How does emotional conflict affect innovation behavior?

Wei, Weiwei; Liu, Yexin; Kim, Yanggi; Gao, Pengbin

doi:10.1108/ijcma-09-2017-0094

Cited by 15 publications

(5 citation statements)

References 127 publications

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“…They are related to flexibility in problem-solving (Brief and Weiss, 2002), increase in creativity (Dolan and Metcalfe, 2012), engagement with behaviour (Salas-Vallina et al , 2020) and readiness to be innovative (Gomes et al , 2015), productivity improvement (Oswald et al , 2015) and willingness to creative problem solving (Bellou, 2010; Koveshnikov et al , 2014). On the other hand, negative emotions have a negative effect on innovative behaviour (Montani et al , 2016; Wu et al , 2018).…”

Section: Discussionmentioning

confidence: 99%

Relationship between subjective well-being, perceived organisational culture and individual propension to innovation

Bianchi

Tontini

Gomes

2021

EJIM

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PurposeThis paper analyses the relationship between subjective well-being (SWB) and perceived organisational culture (POC) with the individual propensity to innovation (IPI).Design/methodology/approachTo empirically test the hypotheses, the sample and data were collected through a cross-sectional survey with 614 professionals who work in Technological Knowledge-Intensive Business Service (T-Kibs) in Brazil. For data analysis, the authors applied the partial least squares path modelling (PLS-PM) algorithm.FindingsThe results identify that employees' perception of the organisational culture has a direct and indirect impact on the IPI. The perception of employees about the dimensions of clan and adhocracy of organisational culture influences the SWB of employees, which has a significant relationship with the individual propensity to innovation. Also, the perception of a market culture has a direct impact on the individual propensity to innovate. The results showed that the adhocracy culture has a more significant influence on the SWB of the female gender.Originality/valueThis work contributes to the expansion of scientific studies in the area of innovation, in addition to managerial contributions due to the identification of the factors that influence the IPI.

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Section: Discussionmentioning

confidence: 99%

Relationship between subjective well-being, perceived organisational culture and individual propension to innovation

Bianchi

Tontini

Gomes

2021

EJIM

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“…Nevertheless, research on the joint effect of personality traits and TMX is still scarce. For instance, Wu et al (2018) demonstrated that high-quality TMX moderate the positive influences of low degrees of emotional conflict (related with emotional stability) on innovative behavior, while undermining the adverse consequences of higher levels of emotional conflict on it. Social exchanges among individuals are critical to individual performance, as they provide a wide range of performance-related understanding, as well as social and emotional support (Chung, 2020).…”

Section: Literature Review and Hypothesismentioning

confidence: 99%

The influence of personality and team-member exchange on creativity: a gendered approach

