Exploitative leadership and employees' creativity: An analysis of the mediating role of organizational cynicism

Subject Areas : Organizational and managerial creativity-logy, creativity and innovation management

Mohsen Aref Nezhad ¹ , Fariborz Fathi Chegeni ² , Ahmad Ghobadi Alvar ³ , Mohammad Hatami Neghad ⁴

1 - Associate Professor, Department of Management, Faculty of Management and Economics, Lorestan University, Khoramabad, Iran
2 - PhD in Management, Faculty of Management and Economics, Lorestan University, Khorramabad, Iran.
3 - Assistant Professor, Department of Management, Faculty of Literature and Humanities, Islamic Azad University, Khorramabad, Iran
4 - Master's degree in General Psychology, Faculty of Literature and Humanities, Lorestan University, Khorramabad, Iran

Received: 2022-08-13 Accepted : 2023-09-27 Published : 2023-08-23

Keywords: Creativity, Lorestan University, organizational cynicism, Exploative leadership,

Abstract :

Context: In today's era, it has become clear to everyone that the existence of creative and motivated human resources is one of the reasons for the economic leadership of organizations and their not falling behind in the field of competition. Meanwhile, various factors affect the creativity of employees, which include exploitative leadership and organizational cynicism.Objective: The purpose of this research was to examine the relationship between exploitative leadership and employees' creativity with the mediating role of organizational cynicism in Lorestan University.Research method: The present descriptive-exploratory research is applied in terms of purpose and is based on the deductive research and positivism paradigm in term of philosophy. The statistical population of the study was 440 employees of Lorestan University. Based on Morgan's table, a sample of 205 people was selected by stratified random sampling. In order to measure the variables of the research, the (Schmid et al’s, 2019) exploative leadership Questionnaire, (Wang et al’s, 2013), creativity Questionnaire and the (Dean et al’s, 1998) organizational cynicism Questionnaire were used and Their reliability was confirmed by Cronbach's alpha. For data analysis, structural equations modeling and PLS software have been used.Findings: Findings show that exploative leadership has a negative and significant relationship with employees' creativity and a positive and significant relationship with organizational cynicism, organizational cynicism has a negative and significant relationship with employees' creativity, also exploative leadership has a significant negative relationship with employees' creativity through organizational cynicism.Conclusion: Exploitative leaders who, with all their selfishness, are highly focused on achieving their personal goals and do not spare any effort in this direction, have caused dissatisfaction and a feeling of organizational cynicism in employees, which causes negative thoughts towards The organization and the feeling of frustration and discouragement among the employees will increase, as a result of which their creativity will decrease.

References:

اسکندرپور، بهروز؛ زارع، امین و نظری، یونس. (1400). تحلیل رابطه رهبریِ غیراخلاقیِ سرپرستی توهین‌آمیز و رفتار شهروندی سازمانی. اخلاق در علوم و فناوری، 16(2)، 99-107.

امامی، هما و ناظم، فتاح. (1396). بررسی رابطه بین خلاقیت کارکنان و بلوغ سازمانی با سرمایه فکری دانشکده فنی و حرفه ای دختران دکتر شریعتی تهران. نوآوری های مدیریت آموزشی، 12(3)، 83-95.

آیت، مسرت و زارع، علیرضا. (1400). پایش حصار شیشه‌ای اطلاعات بر بدبینی سازمانی. فصلنامه علمی مدیریت سازمان‌های دولتی، 10(شماره 1 (پیاپی 37))، 125-138.

ایرجی راد، ارسلان و لطفی خاتون آباد، فاطمه. (1398). نقش توانمندسازی در رابطه بین رفتار نوآورانه و خلاقیت کارکنان. ابتکار و خلاقیت در علوم انسانی، 9(1)، 1-22.

بستانی، طاهره و قربانحسینی، مسعود. (1399). تأثیر گردش شغلی بر اشتیاق شغلی با نقش میانجی توانمندی کارکنان در شهرداری ساوه. چشم انداز حسابداری و مدیریت، 3(24)، 108-119.

حسینی، اکرم السادات؛  ضرغام حاجبی؛ مجید، منیرپور؛ نادر و حبیب زاده، عباس. (1400). بررسی نقش میانجی خلاقیت و سبک تفکر در رابطه بین دین داری و تعالی پس از ضربه. ابتکار و خلاقیت در علوم انسانی، 11(3)، 83-112.

حق‌گویان، زلفا؛ کریمی مالک‌آبادی، لاله و کاظمی، زهره. (1397). بررسی نقش بدبینی سازمانی در سایش اجتماعی: سکوت سازمانی به‌عنوان متغیر میانجی. مجله علمی "مدیریت سرمایه اجتماعی"، 5(4)، 553-577.

