Triggering Creative Self-Efficacy to Increase Employee Innovation Behavior in the Hospitality Workplace

This study investigated how creative personality, psychological empowerment, and job stress affect creative self-efficacy and innovative behavior in hospitality employees. A hypothesized moderating role of knowledge-sharing role in the relationship between creative self-efficacy and innovative behavior was also tested. Three hundred and thirty-nine employees and 89 supervisors employed by International Tourist Hotels in Taiwan participated in the study. A structural equation modeling analysis indicated that creative self-efficacy significantly mediates the effects of creative personality and psychological empowerment on innovative behavior in the hospitality industry. The positive effect of creative self-efficacy on innovative behavior was larger in high knowledge-sharing work environments than in low knowledge-sharing work environments. Theoretical and practical implications are further discussed.     

Does Approach Crafting Always Benefit? The Moderating Role of Job Insecurity

Abstract

By integrating job demands-resources theory with social information processing theory, we examined how and when seeking challenges and seeking resources influence employees’ turnover intention and helping behavior. We propose that seeking challenges and seeking resources increase employees’ psychological capital. We furthermore suggest that the effects of seeking challenges and seeking resources on psychological capital are moderated by job insecurity, such that employees with high job insecurity will gain more psychological capital through seeking challenges and less psychological capital through seeking resources. Results from a multiwave, multisource study using a sample of 245 supervisor-subordinate dyads provided support for our hypotheses. Implications for theory and practice are discussed.     

Adding versus averaging: Evaluability theory applied to job choice decisions

While the unique roles of individual job attributes (e.g., salary and benefits) in job and organizational attraction have received extensive research attention, research examining the mechanisms through which an overall evaluation of a job option is made by combining evaluations of individual attributes is scarce. The current study examined the process through which job choice decisions are made under three conditions: when evaluating a single job offer, when comparing two job offers, and when evaluating more than two job offers. In Study 1, it was found that when a single job offer is evaluated, the average of perceived values of attributes in an offer (e.g., the perceived attractiveness of a salary) drives the choice, whereas the difference between jobs is what matters when two jobs are evaluated simultaneously, potentially leading to a preference reversal between conditions when the same two jobs are evaluated. In Study 2, it was found that average values of attributes across options (e.g., average salary in all job offers received) influence job choice when more than two job offers are evaluated simultaneously. These findings indicate that in all three conditions, job choice decisions are influenced by the evaluability of the choice set, which becomes low when a single job offer is evaluated without any context, or when more than two job offers are evaluated simultaneously, and becomes high when two jobs are compared with each other. When evaluability is low, candidates resort to averaging as the decision rule, whereas adding is used when evaluability is high.     

Providing more or less detailed information in job advertisements—Does it matter?

Job advertising is a common and useful recruitment marketing method that is available to a wide range of candidates and offers a practical way to widen the applicant pool. Frequently, retail advertisements only briefly introduce job requirements, but others provide more detailed information. Existing message studies, however, are inconclusive about the effectiveness of message specificity. A scenario‐based experiment that included 164 participants revealed that the type of decision maker (maximizer or satisficer) moderates the specificity effects in recruitment messages. After receiving a detailed job message, more satisficers stop their search process, but only maximizers perceive the company as more attractive and increase intentions toward the advertised job. A follow‐up qualitative study involving 30 participants provided further insights.     

内隐创业领导与多层次积极追随力的互动机制

多层次积极追随力是创业企业成长的重要保证。已有研究强调不同显性领导对积极追随力的影响, 结论存在较多争议。对此, 以内隐领导理论为基础, 构建了“内隐创业型领导-积极追随力”的多层次互动模型。根据此模型, 内隐创业型领导通过关系认同和领导代表性对个体与团队积极追随力产生促进作用; 团队积极追随力通过积极心理资本塑造内隐创业型领导; 团队差序氛围、员工传统性和领导特质调节焦点是互动关系重要的边界条件。     

团队工作重塑的形成与影响机制

团队工作重塑是影响团队有效性的关键性因素。基于工作设计理论和团队运作模型, 提出了一个关于团队工作重塑的前因后果的理论模型, 旨在建立团队工作重塑的逻辑关系网络。首先, 对团队工作重塑的概念和内涵进行分析, 并探讨测量工具的维度。接着从多层分析视角, 考察领导行为、工作特征、团队人格构成、人力资源管理系统对团队工作重塑的影响, 以及团队主动性动机状态中介作用。最后分析团队工作重塑对团队有效性的作用机制。     

互联网企业玩兴氛围对创新行为的跨层次作用机制

互联网企业通过营造快乐愉悦的玩兴氛围, 推动员工持续创新, 以期组织目标的实现。然而, 现有玩兴氛围与员工创新行为关系的研究以理论分析为主, 缺乏实证研究, 进展相对缓慢。在回顾组织管理领域玩兴研究成果的基础上, 开展三个方面的研究：研究一基于组织氛围理论和玩兴活动特征, 开发中国情境下互联网企业的团队玩兴氛围量表。研究二立足于团队层次, 依据资源保存理论重点探讨了玩兴氛围对员工创新行为的跨层次作用机制。研究三从创造力成分模型出发, 引入个体思维方式和多重认同, 探讨激发员工创新行为的边界条件。研究结果发展了中国互联网企业团队玩兴氛围的概念, 促进了玩兴氛围理论的发展, 为互联网类企业营造玩兴氛围以激发创新行为提供理论支持和实践启示。     

中学教师工作狂类型与工作绩效的关系研究：基于潜在剖面分析

以229名中学教师对研究对象,采用潜在剖面分析方法探索其工作狂类型,并进一步揭示这些类型与工作绩效间的关系。结果表明:（1）教师按工作狂得分可分为三类：重度工作狂、中等偏高工作狂和中等偏低工作狂;（2）不同类别工作狂会对工作绩效产生不同程度的影响。     

The Use of Multitrait–Multimethod Data for Detecting Nonlinear Relationships: The Case of Psychological Climate and Job Satisfaction

Previous monomethod research has found mixed support for nonlinear effects between certain job characteristics (e.g., job autonomy, job complexity) and outcome variables (e.g., job performance). We hypothesized that these weak nonlinear findings may be due to the prevalence of monomethod research that can lead to a lack of complete measurement and/or introduce common methods variance, either of which may mask the true shape of relationships. Using hierarchical regression analyses and a multitrait–multimethod (MTMM) research design, we found strikingly different results between monomethod and MTMM data when considering the relationships between three psychological climate variables and job satisfaction. While the monomethod results mirrored earlier inconclusive findings, the MTMM data indicated that nonlinear equations explained significantly more of the relationship between all three climate dimensions and job satisfaction. These results suggest that the use of MTMM data allows one to more effectively test for nonlinear effects. Furthermore, these nonlinear results suggest that the format of employee questionnaires should probably change from asking how much an employee has of certain constructs to asking does the employee want more or less of these constructs.     

Lmx and Job Tension: Linear and Non-Linear Effects and Affectivity

We examined whether linear or non-linear LMX–job tension relationships existed, and if these effects were consistent across levels of negative (NA) and positive (PA) affect. Results indicated that NA and PA moderated the non-linear LMX–job tension relationship. Specifically, the LMX–job tension association was best depicted by an inverted-U form for high NAs. Tension was highest when LMX was moderate and lowest when LMX was either low or high. Tension increased minimally for low NAs across levels of LMX. For high PAs, the relationship was linear and inverse. Conversely, a U-shaped form best represented the LMX–job tension relationship for low PAs. Implications, strengths and limitations, and directions for future research are discussed.