employee self-concordance . Enhancing employee creativity in the Chinese context: The mediating role of employee self-concordance Presented By: Irfan Arshad By: Alice H.Y. Hon International Journal of Hospitality Management 30 (2011) 375384 Introduction With Globalization, creativity becomes more critical for success and competitive advantage. Creativity refers to the development of novel and useful ideas regarding products, services, and organizational processes and procedures. (Amabile et al., 1996; Zhou and Shalley, 2003; Woodman et al., 1993). Previous studies did not foster creative engagement in services in Asian countries. Current Theories are concerned about social-contextual factors like organizational climate, leadership behavior, and relations among individual members of work groups (Shalley et al., 2004; Scott and Bruce, 1994; Woodman et al., 1993). With Globalization, creativity becomes more critical for success and competitive advantage. Creativity refers to the development of novel and useful ideas regarding products, services, and organizational processes and procedures. (Amabile et al., 1996; Zhou and Shalley, 2003; Woodman et al., 1993). Previous studies did not foster creative engagement in services in Asian countries. Current Theories are concerned about social-contextual factors like organizational climate, leadership behavior, and relations among individual members of work groups (Shalley et al., 2004; Scott and Bruce, 1994; Woodman et al., 1993). Introduction This study focuses on three s factors, i.e., organizational modernity, empowering leadership, and supportive coworkers, and creativity, Additionally It including an important intervening variable employee self-concordance. Social contextual factors are associated with employee self- concordance and self-concordance is associated with creativity. Self-concordance theory is core component of intrinsic motivation. This study focuses on three s factors, i.e., organizational modernity, empowering leadership, and supportive coworkers, and creativity, Additionally It including an important intervening variable employee self-concordance. Social contextual factors are associated with employee self- concordance and self-concordance is associated with creativity. Self-concordance theory is core component of intrinsic motivation. Introduction Hotel industry in (Mainland) China is focused for study. The hierarchical linear modeling (HLM) is used for data analysis Multisource sampling Employees self concordance fully mediated all three variables and creativity Finding are useful for future hotel industry for better services. Hotel industry in (Mainland) China is focused for study. The hierarchical linear modeling (HLM) is used for data analysis Multisource sampling Employees self concordance fully mediated all three variables and creativity Finding are useful for future hotel industry for better services. Literature Review Literature Review Review of Literature Intrinsic motivation was considered as essential determinant of employees creativity. (Chen and Klimoski, 2003; Grant, 2008). The self-determination theory (SDT) is popular in this regard(Deci and Ryan, 2000; Gagn and Deci, 2005) that focuses on the experience of autonomy Sheldon and Elliots (1998) self-concordance model, a subtheory of SDT, more fully explores this value-based intrinsic motivation. Goals ---- effort ---- progress ---- well being Intrinsic motivation was considered as essential determinant of employees creativity. (Chen and Klimoski, 2003; Grant, 2008). The self-determination theory (SDT) is popular in this regard(Deci and Ryan, 2000; Gagn and Deci, 2005) that focuses on the experience of autonomy Sheldon and Elliots (1998) self-concordance model, a subtheory of SDT, more fully explores this value-based intrinsic motivation. Goals ---- effort ---- progress ---- well being Background this study examines the relationship between one of the fundamental building blocks of intrinsic motivation employee self-concordance and creativity and exploring whether social- contextual factors might influence this core motivational component (Sheldon et al., 2003) this study examines the relationship between one of the fundamental building blocks of intrinsic motivation employee self-concordance and creativity and exploring whether social- contextual factors might influence this core motivational component (Sheldon et al., 2003) Background Second, this study adopts a multi-level approach which considers the possibility that organizational-level variables may influence individual-level relationships (e.g., Bliese, 2000; Hofmann and Stetzer, 1998). This study explains a multi-level approach allows us to investigate how the three social contexts might influence individual-level intrinsic motivation and creativity. Second, this study adopts a multi-level approach which considers the possibility that organizational-level variables may influence individual-level relationships (e.g., Bliese, 2000; Hofmann and Stetzer, 1998). This study explains a multi-level approach allows us to investigate how the three social contexts might influence individual-level intrinsic motivation and creativity. Theoretical framework Hypothesis Development H: Employee self-concordance is positively related to employee creativity. The path model of social-contextual approach (Scott and Bruce, 1994) suggested three social-contextual factors organization climate, leadership, and work group relations that influence individual creativity. H: Employee self-concordance is positively related to employee