Pérez-Luño,

Aguilar-Caro,

Muñoz-Doyague

2023

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Purpose Given the general consensus that creativity is a crucial driving force for innovation and progress, understanding how to promote it would benefit individuals, companies, society and academia. Therefore, this paper aims to analyze the independent and contingent impact of individuals’ personality traits, team-member exchange (TMX) and gender on stimulating creativity. Design/methodology/approach The study uses a survey-sample of 639 university students (51.96% women) between the ages of 17 and 50. Confirmatory factor analysis (CFA) demonstrated reliability and validity of its measures. To test hypotheses, using structural equation modeling, hierarchical regression analyses were performed. Findings Results show that four of the five personality traits (extraversion, agreeableness, conscientiousness and openness to experience) and TMX positively influence creativity. There are no significant differences between men’s and women’s creativity. High TMX reinforces the influence of extraversion on creativity, while low TMX harms this relationship. High extravert women are more creative than high extravert men, while low extravert men are more creative than low extravert women. Low emotionally stable women are more creative than low emotionally stable men, while high emotionally stable men are more creative than high emotionally stable women. There are differences in how women and men take advantage of their openness to experience when TMX is considered. That is, while women take advantage of openness to experience for any value of TMX, men only increase their creativity as openness to experience increases for low values of TMX. Research limitations/implications Like all studies, ours has some limitations that provide opportunities for future research. First, care should be taken when generalizing these findings to other contexts. We use data from Spanish individuals, specifically university students. While they are suitable for testing our hypotheses, future studies should establish whether the general tendencies that we observe hold true for other kinds of people from Spain and other countries. Even more, this paper’s perspective might be biased by the authors’ country of origin (south Europe) in terms of gender. According to Hofstede (2001) south European and South American countries are more masculine than other cultures (Mensa and Grow, 2022). Therefore, analyzing these questions in different cultures (countries and settings) would facilitate the generalization of the results. Second, the data we use is mainly cross-sectional so strict causality cannot be inferred. The theory we use assumes specific causal directions, but alternative causal relationships cannot be ruled out. Finally, ideally, we should have controlled for additional variables that might influence the relationships in our model. Practical implications This paper has practical implications, as it demonstrates that neither gender is more creative than the other. It goes a step further, explaining how men and women can leverage their personality traits to be more creative. Moreover, since TMX could reinforce the impact of personality traits on creativity, this paper could help managers better organize teams and companies that want to be more innovative by taking into account the personality traits of their employees and how to get the best out of women and men. Social implications Traditionally, women have considered creativity to be a man’s thing. The results of this work favor society, demonstrating that women are just as creative as men and that through personality traits and TMX, both men and women can be more creative. These results help to reduce the gender gap and may favor women’s place in today’s society. Originality/value This work offers academic and practical implications. The main contributions to the creativity and gender literatures are the following: (1) Women are as creative as men. (2) High extravert and low emotionally stable women are more creative than men. (3) High open to experience women with high TMX are more creative than men at any level of TMX. For practitioners, the understanding of what personality traits have higher impact on creativity depending on the levels of TMX for women and men could help companies and politicians in hiring the most suitable people, especially for those positions where creativity is needed. This would increase the quality of their human capital, allowing them to get the most out of their human resources, from the very beginning of the employment relationship.

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“…Previous research has shown that TMX predicts workplace outcomes such as individual performance, job satisfaction, and organizational commitment [25][26][27]. In this vein, TMX has often been introduced as a moderator in explaining the relationship between organizational antecedents and outcomes [14,[28][29][30]. The present study contributes to the literature on organizational research by theorizing and empirically verifying a mechanism that explains sub-components of PG fit linked to CI under the boundary conditions of TMX.…”

Section: Introductionmentioning

confidence: 69%

“…According to trait activation theory, we propose that TMX presents a reinforcing social environment in which individuals are hesitant to exert effort to question the organization's status quo. Since its first introduction to the literature [34], trait activation theory has been widely applied and discussed to explain work autonomy, situation strength, and trait-situation interactions in the workplace [30]. Tett and Guterman (2000) proposed an interactionist principle of trait activation, emphasizing situation-trait relevance [34].…”

Section: The Moderating Role Of Tmxmentioning

confidence: 99%

Interactive Effects of Person–Group Fit and Team-Member Exchange in Predicting Continuous Improvement

2022

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This study presents a research model that describes how person–group (PG) fit affects continuous improvement (CI). Using the dyadic survey data from a public sector firm in Korea (N = 113), the study found that the relationships between PG fit and CI are moderated by team boundary conditions such as team-member exchange (TMX). The results revealed that a high level of TMX induces the negative effect of value fit on CI, whereas it strengthens the positive impact of ability fit on CI. Implications for theory, research, and practice are discussed.

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How does emotional conflict affect innovation behavior?

Cited by 15 publications

References 127 publications

Relationship between subjective well-being, perceived organisational culture and individual propension to innovation

Relationship between subjective well-being, perceived organisational culture and individual propension to innovation

The influence of personality and team-member exchange on creativity: a gendered approach

Interactive Effects of Person–Group Fit and Team-Member Exchange in Predicting Continuous Improvement

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