Current issue
Archive
About the Journal
About
Editorial Office
Scientific Board
Abstract & Indexing
Contact
Reviewers list
Editorial Policies
Authorship & COI
Ethical principles
Crossmark
Principles of Transparent Checklist
Open access
Reviewing procedure
For Authors
Guidelines for Authors
Manuscript Types
Manuscript structure
How to submit
Conference collaborations
SCIENCE ARTICLE
Gritty leadership and creative performance: The mediating
roles of proactive attitude and improvisation: Quantitative
evidence from hospitality industry of Pakistan
1
Department of Management Sciences, Capital University of Science and Technology, Pakistan
2
Department of Management Sciences, Capital University of Science and Technology, Pakistan
3
Teesside University International Business School, Teesside University, United Kingdom
Submission date: 2026-02-06
Final revision date: 2026-04-14
Acceptance date: 2026-05-16
Online publication date: 2026-07-21
Publication date: 2026-07-21
Corresponding author
Muhammad Younas Khan
Department of Management Sciences, Capital University of Science and Technology, Islamabad, Pakistan
Department of Management Sciences, Capital University of Science and Technology, Islamabad, Pakistan
Management 2026;(1):708-738
KEYWORDS
gritty leadershipproactive attitudeemployee improvisationcreative performancehospitality industryPakistan
JEL CLASSIFICATION CODES
M12
O31
L83
TOPICS
ABSTRACT
Research background and purpose:
The aim of this study is to draw upon social learning theory to examine the effect of leader’s grit on creative performance and explore the sequential mediating roles of proactive attitude and employee improvisation between gritty leadership and creative performance of employees in hospitality industry of Pakistan.
Design/methodology/approach:
A study sample of 268 employees from hotels of Rawalpindi, and Islamabad, Pakistan was conducted consists of established questionnaires relating to measuring variables gritty leadership, proactive attitude, employee improvisation, and employee creative performance. SPSS-26 was used for descriptive statistics and correlation analysis. The theoretical model was investigated using structural equation modeling (SEM) and hypotheses testing by utilizing SmartPLS4 program.
Findings:
The study result indicates that gritty leadership has significant direct effect on employee creative performance. In addition, the study findings highlight that proactive attitude mediates the relationship between gritty leadership and employee improvisation. Furthermore, the study results depict that employee improvisation significantly mediates the relationship between proactive attitude and creative performance. Finally, proactive attitude and employee improvisation sequentially mediates the relationship between gritty leadership and creative performance.
Value added and limitations:
The research data was collected from single industry, and the culture and background of the industry builds the perceptions of the employees about creativity. By gathering information from a larger and more diverse range of cultural and industry contexts, future study can validate and improve the findings. In theoretical context, the study broadens the leadership importance with the underlying mechanism by assessing the sequential mediating effects of proactive attitude and employee improvisation in the relationship between gritty leadership and employee creative performance. Additionally, the study findings guide the managers in the organization need to adopt various styles of leadership to foster employee proactive attitude and employee improvisation which will help the employees to perform more creatively.
The aim of this study is to draw upon social learning theory to examine the effect of leader’s grit on creative performance and explore the sequential mediating roles of proactive attitude and employee improvisation between gritty leadership and creative performance of employees in hospitality industry of Pakistan.
Design/methodology/approach:
A study sample of 268 employees from hotels of Rawalpindi, and Islamabad, Pakistan was conducted consists of established questionnaires relating to measuring variables gritty leadership, proactive attitude, employee improvisation, and employee creative performance. SPSS-26 was used for descriptive statistics and correlation analysis. The theoretical model was investigated using structural equation modeling (SEM) and hypotheses testing by utilizing SmartPLS4 program.
Findings:
The study result indicates that gritty leadership has significant direct effect on employee creative performance. In addition, the study findings highlight that proactive attitude mediates the relationship between gritty leadership and employee improvisation. Furthermore, the study results depict that employee improvisation significantly mediates the relationship between proactive attitude and creative performance. Finally, proactive attitude and employee improvisation sequentially mediates the relationship between gritty leadership and creative performance.
