrinsic requirements and intrinsic motivation, our findings have significant theoretical and empirical implications for employee motivation.
Based on self-determination theory and job characteristics theory, this study aims to provide a systematic and comprehensive model simultaneously investigating the relationship between job characteristics and two forms of work motivation (i.e., controlled motivation and autonomous motivation). To examine the proposed model, we recruited employees working in multiple Chinese industries and collected 435 valid questionnaires. The results indicate that job characteristics have a significantly positive effect on basic psychological needs satisfaction, which, in turn, positively affects autonomous motivation and negatively influences controlled motivation. In addition, basic psychological needs satisfaction mediates the linkage between job characteristics and positive or negative work motivation. Moreover, when an employee had high positive affectivity, job characteristics were more likely to fuel their basic psychological needs satisfaction. In contrast, job characteristics were more likely to be the depressor of these needs satisfaction when an employee possesses high negative affectivity. Our findings revealed that the degree of three needs satisfaction at work is a convincing and identifiable psychological mechanism between job characteristics and two types of work motivation. Also, work affectivity may influence the different perceptions of job characteristics, reminding managers that personality traits are a non-negligible factor in job design. Overall, this paper extends the application of the job characteristics model by revealing when and how job characteristics influence two types of work motivation and further puts forward managerial implications.
In the information era of the rapid growth of knowledge, creativity is the key to the survival and maintenance of competitive advantage of organizations. From an interactional perspective, this paper extends the research on individual creativity by integrating personality traits and leadership factors. Using multi-sourced, matched data from 217 supervisor-employee dyads of 23 companies in China, we found that openness to experience is positively related to employee creativity, while close monitoring is negatively related to employee creativity. Furthermore, employees who are openness to experience are more creative when leader creativity expectations is high rather than low. Finally, the interaction between close monitoring and openness to experience has no significant impact on employee creativity.
Confirmatory factor analysis (CFA) has historically been used to develop and improve reflectively measured constructs based on the domain sampling model. Compared to CFA, confirmatory composite analysis (CCA) is a recently proposed alternative approach applied to confirm measurement models when using partial least squares structural equation modeling (PLS-SEM). CCA is a series of steps executed with PLS-SEM to confirm both reflective and formative measurement models of established measures that are being updated or adapted to a different context. CCA is also useful for developing new measures. Finally, CCA offers several advantages over other approaches for confirming measurement models consisting of linear composites.
This manual is unique in a sense that it encapsulates four elements in a concise manner. Firstly, it provides step-by-step guidance and explanation to statistical analysis using SmartPLS 3.0. Secondly, it is highly graphical as each section related to the use of SmartPLS is illustrated by screenshots of the software interface and/or output. Thirdly, it incorporates our experience as users of SmartPLS into the writing so as to make every explanation more practical and comprehensible. Fourthly, we provide citations, reading materials and references throughout the manual to substantiate our explanation and to facilitate the readers to read them in greater detail. Although the manual covers only certain functions of SmartPLS, it does not mean that the content is elementary and unsuitable for a more seasoned researcher. Whether a research is up to the level of PhD and whether a paper is accepted by good journal are largely dependent on the research problems, methodological clarity and conceptual contributions; SmartPLS is but a useful tool to facilitate the analytical process. Therefore, it is vitally important that the readers understand what the software stands for and acquire the requisite skills to utilize it.
The dynamic nature of work underscores the necessity of reassessing the effect of job design by considering the role of employee proactive behaviour and distinct work contexts. This study identifies creativity as a critical proactive behaviour that differentially explains the effect of job complexity on task performance across varying levels of growth need strength ( GNS ), supervisor support for creativity ( SSC ), and task interdependence. Our analysis supports the mediating role of creativity in the relationship between job complexity and task performance. The tests of conditional indirect effects show that the moderating role of GNS is positive only when task interdependence is low. By contrast, SSC positively moderates the effect of job complexity only when task interdependence is high. These findings suggest the necessity of considering task interdependence in applying job design theory to explain the proactive behaviour and task performance of employees in emerging forms of work.
Practitioner points
This study shows that creativity explains how job complexity affects task performance.
Growth need strength accentuates the effect of job complexity on employee creativity and performance only when task interdependence is low.
