Ethical Leadership and Team-Level Creativity: Mediation of Psychological Safety Climate and Moderation of Supervisor Support for Creativity

Tu, Yidong; Lü, Xinxin; Choi, Jin Nam; Guo, Wei

doi:10.1007/s10551-018-3839-9

Cited by 137 publications

(161 citation statements)

References 74 publications

Supporting

Mentioning

132

Contrasting

Unclassified

Order By: Relevance

“…To achieve this, leaders can be intentional, while building relationships and facilitating communication to create work environments in which employees know that engaging in the process of change through self-expression comes at no cost to self-image or status within the work unit. Edmondson [2] identified positive leadership as an antecedent to psychological safety, and the current literature provides empirical support [13,49,50].…”

Section: The Mediating Role Of Psychological Safetymentioning

confidence: 67%

Psychological Safety in Ghana: Empirical Analyses of Antecedents and Consequences

Opoku

Choi

Kang

2019

IJERPH

View full text Add to dashboard Cite

This study examines psychological safety as a mediator in the relationship between Leader–Member Exchange (LMX) and voice behavior. Based on the conservation of resources theory, a moderated mediation framework was used to examine human capital investments, specifically employee education and tenure, as boundary conditions of this relationship. The research hypotheses were tested with a sample of 207 employee-supervisor dyads working in a time-lagged design. The study found that psychological safety is an intermediary mechanism through which LMX affects voice behavior. Employees’ level of education negatively moderates the relationship between LMX and psychological safety. Furthermore, the results suggest that organizational tenure accentuates the relationship between LMX and psychological safety, and strengthens the indirect effect of LMX on voice behavior. The theoretical contributions and managerial implications are discussed in addition to directions for future research.

show abstract

Section: The Mediating Role Of Psychological Safetymentioning

confidence: 67%

Psychological Safety in Ghana: Empirical Analyses of Antecedents and Consequences

Opoku

Choi

Kang

2019

IJERPH

View full text Add to dashboard Cite

show abstract

“…Accordingly, a range of individual, organizational, and contextual factors have been suggested as predictors of employee IWB (Cerne et al, 2017). Of these predictors, leadership/supervisory behavior has been the most acknowledged predictor of IWB, due to leaders'/supervisors' role modeling and reward-punishment capacity (Bos-Nehles et al, 2017;Javed et al, 2018;Tu et al, 2018). While extant research has identified positive leadership/supervisory behaviors (i.e., ethical, servant, and inclusive leadership behaviors) (Javed et al, 2018;Yang et al, 2017;Yidong and Xinxin, 2013) as positive predictors of IWB, relatively little is known about the impact of negative leadership/supervisor behaviors as negative predictors of IWB, with the exception of abusive supervision (Dong et al, 2012;Lee et al, 2018;Rousseau and Aubé, 2018).…”

Section: Innovative Work Behaviormentioning

confidence: 99%

Top-down knowledge hiding and innovative work behavior (IWB): a three-way moderated-mediation analysis of self-efficacy and local/foreign status

Arain¹,

Bhatti²,

Hameed³

et al. 2019

JKM

115

View full text Add to dashboard Cite

Purpose This paper aims to examine the consequences for innovative work behavior (IWB) of top-down knowledge hiding – that is, supervisors’ knowledge hiding from supervisees (SKHS). Drawing on social learning theory, the authors test the three-way moderated-mediation model in which the direct effect of SKHS on IWB is first mediated by self-efficacy and then further moderated by supervisor and supervisee nationality (locals versus foreigners). Design/methodology/approach The authors collected multi-sourced data from 446 matched supervisor-supervisee pairs working in a diverse range of organizations operating in the Kingdom of Saudi Arabia. After initial data screening, confirmatory factor analysis was conducted to test for the factorial validity of the used measures with AMOS. The hypothesized relationships were tested in regression analysis with SPSS. Findings Results showed that SKHS had both direct and mediation effects, via the self-efficacy mediator, on supervisee IWB. The mediation effect was further moderated by supervisor and supervisee nationality (local versus foreigners), which highlighted that the effect was stronger for supervisor–supervisee pairs that were local-local or foreigner-foreigner than for pairs that were local-foreigner or foreigner-local. Originality/value This study contributes to both knowledge hiding and IWB literature and discusses the useful theoretical and practical implications of the findings.

