Helping behavior and employee creativity: The combined roles of mastery and performance motivation climates

2020 ◽  
Vol 48 (12) ◽  
pp. 1-11
Author(s):  
Mingdan Han ◽  
Zehou Sun ◽  
Li Li
Keyword(s):  
Hierarchical Linear Modeling ◽  
Helping Behavior ◽  
Curvilinear Relationship ◽  
Goal Theory ◽  
Employee Creativity ◽  
Linear Modeling ◽  
Help Giving ◽  
Motivational Climates ◽  
And Performance ◽  
The Relationship

Researchers have argued that giving help is negatively related to creativity, because helping costs time and resources. However, this argument overlooks the fact that interaction of the help giver with the help receiver may also be regarded as a learning process, which, in turn, promotes creativity. Drawing on achievement goal theory, we proposed that the interplay of the motivational climates of mastery and performance in an organization would moderate the curvilinear relationship between helping behavior and individual creativity. On the basis of survey data obtained from 239 employees and their supervisors nested within 49 teams, hierarchical linear modeling results show that when the mastery climate is dominant the relationship between help giving and employee creativity becomes positive and more linear, whereas when the performance climate is dominant the relationship becomes negative and more linear. The implications of these findings are discussed.

Impact of employee pro-organizational unethical behavior on performance evaluation rated by supervisor: a moderated mediation model of supervisor bottom-line mentality

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Xiaohui Zhan ◽  
Yun Liu
Keyword(s):  
Performance Evaluation ◽  
Organizational Behavior ◽  
Hierarchical Linear Modeling ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Linear Modeling ◽  
Bottom Line ◽  
Content Type ◽  
And Performance ◽  
The Relationship

Purpose The topic of employees’ unethical pro-organizational behavior (UPB) has attracted more and more interest in both practice and academic fields. However, previous studies have mainly investigated the antecedents of UPB and little research has discussed the outcome variables. This study aims to provide a comprehensive understanding of the effect mechanism of UPB on employee performance evaluation rated by a supervisor through a leader-member exchange (LMX) and the moderating role of supervisor bottom-line mentality (BLM). Design/methodology/approach This study used a sample consisting of 304 employees and 96 supervisors in several manufacturing firms in China. The authors used hierarchical linear modeling to test the hypotheses, as this was cross-level research. In addition, this paper also uses Mplus7.4 to test the moderating effects of supervisor BLM on the indirect effects between the UPB and performance evaluation by a moderated path analysis. Findings The results confirm that UPB is positively related to performance evaluation rated by supervisors. Additionally, the mediating effect of LMX in the relationship between UPB and performance evaluation is successfully demonstrated. Furthermore, supervisor BLM cross-levelly moderates the relationship between UPB and LMX, as well as moderates the mediation effect of LMX on the correlation between UPB and performance evaluation. Research limitations/implications The primary contribution of this research is building a cross-level model for the effect of UPB on followers’ performance evaluation scored by the supervisor and thereby extending the nomological networks of both UPB and performance evaluation literature. Another contribution the study makes to the literature is that it provides a new perspective to understand how UPB relates to followers’ performance evaluation. Originality/value This is the first study about how and when UPB predicts followers’ performance evaluation rated by the supervisor.

scholarly journals How Job Creativity Requirements Affects Employee Creativity: Evidence From a Across-Level Analysis

2021 ◽  
Vol 12 ◽  
Author(s):  
Yingshuang Ma ◽  
Haomin Zhang ◽  
Yi Dai
Keyword(s):  
Knowledge Sharing ◽  
Hierarchical Linear Modeling ◽  
Creative Process ◽  
Theoretical Framework ◽  
Employee Creativity ◽  
Linear Modeling ◽  
The Cross ◽  
The Relationship ◽  
Team Knowledge Sharing ◽  
Level Analysis

The present study adopted the Pygmalion perspective and a multilevel theoretical framework to investigate whether creative process engagement mediates the linkage of job creativity requirement with employee creativity. We examined whether team knowledge sharing moderates the aforementioned relationship. We obtained data from 71 supervisors and their 453 employees from three companies in China and applied Hierarchical Linear Modeling (HLM) version 6.08 to test the cross-level hypotheses. The results revealed that creative process engagement mediates the positive linkage of job creativity requirement with employee creativity. In addition, we observed that team knowledge sharing moderates the relationship among job creativity requirement, employee creativity, and creative process engagement. The practical and theoretical implications of the findings are discussed.

scholarly journals Perceived overqualification and its outcomes: The moderating role of organizational learning