Value added and limitations:
The research data was collected from single industry, and the culture and background of the industry builds the perceptions of the employees about creativity. By gathering information from a larger and more diverse range of cultural and industry contexts, future study can validate and improve the findings. In theoretical context, the study broadens the leadership importance with the underlying mechanism by assessing the sequential mediating effects of proactive attitude and employee improvisation in the relationship between gritty leadership and employee creative performance. Additionally, the study findings guide the managers in the organization need to adopt various styles of leadership to foster employee proactive attitude and employee improvisation which will help the employees to perform more creatively.
REFERENCES (106)
1.
Adekanmbi, F., & Ukpere, W. I. (2021). Stimulating creative behaviors in the work environment: influences of employee engagement, authentic leadership, and human capital factors on employee creativity. EUREKA: Social and Humanities,(5), 24-33. https://doi.org/10.21303/2504-....
2.
Al Harbi, J. A., Alarifi, S., & Mosbah, A. (2019). Transformational leadership and creativity: Effects of employees’ psychological empowerment and intrinsic motivation. Personnel Review, 48(5), 1082–1099.
3.
Almeida-García, F., Peláez-Fernández, M. Á., Balbuena-Vazquez, A., & Cortés-Macias, R. (2016). Residents’ perceptions of tourism development in Benalmádena (Spain). Tourism Management, 54, 259-274. https://doi.org/10.1016/ j.tourman.2015.11.007
4.
Altaf, M., & Hussain, T. (2021). An overview of Pakistan Tourism Impact of COV. Journal of Wildlife and Ecology, 5(4), 186-201.
5.
Andersen, J. A. (2016). An old man and the “sea of leadership”. Journal of Leadership Studies, 9(4), 70-81.
6.
Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103(3), 411. https://doi.org/10.1037/0033-2....
7.
Arokiasamy, A. R. A., Maheshwari, G., & Nguyen, K. L. (2022). The influence of ethical and transformational leadership on employee creativity in Malaysia’s private higher education institutions: the mediating role of organizational citizenship behaviour. Interdisciplinary Journal of Information, Knowledge, and Management, 17, 1.
8.
Asif, M., Miao, Q., Jameel, A., Manzoor, F., & Hussain, A. (2022). How ethical leadership influence employee creativity: A parallel multiple mediation model. Current Psychology, 41(5), 3021-3037.
9.
Asrar-ul-Haq, M., & Kuchinke, K. P. (2016). Impact of leadership styles on employees’ attitude towards their leader and performance: Empirical evidence from Pakistani banks. Future Business Journal, 2(1), 54-64.
10.
Bakker, A. B., Petrou, P., Op den Kamp, E. M., & Tims, M. (2020). Proactive vitality management, work engagement, and creativity: The role of goal orientation. Applied Psychology, 69(2), 351-378.
11.
Bandura, A., & Walters, R. H. (1977). Social learning theory (Vol. 1). Prentice Hall: Englewood Cliffs.
12.
Bari, A. and Arshad, D. (2020). The mediating role of improvisation behavior on proclivity for entrepreneurial self-efficacy, social networking, and women-owned SME business success in Malaysia. International Journal of Innovation, Creativity and Change, 13(5), 1297-1314.
13.
Bavik, A., & Kuo, C. F. (2022). A systematic review of creativity in tourism and hospitality. The Service Industries Journal, 42(5-6), 321-359. https://doi.org/10.1080/026420....
14.
Becker, J. M., Cheah, J. H., Gholamzade, R., Ringle, C. M., & Sarstedt, M. (2023). PLS-SEM’s most wanted guidance. International Journal of Contemporary Hospitality Management, 35(1), 321-346. https://doi.org/10.1108/ IJCHM0420220474
15.
Bindl, U. K., & Parker, S. K. (2010). Proactive work behavior: Forward-thinking and change-oriented action in organizations. In S. Zedeck (Ed.), APA handbook of industrial and organizational psychology: Vol. 2. Selecting and developing members for the organization (pp. 567–598). American Psychological Association. https://doi.org/10.1037/12170-....
