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Zhao Y, Yu T, Zhang Z. The influence of team motivational climate on employee creativity-mediating role of domain-relevant skills. Front Psychol 2023; 14:1177778. [PMID: 37885743 PMCID: PMC10598696 DOI: 10.3389/fpsyg.2023.1177778] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/02/2023] [Accepted: 08/17/2023] [Indexed: 10/28/2023] Open
Abstract
Employee creativity drives enterprise development, and team motivational climate plays an important role in incubating employee creativity. Based on creativity component theory, this study explores the impact of team motivational climate (mastery climate and performance climate) on employee creativity and its mechanism. Through the paired data of supervisors and employees at three time points, the research shows that mastery climate positively affects employees' domain-relevant skills and domain-relevant skills positively affect employee creativity. By controlling the mediating effect of intrinsic motivation and self-efficacy, domain-relevant skills mediate the impact of mastery climate on employee creativity; performance climate and mastery climate work together on domain-relevant skills. When both are high, domain-relevant skills are highest. Performance climate moderate the mediating effect of domain-relevant skills between mastery climate and employee creativity. When performance climate is high, the mediating effect of domain-relevant skills is stronger. Suggestions for practice and future research are provided.
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Affiliation(s)
- Yanmei Zhao
- Department of Human Resource Management, School of Business, Nanjing Audit University, Nanjing, China
| | - Ting Yu
- Department of Human Resource Management, Business School, Nanjing University, Nanjing, China
| | - Zhengtang Zhang
- Department of Human Resource Management, Business School, Nanjing University, Nanjing, China
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Niu L, Yang Z. Impact of Performance Climate on Overtime Behaviors of New Generation Employees: The Moderating Effect of Perceived Employability and Mediating Role of Job Insecurity. Psychol Res Behav Manag 2022; 15:3733-3749. [PMID: 36569975 PMCID: PMC9785203 DOI: 10.2147/prbm.s390051] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/09/2022] [Accepted: 12/11/2022] [Indexed: 12/23/2022] Open
Abstract
Purpose In the post-pandemic era, the employment environment in China has been worsening. New generation employees are faced with higher work requirements. Against the backdrop, the "involution" culture has been a mainstream culture of different walks of life. Pressure of competition brought about by "involution" has made overtime behaviors increasingly prevailing among new generation employees. In this background, this research discusses about the impact of organizational performance climate on new generation employees' overtime behaviors as well as the role of job insecurity and perceived employability in the process. Patients and Methods The data collection is conducted in the currently popular industries. Ultimately, 348 valid questionnaires are collected. Later, the regression analysis and bootstrap methods are used to test the theoretical hypotheses. Results Organizational performance climate can promote new generation employees' overtime behaviors; job insecurity plays a mediating role between organizational performance climate and new generation employees' overtime behaviors; perceived employability can negatively moderate the correlation between job insecurity and overtime behaviors, and negatively moderate the mediating effect between performance climate and overtime behaviors. Conclusion Based on conservation of resources theory, this research explains the new generation employees' overtime behaviors formation mechanism under the "involution" culture in China. These results deepen the understanding of the overtime work mechanism according to characteristics of new generation employees and post-pandemic era, which can provide theoretical support and practical guidance for a reasonable control of employees' overtime behaviors under the "involution" culture.
