Standing in others' shoes: The role of leader prosocial motivation in facilitating employee creativity

Zhao, Yanmei; Zhang, Zhengtang; Lu, Ying; Ming-zhi, Ding

doi:10.1111/caim.12542

Cited by 7 publications

(3 citation statements)

References 59 publications

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“…In addition, the current study found significant positive mediating results of employee commitment between financial rewards and nonfinancial rewards, which proved to be a good mediator. Referring to the theory of social determination, research by the authors in [54] examined the impact of leader prosocial motivation on employee creativity by examining the mediating role of employee perspective taking and the moderating role of leadership performance. A total of 262 employees participated in this research.…”

Section: Discussionmentioning

confidence: 99%

Motivation as an Element of Managerial Decision Making in Manufacturing Companies: The Case of the Slovak Republic

2023

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On an international scale, it can be argued that the key currency of business entities is human resources. They are a dominant part of corporate assets. They are also decisive determinants of competitiveness if they work with adequate performance, which is influenced by motivation. Managers are aware of this and pay increased attention to the study of factors that increase the performance and motivation of employees. In Slovakia, the importance of human resources increased gradually after the transformation of the economy to market conditions; currently, the management of human resources corresponds to international standards. However, it is necessary to increase attention in the management of some areas that personnel managers have competence in. Motivation can be included among these. The submitted contribution deals with the motivation of employees, as the subject area is not sufficiently addressed in the conditions of the Slovak Republic. According to the analysis of motivational processes in selected manufacturing companies operating in Slovakia, changes are proposed in the motivational system to increase employee motivation. The aim is to reveal the important aspects of motivational policy. To achieve the research objective, a qualitative study of data collection was carried out using an unstructured questionnaire survey. A questionnaire was used to develop the hypotheses. After data collection, established hypotheses were tested using the chi-square test of independence. The data were analysed using descriptive and inferential statistics. According to the analysis, proposals for changes in the incentive system were developed. The recommendations are presented in the form of individual concrete proposals and measures in various areas within motivational processes, which, after implementation, have the potential to increase the level of employee motivation.

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Section: Discussionmentioning

confidence: 99%

Motivation as an Element of Managerial Decision Making in Manufacturing Companies: The Case of the Slovak Republic

2023

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“…As a knowledge resource, a high level of domain-relevant skills can help employees identify innovation points and find innovation breakthroughs: such skills can help employees generate alternative solutions to solve innovation problems ( Liu et al, 2017 ). Having a knowledge base makes it easier for employees to adopt and integrate the ideas of others, which, in turn, is also beneficial for employee creativity ( Grant and Berry, 2011 ; Zhao et al, 2023 ). However, employees with limited field-relevant skills often lack basic knowledge pertaining to that field.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

The influence of team motivational climate on employee creativity—mediating role of domain-relevant skills

Zhao,

Yu,

Zhang

2023

Front. Psychol.

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Employee creativity drives enterprise development, and team motivational climate plays an important role in incubating employee creativity. Based on creativity component theory, this study explores the impact of team motivational climate (mastery climate and performance climate) on employee creativity and its mechanism. Through the paired data of supervisors and employees at three time points, the research shows that mastery climate positively affects employees’ domain-relevant skills and domain-relevant skills positively affect employee creativity. By controlling the mediating effect of intrinsic motivation and self-efficacy, domain-relevant skills mediate the impact of mastery climate on employee creativity; performance climate and mastery climate work together on domain-relevant skills. When both are high, domain-relevant skills are highest. Performance climate moderate the mediating effect of domain-relevant skills between mastery climate and employee creativity. When performance climate is high, the mediating effect of domain-relevant skills is stronger. Suggestions for practice and future research are provided.

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“…Perspective taking is relevant in many areas of life and can vary substantially between tasks and situations (Dale et al, 2018; Stietz et al, 2019). In the work context, perspective taking has been recognized to benefit oneself and others by facilitating employee gratitude (Sawyer et al, 2022), employee job satisfaction (Parmar et al, 2023), employee idea exploration, harmonization, and creativity (Ng et al, 2022; Zhao et al, 2023), as well as coworker support (Fasbender et al, 2020), joint work performance (Longmire & Harrison, 2018), problem solving (Grant & Berry, 2011; Hoever et al, 2012), constructive voice (Ng et al, 2021), cooperation (Caruana et al, 2021; Galinsky et al, 2008), and knowledge exchange (Gerpott et al, 2020; Usman et al, 2022). Considering the economic impact of these beneficial outcomes (Cascio, 2006), it is not surprising that organizations have picked up on these research findings and encouraged perspective taking at work as a form of improving meaningfulness and social functioning (Ku et al, 2015; Zappalà, 2012).…”

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confidence: 99%

Good for you, bad for me? The daily dynamics of perspective taking and well-being in coworker dyads.

Fasbender,

Rivkin,

Gerpott

2024

Journal of Occupational Health Psychology

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Perspective taking is encouraged by organizations as a form of supporting coworkers. Yet, its impact on employees’ and coworkers’ well-being is not well understood. We, therefore, take a dyadic approach to understand the daily dynamics of employees’ perspective taking, its benefits for coworkers, and its costs for employees themselves. Specifically, we draw from self-regulation theory to examine the double-edged sword of perspective taking for one’s own and one’s coworker’s well-being (reflected by subjective vitality). With regard to coworker well-being, we take an other-oriented resource lens and theorize that the focal employee’s perspective taking increases the coworker’s received support and well-being. With regard to the focal employee’s well-being, we take a self-oriented resource lens and theorize that perspective taking increases the focal employee’s self-regulatory resource depletion, which impairs their well-being. We examined our research model in a dyadic experience sampling study with three daily measurement occasions over 2 working weeks in a sample of 89 coworker dyads (178 individuals). Multilevel analyses showed that perspective taking had a positive indirect effect on coworker well-being via received coworker support, while it had a negative indirect effect on the focal employee’s well-being via self-regulatory resource depletion.

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Standing in others' shoes: The role of leader prosocial motivation in facilitating employee creativity

Cited by 7 publications

References 59 publications

Motivation as an Element of Managerial Decision Making in Manufacturing Companies: The Case of the Slovak Republic

Motivation as an Element of Managerial Decision Making in Manufacturing Companies: The Case of the Slovak Republic

The influence of team motivational climate on employee creativity—mediating role of domain-relevant skills

Good for you, bad for me? The daily dynamics of perspective taking and well-being in coworker dyads.

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