creativity. The path model of social-contextual approach (Scott and Bruce, 1994) suggested three social-contextual factors organization climate, leadership, and work group relations that influence individual creativity. Hypothesis Development Hypothesis 2: Organizational modernity is positively related to employee s Hypothesis 3. Empowering leadership is positively related to employee self- concordance. elf-concordance. Hypothesis 4. The presence of supportive, helpful coworkers is positively related to employee self- concordance. Hypothesis 2: Organizational modernity is positively related to employee s Hypothesis 3. Empowering leadership is positively related to employee self- concordance. elf-concordance. Hypothesis 4. The presence of supportive, helpful coworkers is positively related to employee self- concordance. The mediating effect of employee self-concordance Hypothesis 5a. Employee self-concordance mediates the relationship between organizational modernity and employee creativity. Hypothesis 5b. Employee self-concordance mediates the relationship between empowering leadership and employee creativity. Hypothesis 5c. Employee self-concordance mediates the relationship between supportive and helpful coworkers and employee creativity. Hypothesis 5a. Employee self-concordance mediates the relationship between organizational modernity and employee creativity. Hypothesis 5b. Employee self-concordance mediates the relationship between empowering leadership and employee creativity. Hypothesis 5c. Employee self-concordance mediates the relationship between supportive and helpful coworkers and employee creativity. Sample and procedures Data were subsequently collected from 286 individuals working in 20 well- known hotel companies in the region. Sample size range from 5 to 13 with a mean of 7 Age distribution was 57% between 19- 29 years 90 % had bachelor degree Data were subsequently collected from 286 individuals working in 20 well- known hotel companies in the region. Sample size range from 5 to 13 with a mean of 7 Age distribution was 57% between 19- 29 years 90 % had bachelor degree Methodology A , 7 point likert scale was used Different questionnaire for managers & subordinates 8 scale item used for self concordance 5 scale item used for modernity 15 scale item used for empowerment 4 scale item used for supportive workers 13 scale item used for creativity A , 7 point likert scale was used Different questionnaire for managers & subordinates 8 scale item used for self concordance 5 scale item used for modernity 15 scale item used for empowerment 4 scale item used for supportive workers 13 scale item used for creativity Methodology Hierarchal linear model (HLM) used for hypothesis testing Interrater agreement coefficients It is known as cross level model A one way analysis of variance (ANOVA) Interclass correlation coefficient (ICC) Confirmatory factor analysis (CFA) was conduct using AMOS Hierarchal linear model (HLM) used for hypothesis testing Interrater agreement coefficients It is known as cross level model A one way analysis of variance (ANOVA) Interclass correlation coefficient (ICC) Confirmatory factor analysis (CFA) was conduct using AMOS Results Results Five constructs were treated independently for hypothesis testing Multilevel Hypotheses were supported through results regarding contextual factors, modernity, empowerment and supportive co-worker. All other Hypothesis were also supported Five constructs were treated independently for hypothesis testing Multilevel Hypotheses were supported through results regarding contextual factors, modernity, empowerment and supportive co-worker. All other Hypothesis were also supported Summary Hotel Industry in china received much appreciation Self Concordance has a positive and mediating effect on creative performance Hotel Industry in china received much appreciation Self Concordance has a positive and mediating effect on creative performance Policy Implications / Suggestions Research can utilize the multi level framework to examine important factors that may affect how self concordance plays role in organization Managers will display creative behaviour Study may be generalised to other asian countries Significant change and recognition Empowerment Research can utilize the multi level framework to examine important factors that may affect how self concordance plays role in organization Managers will display creative behaviour Study may be generalised to other asian countries Significant change and recognition Empowerment References Aftab, S., Cororaton, C. and Jansen, H.G.P. (2009). 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World Bank Staff Working Paper No. 643. Washington D.C. Debowicz, D., Robinson, S., and Haider, H. (2012). Tax Policies in Pakistan- Preliminary Economy-Wide Assessment. International Food Policy Research Institute (IFPRI) Washington D.C. Unpublished Gotsch, C.H. and G. Brown (1980). Prices, Taxes and Subsidies in Pakistans Agriculture, 1960-75. World Bank Staff Working Paper No. 387. Washington D.C. Cheong, K.C. and E.H. DSilva (1984). Prices, Terms of Trade and the Role of Government in Pakistans Agriculture. World Bank Staff Working Paper No. 643. Washington D.C. Debowicz, D., Robinson, S., and Haider, H. (2012). Tax Policies in Pakistan- Preliminary Economy-Wide Assessment. International Food Policy Research Institute (IFPRI) Washington D.C. Unpublished Gotsch, C.H. and G. Brown (1980). Prices, Taxes and Subsidies in Pakistans Agriculture, 1960-75. World Bank Staff Working Paper No. 387. Washington D.C. Thank You