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Affiliation(s)
- Lixia Niu
- College of Business Management, Liaoning Technical University, Huludao City, People’s Republic of China
| | - Zhiyuan Yang
- College of Business Management, Liaoning Technical University, Huludao City, People’s Republic of China,Correspondence: Zhiyuan Yang, College of Business Management, Liaoning Technical University, 188 Longwan South Street, Huludao City, Liaoning Province, 125105, People’s Republic of China, Tel +86 186-9148-9190, Email
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Spjelkavik Ø, Enehaug H, Klethagen P, Howe EI, Fure SC, Terjesen HCA, Løvstad M, Andelic N. Workplace accommodation in return to work after mild traumatic brain injury. Work 2022; 74:1149-1163. [PMID: 36442182 DOI: 10.3233/wor-211440] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022] Open
Abstract
BACKGROUND: While a vast amount of research focuses on unmodifiable and individual factors that may impact return to work (RTW) for patients with traumatic brain injury (TBI), less knowledge exists of the relationship between specific workplace factors and work retention. OBJECTIVE: Identify types of accommodation in the workplace that influence the RTW process for employees with TBI and the challenges associated with them. METHODS: A multiple case study consisting of 38 cases and 109 interviews of employees with TBI and their managers conducted between 2017 and 2020 at two time points. RESULTS: Accommodation of both the organizational and psychosocial work environment influences RTW for employees with TBI. Social support and supportive management may have positive and negative effects. RTW is often not a linear process. Over time, maintaining and developing customized accommodation in the work organization is challenging. CONCLUSIONS: Uncertainty about accommodation in RTW for employees with TBI is closely linked to lack of knowledge in the workplace of how to handle complex and nonlinear RTW processes. Work-oriented rehabilitation should to a greater extent provide managers with relevant information and support to develop the person-environment fit over time.
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Affiliation(s)
| | - Heidi Enehaug
- Work Research Institute, Oslo Metropolitan University, Oslo, Norway
| | - Pål Klethagen
- Work Research Institute, Oslo Metropolitan University, Oslo, Norway
| | - Emilie Isager Howe
- Department of Physical Medicine and Rehabilitation, Oslo University Hospital, Oslo, Norway
- Institute of Clinical Medicine, Faculty of Medicine, University of Oslo, Oslo, Norway
| | - Silje C.R. Fure
- Department of Physical Medicine and Rehabilitation, Oslo University Hospital, Oslo, Norway
- Research Centre for Habilitation and Rehabilitation Models and Services (CHARM), Institute of Health and Society, University of Oslo, Oslo, Norway
| | | | - Marianne Løvstad
- Department of Research, Sunnaas Rehabilitation Hospital Trust, Nesoddtangen, Norway
- Department of Psychology, University of Oslo, Oslo, Norway
| | - Nada Andelic
- Department of Physical Medicine and Rehabilitation, Oslo University Hospital, Oslo, Norway
- Research Centre for Habilitation and Rehabilitation Models and Services (CHARM), Institute of Health and Society, University of Oslo, Oslo, Norway
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Steindórsdóttir BD, Nerstad CGL, Magnúsdóttir KÞ. What makes employees stay? Mastery climate, psychological need satisfaction and on-the-job embeddedness. NORDIC PSYCHOLOGY 2020. [DOI: 10.1080/19012276.2020.1817770] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
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Nerstad CGL, Caniëls MCJ, Roberts GC, Richardsen AM. Perceived Motivational Climates and Employee Energy: The Mediating Role of Basic Psychological Needs. Front Psychol 2020; 11:1509. [PMID: 32754087 PMCID: PMC7365864 DOI: 10.3389/fpsyg.2020.01509] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/23/2020] [Accepted: 06/05/2020] [Indexed: 11/30/2022] Open
Abstract
This study draws on achievement goal theory and self-determination theory to examine the associations among two motivational climates (i.e., mastery and performance) and two indicators of energy at work (i.e., vigor and emotional exhaustion), as well as the mediating role of basic psychological need satisfaction (i.e., autonomy, relatedness, and competence). A two-wave longitudinal study was conducted collecting data from 1,081 engineers and technologists. We applied previously validated instruments to assess the variables of interest. Structural equation modeling analyses were conducted to test the hypotheses. Our findings show that mastery climate is positively and significantly related to each of the three basic needs, whereas a performance climate is negatively and significantly related to each of the three basic needs. Further, the results indicate that the basic needs are significantly associated with both measures of energy, negatively with emotional exhaustion and positively with vigor. This pattern of results suggests that basic psychological need satisfaction mediates the relationship between motivational climates and energy at work.
