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The Perceived Motivational Climate and Employee Creativity
Altantuya Tsogtbaatar(알탕토야),Hwang Ho Young(황호영) 대한경영학회 2016 대한경영학회 학술발표대회 발표논문집 Vol.2016 No.1
Creativity has been considered a key component of organizational performance. The aim of this research is to develop an integrative understanding of the factors supporting or inhibiting individual’s creative behavior. Drawing on social cognitive theory and achievement goal theory, this research hypothesized and tested a mediating effect of goal orientation and knowledge sharing intention in the relationship between perceived motivational climate and employee creativity in the Mongolian public sector context. The research was administered on 649 employees nested in 30 teams from eleven public schools in Mongolia. The data was analyzed by Structural Equation Modeling with IBM SPSS, Amos 18.0, and Bootstrapping and Sobel tests were conducted to identify the mediating effects. Results revealed that (1) goal orientations (learning/performance) and (2) explicit knowledge sharing intention partially mediated the relationship between perceived motivational climate (mastery/performance) and employee creativity. Additionally, the results found that explicit knowledge sharing intention partially mediated the relationship between goal orientations and employee creativity. However, the results showed no mediating effect of implicit knowledge sharing intention in the relationship between perceived motivational climate and employee creativity; and in the relationship between goal orientations and employee creativity.
The Psychological Empowerment and Creativity
Altantuya Tsogtbaatar,Ho Young Hwang 한국인적자원개발학회 2015 한국인적자원개발학회 학술연구발표회 발표논문집 Vol.2015 No.6
The current study examined how employee"s psychological empowerment influenced employee"s creativity through the mediation of intrinsic motivation at the individual level. On the other hand, it also examined the moderating effects of social support, compensation and job security on these relationships in the Mongolian setting. The study was administered on 217 employees belonging to five public service oriented organizations in Ulaanbaatar, Mongolia. Data were analyzed by Smart PLS 3.0. The study found that partial mediating effects of intrinsic motivation on the relationship between (a) meaning and creativity, (b) self-determination and creativity, and (c) impact and creativity have been found to be significant, except the (d) competence and creativity. We also propose a model for examining the moderating effect of social support on the relationship between intrinsic motivation and creativity. Findings based on interaction effects support the hypothesis that social support, compensation, job security are good moderators of the relationship between intrinsic motivation and employee creativity. In other words, the potentially negative aftermaths of context can be controlled and reduced when trust, job security and social support dominate the intra-organizational climate. Theoretical and practical implications of the findings, as well as recommendations for future studies, are suggested.