Clima ético y creatividad: el papel moderador de la autonomía laboral y el papel mediador de la motivación intrínseca
##plugins.themes.bootstrap3.article.main##
##plugins.themes.bootstrap3.article.sidebar##
Publicado
31-05-2023
Carlos Santiago-Torner
https://orcid.org/0000-0002-0852-1578
Resumen
El contexto empresarial actual necesita servirse de la confianza como un mecanismo continuo de relación con el empleado, dado que junto con la responsabilidad y los estándares morales configuran un clima donde la percepción principal es que el modo de proceder está ajustado a lineamientos éticos. Por ese motivo el establecer un clima ético es de vital importancia pues construye un hábitat interpersonal que desarrolla vínculos de cercanía basados en estados emocionales positivos; un escenario propicio para que otras variables relevantes como la autonomía laboral, la motivación intrínseca o la reatividad se puedan relacionar de forma sistémica. Por lo tanto, este estudio tiene como objetivo analizar cómo un clima ético se relaciona con la creatividad del empleado teniendo en cuenta la capacidad moderadora de la autonomía laboral y el papel mediador de la motivación intrínseca dentro de un sector primordial en Colombia como es el eléctrico. En ese sentido, la investigación emplea un diseño cuantitativo, no experimental, transversal y correlacional-causal. La muestra está compuesta por 448 trabajadores que se evalúan a través de una encuesta online. En cuanto a los resultados un clima ético promueve la creatividad organizacional en virtud de índices altos de autonomía. Cuando esta se reduce significativamente la relación entre clima ético y creatividad se torna negativa; a su vez en rangos medios la autonomía no influye en la asociación entre ambas variables. Además, el clima ético se asocia con la creatividad a través de criterios benevolentes y de principios, pero no egoístas. Por último, el clima ético y la creatividad están mediados de un modo consistente por la motivación intrínseca. En conclusión, tanto el efecto moderador de la autonomía laboral como el mediador de la motivación intrínseca explican en gran parte cómo un clima ético se vincula con la creatividad.
Cómo citar
Santiago-Torner, C. (2023). Clima ético y creatividad: el papel moderador de la autonomía laboral y el papel mediador de la motivación intrínseca. Cuadernos De Gestión, 23(2), 93–105. https://doi.org/10.5295/cdg.221729cs
##plugins.themes.bootstrap3.article.details##
Keywords
Clima Ético, Creatividad, Autonomía Laboral, Motivación Intrínseca, Sector Eléctrico Colombiano, Ética
References
Agrawal, R. K. (2017). Do ethical climates impact trust in management? A study in Indian context. International Journal of Organizational Analysis, 25(5), 804-824. https://doi.org/10.1108/IJOA-08-2016-1053
Amabile, T. M. (1988). A model of creativity and innovation in organizations. In B. M. Staw, & L. L. Cummings (Eds.), Research in organizational behavior (Vol. 10, pp. 123-167). Greenwich, CT: JAI Press.
Anand, G., Chhajed, D., & Delfin, L. (2012). Job autonomy, trust in leadership, and continuous improvement: An empirical study in health care. Operations Management Research, 5(3), 70-80. https://doi.org/10.1007/s12063-012-0068-8
Auger, P., & Woodman, R. W. (2016). Creativity and intrinsic motivation: Exploring a complex relationship. The journal of applied behavioral science, 52(3), 342-366. https://doi.org/10.1177/0021886316656973
Baumol, W. J. (1996). Entrepreneurship: Productive, unproductive, and destructive. Journal of business venturing, 11(1), 3-22. https://doi.org/10.1016/0883-9026(94)00014-X
Benita, M., Butler, R., & Shibaz, L. (2019). Outcomes and antecedents of teacher depersonalization: The role of intrinsic orientation for teaching. Journal of Educational Psychology, 111(6), 1103–1118. https://doi.org/10.1037/edu0000328
Bierhoff, H. W., & Rohmann, E. (2004). Altruistic personality in the context of the empathy–altruism hypot-hesis. European Journal of Personality, 18(4), 351-365. https://doi.org/10.1002/per.523
Boxall, P., Ang, S. H., & Bartram, T. (2011). Analysing the ‘black box’of HRM: Uncovering HR goals, mediators, and outcomes in a standardized service environment. Journal of Management Studies, 48(7), 1504-1532. https://doi.org/10.1111/j.1467-6486.2010.00973.x
Caesens, G., Stinglhamber, F., Demoulin, S., & De Wilde, M. (2017). Perceived organizational support and employees’ well-being: The mediating role of organizational dehumanization. European Journal of Work and Organizational Psychology, 26(4), 527-540. https://doi.org/10.1080/1359432X.2017.1319817
