Search Results (5)

Given the ubiquitous nature of mobile devices and information and communication technologies (ICT), after-hours work-related interruptions (AHWI) occur anywhere and anytime in China. In the current study, an alternative person–environment (P-E) fit model of ICT-enabled AHWI, hereafter referred to as IAWI, that treats polychronic variables as moderated solutions are presented. A cross-sectional survey among 277 Chinese employees (average age: 32.04 years) was conducted in September 2022 and tested by PLS-structural equation modeling to validate our hypotheses. The results indicated that IAWI had a positive influence on employees’ innovative job performance and in-role job performance (β = 0.139, p < 0.05; β = 0.200, p < 0.01; β = 0.298, p < 0.001). Moreover, among employees with higher levels of polychronicity, the heightened effects of IAWI on innovative job performance were increased (β = 0.112, p < 0.05). This study offers implications for employees: under IAWI situations, they could search for a person–environment (P-E) that is fit to buffer the negative aspects of IAWI, consequently increasing their innovative job performance and in-role job performance. Future research could extend beyond this framework to explore employees’ IAWI and job performance balance. Full article

The hospitality sector, especially the hotel business, is at a crossroads. Dynamic business environments, rivalries, and isomorphisms in service operations are significant challenges for hotel enterprises. Fostering employee creativity is undoubtedly something that can well position a hotel in the face of competition. Research shows that corporate social responsibility (CSR) perceptions of employees for an enterprise can motivate them to be engaged in creativity. At the same time, it has also been mentioned that corporate leaders could significantly influence the behavior of employees. Nevertheless, employee creativity in a CSR framework has not been well-explored in a hospitality context. Moreover, the role of leadership, especially inclusive leadership styles, has been less discussed to spur employee creativity from a CSR perspective. To bridge the above knowledge gaps, this study investigates the relationship between CSR and employee creativity with the mediating effect of inclusive leadership in the hotel industry of a developing economy. Moreover, the conditional indirect effect of employee polychronicity was also tested in the proposed mediated relationship. For data collection, an adapted questionnaire was taken into consideration by employing a paper–pencil method (n = 427). A hypothetical model was refined and validated through structural equation modeling (SEM). The results confirmed that CSR can drive employee creativity significantly, and inclusive leadership partially mediates this relationship. It was also realized that polychronicity has a significant conditional indirect effect on the above-mediated relationship. These outcomes contribute to improvements in the hotel management, as well-designed CSR activities both improve the hotel’s image as an ethical enterprise and increase creativity among employees. Full article

Creativity at the level of employees is of utmost importance for every sector of an economy, with no exception to a healthcare system. The reason why employee creativity is important lies in the fact that employees have profound knowledge of their job and thus can serve as a source of meaningful innovation in an organization. Research shows that employee creativity is largely dependent on leadership. Corporate leaders significantly influence subordinates’ behavior. However, with the economic development, globalization, and changing business environment, a traditional authoritative leadership style can no longer be effective in understanding employees’ psychological needs to foster their creative behavior. In this regard, the role of inclusive leadership as an effective organizational management strategy was recently discussed in literature at different levels. It was also stated that an inclusive leader could foster employee creativity. However, such relationships in healthcare systems of developing economies have largely remained under-explored previously. We explored employee creativity in a healthcare context of a developing economy in an inclusive leadership framework to bridge such knowledge gaps. We also investigated the mediating roles of psychological safety and polychronicity in the above-stated relationship. We collected the data from hospital employees through a questionnaire (paper–pencil method). A hypothetical model was developed, which was tested through structural equation modeling in AMOS. Based upon the statistical outcomes, we found that an inclusive leadership style in a hospital can significantly foster employee creativity, whereas psychological safety and polychronicity mediate this relationship. This study offers different theoretical and practical insights, especially to a healthcare system. An important finding was that an inclusive leader can motivate the followers to be more creative. This finding is significant for a hospital because creative employees provide a hospital with a solid competitive base. Full article

Given the importance of individual level creativity, this paper investigates the influence of employee polychronicity on employee creativity among nurses in the healthcare sector. The current research also tests how job engagement acts as a mediator between employees’ polychronicity and creativity. Finally, thepaper analyzes the role of functional flexibility as a moderator that enhances the influence of polychronicity on employee creativity. The current paper presents empirical research, and cross-sectional data were gathered from 457 nurses (Subordinate Staff) and 127 doctors (Supervisors) working in 37DHQ (District Head Quarters) hospitals in Pakistan. Descriptive statistics, correlation, and multiple-regression techniques were applied for analyzing the collected data. The findings proved that the nurses’ polychronic attitude increases their creativity. Findings revealed that job commitment plays a mediating role between polychronicity and employee creativity. The findings proved that functional flexibility enhances the link between polychronicity and creativity. This research has contributed to both theory and managerial practice about the interplay of polychronicity, creativity, job engagement, and functional flexibility among nurses. The management in practice should focus on employee attitude, i.e., polychronicity, for improving their creativeness. Full article

Polychronicity refers to the preference of some individuals to structure their time in order to deal with multiple tasks simultaneously in a short period of time. Past research regarding the correlation between individual polychronicity and performance presented distinct arguments. Although most studies supported a positive correlation with performance, empirical findings showed inconsistent results, indicating the presence of other influencing factors. According to the person–environment fit theory and self-determination theory, the effect of polychronicity on job performance was verified and the mediation effect of well-being was tested in this study. Dual-mode questionnaires were collected from 532 subordinators and their direct supervisors in 98 chain restaurants and hierarchical regression analysis was performed to test the research hypotheses. The results showed that polychronicity positively affected well-being, that is, well-being was a full mediator between polychronicity and job performance. This study provides valuable insight for managers to understand employee polychronicity and, in turn, improve their well-being, which could help improve job performance. Full article