16.
Chan, D. (2006). Interactive effects of situational judgment effectiveness and proactive personality on work perceptions and work outcomes. Journal of Applied Psychology, 91(2), 475.
17.
Chan, J. (2016). Creativity and culture: A sociological perspective. In V. P. Glăveanu (Ed.), The Palgrave handbook of creativity and culture research (pp. 639–660). Palgrave Macmillan UK.
18.
Charyton, C. (2015). Creative engineering design: The meaning of creativity and innovation in engineering. In C. Charyton (Ed.), Creativity and innovation among science and art: A discussion of the two cultures (pp. 135–152). Springer.
19.
Chen, P. L., Lin, C. H., Lin, I. H., & Tsai, Y. L. (2025). Emotional creativity and grit as predictors of learning engagement: A cross-cultural study of domestic and international students in Taiwan [Preprint]. Research Square. https://doi.org/10.21203/rs.3.....
20.
Credé, M., Tynan, M. C., & Harms, P. D. (2017). Much ado about grit: A metaanalytic synthesis of the grit literature. Journal of Personality and Social Psychology, 113(3), 492–511. https://doi.org/10.1037/pspp00....
21.
Dash, G., & Paul, J. (2021). CB-SEM vs PLS-SEM methods for research in social sciences and technology forecasting. Technological Forecasting and Social Change, 173, 121092. https://doi.org/10.1016/j.tech...
22.
De Graaf, J., Wann, D., & Naylor, T. H. (2014). Affluenza: How Overconsumption Is Killing Us--and How to Fight Back. Berrett-Koehler Publishers.
23.
DeRue, D. S., Spreitzer, G. M., Flanagan, B., & Allen, B. (2013). Developing adaptive leaders for turbulent times: The Michigan model of leadership. European Business Review, 25(1), 57–67.
24.
DeVellis, R. F. (2017). Scale development: Theory and applications (4th ed.). Sage.
25.
Ding, D. R., & Chen, W. M. (2017). A study about the impact of self-efficacy on individual improvisation: the mediating effect of expectation of individual outcome and the moderating effect of organizational support. Forcasting, 36, 21-27.
27.
Duckworth, A. L., & Quinn, P. D. (2009). Development and validation of the Short Grit Scale (GritS). Journal of Personality Assessment, 91(2), 166–174.
28.
Duckworth, A. L., Peterson, C., Matthews, M. D., & Kelly, D. R. (2007). Grit: perseverance and passion for long-term goals. Journal of Personality and Social Psychology, 92(6), 1087.
29.
Etikan, I., Musa, S. A., & Alkassim, R. S. (2016). Comparison of convenience sampling and purposive sampling. American Journal of Theoretical and Applied Statistics, 5(1), 1–4. https://doi.org/10.11648/j.ajt....
30.
Faraj, K. M., Faeq, D. K., Abdulla, D. F., Ali, B. J., & Sadq, Z. M. (2021). Total Quality Management And Hotel Employee Creative Performance: The Mediation Role Of Job Embeddedment. Journal of Contemporary Issues in Business and Government, 27(1), 3838-3855.
31.
Galdames, S., & Guihen, L. (2022). Millennials and leadership: a systematic literature review. Total Quality Management & Business Excellence, 33(1-2), 146-162. https://doi.org/10.1080/147833....
32.
Golden III, J. H., & Shriner, M. (2019). Examining relationships between transformational leadership and employee creative performance: The moderator effects of organizational culture. The Journal of Creative Behavior, 53(3), 363-376.
33.
Hair Jr, J. F., Howard, M. C., & Nitzl, C. (2020). Assessing measurement model quality in PLS-SEM using confirmatory composite analysis. Journal of Business Research, 109, 101-110. https://doi.org/10.1016/j.jbus....
34.