Chaudhary, R., & Akhouri, A. (2018). Linking corporate Social Responsibility attributions and creativity: Modeling work engagement as a mediator. Journal of cleaner production, 190, 809-821. https://doi.org/10.1016/j.tsc.2017.12.006
Conchie, S. M. (2013). Transformational leadership, intrinsic motivation, and trust: A moderated-mediated model of workplace safety. Journal of Occupational Health Psychology, 18(2), 198–210. https://doi.org/10.1037/a0031805
Cullen, J. B., Parboteeah, K. P., & Victor, B. (2003). The effects of ethical climates on organizational commitment: A two-study analysis. Journal of business ethics, 46(2), 127-141. https://doi.org/10.1023/A:1025089819456
De Campos, M. I., & Marin Rueda, F. J. (2017). Sesgo de deseabilidad social en medidas de valores organizaciona-les. Universitas Psychologica, 16(2), 206-216. https://doi.org/10.11144/Javeriana.upsy16-2.sdsm
Decoster, S., Stouten, J., & Tripp, T. M. (2021). When employees retaliate against self-serving leaders: The influence of the ethical climate. Journal of Business Ethics, 168(1), 195-213. https://doi.org/10.1007/s10551-019-04218-4
Dysvik, A., & Kuvaas, B. (2011). Intrinsic motivation as a moderator on the relationship between perceived work auto-nomy and work performance. European journal of work and organizational psychology, 20(3), 367-387. https://doi.org/10.1080/13594321003590630
Dzeng, E., & Curtis, J. R. (2018). Understanding ethical climate, moral distress, and burnout: a novel tool and a conceptual framework. BMJ quality & safety, 27(10), 766-770. https://dx.doi.org/10.1136/bmjqs-2018-007905
Efendi, S., & Rahardja, E. (2021). The role of intellectual capital, intrinsic motivation, and competence on service performance: Empirical Studies at Jakarta private universities. International Journal of Science and Society, 3(3), 170-185. https://doi.org/10.54783/ijsoc.v3i3.363
Federici, R. A. (2013). Principals’ self-efficacy: Relations with job autonomy, job satisfaction, and contextual cons-traints. European journal of psychology of education, 28(1), 73-86. https://doi.org/10.1007/s10212-011-0102-5
Fein, E.C., Tziner, A., Lusky, L. & Palachy, O. (2013). Relationships between ethical climate, justice perceptions, and LMX. Leadership & Organization Development Journal, 34(2), 147-163. https://doi.org/10.1108/01437731311321913
Feldman, D. H. (1999). The development of creativity. In R. J. Sternberg (Ed.), Handbook of creativity (pp. 169 – 188). Cambridge, England: Cambridge Univ. Press.
Fischer, C., Malycha, C. P., & Schafmann, E. (2019). The influence of intrinsic motivation and synergistic extrinsic motivators on creativity and innovation. Frontiers in psychology, 10, 137, 1-15. https://doi.org/10.3389/fpsyg.2019.00137
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of marketing research, 18(1), 39-50. https://doi.org/10.1177/002224378101800104
George, J. M., & Zhou, J. (2001). When openness to experience and conscientiousness are related to creative behavior: An interactional approach. Journal of Applied Psychology, 86(3), 513–524. https://doi.org/10.1037/0021-9010.86.3.513
Gheitani, A., Imani, S., Seyyedamiri, N. & Foroudi, P. (2019). Mediating effect of intrinsic motivation on the relationship between Islamic work ethic, job satisfaction, and organizational commitment in banking sector. International Journal of Islamic and Middle Eastern Finance and Management, 12 (1), 76-95. https://doi.org/10.1108/IMEFM-01-2018-0029
Guay, F., Boggiano, A. K., & Vallerand, R. J. (2001). Autonomy support, intrinsic motivation, and perceived competence: Conceptual and empirical linkages. Personality and Social Psychology Bulletin, 27(6), 643-650. https://doi.org/10.1177/0146167201276001
Guedes, D. P., & Missaka, M. S. (2015). Sport participation motives of young Brazilian judo athletes. Motriz: Revista de Educação Física, 21, 84-91. https://doi.org/10.1590/S1980-65742015000100011
Guerci, M., Radaelli, G., Siletti, E., Cirella, S., & Rami Shani, A. B. (2015). The impact of human resource management practices and corporate sustainability on organizational ethical climates: An employee perspective. Journal of Business Ethics, 126(2), 325-342. https://doi.org/10.1007/s10551-013-1946-1
Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E. & Tatham, R. L. (2006). Multivariate data analysis (6a. ed.). New Jersey: Pearson.