2017 ◽  
Vol 45 (10) ◽  
pp. 1675-1690 ◽  
Author(s):  
Boyang Zheng ◽  
Zhongming Wang
Keyword(s):  
Organizational Learning ◽  
Hierarchical Linear Modeling ◽  
Affective Commitment ◽  
Negative Relationship ◽  
Linear Modeling ◽  
And Performance ◽  
Perceived Overqualification ◽  
The Relationship ◽  
Moderating Role

We investigated the moderating role of organizational learning on the relationship between perceived overqualification and job satisfaction, affective commitment, and performance. Participants were 49 teams composed of employees and their managers (N = 301) in China. We used a hierarchical linear modeling approach for analysis. The results indicated that when the level of organizational learning was high, the negative relationship between perceived overqualification and affective commitment was stronger, whereas the positive relationship between perceived overqualification and performance was weaker when the level of organization learning was high. These findings imply that, in regard to affective commitment and job performance, in terms of organizational learning, it might be better for employees to be just sufficiently qualified or underqualified rather than overqualified. In this study we have contributed to the literature on the moderators of the relationship between perceived overqualification and its outcomes.

The Relationship Between Leader–Member Exchange and Employees’ Proactive Behaviors

2019 ◽  
Vol 18 (2) ◽  
pp. 106-111
Author(s):  
Fong-Yi Lai ◽  
Szu-Chi Lu ◽  
Cheng-Chen Lin ◽  
Yu-Chin Lee
Keyword(s):  
Hierarchical Linear Modeling ◽  
Future Research ◽  
Leader Member Exchange ◽  
Voice Behavior ◽  
Linear Modeling ◽  
Team Members ◽  
Member Exchange ◽  
Multi Temporal ◽  
The Relationship ◽  
Practical Implications

Abstract. The present study proposed that, unlike prior leader–member exchange (LMX) research which often implicitly assumed that each leader develops equal-quality relationships with their supervisors (leader’s LMX; LLX), every leader develops different relationships with their supervisors and, in turn, receive different amounts of resources. Moreover, these differentiated relationships with superiors will influence how leader–member relationship quality affects team members’ voice and creativity. We adopted a multi-temporal (three wave) and multi-source (leaders and employees) research design. Hypotheses were tested on a sample of 227 bank employees working in 52 departments. Results of the hierarchical linear modeling (HLM) analysis showed that LLX moderates the relationship between LMX and team members’ voice behavior and creative performance. Strengths, limitations, practical implications, and directions for future research are discussed.

scholarly journals Economic Complexity and Human Development: Moderated by Logistics and International Migration

2021 ◽  
Vol 13 (4) ◽  
pp. 1867
Author(s):  
Emilie Sophie Le Caous ◽  
Fenghueih Huarng
Keyword(s):  
Human Development ◽  
International Migration ◽  
Hierarchical Linear Modeling ◽  
Human Life ◽  
Well Being ◽  
Linear Modeling ◽  
Statistical Tool ◽  
Economic Wealth ◽  
Economic Complexity ◽  
The Relationship

Living in a world where we can expand our economic wealth and the richness of human life is the core of the human development concept. Greater well-being for all can be achieved by improving people’s capabilities and more importantly, by giving individuals the ability to use their knowledge and skills. The economic complexity index (i.e., ECI) is a new indicator that defines a country’s complexity. Through a vast network, citizens can transfer an enormous quantity of relevant knowledge, leading to the creation of diversified and complex products. However, the relationship between economic complexity and human development is not that simple. Thus, this paper aimed to understand it deeper—international migration and logistics performance are used as moderators. Hierarchical linear modeling was the statistical tool used to analyze two groups of countries from 1990 to 2017. For robustness and to deal with possible endogeneity issues, different year lags were also included. The results show that international migration and logistics performance are decisive moderators as they change the relationship between economic complexity and human development.

scholarly journals The relation between conscientiousness, empowerment and performance

2007 ◽  
Vol 5 (2) ◽  
pp. 62 ◽  
Author(s):  
Riëtte Sutherland ◽  
Gideon P. De Bruin ◽  
Freddie Crous
Keyword(s):  
Information Technology ◽  
Job Performance ◽  
Customer Service ◽  
Employee Empowerment ◽  
Information Technology Professionals ◽  
Curvilinear Relationship ◽  
Social Desirability Scale ◽  
And Performance ◽  
The Relationship ◽  
Service Engineer

This study examined the relationship between conscientiousness, empowerment and job performance among information technology professionals. An Employee Empowerment Questionnaire (EEQ), a Conscientiousness Scale and a Social Desirability Scale were administered to 101 information technology customer service engineers. Managers completed a Performance Evaluation Questionnaire (PEQ) for each customer service engineer. The results indicated a significant relationship between conscientiousness and empowerment. A curvilinear relationship was found between empowerment and performance. The practical and theoretical implications of the findings are discussed.

