Spotlight on the Effect of Workplace Ostracism on Creativity: A Social Cognitive Perspective

Abstract

Drawing on social cognitive theory, we propose a moderated-mediation model to examine when and why workplace ostracism impairs employee creativity in China. We collected 195 valid questionnaires with a two-wave employee-supervisor dyadic research design from one large Chinese company. Results indicate workplace ostracism affects employee creativity negatively. Moreover, the negative effect of workplace ostracism on employee creativity is not only mediated by employee creative self-efficacy (CSE), but the mediation effects of employee CSE are also found to be stronger when employee collectivism orientation is high. Finally, the theoretical and practical implications of these findings are discussed.

Compulsory Citizenship Behavior and Employee Creativity: Creative Self-Efficacy as a Mediator and Negative Affect as a Moderator

“…In other words, when confronted with CCBs, the priority for employees will therefore be task accomplishment but not necessarily being creative in the jobs. Such a priority could make them feel job security (Zhao et al, 2013;Tu et al, 2019). Accordingly, we hypothesize that:…”

“…Logically, our following objective is to examine the potential processes responsible for the CCB–employee creativity relationship. Many findings have clarified the importance to pay attention to the importance of cognitive and motivated perspectives for the better understanding of the workplace stressors–employee creativity relationship (e.g., Fida et al, 2015 ; Tang, 2019 ; Tu et al, 2019 ). Utilizing a self-efficacy theory ( Tierney and Farmer, 2002 ), our study discusses the mediating mechanism of CCB–employee creativity relationship by examining the influence of employees’ creative self-efficacy (CSE), which is a particular type of self-efficacy and creativity-focused motivational attribute, referring to an employee’s belief that he/she has the ability to perform successfully and produce creative outcomes ( Tierney and Farmer, 2002 ).…”

Why ostracized full-time faculty should not be labeled as “low performer”? A qualitative insight from higher education in Pakistan

“…Moreover, workplace ostracism research was overshadowed with empirical investigations in western contexts (Bilal and Fatima, 2019; Ferris et al , 2008; Huertas-Valdivia et al , 2019). Collectivism is a breeding ground for workplace ostracism (Kanwal et al , 2019; Tu et al , 2019). In Pakistan – a collectivist South Asian nation – increased investigation of workplace ostracism took place in the past five years in the service sector (Bashir and Nadeem, 2019; De Clercq et al , 2019; Fatima, 2016, 2017; Haq, 2014; Jahanzeb and Fatima, 2017a, b; Jahanzeb et al , 2018; Mahfooz et al , 2017; Sarwar et al , 2017; Syed et al , 2018).…”

L’influence de l’appartenance sociale et de la créativité sur les comportements de consommation immoraux des nouveaux adolescents: une étude cross-culturelle auprès des 16–24 ans

“…Leary et al (1995) montrent aussi un effet négatif de l'ostracisme au travail sur la créativité via une dégradation de l'estime de soi. Tu et al (2019) observent également que l'effet négatif d'une mauvaise estime de soi sur la créativité résulte d'une perception dégradée de l'auto-efficacité créative, c'est-à-dire de la croyance de l'individu en ses capacités créatives (Tierney et Farmer, 2002). Enfin, comme précédemment souligné, le sentiment d'exclusion altère le raisonnement (Baumeister et al, 2002 ;Baumeister et al, 2005), fortement impliqué dans l'activité créative (Lubart, 2001 ;Mumford et al, 1997 ;Ward et al, 2004).…”