Abstract

Research on the field of creativity currently lacks a cumulative investigation of how and why emotional stability affects individuals’ creative processes and performance in the workplace. The present study investigates the mediating and moderating processes through which emotional stability is linked with creativity. We examine the indirect effects of emotional stability on creativity through daily positive affect and daily work engagement, and further test whether paradoxical leadership moderates these relationships. Data were collected from 111 employees in Korea who took surveys in four different phases—Time 1, Time 2, Time 3 (i.e. daily surveys for 10 consecutive workdays), and Time 4. The results show that daily work engagement mediates the relationship between emotional stability and creativity, while the direct effect of emotional stability on creativity and the mediating role of daily positive affect in this relationship are not supported. Furthermore, paradoxical leadership was found to moderate the indirect effects of emotional stability on creativity via daily positive affect and daily work engagement, with significant indirect effects when paradoxical leadership was high but not when it was low. Important theoretical and practical implications to the extant literature on creativity and leadership are discussed.

摘要

目前对创造力领域的研究缺乏对情绪稳定性如何以及为何影响个人在工作场所的创作过程和表现的累积调查。本研究调查了情绪稳定性与创造力相关的中介和调节过程。我们通过日常积极影响和日常工作投入来检验情绪稳定性对创造力的间接影响，并进一步检验矛盾的领导是否会缓和这些关系。数据来自韩国的 111 名员工，他们在时间 1、时间 2、时间 3（即连续 10 个工作日的每日调查）和时间 4 四个不同阶段进行了调查。结果表明，日常工作投入在情绪与情绪之间的关系中起中介作用。稳定性和创造力，而情绪稳定性对创造力的直接影响以及日常积极情绪在这种关系中的中介作用不被支持。此外，自相矛盾的领导被发现可以调节情绪稳定性对创造力的间接影响通过日常的积极影响和日常工作投入，当矛盾领导力高时具有显着的间接影响，但在低时则没有。讨论了对现有关于创造力和领导力的文献的重要理论和实践意义。