Tomas G. Thundiyil, Dan S. Chiaburu, Ning Li and Dave T. Wagner
The purpose of this study is to test a model connecting Chinese employees’ positive and negative affect and creative self-efficacy with supervisor-rated creative performance in…
Abstract
Purpose
The purpose of this study is to test a model connecting Chinese employees’ positive and negative affect and creative self-efficacy with supervisor-rated creative performance in Chinese business. Building on the cognitive tuning theory, this paper answers several calls for research to examine the joint effects of positive and negative affects on creative performance in the China business environment.
Design/methodology/approach
The participants were drawn from one of the largest petrochemical companies in China. We drew 459 leader-subordinate dyads across different jobs situated in multiple divisions to complete our surveys. The authors used hierarchical linear modeling to test the hypotheses.
Findings
The findings suggest that creative self-efficacy has a positive influence on creative performance during low PA scenarios. The authors also demonstrated that for employees in China, creative self-efficacy has a positive influence on creativity when employees experience both low levels of positive affect and high levels of negative affect.
Originality/value
As the findings suggest, Chinese employees who experience positive affect may engage in heuristic, top-down cognitive processes. Furthermore, findings from the present study also serve to extend the scope of the cognitive tuning model by testing the informational roles of positive and negative affects in self-regulatory processes rather than focusing directly on the main effects of employee affect. An important finding in this study is the three-way interaction indicating that individuals experiencing low positive affect and high negative affect will see a strong connection between creative self-efficacy and creative performance.
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Dan S. Chiaburu, Tomas G. Thundiyil and Gonzalo J. Muñoz
The purpose of this paper is to explore individual and contextual predictors of emotional support potential in training.
Abstract
Purpose
The purpose of this paper is to explore individual and contextual predictors of emotional support potential in training.
Design/methodology/approach
Relative weight analysis was used to assess the importance of individual (trainee regulatory focus) and contextual (trainer competence) predictors of emotional support potential in training.
Findings
Individual differences in self‐regulation including promotion and prevention focus explained emotional support potential to a greater extent than did trainer competence.
Research limitations/implications
For future research, further testing the current propositions can emphasize broader contextual predictors (e.g. support from trainees' social context).
Practical implications
A number of studies have indicated that social aspects of training are important; however, no one has yet examined predictors of emotional support. Consequently, understanding an individual's regulatory focus and personality can be an important way to improve emotional support potential.
Originality/value
This is the first study to examine predictors of emotional support potential in a training context and links trainee regulatory focus to this outcome.
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Xingshan Zheng, Tomas Thundiyil, Ryan Klinger and Andrew T Hinrichs
Utilizing attribution theory, the purpose of this paper is to propose a more nuanced theoretical understanding of role clarity – supervisor satisfaction trajectories. The authors…
Abstract
Purpose
Utilizing attribution theory, the purpose of this paper is to propose a more nuanced theoretical understanding of role clarity – supervisor satisfaction trajectories. The authors also identify leadership characteristics that moderate these trajectories: supervisor developmental feedback (SDF) and interpersonal justice.
Design/methodology/approach
In this field study, survey responses were collected from 334 employees. Data were submitted to hierarchical polynomial regression.
Findings
The impact of too much role clarity was dependent on the level of interpersonal justice and SDF. When these moderators were high, too much role clarity had a decremental effect on supervisor satisfaction. When these moderatos were low, high role clarity was depicted by an asymptotic trajectory.
Research limitations/implications
Cross-sectional data were collected from a single source. Future research might attempt to replicate findings using longitudinal designs and multiple data sources. Proposed mediating mechanisms might be measured and incorporated into tests of the theoretical models.
Practical implications
When managing employee role clarity, more is not always better. Decision makers should examine supervisor-subordinate characteristics to predict employee responses to increased levels of role clarity. Even under optimal conditions, one should expect decreasing marginal returns from role clarity interventions.
Originality/value
This is the first study to explore nonlinear relationships between role clarity and supervisor satisfaction. This is also the first study to explore moderators of role clarity trajectories.
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Shiva Kakkar, Samvet Kuril, Swati Singh, Surajit Saha and Anurag Dugar
Scholars and practitioners have raised concerns that mandatory remote work can lead to feelings of isolation and alienation in employees. Therefore, this study aims to investigate…
Abstract
Purpose
Scholars and practitioners have raised concerns that mandatory remote work can lead to feelings of isolation and alienation in employees. Therefore, this study aims to investigate this issue by examining the impact of work communication satisfaction in remote environments on employee alienation and job satisfaction.
Design/methodology/approach
Sensemaking and social information processing (SIP) theory are used for formulating the hypotheses. To test the hypotheses, primary data were collected from 418 employees working in various Indian organizations and analyzed using AMOS and Hayes' PROCESS macro for SPSS.
Findings
The findings reveal that work communication satisfaction is negatively associated with alienation and positively associated with job satisfaction. Alienation mediated the relationship between work communication satisfaction and job satisfaction. Additionally, employees belonging to organizations with stronger CSR associations reported feeling less alienated than employees of organizations with weaker CSR associations.
Practical implications
Organizations can improve work communication satisfaction by devising remote communication plans that clarify employee expectations regarding the frequency, purpose and channel of communication. Additionally, organizations should communicate their CSR efforts to employees, particularly during times of crisis, as this can help improve employee impressions of the organization.
Originality/value
The study extends the work on alienation by approaching it from the perspective of sensemaking. The research demonstrates how work and non-work-related social information cues (work communication and CSR associations) can influence employee attitudes through their sensemaking. The context of the study adds to its uniqueness.