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2016). A primer on partial least squares structural equation modeling (PLS-SEM) (2nd ed.). Thousand Oaks, CA: SAGE Publications.
35.
Hair, J. F., Hult, G. T. M., Ringle, C. M., Sarstedt, M., & Thiele, K. O. (2017). Mirror, mirror on the wall: a comparative evaluation of composite-based structural equation modeling methods. Journal of The Academy of Marketing Science, 45, 616-632. https://doi.org/10.1007/s11747....
36.
Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2-24. https://doi.org/10.1108/EBR112....
37.
Hayes, A.F. (2013). Introduction to Mediation, Moderation, and Conditional Process Analysis: A Regression-Based Approach. The Guilford Press.
38.
Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of The Academy of Marketing Science, 43, 115-135. https://doi.org/10.1007/ s1174701404038.
39.
Hewagama, G., Boxall, P., Cheung, G. & Hutchison, A. (2019). Service recovery through empowerment? HRM, employee performance and job satisfaction in hotels. International Journal of Hospitality Management, 81, 73-82.
40.
Hmieleski, K. M., & Corbett, A. C. (2008). The contrasting interaction effects of improvisational behavior with entrepreneurial self-efficacy on new venture performance and entrepreneur work satisfaction. Journal of Business Venturing, 23(4), 482-496.
41.
Hodge, B., Wright, B., & Bennett, P. (2018).The Role of Grit in Determining Engagement and Academic Outcomes for University Students. Research in Higher Education, 59, 448-460.
42.
Jaiswal, N. K., & Dhar, R. L. (2017).The influence of servant leadership, trust in leader and thriving on employee creativity. Leadership & Organization Development Journal, 38(1), 2-21.
43.
Jia, J., Yan, J., Jahanshahi, A. A., Lin, W., & Bhattacharjee, A. (2020). What makes employees more proactive? Roles of job embeddedness, the perceived strength of the HRM system and empowering leadership. Asia Pacific Journal of Human Resources, 58(1), 107-127.
44.
Karatepe, O. M., Aboramadan, M., & Dahleez, K. A. (2020). Does climate for creativity mediate the impact of servant leadership on management innovation and innovative behavior in the hotel industry?. International Journal of Contemporary Hospitality Management, 32(8), 2497-2517.
45.
Khoreva, V. (2016). Leadership development practices as drivers of employee attitudes. Journal of Managerial Psychology, 31(2), 537-551.
46.
Khosravi, P., Newton, C., & Rezvani, A. (2019). Management innovation: a systematic review and meta-analysis of past decades of research. European Management Journal, 37(6), 694-707.
47.
Kim, H. J., Hong, A. J., & Song, H. D. (2018). The relationships of family, perceived digital competence and attitude, and learning agility in sustainable student engagement in higher education. Sustainability, 10(12), 4635.
48.
Kleinmintz, O. M., Goldstein, P., Mayseless, N., Abecasis, D., & Shamay-Tsoory, S. G. (2014). Expertise in musical improvisation and creativity: The mediation of idea evaluation. PloS one, 9(7), e101568.
49.
Kline, R. B. (2016). Principles and practice of structural equation modeling (4th ed.). Guilford Press.
50.
Lee, A., Legood, A., Hughes, D., Tian, A. W., Newman, A., & Knight, C. (2020). Leadership, creativity and innovation: A meta-analytic review. European Journal of Work and Organizational Psychology, 29(1), 1-35.
51.
Lee, A., Lyubovnikova, J., & Knight, C. (2020). Authentic leadership and creativity: A multilevel perspective. Leadership Quarterly, 31(6), 101377.
52.
Li, N., Liang, J., & Crant, J. M. (2010). The role of proactive personality in job satisfaction and organizational citizenship behavior: a relational perspective. Journal of Applied Psychology, 95(2), 395.
53.
Liden, R. C., Wayne, S. J., Liao, C., & Meuser, J. D. (2014). Servant leadership and serving culture: Influence on individual and unit performance. Academy of Management Journal, 57(5), 1434–1452.
54.
