This paper reports the most comprehensive meta-analytic examination of the relationship between leadership and both followers’ creative and innovative performance. Specifically, we examined 13 lead...

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Leadership, creativity and innovation: a meta-analytic review

The purpose of this paper is to investigate the effect of transformational leadership on employee’s innovative work behavior, and the mediating role of motivation to learn, and the moderating role of task complexity and innovation climate on the link between transformational leadership and innovative work behavior.,A questionnaire, designed as a self-reported survey, was distributed to full-time employees and their respective supervisors working in 35 firms (services and manufacturing sectors) in Pakistan. Data were collected from 338 employee–supervisor dyads. The hypotheses were tested using structural equation modeling.,Results showed that transformational leadership had a positive impact on employees’ innovative work behavior and motivation to learn mediated transformational leadership–innovative work behavior link. The study further showed that task complexity and innovation climate moderated the relationship between transformational leadership and employees’ innovative work behavior.,Based on the premises of interactionist perspectives on individual innovation, this study integrated multi-level variables to investigate leaders’ influences on followers’ innovative work behavior. This study contributed to the existing literature by providing empirical evidence on influence of transformational leadership on employees’ innovative work behavior as well as the impact of both individual and organizational level variables.,The close connection among transformational leadership, motivation to learn and innovative work behavior suggests that transformational leadership traits among managers are important to enhance employees’ innovative work behavior. Organizations should pay attention to creating a climate that is supportive of innovation and encourage individuals to learn new knowledge and skills, and provide employees with opportunities to use their acquired knowledge and skills.,This paper contributed to leadership and innovation literatures and provided insights into how the practitioners could use an appropriate leadership style to enhance innovative work behavior among employees. The study adopted a distinct model comprising five variables to investigate innovative work behavior from a multi-level perspective, i.e., motivation to learn and innovative work behavior at the individual level, task complexity at the unit level and innovation climate and leadership at the organizational level. This integrated model of using predictors from multiple levels supported the theoretical assumptions that innovative work behavior resulted from the interaction of individual, group and organizational level factors.

Transformational leadership and innovative work behavior: The role of motivation to learn, task complexity and innovation climate

Using a multi-level perspective, the purpose of this paper is to investigate impact of transformational leadership on employees’ creative process engagement and mediating roles of intrinsic motivation, task complexity and innovation support in the process of influence,This study follows a quantitative method Using a multi-item survey instrument, a total of 400 questionnaires were distributed among employees of small and medium enterprises registered with the Chittagong Chamber of Commerce and Industry in Bangladesh Collected data were analyzed using structural equation model as well as factor analysis and path analysis to test the hypotheses and to assess the moderating and mediating effects of the variables,The findings reveal that transformational leadership has a significant impact on employees’ creative process engagement The study further shows that task complexity and support for innovation moderate the relationship between transformational leadership and employees’ creative process engagement,Based on the premises of interactionist perspectives on creativity, this study integrates multi-level variables to investigate leaders’ influences on followers’ creative process engagement This study contributes to the existing literature by providing empirical evidence on influence of transformational leadership on employees’ creative process engagement as well as the impact of both individual- and organizational-level variables,The study adopts a distinct model comprising five different variables to investigate creative process engagement from a multi-level perspective, ie, creative process engagement and intrinsic motivation at the individual level, task complexity at the unit level, and support for innovation and leadership at the organizational level This integrated model of using predictors from multiple levels supports the theoretical assumptions that creative process engagement results from the interaction of individual-, group- and organizational-level factors

The influence of transformational leadership on employees’ creative process engagement: A multi-level analysis

The leadership literature has provided growing evidence regarding the power of leadership in facilitating follower creativity. Despite these advances, a noticeable omission in this body of research is humble leadership. The study extends previous research by developing a cross-level moderated mediation model and examining the roles that psychological safety and knowledge sharing may play in the relationship between humble leadership and follower creativity. Using a time-lagged data of 328 team members nested within 106 teams, the results show that: (a) psychological safety mediates the relationship between humble leadership and follower creativity; (b) knowledge sharing moderates the relationship between psychological safety and follower creativity; and (c) the indirect influence of humble leadership on follower creativity through psychological safety is stronger when knowledge sharing is high.