خدابخش زاده، سعید؛ امیرزاده مرادآبادی، سمیرا؛ خدابخش زاده، صادق و بنی اسد، محمد. (1394). بررسی عوامل مؤثر بر بهره وری منابع انسانی؛ موانع و راهکارها (مطالعه ی موردی:حوزه معاونت آموزشی دانشگاه علوم پزشکی بم). فصلنامه توسعه آموزش جندی شاپور اهواز، 6(4)، 323-331.

سپهوند، رضا؛ عارف نژاد، محسن و فتحی چگنی، فریبرز. (1400). نقش میانجی خستگی عاطفی در رابطه بین رهبری ماکیاولیستی و خلاقیت کارکنان. ابتکار و خلاقیت در علوم انسانی، 11(3)، 25-54.

سپهوند، رضا؛ عارف نژاد، محسن؛ فتحی چگنی، فریبرز و سپهوند، مهدیه. (1399). نقش میانجی سکوت سازمانی در رابطه بین طردشدگی در محل کار و خلاقیت کارکنان (مورد مطالعه: کارکنان دانشگاه لرستان). ابتکار و خلاقیت در علوم انسانی، 10(2)، 209-240.

عظیم پور، احسان و جلیلیان، سهیلا. (1398). مدل علی تأثیر سرسختی شغلی بر اشتیاق شغلی معلمان با نقش میانجی رفتارهای کاری نوآورانه. مجله پیشرفتهای نوین در علوم رفتاری، 4(31)، 21-42.

فتحی چگنی، فریبرز. (1401). کرونیسم سازمانی و نامرئی‌شدن کارکنان: تبیین نقش میانجی نقض قرارداد روان‌شناختی در سازمان‌های دولتی. فصلنامه توسعه مدیریت منابع انسانی و پشتیبانی، 1401(64)، 133-160.

ملک اخلاق، اسماعیل؛ دوستار، محمد و شنبدی، فاطمه (1400). تأثیر رهبری ماکیاولی بر فرسودگی شغلی کارکنان با نقش میانجی بدبینی سازمانی. مطالعات رهبری فرهنگی، 3(2)، 72-83.

نصیرزاده، مژده؛ معمارزاده طهران، غلامرضا؛ امیرنژاد، قنبر؛ مکوندی، فؤاد و کرراهی مقدم، سیروس. (1401). بررسی رابطه مدیریت منابع انسانی سبز با خلاقیت و تمایلات رفتاری سبز با توجه به نقش ارزش‌های سبز. ابتکار و خلاقیت در علوم انسانی، 11(4)، 201-228.

یکانی، مهتاب؛ خان محمدی، ارسلان و عباسی اسفجیر، علی اصغر. (1401). مدل‌یابی روابط ساختاری سرزندگی تحصیلی بر خلاقیت شناختی با نقش واسطه‌ای خودکارآمدی تحصیلی دانشجویان دانشگاه آزاد شهر تهران. ابتکار و خلاقیت در علوم انسانی، 11(4)، 229-252.

 

Byun, G., Dai, Y., Lee, S., & Kang, S. W. (2016). When does Empowering Leadership Enhance Employee Creativity? A Three-Way Interaction Test, Social Behavior and Personality, 44 (9), 1555.

Chiaburu, D. S., Peng, A. C., Oh, I-S., Bank, G. C., & Lomeli, L. C. (2013). Antecedents and consequences of employee organizational cynicism: A meta analysis. Journal of Vocational Behaviour, 83, 181-197.

Dean, J.W., Brandes, P. & Dharwadkar, R. (1998). Organizational cynicism. Academy of Management Review, 23 (2), 341-352.

Durrah, O., Chaudhary, M., & Gharib, M. (2019). Organizational cynicism and its impact on organizational pride in industrial organizations. International journal of environmental research and public health, 16 (7), 1203-1226.

Elsaied, M. (2022). Exploitative leadership and organizational cynicism: the mediating role of emotional exhaustion. Leadership & Organization Development Journal, 43 (1), 25-38.

Feng, Y., Ayub, A., Fatima, T., Irfan, S. & Sarmad, M. (2022). I cannot be creative due to my exploitative leader! A moderated mediation interplay of leader–member exchange quality and knowledge hiding. Journal of Organizational Change Management, 35 (3), 558-579.