Liu, B., Shah, T. A., & Shoaib, M. (2024). Creative leadership, creative mindset and creativity: A selfregulatory focus perspective. Current Psychology, 43(29), 24375–24389.
55.
Liu, W., Zhang, P., Liao, J., Hao, P., & Mao, J. (2016). Abusive supervision and employee creativity: The mediating role of psychological safety and organizational identification. Management Decision, 54(1), 130–147. https://doi.org/10.1108/MD-09-....
56.
Lombardi, S., Sassetti, S., & Cavaliere, V. (2019). Linking employees’ affective commitment and knowledge sharing for an increased customer orientation. International Journal of Contemporary Hospitality Management, 31(11), 4293-4312.
57.
Ma, X., Jiang, W., Wang, L., & Xiong, J. (2020). A curvilinear relationship between transformational leadership and employee creativity. Management Decision, 58(7), 1355-1373.
58.
Madera, J.M., Dawson, M., Guchait, P., & Belarmino, A.M. (2017). Strategic human resources management research in hospitality and tourism: a review of current literature and suggestions for the future. International Journal of Contemporary Hospitality Management, 29(1), 48-67.
59.
Magni, M., Palmi, P., & Salvemini, S. (2018). Under pressure! Team innovative climate and individual attitudes in shaping individual improvisation. European Management Journal, 36(4), 474-484.
60.
Mannucci, V., Orazi, D. C., & de Valk, K. (2020). Developing improvisation skills: The influence of individual orientations. Administrative Science Quarterly, 66(3), 612–658. https://doi.org/10.1177/000183....
61.
Mansoor, A., Farrukh, M., Lee, J. K., & Jahan, S. (2021). Stimulation of employees’ green creativity through green transformational leadership and management initiatives. Sustainability, 13(14), 7844.
62.
Melnyk, L., Kubatko, O., Matsenko, O., Balatskyi, Y., & Serdyukov, K. (2023). Transformation of the human capital reproduction in line with Industries 4.0 and 5.0. Problems and Perspectives in Management, 19(2), 480–494.
63.
Merriman, K. K. (2017). Leadership and perseverance. In J. Marques & S. Dhiman (Eds.), Leadership today (pp. 335–350). Springer. https://doi.org/10.1007/978-3-....
64.
Moosvi, A., & Ali, S. T. (2022). Hotel and restaurant industries of Pakistan: Opportunities and market dynamics (PIDE Knowledge Brief No. 2022:76). Pakistan Institute of Development Economics (PIDE).
65.
Mumford, M. D., & Hunter, S. T. (2005). Innovation in organizations: A multi-level perspective on creativity. In F. J. Yammarino & F. Dansereau (Eds.), Multi-level issues in strategy and methods (pp. 11–73). Emerald Group Publishing Limited. https://doi.org/10.1016/S1475-....
66.
Muro, M., & Jeffrey, P. (2008). A critical review of the theory and application of social learning in participatory natural resource management processes. Journal of Environmental Planning and Management, 51(3), 325-344.
67.
Nasifoglu Elidemir, S., Ozturen, A., & Bayighomog, S. W. (2020). Innovative behaviors, employee creativity, and sustainable competitive advantage: A moderated mediation. Sustainability, 12(8), 3295.
68.
Ottenbacher, M.C. (2007). Innovation management in the hospitality industry: different strategies for achieving success. Journal of Hospitality and Tourism Research, 31(4), 431-454.
69.
Ouyang, X., Liu, Z., & Gui, C. (2021). Creativity in the hospitality and tourism industry: a metaanalysis. International Journal of Contemporary Hospitality Management, 33(10), 3685-3704.
70.
Panaccio, A., Henderson, D.J., Liden, R.C., Wayne, S.J. & Cao, X. (2015). Toward an understanding of when and why servant leadership accounts for employee extra-role behaviors. Journal of Business and Psychology, 30(4), 657-675.
71.
