How to build your team for innovation? A cross‐level mediation model of team personality, team climate for innovation, creativity, and job crafting

2019 ◽  
Vol 92 (4) ◽  
pp. 848-872 ◽  
Author(s):  
Xiaohong Xu ◽  
Lixin Jiang ◽  
Hai‐Jiang Wang
Keyword(s):  
Job Crafting ◽  
Team Climate ◽  
Mediation Model ◽  
Team Climate For Innovation ◽  
Team Personality

Career adaptability, job crafting and subjective career success: the moderating roles of lone wolf personality and positive perfectionism

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yasir Mansoor Kundi ◽  
Sandrine Hollet-Haudebert ◽  
Jonathan Peterson
Keyword(s):  
Career Success ◽  
Career Commitment ◽  
Job Crafting ◽  
Career Adaptability ◽  
Mediation Model ◽  
Content Type ◽  
Lone Wolf ◽  
Moderated Mediation Model ◽  
Subjective Career Success ◽  
The Relationship

PurposeUsing career construction theory, the authors empirically examine the mechanism by which career adaptability promotes employee subjective career success (career satisfaction and career commitment) through job crafting.Design/methodology/approachA moderated mediation model is tested using survey data from 324 full-time business professionals in France. Hypotheses are tested using structural equation modeling (SEM).Findingshe authors found that job crafting mediated the relationship between career adaptability and subjective career success (career satisfaction and career commitment). The positive effect of career adaptability on job crafting was greater under higher levels of lone wolf personality and positive perfectionism, as was the indirect effect of career adaptability on subjective career success via job crafting.Research limitations/implicationsdata are cross-sectional in nature. Robust theoretical contentions and affective means of identifying common method variance (CMV) are addressed and evaluated.Practical implicationsHigh levels of career adaptability may be a useful strategy for promoting employee job crafting and subjective career success. In addition, individuals with lone wolf personality and positive perfectionism should be given opportunities to craft their jobs in the workplace.Originality/valueThis research confirms a moderated mediation model positioning job crafting as a mediator of career adaptability's effects on employee subjective career success and lone wolf and positive perfectionism as moderators of such effects. This study suggests that job crafting and career-focused personality traits are important factors that influence the relationship between career adaptability and subjective career success.

Team Climate Inventory with a Merged Organization

2002 ◽  
Vol 91 (2) ◽  
pp. 651-656
Author(s):  
Ingrid Dackert ◽  
Sten-Olof Brenner ◽  
Curt R. Johansson
Keyword(s):  
Social Insurance ◽  
Work Teams ◽  
Original Version ◽  
Short Version ◽  
Team Climate ◽  
Head Office ◽  
Support For Innovation ◽  
Team Climate For Innovation ◽  
Participative Safety ◽  
Team Climate Inventory

The present study examines the team climate for innovation in work teams within a newly merged organization. Four teams working at a regional head office of a Social Insurance organization answered the Team Climate Inventory. The results were compared to those of a study by Agrell and Gustafson of more stable teams. The comparison showed that participative safety and support for innovation were rated lower and that vision was rated higher in the newly merged teams. The 38-item original inventory was used and based on the results, a 1999 proposed shortened version of 14 items by Kivimäki and Elovainio was compared with the original one. Analysis indicated that the short version can be a valid alternative to the original version but that further testing of the short version is needed.

scholarly journals How does proactive personality promote calling at work? A dual-path mediation model

2021 ◽  
Vol 24 (2) ◽  
pp. 329-360
Author(s):  
Naila Azharia Hanan ◽  
Missiliana Riasnugrahani ◽  
Corina D. Riantoputra
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Online Survey ◽  
Proactive Personality ◽  
Job Crafting ◽  
Mediation Model ◽  
Career Construction Theory ◽  
New Perspective ◽  
One Year ◽  
The Relationship

In previous studies, calling mechanism as an adaptation result can be explained using the career construction theory (CCT) through the adaptive readiness and adapting response that employees have and do. However, this perspective has not accounted for external factors that might affect the adapting response impact on the formation of their calling. This study aimed at addressing this gap by using not only the CCT perspective but also the social exchange theory (SET) to see the relationship between proactive personality and individual calling through the roles of two mediators, namely job crafting and LMX. The research data were collected using an online survey involving active employees (N = 222) who have worked for at least one year in various banking industries. The data were analysed using a parallel mediation model analysis from Hayes (2017) with SPSS for Windows. The results show that proactive personality positively contributes to calling either directly or indirectly through both mediators (i.e job crafting and LMX). This dual path mediation model provides a new perspective in understanding that each job crafting and LMX has their role in explaining the mechanism of the relationship between proactive personality and the calling of the employees in their work. Therefore, this study has both theoretical and practical implications for the existing literature of calling.

scholarly journals Does team cohesion always positively influence team innovation? A chain mediation model

2021 ◽  
Vol 8 (6) ◽  
pp. 106-116
Author(s):  
Hua Zhang ◽  
Kun Shi ◽  
Haoxiang Hu
Keyword(s):  
Organizational Climate ◽  
Organizational Factors ◽  
Team Cohesion ◽  
Job Crafting ◽  
Mediation Model ◽  
Team Innovation ◽  
Mediating Role ◽  
Intermediary Role ◽  
A Chain ◽  
Innovation Behavior

This study explores the chain-mediating mechanism between organizational climate and team job crafting on team cohesion and team innovation behavior, based on the input-mediator-outcome-input (IMOI) theory .Using 229 valid samples, the result shows that team cohesion, organizational climate and team job crafting can significantly positively predict team innovation behavior; team job crafting plays an intermediary role between team cohesion and team innovation behavior; organizational climate and team job crafting play a chain mediating role between team cohesion and team innovation behavior. When other factors are taken into account, team cohesion is not always a positive factor in team innovation behavior This research attempted to combine the organizational factors with the mediating mechanism of team job crafting on team innovation behavior, and provide theoretical and practical guidance for the organizations on team innovation.

scholarly journals Examining Job Complexity on Job Crafting Within Conservation of Resources Theory: A Dual-Path Mediation Model

2021 ◽  
Vol 12 ◽  
Author(s):  
Jing Yi Bai ◽  
Qing Tian ◽  
Xia Liu
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Job Crafting ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Costs And Benefits ◽  
Job Complexity ◽  
Approach And Avoidance ◽  
Practical Implications

This study examined the different ways in which job complexity influences employees’ job crafting. Specifically, we draw on conservation of resources (COR) theory to hypothesize that job complexity is positively related to approach crafting via work engagement (i.e., resource gain process). At the same time, job complexity may also induce employees to engage in avoidance crafting (i.e., resource loss process) as employee energy resources are depleted. Our data consist of 251 employees working in Macau. We used structural equation modeling (SEM) in Mplus software to test the proposed hypotheses. Our findings confirm that job complexity has differential effects on approach and avoidance crafting through work engagement and energy depletion. These findings highlight the importance of costs and benefits of job complexity and the importance of resources in the employees’ job crafting process. We discuss the practical implications for modern organizations in which complex jobs are prevalent.

The influence of team climate for innovation on team performance: A comprehensive meta-analysis

2012 ◽  
Vol 2012 (1) ◽  
pp. 12697
Author(s):  
Andranik Tumasjan ◽  
Maria Strobel ◽  
Christian Portele ◽  
Isabell Melanie Welpe
Keyword(s):  
Team Performance ◽  
Meta Analysis ◽  
Team Climate ◽  
Team Climate For Innovation
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