Using Hierarchical Linear Modeling to Examine Dynamic Performance Criteria Over Time

1997 ◽  
Vol 23 (6) ◽  
pp. 745-757 ◽  
Author(s):  
Diana L. Deadrick ◽  
Nathan Bennett ◽  
Craig J. Russell
Keyword(s):  
Hierarchical Linear Modeling ◽  
Dynamic Performance ◽  
Individual Performance ◽  
Performance Criteria ◽  
Practical Significance ◽  
Linear Modeling ◽  
Modeling Analysis ◽  
And Performance ◽  
Over Time ◽  
Dynamic Criteria

The selection literature has long debated the theoretical and practical significance of dynamic criteria. Recent research has begun to explore the nature of individual performance over time. This study contributes to this body of research through a hierarchical linear modeling analysis of dynamic criteria. The purpose of this study was to investigate the role of ability in explaining initial job performance, as well as the rate of improvement-or performance trend-among a sample of 408 sewing machine operators over a 24 week period. The results of a hierarchical linear modeling analysis suggest that ability measures are differentially related to initial performance and performance improvement trend.

Do embedded employees voice more?

2019 ◽  
Vol 48 (3) ◽  
pp. 824-838 ◽  
Author(s):  
Alice J.M. Tan ◽  
Raymond Loi ◽  
Long W. Lam ◽  
Lida L. Zhang
Keyword(s):  
Hierarchical Linear Modeling ◽  
Southern China ◽  
Interactional Justice ◽  
Job Embeddedness ◽  
Proactive Behavior ◽  
Voice Behavior ◽  
Linear Modeling ◽  
Content Type ◽  
Speak Up ◽  
The Relationship

Purpose The purpose of this paper is to investigate whether embedded employees proactively provide voice for future improvement, and how interactional justice moderates this relationship. Design/methodology/approach Survey data were collected from the administrative staff and their immediate supervisors of a major university located in Southern China. The data were analyzed using hierarchical linear modeling. Findings Job embeddedness was positively related to voice behavior toward organization (VBO) but not to voice behavior toward work unit. Interactional justice was positively related to both types of voice behavior. The relationship between job embeddedness and VBO was stronger among employees who perceived lower interactional justice. Practical implications To encourage voice behavior, organizations should attempt to enhance employees’ job embeddedness by adopting human resource strategies such as providing training that helps employees to meet their long-term career goals. This is particularly important when supervisors fail to treat their employees with fairness. When employees are treated with fairness by supervisors, they are also motivated to speak up. Thus, supervisors should pay attention to the ways in which they interact with employees. Originality/value This paper adds to the existing knowledge of the consequences of job embeddedness by examining its relationship with voice, a proactive behavior which can benefit the organization but is considered as risky by the employees. Additionally, studying the moderating effect of interactional justice enriches the understanding of the conditions under which the relationship between job embeddedness and voice may vary. It also reveals the uncertainty management process underlying the influences of job embeddedness and interactional justice on voice behavior.

Institutional trust and multilevel government in the European Union: Congruence or compensation?

2011 ◽  
Vol 12 (4) ◽  
pp. 551-574 ◽  
Author(s):  
Jordi Muñoz ◽  
Mariano Torcal ◽  
Eduard Bonet
Keyword(s):  
European Union ◽  
Hierarchical Linear Modeling ◽  
European Social Survey ◽  
The European Union ◽  
Linear Modeling ◽  
Country Level ◽  
National Institutions ◽  
Using Data ◽  
The Relationship ◽  
The Eu

Does trust in national institutions foster or hinder trust in the institutions of the European Union (EU)? There is no agreement in the literature on popular support for the EU about the direction of the relationship between trust in national and European institutions. Some scholars argue that both will be positively related, others have proposed the opposite hypothesis: low levels of trust in national institutions will lead citizens to higher levels of support for the EU. We argue that both hypotheses are true but operate at different levels: whereas more trusting citizens tend to be so in both the national and the European arenas, we also find that at the country level the relationship is negative: living in a country with highly trusted and well-performing institutions hinders trust in the European Parliament. We test our hypotheses using data from the European Social Survey and Hierarchical Linear Modeling.

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