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Humble leadership, psychological safety, knowledge sharing, and follower creativity: A cross-level investigation

Although the topic of employee resilience has recently received increased attention, existing research has largely failed to explore its situational triggers. Drawing on social information processing theory, the current study integrates the literature of humility and resilience to theorize the underlying mechanism through which humble leadership facilitates employee resilience. This research proposes a potential heterogeneous effect that humble leadership catalyzes employee resilience through multiple pathways. Field (N = 434) and experimental studies (N = 104) conducted in Mainland China support hypotheses that humble leadership enhances employee resilience through simultaneous increases in work-related promotion focus and perceived insider identity. Research implications are discussed, and directions for future research are offered.

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Humble Leadership and Employee Resilience: Exploring the Mediating Mechanism of Work-Related Promotion Focus and Perceived Insider Identity.

The purpose of this paper is to investigate how leader humility affects the engagement of employees in creative processes, using perceived organizational support (POS) as a mediator and leader competence as a moderator.,Data were collected from a two-wave sampling of 113 dyads of leaders and subordinates in China.,A curvilinear relationship was found between leader humility and employee engagement in creative processes. Further, POS partially mediates this relationship, and leader competence positively moderates the relationship between leader humility and POS.,First, organizations should select and train leaders who show humility as a character trait and foster a supportive organizational climate. Second, managers should study the benefits of moderate and harms of superfluous humility, especially in the Chinese cultural context. Third, competent leaders are more effective as humble leaders.,Few studies have concentrated on leader humility in the eastern cultural context. The results challenge traditional views of the impact of leader humility and shed light on its mechanism and the conditions under which it promotes employee engagement in creation. This study also clarifies the nonlinear influence of leader humility, building a fine-grained theoretical framework integrating the motivation-opportunities-abilities model and Chinese Zhong-Yong theory.

When a leader is seen as too humble: A curvilinear mediation model linking leader humility to employee creative process engagement

Does Geopolitical risk drive natural resources extraction globally? A Case of Global

This study objected to determine a conceptual framework and to create a causal model of trust violation and labor disputes, which moderated by cooperative and competitive orientation. Based on the theories of labor relation and trust, we posited that harmonious labor relation is built upon the trust between employer and employees; once the trust is violated, labor disputes occur. To verify such a framework, this study reported the responses of 200 non-managers and 200 managers selected from the enterprises in which labor disputes occurred frequently in south of China. Results indicate that trust violation between employer and employees generates labor disputes. However, non-manager and managers got distinguishing perception to trust violation and labor disputes. Therefore, companies should understand this dynamics and apply it in the HR practice and construct harmonious labor relations.

Xin (Trust) in the Context of Labor Disputes

This paper tries to investigate the future development tendency of five typical industries in China and find out whether there exists a different innovation strategy preference between Chinese firms of low- and high-knowledge density industry in the background of low-carbon sustainable development. First, this paper finds that the innovation driven-based trend of industrial development is further accelerated in China. Firms in industries with high knowledge and technology density, such as specialized-supplier, scale-intensive, and science-based industries, are more likely to choose exploratory innovation strategy than exploitative innovation strategy. Firms in industries with low knowledge and technology density like service- and supplier-dominated industries are more likely to choose the exploitative innovation strategy. Second, results indicate that exploratory innovation can bring higher technological innovation performance than exploitative innovation. And the effect of the ambidextrous strategy is better than the single exploitative strategy in industries with high knowledge and technology density like specialized-supplier, scale-intensive, and science-based industries. Third, this paper suggests that innovation strategy preference plays a mediating role between industry type and technology innovation and a moderating effect of knowledge management capacity between innovation strategy and firms’ technology innovation.

Industry Development Tendency and Innovation Strategy Preference of Five Typical Industries under the Background of Low-Carbon Sustainable Development in China

Yanhong Tu

Papers

When a leader is seen as too humble: A curvilinear mediation model linking leader humility to employee creative process engagement

Does Geopolitical risk drive natural resources extraction globally? A Case of Global

Xin (Trust) in the Context of Labor Disputes

Industry Development Tendency and Innovation Strategy Preference of Five Typical Industries under the Background of Low-Carbon Sustainable Development in China