ABSTRACT

The current study identified one of the factors that contribute to employee creativity. In addition, it examined the relationship among perceived organizational support, calling, and employee creativity. A total of 410 employees from 68 organizations were included in the sample. The short version of the Survey of Perceived Organizational Support, Calling and Vocation Questionnaire, and Person–Environment Fit Scale for Creativity was administered. Results confirmed that perceived organizational support, calling, and employee creativity are positively and significantly correlated. Perceived organizational support and calling were relevant contributors to employee creativity. The mediating role of calling (i.e., the purposeful work dimension of calling) between perceived organizational support and employee creativity was discussed. These findings may explain how perceived organizational support can affect employee creativity. In addition, they may help unlock employee creativity via perceived organizational support and calling.

摘要

当前的研究确定了有助于员工创造力的因素之一。此外，它还检查了组织支持，呼叫和员工创造力之间的关系。样本包括来自68个组织的410名员工。进行了“组织支持感知，呼叫和职业问卷调查”以及“个人-环境适应能力创新量表”的简短调查。结果证实，所感知的组织支持，呼叫和员工创造力之间正相关且显着相关。感知到的组织支持和呼吁是员工创造力的重要贡献者。讨论了呼叫在感知的组织支持和员工创造力之间的中介作用（即，呼叫的有目的工作维度）。这些发现可以解释感知到的组织支持如何影响员工的创造力。此外，它们可以通过感知到的组织支持和呼吁来帮助释放员工的创造力。