The Effect of Workplace Ostracism on Creativity: A Daily Diary Study Based on the Job Demand-resource Model

Abstract

Abstract: Based on job demands-resources model, this paper explores the within-person relationship between workplace ostracism and creativity from the perspective of demands, and the moderating effect of performance-prove goal orientation in the within-person relationship from the perspective of resources. The data 112 employees for 10 consecutive days hierarchical linear modeling employed to examine the proposed hypotheses. The results show that the daily workplace ostracism has significant negative effect on daily creativity, and daily creative process engagement plays a full mediating role in this mechanism. Performance-prove goal orientation has a significant moderating effect between daily workplace ostracism and daily creative process engagement, the relationship is weaker at higher levels of performance-prove goal orientation. Performance-prove goal orientation negatively moderates the mediating effect of creative process engagement in the relationship between daily workplace ostracism and daily creativity.

Key words: Workplace Ostracism, Creative Process Engagement, Creativity, Performance-prove Goal Orientation, Daily Diary Research

摘要： 基于工作需求-资源模型,在个体内层次从需求视角探讨每日职场排斥通过每日创造力过程投入的中介作用影响员工每日创造力的动态作用机制,在个体间层次从资源视角探讨绩效证明目标取向在每日职场排斥与每日创造力关系中的调节作用。采用日记调研法获得112名员工连续10个工作日的1120个样本,运用多层线性模型进行假设检验,结果表明:每日职场排斥对每日创造力具有显著的负效应;每日创造力过程投入在该过程中起中介作用;绩效证明目标取向负向调节每日职场排斥对每日创造力过程投入的负效应,同时负向调节每日创造力过程投入在每日职场排斥与每日创造力关系中的中介作用。

关键词: 职场排斥, 创造力过程投入, 创造力, 绩效证明目标取向, 日记调研法

CLC Number:

F272.92

WANG Hongqing, XIAO Jiuling. The Effect of Workplace Ostracism on Creativity: A Daily Diary Study Based on the Job Demand-resource Model[J]. , 2021, 37(5): 92-101.

王洪青, 肖久灵. 职场排斥对创造力的影响:基于工作需求-资源模型的日记研究[J]. 财经论丛, 2021, 37(5): 92-101.