Haldorai, K., Kim, W. G., Chang, H. S., & Li, J. J. (2020). Workplace spirituality as a mediator between ethical climate and workplace deviant behavior. International Journal of Hospitality Management, 86, 102372. https://doi.org/10.1016/j.ijhm.2019.102372
Hall, A. T., Blass, F. R., Ferris, G. R., & Massengale, R. (2004). Leader reputation and accountability in organizations: Implications for dysfunctional leader behavior. The Leadership Quarterly, 15(4), 515-536. https://doi.org/10.1016/j.leaqua.2004.05.005
Halla, M. (2011). The Link Between the Intrinsic Motivation to Comply and Compliance Behaviour: a Critical Appraisal of Existing Evidence. In Handbook on the Shadow Economy. Edward Elgar Publishing. https://doi.org/10.4337/9780857930880
Hayati, K., & Caniago, I. (2012). Islamic work ethic: The role of intrinsic motivation, job satisfaction, organizational commitment and job performance. Procedia-Social and Behavioral Sciences, 65, 1102-1106. https://doi.org/10.1016/j.sbspro.2014.05.148
Hayes, A. F. (2018). Partial, conditional, and moderated, moderated mediation: Quantification, inference, and interpretation. Communication monographs, 85(1), 4-40. https://doi.org/10.1080/03637751.2017.1352100
Hunton, J. E., & Norman, C. S. (2010). The impact of alternative telework arrangements on organizational commitment: insights from a longitudinal field experiment (retracted). Journal of Information Systems, 24(1), 67-90. https://doi.org/10.2308/jis.2010.24.1.67
Jiang, W., Jiang, J., Zhou, Q., Yang, J., Chen, Y., Goldsamt, L., ... & Li, X. (2021). Hospital ethical climate associated with the professional quality of life among nurses during the early stage of COVID-19 pandemic in Wuhan, China: A cross-sectional study. International journal of nursing sciences, 8(3), 310-317. https://doi.org/10.1016/j.ijnss.2021.05.002
Kern, A. (2006). Exploring the relation between creativity and rules: the case of the performing arts. International Studies of Management & Organization, 36(1), 63-80. https://doi.org/10.2753/IMO0020-8825360104
Khaltar, O., & Moon, M. J. (2020). Effects of ethics and performance management on organizational performance in the public sector. Public Integrity, 22(4), 372-394. https://doi.org/10.1080/10999922.2019.1615163
Kim, M., & Beehr, T. A. (2018). Challenge and hindrance demand lead to employees’ health and behaviours through intrinsic motivation. Stress and Health, 34(3), 367-378. https://doi.org/10.1002/smi.2796
Kwon Choi, B., Koo Moon, H. & Ko, W. (2013). An organization’s ethical climate, innovation, and performance: Effects of support for innovation and performance evaluation. Management Decision, 51(6), 1250-1275. https://doi.org/10.1108/MD-Sep-2011-0334
Leung, A. S. (2008). Matching ethical work climate to in-role and extra-role behaviors in a collectivist work set-ting. Journal of business ethics, 79(1), 43-55. https://doi.org/10.1007/s10551-007-9392-6
Li, G., Lu, Y., & Eliason, R. G. (2021). How does ethical leadership enhance employee creativity during the COVID-19 Pandemic in China?. Ethics & Behavior, 1-17. https://doi.org/10.1080/10508422.2021.1932502
Liu, D., Jiang, K., Shalley, C. E., Keem, S., & Zhou, J. (2016). Motivational mechanisms of employee creativity: A me-ta-analytic examination and theoretical extension of the creativity literature. Organizational behavior and human decision processes, 137, 236-263. https://doi.org/10.1016/j.obhdp.2016.08.001
Liu, X., Liao, H., Derfler-Rozin, R., Zheng, X., Wee, E. X. M., & Qiu, F. (2020). In line and out of the box: How ethical leaders help offset the negative effect of morality on creativity. Journal of Applied Psychology, 105(12), 1447–1465. https://doi.org/10.1037/apl0000489
Llopis, O., & Foss, N. J. (2016). Understanding the climate–knowledge sharing relation: The moderating roles of intrinsic motivation and job autonomy. European Management Journal, 34(2), 135-144. https://doi.org/10.1016/j.emj.2015.11.009
Manroop, L., Singh, P., & Ezzedeen, S. (2014). Human resource systems and ethical climates: A resource‐based pers-pective. Human resource management, 53(5), 795-816. https://doi.org/10.1002/hrm.21593
Maric, M., Subotic, M., Dudic, B., Melovic, B., Brankovic, N., & Milisavljevic, S. (2021). Evaluating Relations between Originality, Efficiency, Conformism and Entrepreneurial Potential of Students in a Fast-Changing Business Environment. Sustainability, 13(4), 1593, 1-14. https://doi.org/10.3390/su13041593
Mathisen, G. E., & Bronnick, K. S. (2009). Creative self-efficacy: An intervention study. International Journal of Educa-tional Research, 48(1), 21-29. https://doi.org/10.1016/j.ijer.2009.02.009
McKay, A. S., Grygiel, P., & Karwowski, M. (2017). Connected to create: A social network analysis of friendship ties and creativity. Psychology of Aesthetics, Creativity, and the Arts, 11(3), 284–294. https://doi.org/10.1037/aca0000117
McMullan, W. E. (1976). Creative individuals: Paradoxical personages. The Journal of Creative Behavior, 10(4), 265–275. https://doi.org/10.1002/j.2162-6057.1976.tb00148.x
Messmann, G., & Mulder, R. H. (2014). Exploring the role of target specificity in the facilitation of vocational teachers’ innovative work behaviour. Journal of occupational and organizational psychology, 87(1), 80-101. https://doi.org/10.1111/joop.12035
Mueller, J. S., Melwani, S., & Goncalo, J. A. (2012). The bias against creativity: Why people desire but reject creative ideas. Psychological science, 23(1), 13-17. https://doi.org/10.1177/0956797611421018
Mulki, J. P., Jaramillo, F., & Locander, W. B. (2006). Effects of ethical climate and supervisory trust on salesperson’s job attitudes and intentions to quit. Journal of Personal Selling & Sales Management, 26(1), 19-26. https://doi.org/10.2753/PSS0885-3134260102
Newman, A., Round, H., Bhattacharya, S., & Roy, A. (2017). Ethical climates in organizations: A review and research agenda. Business Ethics Quarterly, 27(4), 475-512. https://doi.org/10.1017/beq.2017.23
Nunnally, J. C. (1978). Psychometric theory. New York: McGraw-Hill.
