THE EFFECTS OF ORGANIZATIONAL SUPPORT IN TEAM WORKING ON CREATIVITY AND PERSONAL INITIATIVE OF EMPLOYEES

Organizational support is one of the important dimensions of team working concept. The culture that will encourage employees to take the initiative and be creative requires top management support. The research question of this study is how organizational support exerts influence on take the initiative by team members and creativity of the employees. Therefore, this study aims to shed light on the relationship among organizational support, creativity and personal initiative. As a result of test of the hypotheses, positive and significant relationships between Organizational Support and Creativity and between Organizational Support and Personal Initiative have been supported. Managerial implications of these results are that if the employees feel the support of the management, they will be willing to take the initiative and they will unleash their creative potentials.

PDF

___

Amabile, T. (1988). A model of creativity and innovation in organizations. Research in Organizational Behavior, 10, 123-167.

Anderson, J., & Gerbing, D. (1988). Structural Equation Modelling in Practice: A Review and Recommended Two-Step Approach. Psychological Bulletin.

Bagozzi, R. P., & Yi, Y. (1990). Assessing Method Variance in Multitrait-Multimethod Matrices: The Case of Self- reported Affect and Perceptions at Work. Journal of Applied Psychology, 75(1), 547-560.

Byrne, B. M. (2010). Structural Equation Modeling with AMOS. New York: Routledge Taylor & Francis Group.

Carver, C., & Scheier, M. (1982). Control theory: A useful conceptual framework for personal- ity, social, clinical, and health psychology. Psychological Bulletin, 92, 111-135.

Civelek, M. (2018). Yapısal Eşitlik Modellemesi Metodolojisi. İstanbul: Beta.

Daft, L. R. (2004). Organization Theory and Design. Mason: Thomson, South-Western.

Fornell, C., & Larcker, D. (1981). Evaluating Structural Equation Models with Unobservable Variables and Measurement Error. Journal of Marketing Research, 18(1), 39-50.

Frese , M., & Fay, D. (2001). Personal Initiative: An Active Performance Concept for Work in the 21st Century. Research in Organizational Behavior, 23, 133-187.

Frese, M., & Zapf, D. (1994). Action as the core of work psychology: A German approach. In H. C. Triandis, M. D. Dunnette, & J. M. Hough (Eds). Eds.), Handbook of industrial and organizational psychology, 4(2), 271- 340.

Frese, M., Kring, W., Soose, A., & Zempel, J. (1996). Personal Initiative at Work: Differences between East and West Germany. The Academy of Management Journal, 39(1), 37-63.

Hacker, W. (1985). Activity: A fruitful concept in industrial psychology. In M. Frese & J. Sabini (Eds. Goal directed behavior: The concept of action in psychology, 262-284.

Hackman , R. (1986). The psychology of self-management inorganizations. Washington, DC: American Psychological Association.

Hackman, R. (1987). The design of work teams. In: J. Lorsch(Ed.), Handbook of Organizational Behavior. Prentice Hall, Englewood Cliffs, NJ.

İbicioğlu, H., & Doğan, H. (2006). İşletmelerde Örtülü Bilgi ve Önemi. Bursa: Ekin Kitapevi.

Katzenbach, J., & Smith, D. (1993). The discipline of teams. Harvard Business Review, 71(2), 111-120.

Koçel, T. (2011). İşletme Yöneticiliği. İstanbul: Beta.

LePine, J., & Van Dyne, L. (1998). Predicting voice behaviors in work groups. Journal of Applied Psychology, 83, 853-868.

Levi, D., & Slem, C. (1995). Team work in R&D organizations: The characteristics of successful teams. International Journal of Industrial Ergonomics, 16, 29-42.

Mcgill, M., & Slocum, J. (1993). Unlearning the Organization. Organizational dynamics.

Oldham, G., & Cummings, A. (1996). Employee creativity: Personal and centexual factors at work. Academy of Management Journal, 83, 607-634.

Raabe , B., Frese , M., & Beehr, T. (2007). Action regulation theory and career self-management. Journal of Vocational Behavior, 70, 297–311.

Schwartz, S., Melech, G., Lehmann, A., Burgess, S., Haris, M., & Owens, V. (2001). Extending the cross-cultural validity of the theory of basic human with a different method of measurement. Journal of Cross- Cultural Psychology, 32(5), 519-542.

Scott, S., & Bruce, R. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of Management Journal, 37, 580-607.

Shalley, C. (1991). Effects of productivity goals, creativity goals, and personal discretion on individual creativity. Journal of Applied Psychology, 76, 179-185.

Shalley, C. (1995). Effects of coaction, expected evaluation, and goal setting on creativity and productivity. Academy of Management Journal, 38, 483-503.

Srivastavaand, N., & Agrawal, A. (2010). Factors Supporting Corporate Entrepreneurship: An Exploratory Study. TheJournal of Business Perspective, 14(3), 164.

Uzunboylu, H., & Hürsen, Ç. (2011). Lifelong Learning Competence Scale (LLLCS): The Study of Validity and Reliability. Hacettepe Üniversitesi Eğitim Fakültesi Dergisi, 41, 449-461.

Woodman, R., Sawyer, J., & Griffin, R. (1993). Toward a theory of organizational creativity. Academy of Management Review, 18, 293-321.

Zhou, J., & George, J. (2001, August). When job dissatisfaction leads to creativity: Encouraging the expression of voice. Academy of Management Journal, 44(4), 682-696.