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Journal ArticleDOI

Moderating effect of Zhong Yong on the relationship between creativity and innovation behaviour

01 Mar 2010-Asian Journal of Social Psychology (Blackwell Publishing Asia)-Vol. 13, Iss: 1, pp 53-57
TL;DR: In this paper, the authors examined the moderating effect of Zhong Yong on the relationship between perceived creativity and innovation behavior in Chinese companies and found that for people higher on Zhong-yong, their creativity was not correlated with innovation behavior; for people less immersed in Zhong yong, this correlation is significant.
Abstract: The present study examined the moderating effect of Zhong Yong on the relationship between perceived creativity and innovation behaviour in Chinese companies. A total of 273 paired questionnaires were collected with employee self-rated creativity and Zhong Yong and supervisor-rated innovation behaviour. The results show that for people higher on Zhong Yong, their creativity was not correlated with innovation behaviour; for people less immersed in Zhong Yong, this correlation is significant. This finding provides a new insight into the effects of Zhong Yong on the creativity-innovation behaviour transformation processes. The implications for future research are also discussed.
Citations
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Journal ArticleDOI
TL;DR: The authors examined the relationship of age and organizational tenure with the generation, dissemination, and implementation of new ideas and found that older workers and longer-tenured workers do not engage in less innovation-related behavior than their younger and more junior counterparts.
Abstract: One particularly persistent and prevalent negative age stereotype is that older workers are less innovative and more resistant to change. Because older workers are also more likely to have longer organizational tenure, negative age stereotypes contribute to the perception that long-tenured workers are less innovative and more resistant to change, too. Guided by human capital theory, this study argues that the capacity to contribute to innovation-related behaviours ( IRB) might actually grow with age and tenure, counteracting the presumed age-related declines in this type of job performance. Using a meta-analysis that included 98 empirical studies, the present research examines the relationships of age and organizational tenure with the generation, dissemination, and implementation of new ideas. Overall, the pattern of results in the study suggests that older workers and longer-tenured workers do not engage in less innovation-related behaviour than their younger and more junior counterparts. In addition, there is little evidence of curvilinearity in the relationships of age and tenure with IRB; workers at the high end of the age and tenure distributions did not perform especially poorly on these tasks. Practitioner points Contrary to common belief, the results of this study show that age and tenure are not negatively related to innovation-related behaviours., That is, older and longer-tenured workers do not engage in less innovation-related behaviour than younger, more junior workers., These results hold true even at the high end of the age and years-of-service continuum., This study concludes that the negative stereotype that older and longer-tenured workers are less innovative is not based on accumulated empirical evidence., As such, excluding older workers from innovation-related tasks is counterproductive

203 citations

Journal ArticleDOI
TL;DR: In this article, a paradox mindset indicates the extent to which individuals embrace and are energized by tensions, which can help people leverage tensions and produce creative outputs, and it can also help people create creative outputs.
Abstract: A paradox mindset indicates the extent to which individuals embrace and are energized by tensions. The adoption of a paradox mindset can help people leverage tensions and produce creative outputs. ...

55 citations

Journal ArticleDOI
TL;DR: Wang et al. as discussed by the authors developed a moderated mediation model to examine the roles that psychological capital (PsyCap) and growth need strength may play in the relationship between humble leader behaviors and follower creativity.
Abstract: The purpose of this paper is to develop a moderated mediation model to examine the roles that psychological capital (PsyCap) and growth need strength may play in the relationship between humble leader behaviors and follower creativity.,Data were collected from a three-wave survey study with a sample of 165 matched leader-follower questionnaires in China. Multiple regression analyses, moderated regression analysis and bootstrapping analysis were used to test the hypotheses.,The results show that humble leader behaviors positively influence follower creativity, PsyCap mediates this influence and growth need strength not only moderates the relationship between humble leader behaviors and PsyCap, but also amplifies the indirect relationship between humble leader behaviors and follower creativity via PsyCap.,Common method bias may still exit, although the measures of research variables were gathered from different sources and with time separation. Additionally, this study is conducted in a single cultural context, which may raise the question about the generalizability of our findings to other cultural contexts.,The primary contribution is building and examining a conceptual model that focuses on the potential effect of humble leader behaviors on follower creativity. Additionally, by confirming the mediating role of PsyCap, the research further uncovers why followers under humble leader behaviors are more likely to engage in creativity, and the moderating role of growth need strength found in this study also offers additional insight into that followers may differ in the degree to which they are receptive to leader effect.

