The Mechanism Research of Differentiated Transformational Leadership’s Influence on Employee’s Creativity

Bo YU

Abstract


From a new perspective of differentiated transformational leadership and perceived insider status, a theoretical model mainly including differentiated transformational leadership, perceived insider status and subordinates’ creativities is constructed to illustrate the relationships between each variable. Differentiated transformational leadership affects individual’s creativity by influencing perceived insider status. On the basis of this, this paper aims to explore and reveal the functional mechanism of differentiated transformational leadership’s influence to employee’s creativity.

Keywords


Differentiated transformational leadership; Perceived insider status; Creativity

Full Text:

PDF

References


Cai, Y. H., Jia, L. D., You, S. Y., Zhang, Y., & Chen, Y. L. (2013). The influence of differentiated transformational leadership on knowledge sharing and team creativity: A social network explanation. Acta Psychologica Sinica, 45(5), 585-598.

Chen, Z. X., & Aryee, S. (2007). Delegation and employee work outcomes. Academy of Management Journal, 50(1), 226-238.

Cho, J., & Dansereau, F. (2010). Are transformational leaders fair? A multi-level study of transformational leadership, justice perceptions, and organizational citizenship behaviors. Leadership Quarterly, 21(3), 409-421.

Ding, L., Xi, Y. M., & Zhang, H. (2010). Transformational leadership and employee creativity: The mediating role of supervisor-subordinate relationship. Science Research Management, 31(1), 177-184.

Ding, L., & Zhang, H. (2013). Contingent relationship between supervisor leadership and employee creativity: Under different organizational environment. Management Review, 25(7), 111-119.

George, J. M., & Zhou, J. (2001). When job dissatisfaction leads to creativity: Encouraging the expression of voice. Academy of Management Journal, 44, 682-696.

Gu, Y. D., Zhou, W. L., & Peng, J. S. (2014). How do perceived organizational support for creativity affect emplyee creative behavior? The moderating effect of achievement motivation and job involvement. Chinese Journal of Management, 11(4), 548-554.

Guerrero, S., Sylvestre, J., & Muresanu, D. (2013). Pro-diversity practices and perceived insider status. Cross Cultural Management, 20(1), 5-19.

Guo, G. M., ＆ Duan, X. M. (2008). Transformational leader behavior and creativity: The mediations of intrinsic motivation and workplace climate for creativity-analysis on the management practice of Chinese. Science of Science and Management of S.& T., (03), 189-196.

Jason, C. (2006). Transformational leadership and workplace creativity (PhD dissertation). University of Washington.

Kark, R., Shamir, B., & Chen, G. (2003). The two faces of transformational leadership: Empowerment and dependency. Journal of Applied Psychology, 88(2), 246-254.

Kirkman, B. L., Chen, G., Farh, J. L., Chen, Z. X., & Lowe, K. B. (2009). Individual power distance orientation and follower reactions to transformational leaders: A cross-level, cross-cultural examination. Academy of Management Journal, 52(4), 744-764.

Lale, G., & Arzu, I. (2009). Transformational leadership, creativity and organizational innovation. Journal of Business Research, 62(4), 461-473.

Li, G. Q., & Liu, H. X. (2014). Research on the cross-level effect of differentiated transformational leadership on knowledge sharing. Soft Science, 28(12), 116-119.

Li, L., & Shang, Y. F. (2011). The research on the mechanism of leaders’ influence on followers’ creativity based on regulatory focus theory. Nankai Business Review, 14(5), 4-11.

Schriesheim, C. A., Wu, J. B., & Scandura, T. A. (2009). A meso measure? Examination of the levels of analysis of the Multifactor Leadership Questionnaire (MLQ). Leadership Quarterly, 20(4), 604-616.

Shalley, C. E., et al. (2004). The effects of personal and contextual characteristics on creativity: Where should we go from here? Journal of Management, 30(6), 933-958.

Shin, S. J., & Zhou, J. (2003). Transformational leadership, conservation, creativity: Evidence from Korea. Academy of Management Journal, 46(6), 703-714.

Sosik, J. J., Kahai, S. S., & Avolio, B. J. (1998). Transformational leadership and dimensions of creativity: Motivating idea generation in computer mediated groups. Creativity Research Journal, 11(2), 111-122.

Stamper, C. L., & Masterson, S. S. (2002). Insider or outsider? How employee perceptions of insider status affect their work behavior. Journal of Organizational Behavior, 23(8), 875-894.

