ABSTRACT

In this study, we extend the affect–creativity literature by theorizing and validating the way the variability of affective experiences or lack thereof predicts employee creativity. Departing from the average of typical affective experiences, we introduce affect spin versus stability that reflects the dynamic variability of employee affect over time. Drawing on resource-based accounts of individual behaviour, affect stability is hypothesized to exert a positive indirect effect on employee creativity via work-related positive affect. We collected multilevel, multi-wave data from 149 employees and their supervisors. To calculate affect stability, we used daily data based on the experience sampling method collected over 2 weeks, resulting in 1,747 daily ratings from 149 employees. The analysis shows that work-related positive affect mediates the relationship between affect stability and creativity. Furthermore, knowledge sharing positively moderates the indirect effect of affect stability on employee creativity. We uncover the significance of dynamic affect variability towards creativity with the consideration of internal and external resources for employee creativity.

摘要

在这项研究中，我们通过理论化和验证情感体验的可变性或缺乏情感体验预测员工创造力的方式来扩展情感创造力文献。与典型情感体验的平均值不同，我们引入了情感旋转与稳定性，它反映了员工情感随时间的动态变化。利用基于资源的个人行为描述，假设情感稳定性通过与工作相关的积极影响对员工创造力产生积极的间接影响。我们从 149 名员工及其主管那里收集了多层次、多波的数据。为了计算影响稳定性，我们使用了基于 2 周内收集的经验抽样方法的每日数据，得出了来自 149 名员工的 1,747 次每日评分。分析表明，工作相关的积极情感在情感稳定性和创造力之间起中介作用。此外，知识共享正向调节情感稳定性对员工创造力的间接影响。通过考虑员工创造力的内部和外部资源，我们揭示了动态影响可变性对创造力的重要性。