53 citations

Journal ArticleDOI
TL;DR: The primary objective of this paper is to apply the Goal Self-Concordance Theory to the mechanism of entrepreneurial self-efficacy acting on innovation behavior, as well as to further building a theoretical model.
Abstract: Innovation behavior for entrepreneurship is known as a driving force to obtain competitive advantages. As a key quality for entrepreneurial success, the mechanism of entrepreneurial self-efficacy (ESE) acting on innovation behavior needs further verification, which has led to the primary objective of this paper via applying the Goal Self-Concordance Theory, as well as to further building a theoretical model. Two hundred forty-nine samples of Chinese entrepreneurs have been empirically analyzed in this study, contributing to the following findings. Firstly, ESE has significantly positive effects on entrepreneurial innovation behavior. Secondly, job satisfaction plays a mediating role between ESE and innovation behavior. Thirdly, Zhongyong thinking moderates the relationship between ESE and job satisfaction. The research results might deliver great value in cultivating ESE, encouraging positive entrepreneurial attitude, enhancing job satisfaction, and ultimately inspiring innovation behaviors.

51 citations

Journal ArticleDOI
TL;DR: Wang et al. as mentioned in this paper explored the relationship between work stress, employee well-being, and Zhong-Yong beliefs using a questionnaire survey, and found that the work stress was classified into challenge-and hindrance-related stress while emotional exhaustion and job satisfaction were used as well being indicators.
Abstract: In the pursuit of well-being at work, work stress is always an inescapable challenge. However, existing research shows that the relationships between work stress and employee outcomes are inconsistent, which indicates that the concept of work stress needs further investigation. Moreover, Zhong-Yong serves as a cognitive strategy to coping with stress as well as being a pivotal life wisdom and practical rationality. Using a questionnaire survey, this study explores the relationship between work stress, employee well-being, and Zhong-Yong beliefs. The work stress was classified into challenge- and hindrance-related stress while emotional exhaustion and job satisfaction were used as well-being indicators. Using a sample of 394 employees from private enterprises in Taiwan as subjects, the results show that (1) hindrance-related stress is destructive to employee well-being; (2) challenge-related stress is positively associated with emotional exhaustion but has no significant relation with job satisfaction; (3) Zhong-Yong beliefs mitigate the harm from hindrance-related stress on employee well-being; and (4) Zhong-Yong beliefs weaken the negative effects of challenge-related stress on emotional exhaustion, and transform challenge-related stress into eustress for job satisfaction.

45 citations

References
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Journal ArticleDOI
TL;DR: In this paper, the authors used data from 191 R&D employees of a large chemical company to test a multidomain, interactionist creativity model of employee characteristics, leader characteristics, and Leader-Member Exchange (LMX).
Abstract: Creativity is becoming a topic of ever-increasing interest to organizational managers. Thus, there is a need for a greater understanding of the dynamics between the personal and contextual factors responsible for creative performance in work settings. In particular, there is a need to identify the role of leadership for creativity. Until now, creativity studies have examined leadership and employee characteristics from a single-domain perspective. Data from 191 R&D employees of a large chemical company were used to test a multidomain, interactionist creativity model of employee characteristics, leader characteristics, and Leader-Member Exchange (LMX). Results suggest that employee intrinsic motivation and cognitive style, LMX, the interactions between employee intrinsic motivation and leader intrinsic motivation, and between LMX and employee cognitive style relate to employee creative performance as measured by supervisor ratings, invention disclosure forms, or research reports. Implications for practicing managers and research on leadership and creativity are discussed.

1,512 citations

Journal ArticleDOI
TL;DR: This article found that Chinese participants preferred dialectical proverbs containing seeming contradictions more than did American participants when presented with two apparently contradictory propositions, and Chinese participants were moderately accepting of both propositions.
Abstract: Chinese ways of dealing with seeming contradictions result in a dialectical or compromise approach—retaining basic elements of opposing perspectives by seeking a "middle way." On the other hand, European-American ways, deriving from a lay version of Aristotelian logic, result in a differentiation model that polarizes contradictory perspectives in an effort to determine which fact or position is correct. Five empirical studies showed that dialectical thinking is a form of folk wisdom in Chinese culture: Chinese participants preferred dialectical proverbs containing seeming contradictions more than did American participants. Chinese participants also preferred dialectical resolutions to social conflicts and preferred dialectical arguments over classical Western logical arguments. Furthermore, when 2 apparently contradictory propositions were presented, American participants polarized their views, and Chinese participants were moderately accepting of both propositions. Origins of these cultural differences and their implications for human reasoning in general are discussed.

