Organisational-Based Self-Esteem, Meaningful Work, and Creativity Behaviours: A Moderated Mediation Model with Supervisor Support

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aut.relation.endpage31
aut.relation.issue3en_NZ
aut.relation.journalNew Zealand Journal of Employment Relationsen_NZ
aut.relation.pages21
aut.relation.startpage11
aut.relation.volume44en_NZ
aut.researcherHaar, Jarrod
dc.contributor.authorHaar, Jen_NZ
dc.contributor.authorGhafoor, Aen_NZ
dc.date.accessioned2020-11-17T00:20:18Z
dc.date.available2020-11-17T00:20:18Z
dc.date.copyright2020-02-01en_NZ
dc.date.issued2020-02-01en_NZ
dc.description.abstractCreativity behaviours can be fundamental to ongoing organisational success, but less is known around effects from combination of factors. We test organisational-based self-esteem (OBSE) on creativity behaviours and meaningful work as a mediator and perceived supervisor support as a moderator. Under conservation of resource theory, we expect the combined influence of all these factors will promote creativity behaviours, whereas, under behavioural plasticity theory, we expect the external factor (perceived supervisor support) to be especially advantageous only to employees with low OBSE only. We then test a moderated mediation model to determine a potential boundary condition using a sample of 505 New Zealand employees. We find that OBSE influences creativity behaviours and meaningful work, and that meaningful work is also related to creativity behaviours and fully mediates the influence of OBSE. Further, perceived supervisor support interacts significantly with OBSE towards meaningful work and creativity behaviours, indicating greater outcomes when support and OBSE are high. We also find a significant moderated mediated effect, highlighting the boundary condition whereby the indirect effect of OBSE on creativity behaviours (through meaningful work) increases as support strengthens. Our findings challenge OBSE related theories around the influence of external factor (perceived supervisor support) on OBSE, and we discuss our findings in light of these effects.
dc.identifier.citationNew Zealand Journal of Employment Relations, Volume 44 Number 3, pp. 11-31.
dc.identifier.issn0110-0637en_NZ
dc.identifier.urihttps://hdl.handle.net/10292/13789
dc.publisherER Publishing Ltd, Auckland
dc.relation.urihttps://ojs.aut.ac.nz/nzjer/issue/archive
dc.rightsThe NZJER is a fully open access, peer-reviewed journal which publishes research and commentaries that aim to contribute to an in-depth understanding of employment relations.
dc.rights.accessrightsOpenAccessen_NZ
dc.subjectCreativity behaviour; Organisational-based self-esteem; Perceived supervisor support; Meaningful work; Moderated mediation
dc.titleOrganisational-Based Self-Esteem, Meaningful Work, and Creativity Behaviours: A Moderated Mediation Model with Supervisor Supporten_NZ
dc.typeJournal Article
pubs.elements-id394104
pubs.organisational-data/AUT
pubs.organisational-data/AUT/Faculty of Business, Economics and Law
pubs.organisational-data/AUT/Faculty of Business, Economics and Law/Management
pubs.organisational-data/AUT/Faculty of Business, Economics and Law/NZ Work Research Institute
pubs.organisational-data/AUT/PBRF
pubs.organisational-data/AUT/PBRF Reviewers
pubs.organisational-data/AUT/PBRF Reviewers/PBRF Reviewers - Business Economics and Law
pubs.organisational-data/AUT/PBRF Reviewers/PBRF Reviewers - Business Economics and Law/Marketing, Advertising, Retailing and Sales Department - PBRF Reviewers
pubs.organisational-data/AUT/PBRF/PBRF Business Economics and Law
pubs.organisational-data/AUT/PBRF/PBRF Business Economics and Law/Faculty Review Team PBRF 2018
pubs.organisational-data/AUT/PBRF/PBRF Business Economics and Law/Management Department PBRF 2018
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