Supervisor support for creativity positively moderates the effect of job complexity on employee creativity and performance only when task interdependence is high.
Purpose
Following the call for awareness of accepted reporting practices by Ringle, Sarstedt, and Straub in 2012, the purpose of this paper is to review and analyze the use of partial least squares structural equation modeling (PLS-SEM) in Industrial Management & Data Systems ( IMDS ) and extend MIS Quarterly ( MISQ ) applications to include the period 2012-2014.
Design/methodology/approach
Review of PLS-SEM applications in information systems (IS) studies published in IMDS and MISQ for the period 2010-2014 identifying a total of 57 articles reporting the use of or commenting on PLS-SEM.
Findings
The results indicate an increased maturity of the IS field in using PLS-SEM for model complexity and formative measures and not just small sample sizes and non-normal data.
Research limitations/implications
Findings demonstrate the continued use and acceptance of PLS-SEM as an accepted research method within IS. PLS-SEM is discussed as the preferred SEM method when the research objective is prediction.
Practical implications
This update on PLS-SEM use and recent developments will help authors to better understand and apply the method. Researchers are encouraged to engage in complete reporting procedures.
Originality/value
Applications of PLS-SEM for exploratory research and theory development are increasing. IS scholars should continue to exercise sound practice by reporting reasons for using PLS-SEM and recognizing its wider applicability for research. Recommended reporting guidelines following Ringle et al. (2012) and Gefen et al. (2011) are included. Several important methodological updates are included as well.
The statistical tests used in the analysis of structural equation models with unobservable variables and measurement error are examined. A drawback of the commonly applied chi square test, in addition to the known problems related to sample size and power, is that it may indicate an increasing correspondence between the hypothesized model and the observed data as both the measurement properties and the relationship between constructs decline. Further, and contrary to common assertion, the risk of making a Type II error can be substantial even when the sample size is large. Moreover, the present testing methods are unable to assess a model's explanatory power. To overcome these problems, the authors develop and apply a testing system based on measures of shared variance within the structural model, measurement model, and overall model.
Leveraging insights gained through a burgeoning research literature over the past 28 years, this paper presents a significant revision of the model of creativity and innovation in organizations published in Research in Organizational Behavior in 1988. This update focuses primarily on the individual-level psychological processes implicated in creativity that have been illuminated by recent research, and highlights organizational work environment influences on those processes. We revisit basic assumptions underlying the 1988 model, modify certain components and causal connections, and introduce four new constructs into the model: (1) a sense of progress in creative idea development; (2) the meaningfulness of the work to those carrying it out; (3) affect; and (4) synergistic extrinsic motivation. Throughout, we propose ways in which the components underlying individual and team creativity can both influence and be influenced by organizational factors crucial to innovation.
Purpose
Following self-determination theory, the purpose of this paper is to investigate the impact of four motivational profiles (external, introjected, identified regulation, and intrinsic motivation) on work performance (interpersonal, adaptive, task, and dedicative performance). The authors also examined the proposed relations with longitudinal data.
Design/methodology/approach
Participants in Studies 1 and 2 were from several companies in China. Employees completed the questionnaires to measure their work motivation, and managers completed the questionnaires to assess the subordinates’ work performance.
Findings
In Study 1, the authors found that identified regulation significantly predicted interpersonal performance and adaptive performance. External regulation, introjected regulation, and intrinsic motivation had no significant impacts on interpersonal, adaptive, task, or dedicative performance. In Study 2, the results revealed that identified regulation significantly predicted dedicative and interpersonal performance, but external regulation, introjected regulation, and intrinsic motivation had no significant impacts on the four types of performance. These two studies concluded that only identified regulation strongly predicts work performance.
Originality/value
The study has contributed to the body of knowledge by clarifying that identified regulation is an important type of motivation in the workplace. Managers might therefore focus on supporting employees for identifying with the organizational goals in order to promote better performance.
Intrinsic and extrinsic types of motivation have been widely studied, and the distinction between them has shed important light on both developmental and educational practices. In this review we revisit the classic definitions of intrinsic and extrinsic motivation in light of contemporary research and theory. Intrinsic motivation remains an important construct, reflecting the natural human propensity to learn and assimilate. However, extrinsic motivation is argued to vary considerably in its relative autonomy and thus can either reflect external control or true self-regulation. The relations of both classes of motives to basic human needs for autonomy, competence and relatedness are discussed.