Tang, C. Y., Zhu, Y. L., & Shang, J. M. (2011). An empirical study of the relationship among transformational leadership style, team culture and creativity of scientific research teams. Studies in Science of Science, 29(2), 275-281.

Tierney, P., & Farmer, S. M．(2011). Creative self-efficacy development and creative performance overtime. Journal of Applied Psychology, 96(2), 1277-1293．

Tse, H., & Chiu, C. K. (2014). Transformational leadership and job performance: A social identity perspective. Journal of Business Research, 67(1), 2827-2835.

Wang, L., Chu, X. P., & Ni, J. (2009). The role exchange between the leader and the subordinate, the cognition of insiders’ status and the behavior of organizational citizens. Management World, (1), 97-107.

Wang, X. H., & Howell, J. M. (2010). Exploring the dual-level effects of transformational leadership on followers. Journal of Applied Psychology, 95(6), 1134-1144.

Wang, Y. F., Cai, R.Y., & Lin, X. C. (2014). The relationship between perceived insider status and employee’s innovative behavior: A study of a moderated mediating model. Foreign Economics & Management, 36(10), 40-53.

Wang, Y. Y., Wang, H. J., & Wang, X. C. (2015). Perceived insider status and employee innovative behaviors: The mediating role of creative self-efficacy and the moderating role of respect for authority. Journal of Psychological Science, 38(4), 954-959.

Wu, J. B., Tsui, A. S., & Kinicki, A. J. (2010). Consequences of differentiated leadership in groups. Academy of Management Journal, (53), 90-106.

Yang, F., & Zhang, L.H. (2012). Effects of team communication and job insecurity climate on innovative behavior: The moderating role of creative self-efficacy. Acta Psychologica Sinica, 44(10), 1383-1401.

Yin, J., Wang, H., & Huang, M. P. (2012). Empowering leadership behavior and perceived insider status: The moderating role of organization-based self-esteem. Acta Psychologica Sinica, 44(10), 1371-1382.

Yu, Ｍ. C., Gu, Q. X., & Zhu, A. W. (2014). How does perceived insider status influence innovative behavior: A perspectives of employee actual inclusion and employee-organization relationship. Chinese Journal of Management, 11(6), 836-843.

Zhang, P. C., Liu , W. X., & Liao, J. Q. (2011). The mechanism of charismatic leadership on the impact of employee creativity: Only psychological security enough? Management World, (10), 94-107.

Zhang, X. A., Li, N., Ullrich, J., & Dick, R. V. (2015). Getting everyone on boards on top management team effectiveness and leader-rated firm performance: The effect of differentiated transformational leadership by CEO. Journal of Management, 41(7), 1898-1933.

Zhang, Y. Q., Wang, X. H., & Zhang, X. J. (2015). Literature review of differentiated transformational leadership and prospects. Foreign Economics & Management, 37(8), 43-53.

Zhao, H. D., Kessel, M., & Kratzer, J. (2014). Supervisor-subordinate relationship, differentiation and employee creativity: A self-categorization perspective. Journal of Creative Behavior, 48(3), 165-184.

Zhao, H. D., & Tang, X. P. (2015). A literature review of perceived insider status. Foreign Economics & Management, 37(4), 56-65.

Zhou, J. (2003). When the presence of creative coworkers is related to creativity: Role of supervisor close monitoring, developmental feedback, and creative personality. Journal of Applied Psychology, 88(3), 413-422.

Zhou, J., & Oldham, G. R. (2001). Enhancing creative performance: Effectsof expected developmental assessment strategies and creative personality. Journal of Creative Behavior, 35(3), 151-167.




DOI: http://dx.doi.org/10.3968/8784

Refbacks

  • There are currently no refbacks.


Copyright (c) 2016 Bo YU

Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 International License.

Reminder

  • How to do online submission to another Journal?
  • If you have already registered in Journal A, then how can you submit another article to Journal B? It takes two steps to make it happen:

Submission Guidelines for Canadian Social Science

We are currently accepting submissions via email only. The registration and online submission functions have been disabled.

Please send your manuscripts to css@cscanada.net，or css@cscanada.org for consideration. We look forward to receiving your work.

 Articles published in Canadian Social Science are licensed under Creative Commons Attribution 4.0 (CC-BY).

 

Canadian Social Science Editorial Office

Address: 1020 Bouvier Street, Suite 400, Quebec City, Quebec, G2K 0K9, Canada.
Telephone: 1-514-558 6138 
Website: Http://www.cscanada.net; Http://www.cscanada.org 
E-mail:caooc@hotmail.com; office@cscanada.net

Copyright © Canadian Academy of Oriental and Occidental Culture