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Affiliation(s)
- Christina G. L. Nerstad
- Oslo Business School, OsloMet – Oslo Metropolitan University, Oslo, Norway
- Department of Leadership and Organizational Behavior, BI Norwegian Business School, Oslo, Norway
- *Correspondence: Christina G. L. Nerstad, ;
| | | | - Glyn C. Roberts
- Institute of Sport and Social Sciences, Norwegian School of Sport Sciences, Oslo, Norway
| | - Astrid M. Richardsen
- Department of Leadership and Organizational Behavior, BI Norwegian Business School, Oslo, Norway
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Nerstad CGL, Buch R, Dysvik A, Säfvenbom R. Stability of Individuals' Definitions of Success and the Influence of Perceived Motivational Climate: A Longitudinal Perspective. Front Psychol 2020; 11:1326. [PMID: 32595576 PMCID: PMC7300316 DOI: 10.3389/fpsyg.2020.01326] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/19/2020] [Accepted: 05/19/2020] [Indexed: 11/13/2022] Open
Abstract
In the present study, we investigated the stability and malleability of cadets' definitions of success (mastery and performance goal orientations) contextualized within a certain motivational climate (mastery and performance climates). Based on data from three military academies, the results revealed that cadets' goal orientations and their perceptions of the motivational climate remained relatively stable throughout the 2 years of study across three time-points. We also found that a mastery climate predicted individual mastery orientation, and that a performance climate predicted individual performance orientation. These findings contribute to achievement goal theory by clarifying the importance of considering goal orientation contextualized within a certain motivational climate over time. Implications for future research and practice are discussed.
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Affiliation(s)
- Christina G. L. Nerstad
- Faculty of Social Sciences, Oslo Business School, OsloMet—Oslo Metropolitan University, Oslo, Norway
- Department of Leadership and Organizational Behavior, BI Norwegian Business School, Oslo, Norway
| | - Robert Buch
- Faculty of Social Sciences, Oslo Business School, OsloMet—Oslo Metropolitan University, Oslo, Norway
- School of Communication, Leadership and Marketing, Kristiania University College, Oslo, Norway
| | - Anders Dysvik
- Department of Leadership and Organizational Behavior, BI Norwegian Business School, Oslo, Norway
| | - Reidar Säfvenbom
- Department of Physical Education, Norwegian School of Sport Sciences, Oslo, Norway
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Kopperud KH, Nerstad CGL, Dysvik A. Should I Stay or Should I Go? The Role of Motivational Climate and Work-Home Spillover for Turnover Intentions. Front Psychol 2020; 11:1107. [PMID: 32581947 PMCID: PMC7286056 DOI: 10.3389/fpsyg.2020.01107] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/06/2019] [Accepted: 04/29/2020] [Indexed: 11/13/2022] Open
Abstract
Emerging trends in the workforce point to the necessity of facilitating work lives that foster constructive and balanced relationships between professional and private spheres in order to retain employees. Drawing on the conservation of resources theory, we propose that motivational climate influences turnover intention through the facilitation of work-home spillover. Specifically, we argue that employees working in a perceived mastery climate are less likely to consider voluntarily leaving their employer because of increased positive-and reduced negative-work-home spillover experiences. We further argue that employees working in a perceived performance climate are more likely to consider voluntarily leaving their employer because of reduced positive-and increased negative-work-home spillover experiences. In a cross-lagged survey of 1074 employees in a Norwegian financial-sector organization, we found that work-home spillover partly mediates the relationship between a perceived motivational climate and turnover intention. Specifically, mastery climates seem to facilitate positive-and reduce negative-spillover between the professional and private spheres, which in turn decreases employees' turnover intention. Contrary to our expectations, a perceived performance climate slightly increased both positive and negative work-home spillover, however increasing employees' turnover intention. We discuss implications for practice and future research.