Parker, S. K., Wang, Y., & Liao, J. (2019). When is proactivity wise? A review of factors that influence the individual outcomes of proactive behavior. Annual Review of Organizational Psychology and Organizational Behavior, 6, 221-248.
72.
Peng, M. Y. P., Liang, Z., Fatima, I., Wang, Q., & Rasheed, M. I. (2023). The nexus between empowering leadership, job engagement and employee creativity: Role of creative self-efficacy in the hospitality industry. Kybernetes, 53(7), 2381–2403. https://doi.org/10.1108/K-10-2....
73.
Ployhart, R. E., & Vandenberg, R. J. (2010). Longitudinal research: The theory, design, and analysis of change. Journal of Management, 36(1), 94–120.
74.
Podsakoff, P.M., MacKenzie, S.B., & Podsakoff, N.P. (2012). Sources of method bias in social science research and recommendations on how to control it. Annual Review of Psychology, 63(1), 539-569.
75.
Preacher, K. J., & Hayes, A. F. (2008). Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models. Behavior Research Methods, 40(3), 879-891.
76.
Rego, A., Vitória, A., e Cunha, M. P., Owens, B. P., Ventura, A., Leal, S., Couto-de-Sousa, M., & Lourenço-Gil, R. (2022). Employees’ improvisational behavior: Exploring the role of leader grit and humility. Human Performance, 35(2), 113–138.
77.
Ren, L., Zhang, X., Chen, P., & Liu, Q. (2022). The impact of empowering leadership on employee improvisation: Roles of challenge-hindrance stress and psychological availability. Psychology Research and Behavior Management, 15, 2783–2801. https://doi.org/10.2147/PRBM.S....
78.
Sarwar, A., & Muhammad, L. (2020). Impact of employee perceptions of mistreatment on organizational performance in the hotel industry. International Journal of Contemporary Hospitality Management, 32(1), 230-248.
79.
Seguin, C. (2019). A Survey of Nurse Leaders to Explore the Relationship between Grit and Measures of Success and Well-Being. Journal of Nursing Administration, 49, 125-131.
80.
Shafi, M., Lei, Z., Song, X., &Sarker, M. N. I. (2020). The effects of transformational leadership on employee creativity: Moderating role of intrinsic motivation. Asia Pacific Management Review, 25(3), 166-176.
81.
Shipton, H., West, M. A., Dawson, J., Birdi, K., & Patterson, M. (2006). HRM as a predictor of innovation. Human Resource Management Journal, 16(1), 3-27.
82.
Shmueli, G., Sarstedt, M., Hair, J. F., Cheah, J. H., Ting, H., Vaithilingam, S., & Ringle, C. M. (2019). Predictive model assessment in PLS-SEM: guidelines for using PLSpredict. European Journal of Marketing, 53(11), 2322-2347.
83.
Smets, M., Morris, T. I. M., & Greenwood, R. (2012). From practice to field: A multilevel model of practice-driven institutional change. Academy of Management Journal, 55(4), 877-904.
84.
Sternberg, R. J., & Lubart, T. I. (1991). An investment theory of creativity and its development. Human Development, 34(1), 1-31.
85.
Strayhorn, T. L. (2014). What role does grit play in the academic success of black male collegians at predominantly white institutions?. Journal of African American Studies, 18(1), 1-10.
86.
Sun, L., Huang, C., Wu, Z., & Li, C. (2023). How does humble leadership influence employee improvisation? A motivational perspective. Humanities and Social Sciences Communications, 10(1), 1-11.
87.
Suzuki, Y., Tamesue, D., Asahi, K., & Ishikawa, Y. (2015). Grit and work engagement: A crosssectional study. PloS One, 10(9), e0137501.
88.
Tajeddini, K., Martin, E., & Altinay, L. (2020). The importance of human-related factors on service innovation and performance. International Journal of Hospitality Management, 85, 102431.
89.
Tornau, K., & Frese, M. (2013). Construct clean‐up in proactivity research: A meta‐analysis on the nomological net of work‐related proactivity concepts and their incremental validities. Applied Psychology, 62(1), 44-96.