Pattnaik, S.C. & Sahoo, R. (2021). Employee engagement, creativity and task performance: role of perceived workplace autonomy. South Asian Journal of Business Studies, 10(2), 227-241. https://doi.org/10.1108/SAJBS-11-2019-0196
Podsakoff, P. M., MacKenzie, S. B., Lee, J.-Y., & Podsakoff, N. P. (2003). Common method biases in behavioral rese-arch: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879–903. https://doi.org/10.1037/0021-9010.88.5.879
Prabhu, V., Sutton, C., & Sauser, W. (2008). Creativity and certain personality traits: Understanding the mediating effect of intrinsic motivation. Creativity Research Journal, 20(1), 53-66. https://doi.org/10.1080/10400410701841955
Reiter-Palmon, R., Wigert, B., & de Vreede, T. (2012). Team creativity and innovation: The effect of group composition, social processes, and cognition. In Handbook of organizational creativity (pp. 295-326). Academic Press. https://doi.org/10.1016/B978-0-12-374714-3.00013-6
Renninger, K. A. (2000). Individual interest and its implications for understanding intrinsic motivation. In Intrinsic and extrinsic motivation (pp. 373-404). Academic Press. https://doi.org/10.1016/B978-012619070-0/50035-0
Rivai, R., Gani, M. U., & Murfat, M. Z. (2019). Organizational culture and organizational climate as a determinant of motivation and teacher performance. Advances in Social Sciences Research Journal, 6(2), 555-566. https://doi.org/10.14738/assrj.62.6267.
Salazar-Carvajal, P. F., Herrera-Sánchez, I. M., Rueda-Méndez, S., & León-Rubio, J. M. (2014). El efecto de la conser-vación de recursos sobre la intención emprendedora en el contexto de crisis económica: el rol moderador de la autoeficacia y la creatividad. Anales de Psicología/Annals of Psychology, 30(2), 549-559. https://doi.org/10.6018/analesps.30.2.159281
Santiago Torner, C. (2021a). Pandemia Covid 19 y Liderazgo Adaptativo. Reciprocidad e importancia de esta relación en una organización del sector eléctrico colombiano. Cuadernos Latinoamericanos De Administración, 16(31), 1-19 https://doi.or/10.18270/cuaderlam.v16i31.3209
Santiago-Torner, C. (2021b). Calidad de vida laboral en un entorno COVID-19. Relación e impacto con respecto al desempeño organizacional. Revista Escuela De Administración De Negocios, (91). https://doi.org/10.21158/01208160.n91.2021.3050
Santiago-Torner, C., & Rojas-Espinosa, S. R. (2021). Pandemia COVID-19 y compromiso laboral: relación dentro de una organización del sector eléctrico colombiano. Revista de Investigación, Desarrollo e Innovación, 11(3), 437-450. https://doi.org/10.19053/20278306.v11.n3.2021.13342
Schaarschmidt, M., Walsh, G., & Ivens, S. (2021). Digital war for talent: How profile reputations on company rating platforms drive job seekers’ application intentions. Journal of Vocational Behavior, 131, 103644. https://doi.org/10.1016/j.jvb.2021.103644
Scott, S. G., & Bruce, R. A. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of management journal, 37(3), 580-607. https://doi.org/10.5465/256701
Shareef, R.A., & Atan, T. (2019). The influence of ethical leadership on academic employees’ organizational citizenship behavior and turnover intention: Mediating role of intrinsic motivation. Management Decision, 57(3), 583-605. https://doi.org/10.1108/MD-08-2017-0721
Sia, S. K., & Appu, A. V. (2015). Work autonomy and workplace creativity: Moderating role of task complexity. Global Business Review, 16(5), 772-784. https://doi.org/10.1177/0972150915591435
Sözbilir, F. (2018). The interaction between social capital, creativity and efficiency in organizations. Thinking Skills and Creativity, 27, 92-100. https://doi.org/10.1016/j.tsc.2017.12.006
Spreitzer, G. M. (1995). Psychological empowerment in the workplace: Dimensions, measurement, and valida-tion. Academy of management Journal, 38(5), 1442-1465. https://doi.org/10.5465/256865
Streiner, D. L. (2003). Starting at the beginning: an introduction to coefficient alpha and internal consistency. Journal of personality assessment, 80(1), 99-103. https://doi.org/10.1207/S15327752JPA8001_18
Strutton, D., Pelton, L. E., & Lumpkin, J. R. (1993). The relationship between psychological climate and salesper-son-sales manager trust in sales organizations. Journal of Personal Selling & Sales Management, 13(4), 1-14. https://doi.org/10.1080/08853134.1993.10753963
Suire, R. (2013). Innovation, espaces de co-working et tiers-lieux: entre conformisme et créativité (Innovation, Co-Working and Third Places: Between Conformism and Creativity). Available at SSRN 2210127, 1-14 https://dx.doi.org/10.2139/ssrn.2210127
Tan, C. S., Lau, X. S., Kung, Y. T., & Kailsan, R. A. L. (2019). Openness to experience enhances creativity: The media-ting role of intrinsic motivation and the creative process engagement. The Journal of Creative Behavior, 53(1), 109-119. https://doi.org/10.1002/jocb.170
Tierney, P., Farmer, S. M., & Graen, G. B. (1999). An examination of leadership and employee creativity: The relevance of traits and relationships. Personnel psychology, 52(3), 591-620. https://doi.org/10.1111/j.1744-6570.1999.tb00173.x
Victor, B., & Cullen, J. B. (1988). The Organizational Bases of Ethical Work Climates. Administrative Science Quarterly, 33(2), 101–125. https://doi.org/10.2307/2392857
Walia, C. (2019). A dynamic definition of creativity. Creativity Research Journal, 31(3), 237-247. https://doi.org/10.1080/10400419.2019.1641787
Weitzel, U., Urbig, D., Desai, S., Sanders, M., & Acs, Z. (2010). The good, the bad, and the talented: Entrepreneurial talent and Selfish behavior. Journal of Economic Behavior & Organization, 76(1), 64-81. https://doi.org/10.1016/j.jebo.2010.02.013
Zhang, W., Xu, F., & Sun, B. (2020). Openness to experience, job characteristics, and employee creativity: An interactionist perspective. Social Behavior and Personality: an international journal, 48(4), 1-12. https://doi.org/10.2224/sbp.9047
Amabile, T. M. (1988). A model of creativity and innovation in organizations. In B. M. Staw, & L. L. Cummings (Eds.), Research in organizational behavior (Vol. 10, pp. 123-167). Greenwich, CT: JAI Press.