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Affiliation(s)
| | - Christina G. L. Nerstad
- Oslo Business School, Oslo Metropolitan University, Oslo, Norway
- BI Norwegian Business School, Oslo, Norway
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Nerstad CGL, Wong SI, Richardsen AM. Can Engagement Go Awry and Lead to Burnout? The Moderating Role of the Perceived Motivational Climate. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2019; 16:ijerph16111979. [PMID: 31167418 PMCID: PMC6603860 DOI: 10.3390/ijerph16111979] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 04/30/2019] [Revised: 05/27/2019] [Accepted: 05/29/2019] [Indexed: 11/19/2022]
Abstract
In this study, we propose that when employees become too engaged, they may become burnt out due to resource depletion. We further suggest that this negative outcome is contingent upon the perceived motivational psychological climate (mastery and performance climates) at work. A two-wave field study of 1081 employees revealed an inverted U-shaped relationship between work engagement and burnout. This finding suggests that employees with too much work engagement may be exposed to a higher risk of burnout. Further, a performance climate, with its emphasis on social comparison, may enhance—and a mastery climate, which focuses on growth, cooperation and effort, may mitigate the likelihood that employees become cynical towards work—an important dimension of burnout.
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Affiliation(s)
| | - Sut I Wong
- BI Norwegian Business School, 0442 Oslo, Norway.
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Nerstad CGL, Richardsen AM, Roberts GC. Who are the high achievers at work? Perceived motivational climate, goal orientation profiles, and work performance. Scand J Psychol 2018; 59:661-677. [PMID: 30265374 DOI: 10.1111/sjop.12490] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/02/2017] [Accepted: 07/16/2018] [Indexed: 11/26/2022]
Abstract
The purpose of this study was to respond to the call for research on goal orientation (mastery and performance orientation) profiles in work contexts. Among 8,282 engineers and technologists, Latent profile analyses indicated that four different goal orientation profiles existed - primarily mastery oriented, indifferent, moderate multiple goals, and success oriented. Both success oriented employees and employees who are primarily mastery oriented indicated the highest individual work performance. Further, mastery and performance climates were found to be relevant antecedents of employees' goal orientation profiles. Supplementary analyses suggested that a primarily mastery oriented profile seems to be more beneficial for the facilitation of employee well-being. The practical implications of these findings and directions for future research are presented.
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Nerstad CG, Dysvik A, Kuvaas B, Buch R. Negative and positive synergies: On employee development practices, motivational climate, and employee outcomes. HUMAN RESOURCE MANAGEMENT 2018. [DOI: 10.1002/hrm.21904] [Citation(s) in RCA: 20] [Impact Index Per Article: 2.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022]
Affiliation(s)
- Christina G.L. Nerstad
- Department of Leadership and Organizational Behavior; BI Norwegian Business School; Oslo Norway
| | - Anders Dysvik
- Department of Leadership and Organizational Behavior; BI Norwegian Business School; Oslo Norway
| | - Bård Kuvaas
- Department of Leadership and Organizational Behavior; BI Norwegian Business School; Oslo Norway
| | - Robert Buch
- Oslo Metropolitan University (OsloMet); Faculty of Social Sciences, Oslo Business School, Postboks 4, St. Olavs plass; Oslo Norway
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Škerlavaj M, Černe M, Dysvik A, Nerstad CG, Su C. Riding two Horses at Once: The Combined Roles of Mastery and Performance Climates in Implementing Creative Ideas. EUROPEAN MANAGEMENT REVIEW 2017. [DOI: 10.1111/emre.12151] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
| | - Matej Černe
- Faculty of EconomicsUniversity of Ljubljana Ljubljana Slovenia
| | | | | | - Chunke Su
- Department of CommunicationUniversity of Texas Arlington Arlington TX USA
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