90.
Tzafrir, S. S., Baruch, Y., & Dolan, S. L. (2004).The consequences of emerging HRM practices for employees’ trust in their managers. Personnel Review, 33(6), 628-647.
91.
Vaccaro, I.G., Jansen, J.J.P., Van den Bosch, F.A.J., & Volberda, H.W. (2012). Management innovation and leadership: the moderating role of organizational size. Journal of Management Studies, 49 (1), 28-51.
92.
Van Velsor, E., & Leslie, J. B. (1995). Why executives derail: Perspectives across time and cultures. Academy of Management Perspectives, 9(4), 62-72.
93.
Vardiman, P. D., Houghton, J. D., & Jinkerson, D. L. (2006). Environmental leadership development: Toward a contextual model of leader selection and effectiveness. Leadership & Organization Development Journal, 27(2), 93-105.
94.
Vera, D., Crossan, M., Rerup, C., & Werner, S. (2014). ‘Thinking before acting’ or ‘acting before thinking’: antecedents of individual action propensity in work situations. Journal of Management Studies, 51(4), 603-633.
95.
Volberda, H.W., Van den Bosch, F.A.J., & Heij, C.V. (2013). Management innovation: management as fertile ground for innovation. European Management Review, 10(1), 1-15.
96.
Wadei, K. A., Lu, C., & Wu, W. (2021). Unpacking the chain mediation process between transformational leadership and knowledge worker creative performance: evidence from China. Chinese Management Studies, 15(2), 483-498.
97.
Wu, X., & Ma, Y. (2019). The effect of proactive personality on individual improvisation: the moderating role of job autonomy. Open Journal of Social Sciences, 7(4), 178-190.
98.
Xia, Z., Yu, H., & Yang, F. (2022). Benevolent leadership and team creative performance: creative self-efficacy and openness to experience. Frontiers in Psychology, 12, 745991.
99.
Yildiz, B., & Elibol, E. (2021). Turnover intention linking compulsory citizenship behaviours to social loafing in nurses: A mediation analysis. Journal of Nursing Management, 29(4), 653-663.
100.
Youssef, C. M., &Luthans, F. (2012).Positive global leadership. Journal of World Business, 47(4), 539.
101.
Yuan, F., & Woodman, R.W. (2010). Innovative behavior in the workplace: the role of performance and image outcome expectations. Academy of Management Journal, 53(2), 323-342.
102.
Zhang, J., Gong, Z., Zhang, S., & Zhao, Y. (2017). Impact of the supervisor feedback environment on creative performance: a moderated mediation model. Frontiers in Psychology, 8, 256.
103.
Zhang, Y., & Chiu, C. Y. (2012). Goal commitment and alignment of personal goals predict group identification only when the goals are shared. Group Processes & Intergroup Relations, 15(3), 425-437.
104.
Zhou, J., & George, J. M. (2003). Awakening employee creativity: The role of leader emotional intelligence. The Leadership Quarterly, 14(4-5), 545-568.
105.
Zhu, C., & Zhang, F. (2020). How does servant leadership fuel employee innovative behavior? A moderated mediation framework. Asia Pacific Journal of Human Resources, 58(3), 356-377.
106.
Şeşen, H., Sürücü, L., & Maşlakcı, A. (2019). On the relation between leadership and positive psychological capital in the hospitality industry. International Journal of Business, 24(2), 182–196.
Share
| eISSN: | 2299-193X |
| ISSN: | 1429-9321 (1997-2019) |
We process personal data collected when visiting the website. The function of obtaining information about users and their behavior is carried out by voluntarily entered information in forms and saving cookies in end devices. Data, including cookies, are used to provide services, improve the user experience and to analyze the traffic in accordance with the Privacy policy. Data are also collected and processed by Google Analytics tool (more).
You can change cookies settings in your browser. Restricted use of cookies in the browser configuration may affect some functionalities of the website.
You can change cookies settings in your browser. Restricted use of cookies in the browser configuration may affect some functionalities of the website.