Anand, G., Chhajed, D., & Delfin, L. (2012). Job autonomy, trust in leadership, and continuous improvement: An empirical study in health care. Operations Management Research, 5(3), 70-80. https://doi.org/10.1007/s12063-012-0068-8
Auger, P., & Woodman, R. W. (2016). Creativity and intrinsic motivation: Exploring a complex relationship. The journal of applied behavioral science, 52(3), 342-366. https://doi.org/10.1177/0021886316656973
Baumol, W. J. (1996). Entrepreneurship: Productive, unproductive, and destructive. Journal of business venturing, 11(1), 3-22. https://doi.org/10.1016/0883-9026(94)00014-X
Benita, M., Butler, R., & Shibaz, L. (2019). Outcomes and antecedents of teacher depersonalization: The role of intrinsic orientation for teaching. Journal of Educational Psychology, 111(6), 1103–1118. https://doi.org/10.1037/edu0000328
Bierhoff, H. W., & Rohmann, E. (2004). Altruistic personality in the context of the empathy–altruism hypot-hesis. European Journal of Personality, 18(4), 351-365. https://doi.org/10.1002/per.523
Boxall, P., Ang, S. H., & Bartram, T. (2011). Analysing the ‘black box’of HRM: Uncovering HR goals, mediators, and outcomes in a standardized service environment. Journal of Management Studies, 48(7), 1504-1532. https://doi.org/10.1111/j.1467-6486.2010.00973.x
Caesens, G., Stinglhamber, F., Demoulin, S., & De Wilde, M. (2017). Perceived organizational support and employees’ well-being: The mediating role of organizational dehumanization. European Journal of Work and Organizational Psychology, 26(4), 527-540. https://doi.org/10.1080/1359432X.2017.1319817
Chaudhary, R., & Akhouri, A. (2018). Linking corporate Social Responsibility attributions and creativity: Modeling work engagement as a mediator. Journal of cleaner production, 190, 809-821. https://doi.org/10.1016/j.tsc.2017.12.006
Conchie, S. M. (2013). Transformational leadership, intrinsic motivation, and trust: A moderated-mediated model of workplace safety. Journal of Occupational Health Psychology, 18(2), 198–210. https://doi.org/10.1037/a0031805
Cullen, J. B., Parboteeah, K. P., & Victor, B. (2003). The effects of ethical climates on organizational commitment: A two-study analysis. Journal of business ethics, 46(2), 127-141. https://doi.org/10.1023/A:1025089819456
De Campos, M. I., & Marin Rueda, F. J. (2017). Sesgo de deseabilidad social en medidas de valores organizaciona-les. Universitas Psychologica, 16(2), 206-216. https://doi.org/10.11144/Javeriana.upsy16-2.sdsm
Decoster, S., Stouten, J., & Tripp, T. M. (2021). When employees retaliate against self-serving leaders: The influence of the ethical climate. Journal of Business Ethics, 168(1), 195-213. https://doi.org/10.1007/s10551-019-04218-4
Dysvik, A., & Kuvaas, B. (2011). Intrinsic motivation as a moderator on the relationship between perceived work auto-nomy and work performance. European journal of work and organizational psychology, 20(3), 367-387. https://doi.org/10.1080/13594321003590630
Dzeng, E., & Curtis, J. R. (2018). Understanding ethical climate, moral distress, and burnout: a novel tool and a conceptual framework. BMJ quality & safety, 27(10), 766-770. https://dx.doi.org/10.1136/bmjqs-2018-007905
Efendi, S., & Rahardja, E. (2021). The role of intellectual capital, intrinsic motivation, and competence on service performance: Empirical Studies at Jakarta private universities. International Journal of Science and Society, 3(3), 170-185. https://doi.org/10.54783/ijsoc.v3i3.363
Federici, R. A. (2013). Principals’ self-efficacy: Relations with job autonomy, job satisfaction, and contextual cons-traints. European journal of psychology of education, 28(1), 73-86. https://doi.org/10.1007/s10212-011-0102-5
Fein, E.C., Tziner, A., Lusky, L. & Palachy, O. (2013). Relationships between ethical climate, justice perceptions, and LMX. Leadership & Organization Development Journal, 34(2), 147-163. https://doi.org/10.1108/01437731311321913
Feldman, D. H. (1999). The development of creativity. In R. J. Sternberg (Ed.), Handbook of creativity (pp. 169 – 188). Cambridge, England: Cambridge Univ. Press.
