scholarly journals Learning or Relaxing: How Do Challenge Stressors Stimulate Employee Creativity?

2019 ◽  
Vol 11 (6) ◽  
pp. 1779 ◽  
Author(s):  
Yongbo Sun ◽  
Xiaojuan Hu ◽  
Yixin Ding
Keyword(s):  
Comparative Analysis ◽  
Emotional Exhaustion ◽  
Self Efficacy ◽  
Qualitative Comparative Analysis ◽  
Situational Factors ◽  
Employee Creativity ◽  
Paired Samples ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect

As important situational factors in the workplace, challenge stressors play an important role in stimulating employee creativity. This study used self-efficacy and emotional exhaustion as intervening processes to delve into the impact of promotion and depletion mechanisms of challenge stressors on employee creativity. According to the theory of resource conservation, the study explores the moderating effect of learning and relaxing at work on the promotion and depletion mechanisms of challenge stressors. Fuzzy-set qualitative comparative analysis was conducted to analyze the effect of a combination of factors on employee creativity. A total of 240 valid paired-samples were collected from employees of three enterprises in information technology, finance, and evaluation services industries. This study drew the following conclusions. Challenge stressors have a direct positive effect on employee creativity, self-efficacy and emotional exhaustion have partial mediating effects on the relationship between challenge stressors and employee creativity, learning positively moderates the relationship between challenge stressors and self-efficacy, and qualitative comparative analysis reveals three configurations that improve employee creativity.

scholarly journals Research on the Relationship between Shared Leadership and Individual Creativity-Qualitative Comparative Analysis on the Basis of Clear Set

2021 ◽  
Vol 13 (10) ◽  
pp. 5445
Author(s):  
Muyun Sun ◽  
Jigan Wang ◽  
Ting Wen
Keyword(s):  
Comparative Analysis ◽  
Environmental Factors ◽  
Shared Leadership ◽  
Management Practices ◽  
Qualitative Comparative Analysis ◽  
Necessary Condition ◽  
The Individual ◽  
The Impact ◽  
The Relationship ◽  
Sufficient And Necessary Condition

Creativity is the key to obtaining and maintaining competitiveness of modern organizations, and it has attracted much attention from academic circles and management practices. Shared leadership is believed to effectively influence team output. However, research on the impact of individual creativity is still in its infancy. This study adopts the qualitative comparative analysis method, taking 1584 individuals as the research objects, underpinned by a questionnaire-based survey. It investigates the influence of the team’s shared leadership network elements and organizational environmental factors on the individual creativity. We have found that there are six combination of conditions of shared leadership and organizational environmental factors constituting sufficient combination of conditions to increase or decrease individual creativity. Moreover, we have noticed that the low network density of shared leadership is a sufficient and necessary condition of reducing individual creativity. Our results also provide management suggestions for practical activities during the team management.

scholarly journals IMPACT OF ETHICAL LEADERSHIP ON EMPLOYEE CREATIVITY: MEDIATING ROLE OF TRUST AND MODERATING ROLE OF CREATIVE SELF EFFICACY

2016 ◽  
Vol 4 (2) ◽  
pp. 65-74
Author(s):  
Sijal Mehmood ◽  
Keyword(s):  
Ethical Leadership ◽  
Self Efficacy ◽  
Employee Creativity ◽  
Mediating Role ◽  
Trust In Leadership ◽  
Private Sector Organizations ◽  
Creative Self ◽  
The Impact ◽  
The Relationship

The current study evaluated the impact of ethical leadership on employee creativity, with the mediating role of trust in leadership, while taking creative self efficacy as the moderator between trust and creativity. The data were collected from the 126 employees working in private sector organizations from Rawalpindi Islamabad region. The findings of the study indicated that ethical leadership is positively and significantly associated with the employee creativity as well as trust; whereas, trust in leadership partially mediates the relationship between the two. Similarly, the results confirmed that creative self-efficacy positively moderates the relationship between trust in leadership and employee creativity. Study implications and recommendations are also discussed.

