The Inseparable Three: How Organization and Culture Can Foster Individual Creativity

In a bid to curb the spread of COVID-19 in 2020, several countries implemented lockdown procedures to varying degrees. This article sought to examine the extent to which country-level strictness, as measured by the Government Response Stringency Index (2020), moderated the relationship between certain cultural dimensions and estimates of national innovation. Data on 84 countries were collated for Hofstede’s cultural dimensions (2015), and from the Global Innovation Index (2020). Owing to the robust relationships between innovation and the dimensions of uncertainty avoidance, power distance, and individualism, these were used in moderation analyses. In general, power distance was inversely related to innovation, whereas individualism was directly related to it. Results indicated that collectivist and high power distance countries showed lower innovation, irrespective of levels of government stringency as a response to COVID-19. On the other hand, among individualistic and low power distance countries, lower innovation was associated with increased stringency (e.g., blanket restrictions on movement). Higher innovation was observed when such countries had a less severe government response. The dimension of uncertainty avoidance was not significantly associated with innovation at the country level. The implications of lockdowns on general innovation, its inputs, and outputs are discussed in the context of cultural dimensions and country-level policies.

Section: Introductionmentioning

confidence: 99%

Innovation in Isolation? COVID-19 Lockdown Stringency and Culture-Innovation Relationships

Kapoor

Ticku²,

Tagat³

et al. 2021

“…Employee creativity refers to the generation of novel and useful ideas (Amabile, 1983). With the ongoing business competition and uncertain global economic environment, innovation has been widely used to enhance service delivery (Biljohn and Lues, 2019), and employee creativity has been widely recognized to be essential for organizational innovation, sustainability, and long-term performance (George and Zhou, 2001;Antwi et al, 2019; Baradarani and Kilic, 2018;Hermida et al, 2019). Accordingly, researchers have focused on identifying the antecedents that affect employee creativity, such as abusive supervision (Aryee et al, 2007), work autonomy (Zhang et al, 2017), and work stressors (Noefer et al, 2009).…”

Section: Introductionmentioning

confidence: 99%

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

Zhou

Zhao

et al. 2020

Workplace stressors were identified to have critical impacts on employee creativity. However, little is known about how and when involuntary citizenship behavior [i.e., compulsory citizenship behavior (CCB)]-induced stress might exert an influence on employee creativity. To fill this knowledge gap, the present study firstly develops a moderated mediation model to investigate the CCB-employee creativity association as well as the underlying mechanism and contextual condition of this relationship. By integrating social cognitive theory such as self-efficacy theory and conservation of resources (COR) theory, we propose that CCB predicts employee creativity through the mediating role of creative self-efficacy (CSE), with the individual characteristics (i.e., personality traits) of negative affect acting as a boundary condition. Using twowave time-lagged survey data collected from a sample of 251 frontline employees in 10 manufacturing firms in Southern China, the results show that: (a) CSE mediates the negative relationship between CCB and employee creativity; (b) negative affect moderates the relationship between CCB and CSE; (c) negative affect moderates the indirect influence of CCB on employee creativity through CSE. As the level of negative affect rises, this indirect relationship is stronger. Finally, important theoretical and managerial implications and promising avenues for future research are addressed.

“…Universities play a key role in advancing innovative performance, which is a critical component of innovation to boost economic growth ( Salem, 2014 ). It is through knowledge and innovation that institutions can support long-term survival and achieve sustained competitive advantage and economic repercussions ( Antwi et al, 2019 ; Hermida et al, 2019 ). It is also well known that academics significantly contribute to the conceptualization and development of new knowledge, ideas, models, practices, technologies, tools, and methodologies.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

The underlying mechanism between compulsory citizenship behaviors and employee innovative work behaviors and knowledge sharing: A moderated mediation model

Abukhait

Khattak²,

Shaya³

et al. 2023

PurposeThis paper draws on conservation of resources theory to advance the literature on extra-role performance behaviors among academics, particularly innovative work behaviors and knowledge sharing, through the lens of work stressors.MethodsWe develop a moderated-mediated model based on multi-source, multi-timed, and multi-level data from a sample of 207 academics and 137 direct supervisors in five higher education institutions in the United Arab Emirates (UAE).FindingsResults show that academics’ compulsory citizenship behaviors positively influence negative affectivity, which, in turn, negatively impacts academics’ innovative work behavior and knowledge sharing. The detrimental effect of compulsory citizenship behaviors on negative affectivity is then positively moderated by passive leadership, which amplifies this relationship. The combined effect of compulsory citizenship behaviors and negative affectivity exerted on innovative work behavior and knowledge sharing are magnified amid the elevated presence of passive leadership, while gender does not significantly influence this association.OriginalityThis is a pioneering study in the context of UAE to look into the counterproductive impact of CCB on employee innovative work behaviors and knowledge sharing.ImplicationsPertinent theoretical and managerial implications are discussed.