Fischer, C., Malycha, C. P., & Schafmann, E. (2019). The influence of intrinsic motivation and synergistic extrinsic motivators on creativity and innovation. Frontiers in psychology, 10, 137, 1-15. https://doi.org/10.3389/fpsyg.2019.00137
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of marketing research, 18(1), 39-50. https://doi.org/10.1177/002224378101800104
George, J. M., & Zhou, J. (2001). When openness to experience and conscientiousness are related to creative behavior: An interactional approach. Journal of Applied Psychology, 86(3), 513–524. https://doi.org/10.1037/0021-9010.86.3.513
Gheitani, A., Imani, S., Seyyedamiri, N. & Foroudi, P. (2019). Mediating effect of intrinsic motivation on the relationship between Islamic work ethic, job satisfaction, and organizational commitment in banking sector. International Journal of Islamic and Middle Eastern Finance and Management, 12 (1), 76-95. https://doi.org/10.1108/IMEFM-01-2018-0029
Guay, F., Boggiano, A. K., & Vallerand, R. J. (2001). Autonomy support, intrinsic motivation, and perceived competence: Conceptual and empirical linkages. Personality and Social Psychology Bulletin, 27(6), 643-650. https://doi.org/10.1177/0146167201276001
Guedes, D. P., & Missaka, M. S. (2015). Sport participation motives of young Brazilian judo athletes. Motriz: Revista de Educação Física, 21, 84-91. https://doi.org/10.1590/S1980-65742015000100011
Guerci, M., Radaelli, G., Siletti, E., Cirella, S., & Rami Shani, A. B. (2015). The impact of human resource management practices and corporate sustainability on organizational ethical climates: An employee perspective. Journal of Business Ethics, 126(2), 325-342. https://doi.org/10.1007/s10551-013-1946-1
Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E. & Tatham, R. L. (2006). Multivariate data analysis (6a. ed.). New Jersey: Pearson.
Haldorai, K., Kim, W. G., Chang, H. S., & Li, J. J. (2020). Workplace spirituality as a mediator between ethical climate and workplace deviant behavior. International Journal of Hospitality Management, 86, 102372. https://doi.org/10.1016/j.ijhm.2019.102372
Hall, A. T., Blass, F. R., Ferris, G. R., & Massengale, R. (2004). Leader reputation and accountability in organizations: Implications for dysfunctional leader behavior. The Leadership Quarterly, 15(4), 515-536. https://doi.org/10.1016/j.leaqua.2004.05.005
Halla, M. (2011). The Link Between the Intrinsic Motivation to Comply and Compliance Behaviour: a Critical Appraisal of Existing Evidence. In Handbook on the Shadow Economy. Edward Elgar Publishing. https://doi.org/10.4337/9780857930880
Hayati, K., & Caniago, I. (2012). Islamic work ethic: The role of intrinsic motivation, job satisfaction, organizational commitment and job performance. Procedia-Social and Behavioral Sciences, 65, 1102-1106. https://doi.org/10.1016/j.sbspro.2014.05.148
Hayes, A. F. (2018). Partial, conditional, and moderated, moderated mediation: Quantification, inference, and interpretation. Communication monographs, 85(1), 4-40. https://doi.org/10.1080/03637751.2017.1352100
Hunton, J. E., & Norman, C. S. (2010). The impact of alternative telework arrangements on organizational commitment: insights from a longitudinal field experiment (retracted). Journal of Information Systems, 24(1), 67-90. https://doi.org/10.2308/jis.2010.24.1.67
Jiang, W., Jiang, J., Zhou, Q., Yang, J., Chen, Y., Goldsamt, L., ... & Li, X. (2021). Hospital ethical climate associated with the professional quality of life among nurses during the early stage of COVID-19 pandemic in Wuhan, China: A cross-sectional study. International journal of nursing sciences, 8(3), 310-317. https://doi.org/10.1016/j.ijnss.2021.05.002
Kern, A. (2006). Exploring the relation between creativity and rules: the case of the performing arts. International Studies of Management & Organization, 36(1), 63-80. https://doi.org/10.2753/IMO0020-8825360104
Khaltar, O., & Moon, M. J. (2020). Effects of ethics and performance management on organizational performance in the public sector. Public Integrity, 22(4), 372-394. https://doi.org/10.1080/10999922.2019.1615163
Kim, M., & Beehr, T. A. (2018). Challenge and hindrance demand lead to employees’ health and behaviours through intrinsic motivation. Stress and Health, 34(3), 367-378. https://doi.org/10.1002/smi.2796
Kwon Choi, B., Koo Moon, H. & Ko, W. (2013). An organization’s ethical climate, innovation, and performance: Effects of support for innovation and performance evaluation. Management Decision, 51(6), 1250-1275. https://doi.org/10.1108/MD-Sep-2011-0334
Leung, A. S. (2008). Matching ethical work climate to in-role and extra-role behaviors in a collectivist work set-ting. Journal of business ethics, 79(1), 43-55. https://doi.org/10.1007/s10551-007-9392-6
