• 산업경영시스템학회지
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• 제20권43호
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• pp.333-355
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• 1997

The future society is forcasted the creativity society. The employee creativity and the leadership are more important than any other factor of the organization. This research would review the antecedent study of the superordinate leadership and the employee creativity. The major purpose of this study are theorically and empirically to identify the relationship between the superordinate leadership and the employee creativity. However, this would suggest the direction of the employee creativity development for both the management and the scholars.

• The Journal of Asian Finance, Economics and Business
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• 제8권3호
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• pp.595-604
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• 2021

This research aimed to explore the relationship between the challenge and enjoyment dimensions of intrinsic motivation and employee creativity at an individual level. Besides, the study focused on investigating the moderating role of empowering leadership in promoting employee creativity at work. In particular, in the context of Vietnam's electricity industry, the power generation stage faces significant challenges, forcing to innovate and restructure strongly to respond flexibly to the requirements of the electricity market development in Vietnam as well as gradually integrate with other countries in Southeast Asia. The authors used structural equations modeling (SEM) combined with Hayes' moderator variable analysis method (2017) based on primary data. The data included 550 questionnaires from technicians, engineers, and experts directly involved in the operation and production of 36 power generation businesses Vietnam. The results showed the relationship between the enjoyment dimension of intrinsic motivation and employee creativity is not statistically significant, which partly explains the instability of the link between intrinsic motivation and employee creativity. Meanwhile, the challenge dimension is positively associated with employee creativity, but this relationship is more robust in empowering leadership. The study also indicated the challenge dimension of intrinsic motivation is an important predictor of employee creativity.

• The Journal of Asian Finance, Economics and Business
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• 제6권2호
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• pp.123-133
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• 2019

The study aims to investigate the nexus of between role identity, self-efficacy, feeling of energy, and employee creativity in the hotel industry of Korea. The employees' innovative behaviors like creativity have been many researchers' interest for decades in the hotel industry. The hypotheses depicting the relationship among the variables have been proposed based on a review of existing literature. The number of 215 cases was used for final analysis and the results were explained through structural equation modeling. The results indicate the hotel employees' role identity and creative self-efficacy positively influenced their feeling of energy. Further, both role identity and creative self-efficacy make significant impact on employee creativity. Feeling of energy also makes a positively significant impact on employee creativity. Feeling of energy partially mediates the relationship between the two independent variables and employee creativity. As a result, creative role identity, self-efficacy, and feeling of energy explain the variance of the hotel employees' creativity. The results present that hotel practitioners need to regard their employees' creative roles and build organizational culture to support creative activities so as to enhance employee creativity. Finally, theoretical and practical implications for the hotel industry and future studies have been discussed.

• 디지털융복합연구
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• 제13권11호
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• pp.99-108
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• 2015

본 연구의 목적은 고객과의 접촉이 잦은 은행종업원들을 대상으로 감정노동전략 즉 내면행동과 표면행동, 종업원창의성 및 서비스성과 간 상호 관련성과 감정노동전략-서비스성과 관계에서 종업원창의성의 매개효과를 검증하고자 하는 것이다. 자료 수집은 대구와 경남 지역에서 은행에 근무하는 일선종업원을 모집단으로 하여 총 500부를 배포하여 불성실하게 응답한 설문지를 제외하고 최종 분석에는 484부를 사용하였다. 가설검증은 AMOS를 이용하였다. AMOS 분석 결과, 일선 서비스종업원의 감정노동전략 중 표면행동은 종업원창의성에 부의 영향을, 내면행동은 종업원창의성에 정의 영향을, 그리고 종업원창의성은 서비스성과에 정의 영향을 미치는 것으로 나타났다. 감정노동전략 즉 표면행동과 내면행동-서비스성과 관계에서 종업원창의성의 매개효과 분석에서 부분매개효과를 가지는 것으로 나타났다. 마지막으로 이러한 조사결과를 바탕으로 이론적 및 실무적 시사점을 제시하였다.

• 유통과학연구
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• 제16권5호
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• pp.71-81
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• 2018

Purpose - Our research aims to investigate the mediating effect of employee creativity on the relationship between intrinsic motivation and job performance using relationship using Chinese department salespeople samples. Another objective of this study is to be clear boundary conditions that strengthen or weaken the effects of intrinsic motivation on work outcomes (i.e., employee creativity and job performance). Drawing on JD-R theory, we suggest that the two types of coworker support play differential moderating roles in the intrinsic motivation, employee creativity relationship by increasing or decreasing job resources and demands in different ways. Research design, data, and methodology - This empirical study data were collected from gathered from a sample of full time salespeople in China. A total of 550 questionnaires were distributed and 300 responses were collected, indicating a response rate of 84.0%. Working with a sample of 300 salespeople working in a department store in China. SPSS 18.0, Process 2.16 Macro, and M-Plus 8.0 software were used in the data analysis. Descriptive statistics were used to evaluate the distribution of the employee profiles and correlations between variables. M-Plus 8.0 software was used to test the model fit, validity and reliability of the variables. Finally, all research hypotheses was estimated by SPSS Macro 2.16. Results - To test our research hypotheses, we employed an analytical strategy suggested by Hayes (2013; 2015) and Shrout and Bolger (2002). In this study, we tested the relationship between intrinsic motivation and job performance throughout employee creativity. Results showed intrinsic motivation and job performance was partially mediated by employee creativity. The positive relationship between intrinsic motivation and employee creativity when coworker emotional support was high than when it was low. In contrast, the positive association between intrinsic motivation and employee creativity was stronger when coworker instrumental support was low than when it was high. Coworker emotional and instrumental support further moderated the indirect effect of intrinsic motivation on job performance through employee creativity. Conclusions - This study extends the conceptual model and empirical researches in coworker supports literature by representing a fundamental mechanism of how salespeople's intrinsic motivation and job performance throughout employee creativity.

