The period of this study is one year. This empirical study tries to verify the antecedents of employee green creativity. The unit of analysis is the individual level. The multi-level study can not be carried out because the executive time of this project is limited. This study wants to verify the relationships among constructs as follows. Antecedents in this study are leadership styles and reward mechanisms, and the consequence is employee green creativity. The mediator is knowledge creation capability. Leadership styles can be divided into two types: abusive supervision and ethical leadership. Reward mechanisms are divided into two types: extrinsic financial rewards and intrinsic work-related rewards. 173 valid questionnaires were collected from Taiwanese companies that execute green projects. The results shows that H2、H5、H9 are supported in this study. Ethical leadership is positively associated with knowledge creation capability. Knowledge creation capability plays the full mediator role between ethical leadership and employee green creativity. Moreover, this study also verifies intrinsic work-related rewards have a positive effect on employee green creativity. Different from other research, this study highlights the importance of extrinsic financial rewards. The results show extrinsic financial rewards have a positive effect on knowledge creation capability and employee green creativity. The contribution of this study highlights the importance of rewards. No matter extrinsic financial rewards or intrinsic work-related rewards is the determination of employee green creativity.
|Effective start/end date||2019/08/01 → 2020/07/31|
- leadership styles; reward mechanisms; knowledge creation capability; employee green creativity
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