Unravelling the role of organizational commitment and work engagement in the relationship between self-leadership and employee creativity

IF 1.6 Q2 Business, Management and Accounting Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2022-08-09 DOI:10.1108/ebhrm-08-2021-0164
K. Jnaneswar, G. Ranjit
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引用次数: 4

Abstract

PurposeThe purpose of this study is to examine the serial mediating mechanism between self-leadership and employee creativity through organizational commitment and work engagement. Drawing on the self-determination theory and broaden and build theory, this study investigates the indirect effect of self-leadership on employee creativity through organizational commitment and work engagement.Design/methodology/approachThe relationships were investigated using PROCESS macro for SPSS. Data were collected from 324 employees working in the Indian automobile industry. Structural equation modelling was used to evaluate the model fit of the measurement model.FindingsThe results of the study revealed that self-leadership impacts employee creativity. Further, the findings showed that both organizational commitment and work engagement individually mediate the relationship between self-leadership and employee creativity. The key finding of this research was the partial serial mediation of organizational commitment and work engagement in the relationship between self-leadership and employee creativity.Originality/valueThis is one of the primary studies that examined the serial mediating effect of organizational commitment and work engagement in the relationship between self-leadership and employee creativity. This study contributes to the existing literature on self-leadership and employee creativity by evincing the mediating mechanism of organizational commitment and work engagement.
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揭示组织承诺和工作投入在自我领导和员工创造力关系中的作用
目的本研究旨在通过组织承诺和工作投入来检验自我领导与员工创造力之间的一系列中介机制。本研究借鉴自决理论和拓展与构建理论,通过组织承诺和工作投入,考察了自我领导对员工创造力的间接影响。设计/方法/方法使用SPSS的PROCESS宏来调查这些关系。数据来自印度汽车行业的324名员工。使用结构方程建模来评估测量模型的模型拟合度。研究结果表明,自我领导会影响员工的创造力。此外,研究结果表明,组织承诺和工作投入都单独调节了自我领导和员工创造力之间的关系。本研究的关键发现是组织承诺和工作投入在自我领导和员工创造力之间的部分串联中介作用。独创性/价值这是检验组织承诺和工作投入在自我领导和员工创造力关系中的一系列中介作用的主要研究之一。本研究通过揭示组织承诺和工作投入的中介机制,为现有关于自我领导和员工创造力的文献做出了贡献。
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来源期刊
CiteScore
2.70
自引率
6.20%
发文量
39
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