ORCID Profile
0000-0001-8480-4732
Current Organisation
Monash University - Caulfield Campus
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Publisher: Emerald
Date: 13-09-2022
Abstract: This study aims to explore the relative importance of the subdimensions of total rewards satisfaction in predicting research and development (R& D) employee creativity. In addition, the study examines the indirect effects of the subdimensions of total rewards satisfaction on creativity via work engagement and the moderating role of challenge-related work stress in the first stage. A two-wave design was used, in which total rewards satisfaction and challenge-related work stress were measured in the first wave. Work engagement and creativity were measured in the second wave. Dominance analysis and the latent moderated mediation model were used for the data analyses. The analyses show that nonfinancial rewards satisfaction completely dominates indirect and direct financial rewards satisfaction when predicting creativity. Indirect financial rewards satisfaction completely dominates direct financial rewards satisfaction when predicting creativity. Work engagement mediates the relationships between the subdimensions of total rewards satisfaction and creativity. Challenge-related work stress moderates the relationships between the subdimensions of total rewards satisfaction and work engagement and the indirect effects of the subdimensions of total rewards satisfaction on creativity via work engagement. The results imply that managers should set challenge demands for R& D employees and try to improve their total rewards satisfaction, especially their nonfinancial and indirect financial rewards satisfaction, for them to be more creative. This empirical study contributes to the literature by comparing the relative importance of the different dimensions of total rewards satisfaction in predicting creativity. The study also clarifies how (through work engagement) and when (based on challenge-related work stress) the subdimensions of total rewards satisfaction are positively related to R& D employees' creativity.
Publisher: Wiley
Date: 21-01-2021
Abstract: In this paper, we explore how the pressure to deliver high performance influences line managers in their shaping and repurposing of employee voice mechanisms to encourage improvement‐oriented voice in organizations. Using qualitative data (50 semi‐structured interviews) from two case studies, including a manufacturing organization and a university, we find line managers were proactive in the (re)shaping and repurposing of employee voice mechanisms in response to the high‐performance strategy. Where there was less HR support given to line managers, we found line managers were more inclined to create their own voice mechanisms. However, we observed that a focus on improvement‐oriented voice associated with employer interests erted employee‐interest voice away from collective and formal channels, into more informal channels. We indicate the dangers of prioritizing an employer‐interest, improvement‐oriented voice approach.
Publisher: Springer Science and Business Media LLC
Date: 22-11-2022
Publisher: Wiley
Date: 11-2021
DOI: 10.1002/JOB.2574
Abstract: The impetus for this special issue, which focuses on the role of affect in interpersonal work relationships, derives from recent concerns scholars have expressed about one model of interpersonal work relationships, namely, the leader–member exchange (LMX) perspective. In particular, scholars have noted that research on the role of affect in LMX is being impeded because of three factors: (1) limited theoretical frameworks, (2) insufficient research integrating both relationship parties, and (3) a scarcity of studies that adopt a multilevel perspective. In this introductory article, we begin by detailing our reasons for undertaking the special issue and discuss why the three factors h er research on affect, not only in LMX, but in understanding the nature of interpersonal work relationships in general. We next summarize the eight articles comprising this special issue and examine how each tackles the three issues by either considering alternative theoretical frameworks, incorporating all relational parties, and/or by taking a multilevel approach. Finally, we discuss new perspectives and promising directions for future research endeavors on this topic. It is our intention that this special issue should stimulate further research to explore the dynamic role affect plays in shaping interpersonal work relationships at multiple levels of organizational analysis.
Publisher: Wiley
Date: 08-02-2018
DOI: 10.1002/JOB.2268
Publisher: Elsevier BV
Date: 2018
Publisher: Elsevier BV
Date: 04-2022
No related grants have been discovered for Herman Tse.