Learning goal orientation and employee creativity: A moderated mediation model of PsyCap and LMX

2012 ◽  
Vol 2012 (1) ◽  
pp. 17032
Author(s):  
Lei Huang ◽  
Fred Luthans ◽  
Xiaolan Zhou
Keyword(s):  
Goal Orientation ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Employee Creativity ◽  
Learning Goal ◽  
Learning Goal Orientation ◽  
Moderated Mediation Model

Supervisor incivility and millennial employee creativity: A moderated mediation model

2019 ◽  
Vol 47 (9) ◽  
pp. 1-11 ◽  
Author(s):  
Chang-E Liu ◽  
Yahui Chen ◽  
Wei He ◽  
Jie Huang
Keyword(s):  
Intrinsic Motivation ◽  
Social Identity Theory ◽  
Employee Performance ◽  
Negative Relationship ◽  
Strong Support ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Employee Creativity ◽  
Moderated Mediation Model ◽  
Perceived Insider Status

Mitigating the detrimental impact of workplace incivility on employee performance and boosting millennial employee creativity are 2 common challenges for organizations around the world. Drawing on self-determination theory and social identity theory, we examined the roles of intrinsic motivation and perceived insider status in the relationship between supervisor incivility and millennial employee creativity. With data collected from 481 millennial employees in China, we found strong support for a moderated mediation model, in which the negative relationship between supervisor incivility and millennial employee creativity was mediated by intrinsic motivation, such that the mediating relationship was strengthened for employees with a low level of perceived insider status and weakened for employees with a high level of perceived insider status. We discuss the theoretical and practical implications of these findings.

Climate for innovation and employee creativity

2020 ◽  
Vol 41 (4) ◽  
pp. 341-356
Author(s):  
Jieqiong Liu ◽  
Yanfei Wang ◽  
Yu Zhu
Keyword(s):  
Moderated Mediation ◽  
Time Interval ◽  
Mediation Model ◽  
Path Modeling ◽  
Employee Creativity ◽  
Content Type ◽  
Openness To Change ◽  
Moderated Mediation Model ◽  
Modeling Analysis ◽  
The Relationship

PurposeThis study proposes a moderated mediation model that examines the roles that openness to change and psychological capital (PsyCap) may play in the relationship between climate for innovation and employee creativity.Design/methodology/approachPath modeling analysis with software Mplus 7 is conducted to test our moderated mediation model.FindingsThe results show that climate for innovation promotes openness to change, which in turn encourages employee creativity, and PsyCap moderates not only the relationship between climate for innovation and openness to change but also the indirect effect of climate for innovation on employee creativity through openness to change.Research limitations/implicationsAlthough we attempt to avoid common method bias by collecting data in two waves, the six-month time interval separating the two waves of data collection may not be long enough to detect the causal relationship between climate for innovation and employee creativity. In addition, this study is conducted in companies located in China, which may raise the question of generalizability to other cultures.Originality/valueThe main contribution is building a moderated mediation model to uncover the potential mediating mechanism and boundary conditions associated with the influence of climate for innovation on employee creativity.

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