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.
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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
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
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
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
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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TL;DR: Theoretical concepts that assist in the understanding of culture are discussed in this paper and some predictions for the future are made for cross-cultural and cross-cultural research are discussed.
Abstract: Conceptualizing Culture and Its Impact. Theoretical Concepts that Assist in the Understanding of Culture. Some Methodological Concerns in Intercultural and Cross-Cultural Research. Socialization. Formal Educational Experiences. Intergroup Relations: Cultures in Contact. Interacting Successfully with People from Other Cultures. Culture's Effects on the World of Work. Culture and Gender. Culture and Health. Some Predictions for the Future.
765 citations
"Moderating effect of Zhong Yong on ..." refers methods in this paper
...Both the creativity and innovation behaviour measures were originally written in English, and were translated into Chinese using standard back-translation procedures (Brislin, 1993)....
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TL;DR: Converging results from the 2 field studies demonstrated that when creative coworkers were present, the less supervisors engaged in close monitoring, the more employees exhibited creativity.
Abstract: Study 1 was conducted to examine the contribution of the joint condition of supervisor close monitoring and the presence of creative coworkers to employees' creativity, In addition to replicating Study l's results, Study 2 examined (a) the joint condition of supervisor developmental feedback and presence of creative coworkers and (b) whether creative personality moderated the contributions of the 2 joint conditions. Converging results from the 2 field studies demonstrated that when creative coworkers were present, the less supervisors engaged in close monitoring, the more employees exhibited creativity. Study 2 also found that the contribution of this joint condition was stronger for employees with less creative personalities and that when creative coworkers were present, the more supervisors provided developmental feedback, the more employees exhibited creativity.
763 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....
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...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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...Thus, employees’ creativity is just the starting point for broader organizational innovation (Zhou, 2003)....
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...Thus, employees’ creativity is just the starting point for broader organizational innovation (Zhou, 2003)....
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TL;DR: The results showed that Chinese participants reported stronger association between events, were more responsive to differences in covariation, and were more confident about their covariation judgments, and these cultural differences disappeared when participants believed they had some control over the covariation judgment task.
Abstract: East Asian cognition has been held to be relatively holistic; that is, attention is paid to the field as a whole. Western cognition, in contrast, has been held to be object focused and control oriented. In this study East Asians (mostly Chinese) and Americans were compared on detection of covariation and field dependence. The results showed the following: (a) Chinese participants reported stronger association between events, were more responsive to differences in covariation, and were more confident about their covariation judgments; (b) these cultural differences disappeared when participants believed they had some control over the covariation judgment task; (c) American participants made fewer mistakes on the Rod-and-Frame Test, indicating that they were less field dependent; (d) American performance and confidence, but not that of Asians, increased when participants were given manual control of the test. Possible origins of the perceptual differences are discussed.
682 citations
TL;DR: In this paper, the authors examined whether the same personal and contextual characteristics that enhance innovation could also contribute to quality and efficiency, and demonstrated that people have the ability to both be creative and pay attention to detail.
Abstract: This study examines whether the same personal and contextual characteristics that enhance innovation could also contribute to quality and efficiency. Three hundred and forty-nine engineers and technicians in 21 units of a large R&D company participated in the study. Using CFA and HLM models, we demonstrated that people have the ability to both be creative and pay attention to detail, and that an innovative culture does not necessarily compete with a culture of quality and efficiency. Yet, to reach innovative performance creative people need to take the initiative in promoting their ideas, with the possible corresponding price of low performance quality. Copyright © 2004 John Wiley & Sons, Ltd.
681 citations
"Moderating effect of Zhong Yong on ..." refers methods in this paper
...Self-perceived creativity was measured with a four-item measure (a = 0.827; e.g. ‘I have a lot of creative ideas’) developed by Miron, Erez, and Naveh (2004)....
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TL;DR: In this article, the concept of organizational intelligence is developed and related to innovation, and a conceptual framework is proposed that relates types and levels of intelligence, moderated by contextual factors, to the two stages of the organizational innovation process: initiation and implementation.
Abstract: In this article, organizational innovation is viewed as fundamentally cognitive, and the concept of organizational intelligence is developed and related to innovation. Individual and organizational intelligences are conceptualized as being functionally similar (i.e., as purposeful information processing that enables adaptation to environmental demands). Organizational intelligence, however, is a social outcome and is related to individual intelligence by mechanisms of aggregation, cross-level transference, and distribution. A conceptual framework is proposed that relates types and levels of intelligence, moderated by contextual factors, to the two stages of the organizational innovation process: initiation and implementation. Implications for research and management are discussed.
655 citations
"Moderating effect of Zhong Yong on ..." refers background in this paper
...Additionally, innovation is thought to be enabled by an organizational environment that allows autonomy, tolerates ambiguity, accepts risk taking, reduces bureaucracy and supports communication and information flow (Glynn, 1996)....
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