Li, G., Lu, Y., & Eliason, R. G. (2021). How does ethical leadership enhance employee creativity during the COVID-19 Pandemic in China?. Ethics & Behavior, 1-17. https://doi.org/10.1080/10508422.2021.1932502
Liu, D., Jiang, K., Shalley, C. E., Keem, S., & Zhou, J. (2016). Motivational mechanisms of employee creativity: A me-ta-analytic examination and theoretical extension of the creativity literature. Organizational behavior and human decision processes, 137, 236-263. https://doi.org/10.1016/j.obhdp.2016.08.001
Liu, X., Liao, H., Derfler-Rozin, R., Zheng, X., Wee, E. X. M., & Qiu, F. (2020). In line and out of the box: How ethical leaders help offset the negative effect of morality on creativity. Journal of Applied Psychology, 105(12), 1447–1465. https://doi.org/10.1037/apl0000489
Llopis, O., & Foss, N. J. (2016). Understanding the climate–knowledge sharing relation: The moderating roles of intrinsic motivation and job autonomy. European Management Journal, 34(2), 135-144. https://doi.org/10.1016/j.emj.2015.11.009
Manroop, L., Singh, P., & Ezzedeen, S. (2014). Human resource systems and ethical climates: A resource‐based pers-pective. Human resource management, 53(5), 795-816. https://doi.org/10.1002/hrm.21593
Maric, M., Subotic, M., Dudic, B., Melovic, B., Brankovic, N., & Milisavljevic, S. (2021). Evaluating Relations between Originality, Efficiency, Conformism and Entrepreneurial Potential of Students in a Fast-Changing Business Environment. Sustainability, 13(4), 1593, 1-14. https://doi.org/10.3390/su13041593
Mathisen, G. E., & Bronnick, K. S. (2009). Creative self-efficacy: An intervention study. International Journal of Educa-tional Research, 48(1), 21-29. https://doi.org/10.1016/j.ijer.2009.02.009
McKay, A. S., Grygiel, P., & Karwowski, M. (2017). Connected to create: A social network analysis of friendship ties and creativity. Psychology of Aesthetics, Creativity, and the Arts, 11(3), 284–294. https://doi.org/10.1037/aca0000117
McMullan, W. E. (1976). Creative individuals: Paradoxical personages. The Journal of Creative Behavior, 10(4), 265–275. https://doi.org/10.1002/j.2162-6057.1976.tb00148.x
Messmann, G., & Mulder, R. H. (2014). Exploring the role of target specificity in the facilitation of vocational teachers’ innovative work behaviour. Journal of occupational and organizational psychology, 87(1), 80-101. https://doi.org/10.1111/joop.12035
Mueller, J. S., Melwani, S., & Goncalo, J. A. (2012). The bias against creativity: Why people desire but reject creative ideas. Psychological science, 23(1), 13-17. https://doi.org/10.1177/0956797611421018
Mulki, J. P., Jaramillo, F., & Locander, W. B. (2006). Effects of ethical climate and supervisory trust on salesperson’s job attitudes and intentions to quit. Journal of Personal Selling & Sales Management, 26(1), 19-26. https://doi.org/10.2753/PSS0885-3134260102
Newman, A., Round, H., Bhattacharya, S., & Roy, A. (2017). Ethical climates in organizations: A review and research agenda. Business Ethics Quarterly, 27(4), 475-512. https://doi.org/10.1017/beq.2017.23
Nunnally, J. C. (1978). Psychometric theory. New York: McGraw-Hill.
Pattnaik, S.C. & Sahoo, R. (2021). Employee engagement, creativity and task performance: role of perceived workplace autonomy. South Asian Journal of Business Studies, 10(2), 227-241. https://doi.org/10.1108/SAJBS-11-2019-0196
Podsakoff, P. M., MacKenzie, S. B., Lee, J.-Y., & Podsakoff, N. P. (2003). Common method biases in behavioral rese-arch: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879–903. https://doi.org/10.1037/0021-9010.88.5.879
Prabhu, V., Sutton, C., & Sauser, W. (2008). Creativity and certain personality traits: Understanding the mediating effect of intrinsic motivation. Creativity Research Journal, 20(1), 53-66. https://doi.org/10.1080/10400410701841955
Reiter-Palmon, R., Wigert, B., & de Vreede, T. (2012). Team creativity and innovation: The effect of group composition, social processes, and cognition. In Handbook of organizational creativity (pp. 295-326). Academic Press. https://doi.org/10.1016/B978-0-12-374714-3.00013-6
Renninger, K. A. (2000). Individual interest and its implications for understanding intrinsic motivation. In Intrinsic and extrinsic motivation (pp. 373-404). Academic Press. https://doi.org/10.1016/B978-012619070-0/50035-0
Rivai, R., Gani, M. U., & Murfat, M. Z. (2019). Organizational culture and organizational climate as a determinant of motivation and teacher performance. Advances in Social Sciences Research Journal, 6(2), 555-566. https://doi.org/10.14738/assrj.62.6267.