• The Journal of Asian Finance, Economics and Business
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• 제7권11호
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• pp.1021-1031
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• 2020

This study aims to invest in empirical relationships in a model that becomes the process of Team-Performance due to participation in practical training through causality between Training Effectiveness variables, soft-skill competence, Employee-Creativity, and team performance. This study uses a quantitative approach. The analytical tool used is structural equation modeling (SEM) using AMOS version 23 software. Accidental sampling technique is used to collect the sample. As many as 202 respondents filled up a survey questionnaire with complete and valid answers. This study's results significantly contribute to fill the gap of inadequate empirical evidence that can answer critical questions about the missing link between training and employee-performance, more specifically between training-effectiveness and team-performance. The results showed that practical training would encourage employees' soft-skill competence, improve Employee-Creativity, and improve Team-Performance. Furthermore, training-effectiveness also plays a significant role in enhancing employee-creativity and helping in optimal team-performance. This study also found that the relationship between employee-creativity and team-performance did not show positive and significant results; therefore, empirically, it did not support the hypothesis built in this study. Practical training targeted towards increasing soft-skills and creativity is a fundamental reason which not only aims to contribute toward organizational performance but also provides personal feedback for self-development.

• International Journal of Contents
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• 제6권3호
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• pp.38-46
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• 2010

In this study, five personality types of employees have any impact on their creativity, a systematic and comprehensive study of literary research and demonstration studies were parallel. Results of the research employee of the extroversion, agreeableness of their creativity (+) showed the impact. In addition, sincerity, openness to experience, personality and creativity of employee creativity (+) for influencing said. Neuroticism to creativity, but nature does not affect any found. This study, five personality types that affect employee creativity of individuals by examining the relationship between personality type and creativity by presenting a model for the study, employees' personality types can have on creativity and offers a realistic alternative to the theory presented you can find the meaning in that. These theoretical and empirical validation of the results of employee productivity oriented organizations, including human resource management in a systematic and reasonable for the type of personality tests are being conducted on the administrative feasibility is expected to be able to provide. Finally, based on the results of these studies, management and administrative implications and future research directions presented.

• 한국산업정보학회논문지
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• 제24권4호
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• pp.53-64
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• 2019

전통적 서비스 산업인 호텔 서비스의 품질 표준화를 극복하기 위해 차별적 서비스의 다양한 시도들이 있어왔다. 하지만 이러한 시도들은 대체적으로 경쟁호텔에 의해 모방되는 단기적 결과만을 양산하곤 했다. 이에 장기적인 경쟁우위를 구축할 서비스 창의성의 중요성이 주목받고 있다. 이에 본 연구에서는 호텔 서비스 종업원의 창의성을 향상시킬 선행요인으로 시장지향성의 역할을 살펴보고 시장지향성(고객지향성, 경쟁자지향성, 기능간 조정성)과 서비스 창의성의 관계를 살펴보았다. 또한, 한국과 일본의 문화적 차이에 의해서 양국의 호텔 서비스 종업원 간에 시장지향성과 서비스 창의성 간에 차이가 발생하는지를 파악하였다. 실증분석결과, 경쟁자지향성과 서비스 창의성 간의 관계는 한국이 일본보다, 기능 간 조정성과 서비스 창의성 간의 관계는 일본이 한국보다 더 강한 것으로 나타났다. 이러한 실증결과를 바탕으로 이론적, 실무적 시사점을 제공하였다.

• 지식경영연구
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• 제16권3호
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• pp.129-147
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• 2015

Building on previous literature of human resource management and development, this paper investigates the effect of various characteristics of informal education a firm offers on employees' individual creativity. we identify quantity, quality, and variety as three critical components of informal educational and training circumstances. Data from a multi-informant survey conducted to 442 employees in Korean postal service show that a firm's informal educational training has significant effects on its employee creativity. The results indicate that enough high quality of program, various training method have a positive relationship with his/her individual creativity although time and opportunity don't have an critical impact on employee creativity. This study highlights the importance of a firm's informal education in terms of motivation and skills, and helps to explain individual discrepancies in creativity.

• Advances in nano research
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• 제15권3호
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• pp.277-283
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• 2023

This research aims to explore factors influencing creativity among the employees of nanotechnology companies. Further, this survey aimed to investigate the role of psychological capital (PS), job satisfaction (JS) and corporate social responsibility (CSR) as sources to foster creativity. Participants included 375 employees of nanotechnology companies in China. Sequential mediation analysis revealed that creativity was significantly influenced by psychological capital, job satisfaction and corporate social responsibility. Furthermore, not only psychological capital, job satisfaction and corporate social responsibility were directly and indirectly related to creativity but also explained 67.35% variance of it. It seems that having more psychological resources, more well-being and good feelings concerning performance in the workspace and the efforts of companies to improve employee welfare are among the most important factors in increasing employee creativity. Our findings can help companies, especially nontechnology companies, in focusing on factors fostering the creativity of employees, because creativity enhances and promotes the performance and success of companies.