Firoozi, M., Mokhtari, A., & Mokhtari, G. (2016). The Relationship between Organizational Cynicism and Innovative Behaviors of Sport and Youth Offices in Hamedan Province. International Journal of Science Culture and Sport, 4 (3), 295-303.

Glăveanu, V. (2018). Educating which creativity? Thinking Skills and Creativity, 27 (2018), 25–32.

Guo, L., Cheng, K. & Luo, J. (2020). The effect of exploitative leadership on knowledge hiding: a conservation of resources perspective. Leadership and Organization Development Journal, 42 (1), 83-98.

Jiang, H., Chen, Y., Sun, P., &Yang, J. (2017). The relationship between authoritarian leadership and employees’ deviant workplace behaviors: the mediating effects of psychological contract violation and organizational cynicism. Frontiers in Psychology, 8 (732), 1-12.

Kaufman, J. C., & Sternberg, R. J. (Eds.) (2010). Cambridge handbook of creativity. Cambridge University Press.

Khaola, P., & Coldwell, D. (2019). Explaining how leadership and justice influence employee innovative behaviours. European Journal of Innovation Management, 22 (1), 193-212.

Kiyani, A.S., Atasever, M. and Rizvi, S.T. (2021). Impact of exploitative leadership on workplace incivility: role of psychological distress -evidence from banking sector. NICE Research Journal, 14 (1), 131-149.

Majeed, M. & Fatima, T. (2020). Impact of exploitative leadership on psychological distress: a study of nurses. Jouranal of Nursing Management, 28 (7), 1713-1724.

Nafei, A. W. (2013). The effects of organizational cynicism on job attitudes an empirical study on teaching hospitals in Egypt. International Business Research, 7(6), 8-11.

Nur, C. (2017). Creativity Fostering Teaching: Impact of Creative Self-efficacy and Teacher Efficacy. Educational Sciences: Theory and Practice, 17 (6), 1959–1975.

Polat, S. (2013). The impact of teachers' organizational trust perceptions on organizational cynicism perception. Educational Research and Reviews, 8 (16), 1483.

Prajogoa, W., Wijaya, N.H.S., & Kusumawati, H. (2020). The Relationship of Organisational Cynicism, Emotional Exhaustion, Creative Work Involvement and In-Role Performance. International Journal of Innovation, Creativity and Change, 12 (5), 201-214.

Rehan, M. (2017). Organizational cynicism and its relationship with employee’s performance in teaching hospitals of Pakistan International Journal of Management and Economics - Sciendo, 6, 1–6.

Schmid, E.A., Pircher Verdorfer, A., & Peus, C. (2019). Shedding light on leaders’ self-interest: theory and measurement of exploitative leadership. Journal of Management, 45 (4), 1401-1433.

Shen, Y., Chou, W., & Schaubroeck, J. (2019). The roles of relational identification and workgroup cultural values in linking authoritarian leadership to employee performance. European Journal of Work and Organizational Psychology, 28 (4), 498-509.

Terzi, A.R. & Derin, R. (2016). Relation between democratic leadership and organizational cynicism. Journal of Education and Learning, 5 (3), 193-204.

Volmer, J., Spurk, D., & Niessen, C., (2012). Leader–Member Exchange (LMX), Job Autonomy, and Creative Work Involvement. The Leadership Quarterly, 23, 456–465.

Wang, P., Rode, J. C., Shi, K., Luo, Z., & Chen, W. (2013). A Workgroup Climate Perspective on the Relationships among Transformational Leadership, Workgroup Diversity, and Employee Creativity. Group & Organization Management, 38(3), 334-360.

Wang, Z., Chen, Y., Ren, S., Collins, N., Cai, S., & Rowley, C. (2021). Exploitative leadership and employee innovative behaviour in China: a moderated mediation framework. Asia Pacific Business Review,

Wang, Z., Ren, S., Chadee, D., & Sun, C. (2021). The influence of exploitative leadership on hospitality employees’ green innovative behavior: A moderated mediation model. International Journal of Hospitality Management, 99 (2021), 1-10.

Wang, Z., Sun, C., & Cai, S. (2021). How exploitative leadership influences employee innovative behavior: the mediating role of relational attachment and moderating role of high-performance work systems. Leadership & Organization Development Journal, 42 (2), 233-248.

Yunlu, D. G., Clapp-Smith, R., & Shaffer, M. (2017). Understanding the role of cultural intelligence in individual creativity. Creativity Research Journal, 29 (3), 236-243.

Zhang, Q., Sun, S., & Xingshan, Z. (2019). The Role of Cynicism and Personal Traits in the Organizational Political Climate and Sustainable Creativity. Sustainability, 11(1), 257-274.