Salazar-Carvajal, P. F., Herrera-Sánchez, I. M., Rueda-Méndez, S., & León-Rubio, J. M. (2014). El efecto de la conser-vación de recursos sobre la intención emprendedora en el contexto de crisis económica: el rol moderador de la autoeficacia y la creatividad. Anales de Psicología/Annals of Psychology, 30(2), 549-559. https://doi.org/10.6018/analesps.30.2.159281
Santiago Torner, C. (2021a). Pandemia Covid 19 y Liderazgo Adaptativo. Reciprocidad e importancia de esta relación en una organización del sector eléctrico colombiano. Cuadernos Latinoamericanos De Administración, 16(31), 1-19 https://doi.or/10.18270/cuaderlam.v16i31.3209
Santiago-Torner, C. (2021b). Calidad de vida laboral en un entorno COVID-19. Relación e impacto con respecto al desempeño organizacional. Revista Escuela De Administración De Negocios, (91). https://doi.org/10.21158/01208160.n91.2021.3050
Santiago-Torner, C., & Rojas-Espinosa, S. R. (2021). Pandemia COVID-19 y compromiso laboral: relación dentro de una organización del sector eléctrico colombiano. Revista de Investigación, Desarrollo e Innovación, 11(3), 437-450. https://doi.org/10.19053/20278306.v11.n3.2021.13342
Schaarschmidt, M., Walsh, G., & Ivens, S. (2021). Digital war for talent: How profile reputations on company rating platforms drive job seekers’ application intentions. Journal of Vocational Behavior, 131, 103644. https://doi.org/10.1016/j.jvb.2021.103644
Scott, S. G., & Bruce, R. A. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of management journal, 37(3), 580-607. https://doi.org/10.5465/256701
Shareef, R.A., & Atan, T. (2019). The influence of ethical leadership on academic employees’ organizational citizenship behavior and turnover intention: Mediating role of intrinsic motivation. Management Decision, 57(3), 583-605. https://doi.org/10.1108/MD-08-2017-0721
Sia, S. K., & Appu, A. V. (2015). Work autonomy and workplace creativity: Moderating role of task complexity. Global Business Review, 16(5), 772-784. https://doi.org/10.1177/0972150915591435
Sözbilir, F. (2018). The interaction between social capital, creativity and efficiency in organizations. Thinking Skills and Creativity, 27, 92-100. https://doi.org/10.1016/j.tsc.2017.12.006
Spreitzer, G. M. (1995). Psychological empowerment in the workplace: Dimensions, measurement, and valida-tion. Academy of management Journal, 38(5), 1442-1465. https://doi.org/10.5465/256865
Streiner, D. L. (2003). Starting at the beginning: an introduction to coefficient alpha and internal consistency. Journal of personality assessment, 80(1), 99-103. https://doi.org/10.1207/S15327752JPA8001_18
Strutton, D., Pelton, L. E., & Lumpkin, J. R. (1993). The relationship between psychological climate and salesper-son-sales manager trust in sales organizations. Journal of Personal Selling & Sales Management, 13(4), 1-14. https://doi.org/10.1080/08853134.1993.10753963
Suire, R. (2013). Innovation, espaces de co-working et tiers-lieux: entre conformisme et créativité (Innovation, Co-Working and Third Places: Between Conformism and Creativity). Available at SSRN 2210127, 1-14 https://dx.doi.org/10.2139/ssrn.2210127
Tan, C. S., Lau, X. S., Kung, Y. T., & Kailsan, R. A. L. (2019). Openness to experience enhances creativity: The media-ting role of intrinsic motivation and the creative process engagement. The Journal of Creative Behavior, 53(1), 109-119. https://doi.org/10.1002/jocb.170
Tierney, P., Farmer, S. M., & Graen, G. B. (1999). An examination of leadership and employee creativity: The relevance of traits and relationships. Personnel psychology, 52(3), 591-620. https://doi.org/10.1111/j.1744-6570.1999.tb00173.x
Victor, B., & Cullen, J. B. (1988). The Organizational Bases of Ethical Work Climates. Administrative Science Quarterly, 33(2), 101–125. https://doi.org/10.2307/2392857
Walia, C. (2019). A dynamic definition of creativity. Creativity Research Journal, 31(3), 237-247. https://doi.org/10.1080/10400419.2019.1641787
Weitzel, U., Urbig, D., Desai, S., Sanders, M., & Acs, Z. (2010). The good, the bad, and the talented: Entrepreneurial talent and Selfish behavior. Journal of Economic Behavior & Organization, 76(1), 64-81. https://doi.org/10.1016/j.jebo.2010.02.013
Zhang, W., Xu, F., & Sun, B. (2020). Openness to experience, job characteristics, and employee creativity: An interactionist perspective. Social Behavior and Personality: an international journal, 48(4), 1-12. https://doi.org/10.2224/sbp.9047
Número
Sección
Artículos
Los autores mantienen el copyright de la publicación. Las publicaciones en Cuadernos de Gestión se distribuyen bajo la licencia de Creative Commons -CC-BY-NC-ND, garantizando el acceso abierto a toda la sociedad.
En concreto la licencia CC-BY-NC-ND permite utilización, copia, distribución y comunicación pública de la obra, siempre que los autores y la fuente sean correctamente citados y no se utilice para propósitos comerciales.
El/la autor/a puede hacer libre uso de su artículo indicando siempre que el texto ha sido publicado en Management Letters/Cuadernos de Gestión y cualquier re-edición del mismo deberá contar con la autorización de la revista.