Too much of a good thing?: The impact of ethical controls and perceived controllability on salesforce job performance

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Joon-Hee Oh ◽  
Wesley J. Johnston ◽  
Carolyn Folkman Curasi
Keyword(s):  
Job Performance ◽  
Perceived Control ◽  
Self Efficacy ◽  
Ethical Climate ◽  
Theoretical Perspective ◽  
Content Type ◽  
Organizational Ethical Climate ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect

Purpose The purpose of this paper is to attempt to better understand the relationship between organizational ethical climate, the internalization of ethical codes (INT), perceived control and business-to-business (B2B) and retail salesperson job performance. This research develops and tests a model that examines these relationships to better understand the relationship of these variables to salesperson job performance. Design/methodology/approach Using the theory of planned behavior (Ajzen, 2002) as the theoretical lens and survey data from 307 salespeople in the USA, this study examines the relationship between organizational ethical climate, salesperson perceived control and salesperson job performance. This study examines whether this relationship may change with the presence of intervening variables related to a strengthened organizational ethical climate, and examines the relationship between these variables in two different analyses. First, this study examines the differences among retail salespeople as compared to B2B salespeople. Then this study examines the total dataset of salespeople as one sample. Findings The findings show that the positive effect of organizational ethical climate on the job performance of salespeople was reduced significantly when salespersons’ INT and salesperson perceived controllability, were examined in this relationship. Practical implications Organizational controls, such as an ethical climate within a firm, can impact salesperson job performance, especially if the firm’s ethical climate causes the salesteam to feel that it lessens their perceived control. This study found that if the ethical climate reduces the salespeople’s feelings of self-efficacy, that the ethical climate changes can intervene and can significantly reduce the otherwise positive effect of the organizational ethical climate on salesperson job performance. Originality/value From a theoretical perspective, the research is distinctive in its endeavor to better understand the relationship between the role of salespersons’ ethical code internalization and their feelings of self-efficacy and perceived control. This paper then examines how these variables can be influential to the direct effect of organizational ethical control and can impact the job performance of salespeople. The findings contribute to research by advancing our knowledge of how we can enhance the responses of salespeople to an organization’s ethical control, leading to higher customer satisfaction and improved sales performance.

scholarly journals Assessing the Risk of Democratic Reversal in the United States: A Reply to Kurt Weyland

2021 ◽  
pp. 1-6
Author(s):  
Matias López ◽  
Juan Pablo Luna
Keyword(s):  
United States ◽  
Comparative Analysis ◽  
Boolean Algebra ◽  
Qualitative Comparative Analysis ◽  
The United States ◽  
American Democracy ◽  
Institutional Dynamics ◽  
The Public ◽  
Original Analysis ◽  
The Impact

ABSTRACT By replying to Kurt Weyland’s (2020) comparative study of populism, we revisit optimistic perspectives on the health of American democracy in light of existing evidence. Relying on a set-theoretical approach, Weyland concludes that populists succeed in subverting democracy only when institutional weakness and conjunctural misfortune are observed jointly in a polity, thereby conferring on the United States immunity to democratic reversal. We challenge this conclusion on two grounds. First, we argue that the focus on institutional dynamics neglects the impact of the structural conditions in which institutions are embedded, such as inequality, racial cleavages, and changing political attitudes among the public. Second, we claim that endogeneity, coding errors, and the (mis)use of Boolean algebra raise questions about the accuracy of the analysis and its conclusions. Although we are skeptical of crisp-set Qualitative Comparative Analysis as an adequate modeling choice, we replicate the original analysis and find that the paths toward democratic backsliding and continuity are both potentially compatible with the United States.

scholarly journals The impact of regular sperm donation on bulls’ seminal plasma hormonal profile and phantom response

2021 ◽  
Vol 11 (1) ◽  
Author(s):  
Alicja Kowalczyk ◽  
Elżbieta Gałęska ◽  
Ewa Czerniawska-Piątkowska ◽  
Anna Szul ◽  
Leszek Hebda
Keyword(s):  
Seminal Plasma ◽  
Sperm Donation ◽  
Hormonal Profile ◽  
Holstein Friesian ◽  
Different Seasons ◽  
Day Of The Week ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect

AbstractThe aim of this study was to analyze the relationship between the concentration of hormones in the seminal plasma, the bull maintenance system in the insemination station, and the regularity of sperm donation and the response to the phantom (libido level). An additional goal was to determine whether there is a relationship between the hormonal profile in the blood, the sperm plasma, the oxidative and antioxidant profile in the blood of bulls and the biometry of their testicles and scrotum, as well as the quality of their sperm in both different seasons and intensities of reproductive use. For the study, 220 healthy and sexually mature Polish Holstein–Friesian bulls were used. They all had normal libido and were fed equally. The animals were grouped according to the scheme: young (16–20 month/n = 60) and old (26–30 month/n = 60) including: individually housed (n = 30) and group housed (n = 30) young, old individually housed (n = 30) and group housed (n = 30) (n total animals = 120); young animals donating semen once a week (every Thursday) (n = 25) and sporadically (once every two months on a random day of the week) (n = 25), old animals donating semen once a week (every Thursday) (n = 25 ) and sporadic donors (once every two months on a random day of the week) (n = 25) (n total animals = 100). When analyzing the results of this study, it should be stated that regular use has a positive effect on the secretion of sex hormones in bulls. Higher levels of testosterone and lower levels of estradiol and prostaglandins resulted in higher sexual performance, expressed by a stronger response to the phantom. The differences in favor of regular use were independent of the bull's age. The results of our research illustrate that the quality of semen and its freezing potential may depend on the season and frequency of its collection, as well as on the age of the males.

scholarly journals The Effect of Servant Leadership on Self-Efficacy and Innovative Behaviour: Verification of the Moderated Mediating Effect of Vocational Calling

2021 ◽  
Vol 11 (2) ◽  
pp. 39
Author(s):  
Yunho Ji ◽  
HyunJoong Yoon
Keyword(s):  
Servant Leadership ◽  
Self Efficacy ◽  
Mediating Effect ◽  
Working Environment ◽  
Non Profit ◽  
Vocational Calling ◽  
Conditional Effect ◽  
Innovative Behaviour ◽  
The Impact ◽  
The Relationship

This study aimed to verify the impact of servant leadership on innovative behaviour in non-governmental organisations (NGOs). It particularly investigated the role of a mediator for self-efficacy in the relationship between servant leadership and innovative behaviour. This study defined the organisational psychology-behaviour mechanism in non-profit organisations by verifying the moderated mediating effect of vocational calling in the relationship between servant leadership, self-efficacy, and innovative behaviour. The 174 pilot samples used in this study comprised community service participants in NGOs. The analysis verified the hypothesis set through causal correlations among four variables using regression analysis and the PROCESS macro developed by Hayes. Vocational calling played a moderating role in the relationship between servant leadership and self-efficacy, and vocational calling had a conditional effect on the impact of servant leadership on innovative behaviour through self-efficacy. Meanwhile, self-efficacy fully mediated servant leadership and innovative behaviour. Based on the verification of the mechanism of organisational psychology-action, this study sought ways to develop the organisation of NGOs and improve the working environment.

