{"title":"更正 \"家庭婚姻好，工作创造力强：家庭与工作的相互促进对工作场所创造力的影响\"","authors":"","doi":"10.1002/job.2790","DOIUrl":null,"url":null,"abstract":"<p>\n <span>Tang, Y.</span>, <span>Huang, X.</span>, & <span>Wang, Y.</span> (<span>2017</span>). <span>Good marriage at home, creativity at work: Family–work enrichment effect on workplace creativity</span>. <i>Journal of Organizational Behavior</i>, <span>38</span>(<span>5</span>), <span>749</span>–<span>766</span>, DOI: https://doi.org/10.1002/job.2175</p><p>On Page 754, the text of Hypothesis H4 “Employees' creative personality moderates the indirect relationship between their marital satisfaction and workplace creativity through family–work resource spillover, such that the relationship is more pronounced <i>when employees' creative personality is high than when it is low</i>.” was incorrect. This should have read: “Employees' creative personality moderates the indirect relationship between their marital satisfaction and workplace creativity through family–work resource spillover, such that the relationship is more pronounced <i>when employees' creative personality is low than when it is high</i>.”</p><p>We apologize for this error.</p>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":null,"pages":null},"PeriodicalIF":6.2000,"publicationDate":"2024-03-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2790","citationCount":"0","resultStr":"{\"title\":\"Correction to “Good marriage at home, creativity at work: Family–work enrichment effect on workplace creativity”\",\"authors\":\"\",\"doi\":\"10.1002/job.2790\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<p>\\n <span>Tang, Y.</span>, <span>Huang, X.</span>, & <span>Wang, Y.</span> (<span>2017</span>). <span>Good marriage at home, creativity at work: Family–work enrichment effect on workplace creativity</span>. <i>Journal of Organizational Behavior</i>, <span>38</span>(<span>5</span>), <span>749</span>–<span>766</span>, DOI: https://doi.org/10.1002/job.2175</p><p>On Page 754, the text of Hypothesis H4 “Employees' creative personality moderates the indirect relationship between their marital satisfaction and workplace creativity through family–work resource spillover, such that the relationship is more pronounced <i>when employees' creative personality is high than when it is low</i>.” was incorrect. This should have read: “Employees' creative personality moderates the indirect relationship between their marital satisfaction and workplace creativity through family–work resource spillover, such that the relationship is more pronounced <i>when employees' creative personality is low than when it is high</i>.”</p><p>We apologize for this error.</p>\",\"PeriodicalId\":48450,\"journal\":{\"name\":\"Journal of Organizational Behavior\",\"volume\":null,\"pages\":null},\"PeriodicalIF\":6.2000,\"publicationDate\":\"2024-03-31\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2790\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Journal of Organizational Behavior\",\"FirstCategoryId\":\"91\",\"ListUrlMain\":\"https://onlinelibrary.wiley.com/doi/10.1002/job.2790\",\"RegionNum\":2,\"RegionCategory\":\"管理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"BUSINESS\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Organizational Behavior","FirstCategoryId":"91","ListUrlMain":"https://onlinelibrary.wiley.com/doi/10.1002/job.2790","RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"BUSINESS","Score":null,"Total":0}
引用次数: 0
摘要
Tang, Y., Huang, X., & Wang, Y. (2017).家庭婚姻好，工作创造力强：家庭工作丰富化对工作场所创造力的影响。Journal of Organizational Behavior, 38(5), 749-766, DOI: https://doi.org/10.1002/job.2175On 第 754 页，假设 H4 "员工的创造性人格通过家庭-工作资源溢出调节其婚姻满意度与工作场所创造力之间的间接关系，当员工的创造性人格高时，这种关系比低时更明显。"的文字有误。应改为"员工的创造性个性通过家庭-工作资源外溢调节了婚姻满意度与工作场所创造力之间的间接关系，因此当员工的创造性个性较低时，这种关系比创造性个性较高时更为明显。"我们对此错误表示歉意。
Correction to “Good marriage at home, creativity at work: Family–work enrichment effect on workplace creativity”
Tang, Y., Huang, X., & Wang, Y. (2017). Good marriage at home, creativity at work: Family–work enrichment effect on workplace creativity. Journal of Organizational Behavior, 38(5), 749–766, DOI: https://doi.org/10.1002/job.2175
On Page 754, the text of Hypothesis H4 “Employees' creative personality moderates the indirect relationship between their marital satisfaction and workplace creativity through family–work resource spillover, such that the relationship is more pronounced when employees' creative personality is high than when it is low.” was incorrect. This should have read: “Employees' creative personality moderates the indirect relationship between their marital satisfaction and workplace creativity through family–work resource spillover, such that the relationship is more pronounced when employees' creative personality is low than when it is high.”
期刊介绍：
The Journal of Organizational Behavior aims to publish empirical reports and theoretical reviews of research in the field of organizational behavior, wherever in the world that work is conducted. The journal will focus on research and theory in all topics associated with organizational behavior within and across individual, group and organizational levels of analysis, including: -At the individual level: personality, perception, beliefs, attitudes, values, motivation, career behavior, stress, emotions, judgment, and commitment. -At the group level: size, composition, structure, leadership, power, group affect, and politics. -At the organizational level: structure, change, goal-setting, creativity, and human resource management policies and practices. -Across levels: decision-making, performance, job satisfaction, turnover and absenteeism, diversity, careers and career development, equal opportunities, work-life balance, identification, organizational culture and climate, inter-organizational processes, and multi-national and cross-national issues. -Research methodologies in studies of organizational behavior.
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