Core Self-evaluation and Employee Creativity： A Perspective Based on the Self-consistent Theory

Abstract

Abstract: Employee creativity not only comes from individuals’ positive self-evaluation but also benefits from the interpersonal interaction in the organization. Based on self-consistent theory, this paper constructs a mediated moderation model to explore the mechanism of how core self-evaluation influences employee creativity. The hypothesis test is conducted with leaders from 77 work teams of large domestic enterprise groups and their 295 subordinates as samples. In line with our hypotheses, the path analysis results reveal that: (1) Core self-evaluation has a significant positive influence on employee creativity. (2) Creative process engagement plays a significant mediated role between core self-evaluation and employee creativity. (3) Job social support significantly moderates the positive relationships between core self-evaluation and creative process engagement as well as employee creativity such that they are stronger for subordinates who receive high job social support than for those who receive low one. (4) Creative process engagement mediates the interactive effect of core self-evaluation and job social support on employee creativity. The theoretical and managerial implications of the findings, limitations and future research directions are discussed.

Key words: core self-evaluation, creative process engagement, job social support, employee creativity

Wu Xiangfan, Chen Yun, Yan Rong, Guan Haoguang. Core Self-evaluation and Employee Creativity： A Perspective Based on the Self-consistent Theory[J]. Management Review, 2022, 34(9): 243-253.

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