Supervisory styles and graduate student creativity: the mediating roles of creative self-efficacy and intrinsic motivation

Gu, Jibao; He, Changqing; Liu, Hefu

doi:10.1080/03075079.2015.1072149

Cited by 63 publications

(110 citation statements)

References 59 publications

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“…Researcher have display effectiveness creativity, that corresponds the proficient belief of employees' intrinsic motivation, that displays their inquisitive about performing, the important cognitive mechanisms using creativity (Gong, Huang, & Farh, 2009). Intrinsic motivation, the best choice to invest exertion which based on personal interest within the workplace (Gu, He, & Liu, 2015;R. Ryan & Deci, 2000).…”

Section: Intrinsic Motivation and Creativitymentioning

confidence: 99%

“…Social cognitive theory have applied by creative researchers to examine the impel method of management on creativity (Liao, Liu, & Loi, 2010). The "social cognitive theory", explained that individual performance occur/possible through forceful method, that comprises mutual associations between three division of determinants: conduct, perception, and overall performance situations (Bandura 1986;Gu, He, and Liu 2015).…”

Section: Pfp (Pay For Performance) and Creativitymentioning

confidence: 99%

“…Intrinsic motivation creates "the mark of distinction involving what an employee can perform and what an employee will perform" (Teresa M. Amabile, 1998). Literature has recognized the significant association involving intrinsic motivation and creativity (Robert Eisenberger & Shanock, 2003;Gu et al, 2015).…”

Section: Intrinsic Motivation As a Mediatormentioning

confidence: 99%

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Pay for Performance (Pfp) Increasing Creativity Through Intrinsic Motivation

Rehman

Shahrukh²,

Virk

et al. 2019

IJRBS

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Supervisor enhances their subordinates’ level of creativity to provide the latest insights into intrinsic motivation. Therefore, demonstrating the other site in which pay for performance decisions are controlled by the HR department through individual interaction with increasing (PFP) pay for performance and employee creativity (CR). By utilizing the sample size of 250 questionnaires out of which 206 were completed from Lahore, the city of Pakistan. We establish that the consequence of (PFP) on creativity was invariantly mediating by intrinsic motivation in such a way that both mediator or moderator, PFP had stronger positive effects on creativity. Findings show that regression, mediation and moderation analysis the actual best fit was a PFP model and the Cronbach's alpha values show higher reliability and consistency of values & all variables are very highly correlated to each other. Future study is needed for testing the scale with different cultures and different organizations. Furthermore, intrinsic motivation, as enhanced by trust in management, moderating this mediating effect of PFP on creativity. In addition, the regression path analysis exposed that intrinsic motivation mediated the moderated effect among PFP, trust in management, and creativity. The findings of the current study shed light on the processes and conditions under which, PFP may promote creativity.

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Section: Intrinsic Motivation and Creativitymentioning

confidence: 99%

Section: Pfp (Pay For Performance) and Creativitymentioning

confidence: 99%

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Pay for Performance (Pfp) Increasing Creativity Through Intrinsic Motivation

Rehman

Shahrukh²,

Virk

et al. 2019

IJRBS

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show abstract

“…According to research, leadership refers to a supervisor's style and behavior in relation to setting the goals and the agenda for a team (Dansereau et al, 1995;Gu, He, & Liu, 2017). Leadership also includes the supervisor's ability to develop the team and the team's culture (Dansereau et al 1995).…”

Section: Pgtl Revisitedmentioning

confidence: 99%

“…Correspondingly, the literature has differentiated leadership styles into two distinct types: supportive and directive leadership (Gu et al, 2017;Yukl 2006;Wendt, Euwema, & Hetty van Emmerik, 2009). These two types have been helpful in exploring the various roles of different leadership styles (Mannheim & Halamish 2008).…”

Section: Two Distinct Typesmentioning

confidence: 99%

Supervisory Practices in a Virtual Internship Program: A Multi-Case Study

Adadi¹

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This has been an arduous and insightful journey, and I am very, very grateful for its end. I would like to thank my many professors for the grueling coursework and constructive feedback that has allowed me to grow as an academic expert in my field of study. Additionally, I want to express my gratitude towards my dissertation committee for their steadfast dedication in helping me complete this journey. Finally, I want to thank my family and friends for continuously believing in me, even at times when I doubted my own abilities to succeed. vi

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Authoritarian–benevolent Leadership and its Effect on Graduate Student Creativity: The Mediating Role of Intrinsic Motivation

Xia¹,

Yang²,

Xu³

2019

Journal of Creative Behavior

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Despite numerous studies demonstrating that authoritarian leadership and benevolent leadership exert incompatible influence on an individual’s creativity, the combined effects of authoritarian leadership and benevolent leadership on an individual’s creativity and the related mechanisms have yet to be explained. This study tests a model that considers the combined effects of authoritarian and benevolent leadership on graduate student creativity in the universities in China, while also examining the mediating role of the intrinsic motivation of graduate students. Multisource data were collected from 297 graduate students in 60 university scientific research teams in China. The results show that when authoritarian leadership and benevolent leadership are in congruence, the intrinsic motivation of graduate students and their creativity increase as supervisor authoritarianism and benevolence increases. When authoritarian leadership and benevolent leadership are in discrepancy, the intrinsic motivation of graduate students is higher when low supervisor authoritarianism is combined with high benevolence; however, the findings also show that low authoritarian leadership combined with high benevolent leadership would not increase graduate student creativity. The relationship between authoritarian–benevolent leadership and graduate student creativity is partially mediated by intrinsic motivation. The theoretical and practical implications of the results are discussed.

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Supervisory styles and graduate student creativity: the mediating roles of creative self-efficacy and intrinsic motivation

Cited by 63 publications

References 59 publications

Pay for Performance (Pfp) Increasing Creativity Through Intrinsic Motivation

Pay for Performance (Pfp) Increasing Creativity Through Intrinsic Motivation

Supervisory Practices in a Virtual Internship Program: A Multi-Case Study

Authoritarian–benevolent Leadership and its Effect on Graduate Student Creativity: The Mediating Role of Intrinsic Motivation

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