show abstract

“…Zohar et al (2014) proof that safety climate mediated relationship between work ownership and employee driving safety performance. A current study found that safety climate mediated the relationship between safety climate antecedent and the three forms of endogenous construct of the study (Tu, Lu, Choi, & Guo, 2018). Previous study indicated that employee who work for a company with more positive kind of antecedent and climate perceive a small number accident risk (Oah, Na, & Moon, 2018).…”

Section: Safety Climate As Mediatormentioning

confidence: 62%

“…Workplace safety is a growing concern worldwide (Yuan, Li, Xu, & Huang, 2018). Numerous studies indicated that behavior-based safety are the sustainable reduction methods in reducing occupational related accident (injuries, loss time and severity rate) (Guo et al, 2018;Nunu, Kativhu, & Moyo, 2017). In addition, several researchers clarifi ed that conceptualizing safety performance as individual behavior prepares researchers with a measurable scale, which is more proximally related to psychological dimensions than accidents or injuries (Christian et al, 2009).…”

Section: Problem Statementmentioning

confidence: 99%

“…Glendon, McNally, Jarvis, Chalmers, & Salisbury, (2014) justifi ed that behavior-based safety is an effective measure of implementations of psychological research on human behavior in reducing the safety problem. Recently, it was suggested that the implementation of integrative approach of the culture-based and behavior-based safety in small enterprise need a crucial management commitment along with culture change (Nielsen et al, 2013), a good initiative for improving safety of Original Scientifi c Paper *azmarahlin@unisza.edu.my front line employees (Choudhry, 2014;Guo et al, 2018), especially in-house employees in small manufacturing enterprise. Behavior based safety performance (BBSP) discussed in this section collectively represent a measurable behavior based actions related to attitudes based perception on management commitment towards safety.…”

Section: Problem Statementmentioning

confidence: 99%

See 1 more Smart Citation

Conceptual framework for the best practices of behavior-based safety performance evaluation in small and medium enterprises (SMEs)

Awang¹,

Rahlin²,

Afthanorhan³

2019

J Appl Eng Science

View full text Add to dashboard Cite

Employee in small manufacturing enterprise (SMEs) industry suffer high rates of industrial accident than large company as refl ected eight times more fatal accidents and 50 % of injuries more likely to occur. With the rising importance of the SMEs, ensuring high levels of safety in SMEs remains a signifi cant issue. This study was undertaken to explore the factors infl uencing the behaviour-based safety performance in the small medium enterprise. A comprehensive review of the safety literature enabled the invention of the constructs, and items that supported a conceptual behavior-based safety performance evaluation framework. A conceptual framework was adopted based on integration Theory Planned Behavior and Social Exchange Theory. Thus, this study proposed four constructs of behavior-based safety performance evaluation, namely, work ownership and Islamic work ethics, safety climate, and behavior-based safety performance. The best practice of behavior-based safety performance evaluation conceptual framework is proposed for implementation by the SMEs Entrepreneur and practitioner to proactively monitor and manage SMEs safety in the future. The framework will be tested empirically using data collected from SMEs companies in Malaysia. This conceptual framework is one of the alternatives to effectively evaluate safety performance in SMEs, particularly in the Malaysian context.

show abstract

Ethical Leadership and Team-Level Creativity: Mediation of Psychological Safety Climate and Moderation of Supervisor Support for Creativity

Cited by 137 publications

References 74 publications

Psychological Safety in Ghana: Empirical Analyses of Antecedents and Consequences

Psychological Safety in Ghana: Empirical Analyses of Antecedents and Consequences

Top-down knowledge hiding and innovative work behavior (IWB): a three-way moderated-mediation analysis of self-efficacy and local/foreign status

Conceptual framework for the best practices of behavior-based safety performance evaluation in small and medium enterprises (SMEs)

Contact Info

Product

Resources

About