References

[1] Kark R.,Dijk V.D.,Vashdi D.R.Motivated or Demotivated to Be Creative:The Role of Self-regulatory Focus in Transformational and Transactional Leadership Processes[J].Applied Psychology,2018,67(1):186-224.
[2] Tu M.,Cheng Z.,Liu W.Spotlight on the Effect of Workplace Ostracism on Creativity:A Social Cognitive Perspective[J].Frontiers in Psychology,2019,10(2):1-9.
[3] To M.L.,Fisher C.D.,Ashkanasy N.M.,et al.Within-Person Relationships between Mood and Creativity[J].Journal of Applied Psychology,2011,97(3):599-612.
[4] To M.L.,Tse H.H.M.,Ashkanasy N.M.A Multilevel Model of Transformational Leadership,Affect,and Creative Process Behavior in Work Teams[J].Leadership Quarterly,2015,26(4):543-556.
[5] Conner T.S.,Silvia P.J.Creative Days:A Daily Diary Study of Emotion,Personality,and Everyday Creativity[J].Psychology of Aesthetics Creativity &the Arts,2015,9(4):463-470.
[6] Orth M.,Volmer J.Daily Within-Person Effects of Job Autonomy and Work Engagement on Innovative Behaviour:The Cross-level Moderating Role of Creative Self-efficacy[J].European Journal of Work and Organizational Psychology,2017,26(4):601-612.
[7] Schaufeli W.B.Applying the Job Demands-Resources Model:A ‘How to’ Guide to Measuring and Tackling Work Engagement and Burnout[J].Organizational Dynamics,2017,46(2):120-132.
[8] Zhou J.,Shin S.J.,Brass D.J.,et al.Social Networks,Personal Values,and Creativity:Evidence for Curvilinear and Interaction Effects[J].Journal of Applied Psychology,2009,94(6):1544-1552.
[9] Zhou J.,Hoever I.J.Research on Workplace Creativity:A Review and Redirection[J].Annual Review of Organizational Psychology and Organizational Behavior,2014,1(1):333-359.
[10] Robinson S.L.,O'Reilly J.,Wang W.Invisible at Work an Integrated Model of Workplace Ostracism[J].Journal of Management,2013,39(1):203-231.
[11] Kwan H.K.,Zhang X.,Liu J.,et al.Workplace Ostracism and Employee Creativity:An Integrative Approach Incorporating Pragmatic and Engagement Roles[J].Journal of Applied Psychology,2018,103(12):1358-1366.
[12] Zhang X.,Kwan H.K.Workplace Ostracism and Employee Performance Outcomes:The Pragmatic and Psychological Effects[C].Academy of Management Annual Meeting Proceedings,2015.15787-15794.
[13] Xia A.,Wang B.,Song B.H.,et al.How and When Workplace Ostracism Influences Task Performance:Through the Lens of Conservation of Resource Theory[J].Human Resource Management Journal,2019,29(3):353-370.
[14] Ou Z.,Chen T.,Li F.,et al.Constructive Controversy and Creative Process Engagement:The Roles of Positive Conflict Value,Cognitive Flexibility,and Psychological Safety[J].Journal of Applied Social Psychology,2018,48(2):101-113.
[15] Monowar M.,Uddin M.A.,Fan L.The Influence of Transformational Leadership on Employees' Creative Process Engagement:A Multi-level Analysis[J].Management Decision,2019,57(3):741-764.
[16] Zhang X.,Bartol K.M.Linking Empowering Leadership and Employee Creativity:The Influence of Psychological Empowerment,Intrinsic Motivation,and Creative Process Engagement[J].Academy of Management Journal,2010,53(1):107-128.
[17] Xu F.,Wang X.Leader Creativity Expectations and Follower Radical Creativity:Based on the Perspective of Creative Process[J].Chinese Management Studies,2019,13(1):214-234.
[18] Du Y.,Li Z.,Zhang Z.Resources Matter:Combined Influence of Job Demands and Job Control on Creative Process Engagement[J].Journal of Psychology,2019,153(2):141-160.
[19] 齐蕾,刘冰,李逢雨,等.职场排斥对员工创新绩效的“双刃剑”效应研究[J].管理学报,2020,17(8):1169-1178.
[20] Bakker A.B.,Petrou P.,Op D.K.E.M.,et al.Proactive Vitality Management,Work Engagement,and Creativity:The Role of Goal Orientation[J].Applied Psychology:An International Review,2020,69(2):351-378.
[21] Van Woerkom M.,Bakker A.B.,Nishii L.H.Accumulative Job Demands and Support for Strength Use:Fine-Tuning the Job Demands-Resources Model Using Conservation of Resources Theory[J].Journal of Applied Psychology,2016,101(1):141-150.
[22] Guo Y.,Wang C.,Feng Y.The Impact of Psychological Climate on Employees' Innovative Use of Information Systems:The Moderating Role of Goal Orientation[J].Behaviour and Information Technology,2019,38(4):1-16.
[23] De Clercq D.,Haq I.,Azeem M.Workplace Ostracism and Job Performance:Roles of Self-efficacy and Job Level[J].Personnel Review,2019,48 (1):184-203.
[24] Feng L.,Li J.,Feng T.,et al.Workplace Ostracism and Job Performance:Meaning at Work and Family Support as Moderators[J].Social Behavior and Personality:An international journal,2019,47(11):8244-8258.
[25] Kiazad K.,Seibert S.E.,Kraimer M.L.Psychological Contract Breach and Employee Innovation:A Conservation of Resources Perspective[J].Journal of Occupational and Organizational Psychology,2014,87(3):535-556.
[26] Choi Y.The Moderating Effect of Leader Member Exchange on the Relationship between Workplace Ostracism and Psychological Distress[J].Asia-Pacific Journal of Business Administration,2019,11(2):146-158.
[27] Chung Y.W.,Kim T.Impact of Using Social Network Services on Workplace Ostracism,Job Satisfaction,and Innovative Behavior[J].Behaviour &Information Technology,2017,36(12):1235-1243.
[28] Zhou Q.,Pan W.A Cross-level Examination of the Process Linking Transformational Leadership and Creativity:The Role of Psychological Safety Climate[J].Human Performance,2015,28(5):405-424.
[29] Crawford E.R.,LePine J.A.Rich B.L.Linking Job Demands and Resources to Employee Engagement and Burnout:A Theoretical Extension and Meta-analytic Test[J].Journal of Applied Psychology,2010,95(5):834-848.
[30] Tan C.S.,Lau X.S.,Lee L.K.The Mediating Role of Creative Process Engagement in the Relationship between Shyness and Self-rated Creativity[J].Journal of Creative Behavior,2017,53(2):222-231.
[31] Azim M.T.,Fan l.,Uddin M.A.,et al.Linking Transformational Leadership with Employees Engagement in the Creative Process[J].Management Research Review,2019,42(7):837-858.
[32] 张兰霞,张靓婷,付竞瑶,等.员工建言行为在目标导向与工作绩效间的传导作用研究[J].管理学报,2018,15(6):42-51.
[33] Dietz B.,Van Knippenberg D.,Hirst G.,et al.Outperforming Whom? A Multilevel Study of Performance-Prove Goal Orientation,Performance,and the Moderating Role of Shared Team Identification[J].Journal of Applied Psychology,2015,100(6):1811-1824.
[34] Zhu Y.,Chen T.,Wang M.,et al.Rivals or Allies:How Performance-Prove Goal Orientation Influences Knowledge Hiding[J].Journal of Organizational Behavior,2019,40(7):849-868.
[35] 朱秀梅,方琦,鲍明旭.基于领导-成员交换调节作用的目标导向对员工创业学习的影响研究[J].管理学报,2016,13(12):1792-1800.
[36] Ohly S.,Sonnentag S.,Niessen C.,et al.Diary Studies in Organizational Research:An Introduction and Some Practical Recommendations[J].Journal of Personnel Psychology,2010,9(2):79-93.
[37] Ferris D.L.,Brown D.J.,Berry J.W.,et al.The Development and Validation of the Workplace Ostracism Scale[J].Journal of Applied Psychology,2008,93(6):1348-1366.
[38] George J.M.,Zhou J.When Openness to Experience and Conscientiousness are Related to Creative Behavior:An Interactional Approach[J].Journal of Applied Psychology,2001,86(3):513-524.
[39] Vandewalle D.Development and Validation of a Work Domain Goal Orientation Instrument[J].Educational and Psychological Measurement,1997,57(6):995-1015.
[40] Zhang Z.,Zyphur M.J.,Preache K.J.Testing Multilevel Mediation Using Hierarchical Linear Models:Problems and Solutions[J].Organizational Research Methods,2009,12(4):695-719.
[41] 王晓红,徐峰.知识创新团队内部创造力传导机制研究——基于创新过程视角[J].科学学与科学技术管理,2019,40(1):34-50.
[42] 刘晔,曲如杰,时勘,等.领导创新期待对员工根本性创新行为的影响:创新过程投入的视角[J].南开管理评论,2016,19(6):17-26.
[43] Bakker A.B,Xanthopoulou D.The Crossover of Daily Work Engagement:Test of an Actor-Partner Interdependence Model[J].Journal of Applied Psychology,2009,94(6):1562-1571.