Entrepreneurs and Burnout. How Hardy Pesonality works in this process

2021 ◽  
pp. 003329412199697
Author(s):  
Laura Quiun ◽  
Marta Herrero ◽  
Maria del Carmen Yeo Ayala ◽  
Bernardo Moreno-Jiménez
Keyword(s):  
Emotional Exhaustion ◽  
Descriptive Analysis ◽  
Working Hours ◽  
Burnout Syndrome ◽  
Hierarchical Regression ◽  
Occupational Factors ◽  
Low Levels ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Background Considering the importance of entrepreneurship and the impact of burnout on workers’ health, this study aims to explore the presence of burnout in entrepreneurs and the interaction of hardy personality (HP) in this process. Method The sample included 255 Spanish entrepreneurs. Occupational factors, working hours, labour immersion, HP, burnout syndrome (i.e. Emotional exhaustion, Depersonalization and Lack of accomplishment) and burnout consequences were assessed. Results Descriptive analysis showed that entrepreneurs had low levels of occupational factors, burnout syndrome and consequences. Hierarchical regression exploratory results indicated that working hours, labour immersion, and Emotional exhaustion were the most relevant predictors of the consequences. Besides, mediation models with PROCESS macro (v.3.0) highlighted the indirect effect of occupational factors and showed that emotional exhaustion was the only component of burnout that mediated in between the predictors and the consequences. As well, HP moderated the relationship between occupational factors and emotional exhaustion. Conclusions Occupational factors are the main predictor of burnout in entrepreneurs and HP could prevent their effect on Emotional exhaustion. The results suggest the importance of training to promote HP for better health and performance of entrepreneurs.

The Relationship between Mentoring Functions and Employee Performance: Mediating Effects of Protégé Relational Self-Efficacy

2021 ◽  
Vol 2 (2) ◽  
pp. 187-204
Author(s):  
Muhammad Shoukat Malik ◽  
Muhammad Kashif Nawaz
Keyword(s):  
Self Efficacy ◽  
Employee Performance ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Future Research ◽  
Relational Self ◽  
Mentoring Functions ◽  
Conventional Banks ◽  
The Impact ◽  
The Relationship

Organizational scholars concurred that positive workplace relationships with others can helps employee to gain from these relationships but, they lack insights into how or why this occurs. Moreover, the relationship dynamics focus on what the relationships provide without considering the how these relationships initiated, builds and maintains. To line of this, the current study aims to find the impact of mentoring functions (career, psychosocial, role modeling) and employee performance (career success, organization citizenship behavior, and job performance) via mediating effect of relational self-efficacy. For this purpose, the data were gathered from 310 branch banking employees of Pakistani conventional banks. PLS-SEM was used for data analysis. The results indicate that there is direct relationship between mentoring functions and employee’s performance. Moreover, the finding also shows that employee relational self-efficacy mediates the relationship between mentoring functions and employee performance. Theoretical and practical implications are discussed along with suggestions for future research.

Who Speaks Up?

2021 ◽  
Author(s):  
Ming Yi ◽  
Shenghui Wang ◽  
Irene E. De Pater ◽  
Jinlian Luo
Keyword(s):  
Comparative Analysis ◽  
Big Five ◽  
Service Industry ◽  
Qualitative Comparative Analysis ◽  
Work Behavior ◽  
Employee Voice ◽  
Big Five Traits ◽  
Main Effects ◽  
The Relationship ◽  
Prohibitive Voice

Abstract. Research on the relationship between personality traits and employee voice has predominantly focused on main effects of one or more traits and has shown equivocal results. In this study, we explore relationships between configurations (i.e., all logically possible combinations) of the Big Five traits and promotive and prohibitive voice using fuzzy-set qualitative comparative analysis. Survey data from 171 employees from 10 organizations in the service industry revealed that none of the traits alone could induce promotive or prohibitive voice. Yet, we found three trait configurations that relate to promotive voice and four configurations that relate to prohibitive voice. We use the theory of purposeful work behavior to explain the different trait configurations for promotive and prohibitive voice.

scholarly journals The Relationship among Emotional Leadership, Job Satisfaction and Organizational Commitment: Taking China’s Hotel Industry as an Example

2020 ◽  
Vol 218 ◽  
pp. 04014
Author(s):  
Yixing Jin ◽  
Peiying Wu ◽  
Cheng Lin ◽  
Yingda Wang
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Hotel Industry ◽  
Mediating Role ◽  
Positive Effects ◽  
Emotional Leadership ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect

This study investigated the impact of emotional leadership of leaders on organizational commitment of hotel employees, as well as the mediating role of job satisfaction. The results indicate that: (1) Emotional leadership and job satisfaction have positive effects on organizational commitment. (2) Emotional leadership has a positive effect on job satisfaction. (3) Job satisfaction plays a mediating role between emotional leadership and organizational commitment.

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