Test scores of divergent thinking obtained between 1959 and 1972 were correlated with a variety of personality measures administered since 1980. In this sample of 268 men, divergent thinking was consistently associated with self-reports and ratings of openness to experience, but not with neuroticism, extraversion, agreeableness, or conscientiousness. Both divergent thinking and openness were also modestly correlated with Gough's (1979)empirically derived Creative Personality Scale. Several other personality variables mentioned in the literature were also examined; those that were associated with divergent thinking were also generally correlated with openness. These data suggest that creativity is particularly related to the personality domain of openness to experience.
This study examined the effects of tangible and intangible forms of creativity-contingent rewards on employee creativity. Situation-specific intrinsic and extrinsic motivations were proposed as mediators of the reward-creativity link. Based on data collected from 271 employees and their supervisors, results revealed the following: (a) intangible rewards for creativity are positively related to intrinsic and extrinsic task motivations; (b) tangible rewards for creativity are negatively related to extrinsic task motivation; and (c) employee creativity, as rated by the supervisor, is positively related to extrinsic motivation, but not to intrinsic motivation. Results indicate the significance of differentiating the two types of creativity-contingent rewards, and highlight the need to reconsider the roles of intrinsic and extrinsic motivation in promoting creativity in organizations.
The misuse of simple correlational analysis for assessing the relationship between a multiplicative composite and a simple variable (as is found, for example, in a value expectancy formulation) is addressed. Despite the warnings of Schmidt (1973) and the alternatives proposed (e.g., Cohen, 1978), such misuse is pervasive. Examples of this misuse are provided from the several areas in social and organizational psychology. Finally, researchers, authors, reviewers, and journal editors are urged to be very sensitive to these problems.
The Adjective Check List was administered to 7 male and 5 female samples comprising 1,701 Ss. Direct or inferred ratings of creativity were available for all Ss. The samples covered a wide range of ages and kinds of work; criteria of creativity were also varied, including ratings by expert judges, faculty members, personality assessment staff observers, and life history interviewers. The creativity scales of G. Domino (1974) and C. E. Schaefer (1972, 1973) were scored on all protocols, as were G. S. Welsh's (1975) A-1, A-2, A-3, and A-4 scales for different combinations of "origence" and "intelligence." From item analyses a new 30-item Creative Personality Scale was developed that was positively and significantly related to all 6 of the prior measures but that surpassed them in its correlations with the criterion evaluations. (29 ref) (PsycINFO Database Record (c) 2006 APA, all rights reserved).
Interest in the problem of method biases has a long history in the behavioral sciences. Despite this, a comprehensive summary of the potential sources of method biases and how to control for them does not exist. Therefore, the purpose of this article is to examine the extent to which method biases influence behavioral research results, identify potential sources of method biases, discuss the cognitive processes through which method biases influence responses to measures, evaluate the many different procedural and statistical techniques that can be used to control method biases, and provide recommendations for how to select appropriate procedural and statistical remedies for different types of research settings.
Corporate volunteering programs are important channels for expressing care and compassion, but little research has examined when and why employees sustain involvement. Integrating work design and volunteering theories. I introduce a model that explains how depleted task, social, and knowledge characteristics of jobs trigger compensatory motives during initial volunteering episodes. When these motives are fulfilled by volunteering projects, employees repeat participation, internalizing volunteer identities-contingent on pressure. matching incentives, recognition, managerial support, and targeted causes.
Although many scholars believe that intrinsic motivation fuels creativity, research has returned equivocal results. Drawing on motivated information processing theory, we propose that the relationship between intrinsic motivation and creativity is enhanced by other-focused psychological processes. Perspective taking, as generated by prosocial motivation, encourages employees to develop ideas that are useful as well as novel. In three studies, using both field and lab data, we found that prosocial motivation strengthened the association between intrinsic motivation and independent creativity ratings. In our second and third studies, perspective taking mediated this moderating effect. We discuss theoretical implications for creativity and motivation.
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.