1,425 citations


"Moderating effect of Zhong Yong on ..." refers background in this paper

  • ...Also, whereas dialectical thinking concerns people’s information processing style (i.e. how information is obtained, interpreted, and used) (Peng & Nisbett, 1999), Zhong Yong is a suggested mode of action to be applied in everyday interpersonal interactions....

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Journal ArticleDOI
TL;DR: In this article, the authors synthesise research and theory that advance our understanding of creativity and innovation implementation in groups at work and suggest that creativity occurs primarily at the early stages of innovation processes with innovation implementation later.
Abstract: In this article I synthesise research and theory that advance our understanding of creativity and innovation implementation in groups at work. It is suggested that creativity occurs primarily at the early stages of innovation processes with innovation implementation later. The influences of task characteristics, group knowledge diversity and skill, external demands, integrating group processes and intragroup safety are explored. Creativity, it is proposed, is hindered whereas perceived threat, uncertainty or other high levels of demands aid the implementation of innovation. Diversity of knowledge and skills is a powerful predictor of innovation, but integrating group processes and competencies are needed to enable the fruits of this diversity to be harvested. The implications for theory and practice are also explored.

1,389 citations


"Moderating effect of Zhong Yong on ..." refers background or result in this paper

  • ...Individual creativity involves generation of novel and useful ideas, and occurs primarily at the early stages of the innovative process (Amabile, 1996); innovation behaviour includes turning these creative ideas into tangible products, including the processes of idea promotion and implementation (West & Farr, 1990; West, 2002)....

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  • ...…generation of novel and useful ideas, and occurs primarily at the early stages of the innovative process (Amabile, 1996); innovation behaviour includes turning these creative ideas into tangible products, including the processes of idea promotion and implementation (West & Farr, 1990; West, 2002)....

    [...]

  • ...Consistent with the previous research on creativity and innovation behaviour, we also found that creativity was positively linked to innovation behaviour (West & Farr, 1990; Scott & Bruce, 1994; Janssen, 2000; West, 2002)....

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Journal ArticleDOI
TL;DR: This study adopted an interactional approach to understanding how 2 of the Five-Factor traits, openness to experience and conscientiousness, are related to creative behavior in the workplace.
Abstract: This study adopted an interactional approach to understanding how 2 of the Five-Factor traits, openness to experience and conscientiousness, are related to creative behavior in the workplace. Openness to experience is theorized to result in high levels of creative behavior and conscientiousness is theorized to result in low levels of creative behavior when the situation allows for the manifestation of the trait influences. More specifically, the authors hypothesized that openness to experience would result in high levels of creative behavior if feedback valence were positive and job holders were presented with a heuristic task that allowed them to be creative. The authors also hypothesized that conscientiousness would result in low levels of creative behavior if supervisors engaged in close monitoring and coworkers were unsupportive. The authors tested their hypotheses in a sample of office workers, and 5 out of the 6 hypotheses were supported.

1,238 citations


"Moderating effect of Zhong Yong on ..." refers background in this paper

  • ...Using subjective ratings to measure employee creativity is typical in the literature concerning workplace creativity (e.g. George & Zhou, 2001; Zhou, 2003), and previous literature has shown significant correlation between subjective rating and objective measure of creativity (e.g. patent…...

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Journal ArticleDOI
TL;DR: In this article, a longitudinal study of the functioning of top management teams in 27 hospitals examined relationships between group and organizational factors and team innovation, and it was predicted that group size, resources, team tenure, group processes, and proportion of innovative team members would affect the level and quality of team innovation.
Abstract: A longitudinal study of the functioning of top management teams in 27 hospitals examined relationships between group and organizational factors and team innovation. A model of group inputs, processes, and outputs was used, and it was predicted that group size, resources, team tenure, group processes, and proportion of innovative team members would affect the level and quality of team innovation. The results suggested that group processes best predict the overall level of team innovation, whereas the proportion of innovative team members predicts the rated radicalness of innovations introduced. Resources available to teams do not predict overall team innovation. The quality of team innovation (radicalness, magnitude, and novelty) may be determined primarily by the composition of the team, but overall level of innovation may be more a consequence of the team's characteristic social processes.

1,114 citations


"Moderating effect of Zhong Yong on ..." refers background in this paper

  • ...In contrast, threat and uncertainty will hinder the process of converting creative ideas into innovations (West & Anderson, 1996)....

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