This paper aims to investigate relationship conflicts and creative idea endorsement to develop the understanding of managerial reactions towards ideas of those who develop relationship conflicts with managers/supervisors at work. Taking a contingency perspective, the authors also investigated role subordinates’ political skills and implementation instrumentality play in determining supervisors’ endorsement of subordinates’ creative ideas.,The authors used two sources of data collected from 243 subordinates and their respective 41 supervisors of a multinational software company operating in an emerging economy (Pakistan) and analyzed the hypothesized model with Mplus using random coefficient modeling.,With this research, the authors contributed to management literature by investigating how the effects of relationship conflicts on creative idea endorsement depend on subordinates’ political skills and implementation instrumentality. They postulate a negative relationship between relationship conflict and creative ideas endorsement and predict that this negative relationship is augmented by subordinates’ implementation instrumentality but attenuated by subordinates’ political skills. They also give directions to decision makers in organizations that they must inform the managers/supervisors about negative effects of their relationship conflict with their subordinates and train supervisors and subordinates about reducing their relationship conflicts with each other for mutual benefits.,Organizations should take a relationship perspective when creating an environment for creativity: an environment based on mutual trust and respect so that exchange relationships can foster. With this research, the authors extended the list of potential detriment associated with relationship conflicts, that is the endorsement of creative ideas by supervisors. The authors also extended creativity literature by investigating social relationships for selection-focused creativity (idea endorsement) instead of variance-focused creativity (idea generation).

中文翻译：

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冲突和创意支持

本文旨在调查关系冲突和创意支持，以发展管理者对与工作中的经理/主管发生关系冲突的人的想法的理解。从权变观点出发，作者还调查了下属的政治技巧和实施手段在确定主管对下属的创意的认可中的作用。作者使用了从243个下属及其各自的41个跨国软件主管中收集的两个数据源一家在新兴经济体（巴基斯坦）运营的公司，并使用随机系数模型对Mplus的假设模型进行了分析。通过研究关系冲突对创意认可的影响如何取决于下属的政治技巧和实施手段，作者为管理文学做出了贡献。他们假设关系冲突和创意认可之间存在负相关关系，并预测这种负关系会随着下属的实施工具而增加，但会由于下属的政治技巧而减弱。他们还向组织中的决策者发出指示，他们必须告知经理/主管他们与下属之间的关系冲突的负面影响，并培训主管和下属以减少彼此之间的关系冲突以实现互惠互利。组织在创造创造力的环境时应采用关系视角：基于相互信任和尊重的环境，以便可以促进交流关系。通过这项研究，作者扩展了与关系冲突相关的潜在危害的列表，即主管对创意的认可。作者还通过研究针对选择的创造力（想法认可）而不是针对差异的创造力（想法产生）的社会关系来扩展创造力文献。