Papers by Claudia Sacramento
Supervisor work-nonwork support, work-nonwork balance and outcomes: Mediation models
Academy of Management Proceedings, 2018
Across two studies, we examine single and parallel mediation models between supervisor work-nonwo... more Across two studies, we examine single and parallel mediation models between supervisor work-nonwork support, employee life satisfaction and job performance through employee work-family balance (WNW...
Innovation in Work Teams
The Oxford Handbook of Group Creativity and Innovation, 2019
Researchers and practitioners have recognized the importance of team innovation for organizationa... more Researchers and practitioners have recognized the importance of team innovation for organizational effectiveness. This chapter provides an overview of the factors that influence team innovation using an input–process–output structure. It identifies factors relating to the team and organizational context as inputs for various team processes that translate into innovative outputs. It further suggests that leadership acts as a contingency factor that facilitates the transition of input factors into team processes. Highlighting the often-overlooked difference between idea generation and idea implementation as part of team innovation, it discusses which input factors and processes are more likely to exert more influence over idea generation and/or idea implementation. It concludes by emphasizing the importance of implementing creative ideas for achieving innovation success.
The impact of stressors and regulatory focus on creativity:a dual level of analysis
The relationship between intergroup competition and longitudinal change in group effectiveness
Thriving at Work Scale--German Version
Positive mood is not always good:the role of team mood and work stressors for creative work performance
The role of regulatory, affective, and motivational resources in the adverse spillover of sleep in the home domain to employee effectiveness in the work domain
Human Relations, 2021
How does sleep affect employee effectiveness and what can employees do to remain effective on day... more How does sleep affect employee effectiveness and what can employees do to remain effective on days with a lack of sleep? Drawing on the conservation of resources theory, our research expands on the cognitive (regulatory resources), affective (positive affect), and motivational (subjective vitality) mechanisms that link sleep and employee effectiveness. Furthermore, considering the crucial role of individuals’ beliefs in the spillover of sleep to work, we examine implicit theories about willpower – a mindset about the resource-draining nature of self-regulation – as a moderator of the positive relationship between sleep duration and employee effectiveness through regulatory resources availability. Two daily diary studies with a combined sample of Ntotal = 214 employees ( Ntotal = 1317 workdays) demonstrate the predominant role of cognitive- and affective resources in the day-specific relations between sleep at home to engagement, in-role, and extra-role performance at work. Moreover,...
International Journal of Stress Management, 2019
It is now consensus that engaging in innovative work behaviours is not restricted to traditional ... more It is now consensus that engaging in innovative work behaviours is not restricted to traditional innovation jobs (e.g., research and development), but that they can be performed on a discretionary basis in most of today's jobs. To date, our knowledge on the role of workplace stressors for discretionary innovative behaviour, in particular for innovation implementation is limited. We draw on a cybernetic view as well as on a transactional, coping-based perspective with stress to propose differential effects of stressors on innovation implementation. We propose that work demands have a positive effect on innovation implementation, whereas role-based stressors -i.e., role conflict, role ambiguity, and professional compromisehave a negative effect. We conducted a time-lagged, survey-based study in the health care sector (Study 1, UK: N = 235 nurses). Innovation implementation was measured two years after the assessment of the stressors. Supporting our hypotheses, work demands were positively, role ambiguity and professional compromise negatively related to subsequent innovation implementation. We also tested organizational commitment as a mediator, but there was only partial support for the mediation. To test the generalizability of the findings, we replicated the study (Study 2, Germany: employees from various professions, N = 138, time lag 2 weeks). Again, work demands were positively, role ambiguity and professional compromise negatively related to subsequent innovation implementation. There was no support for strain as a mediator. Our results suggest differential effects of work demands and role stressors on innovation implementation, for which the underlying mechanism still needs to be uncovered.
The effect of transformational leadership and regulatory effect on creativity : testing two competitive models
Human Resource Practices and Customer Satisfaction: Test of a Multilevel Model
Academy of Management Proceedings, 2015
Drawing on self-determination theory (SDT), we proposed and tested a multilevel model of how a st... more Drawing on self-determination theory (SDT), we proposed and tested a multilevel model of how a strategically-focused high performance work system operates to influence customer satisfaction. Data were obtained from frontline employees, branch managers, and from branch records two organizations (retail bank and cosmetics) in Lithuania. Results of Multilevel Structural Equation Modeling (MSEM) analyses revealed support for our model. Specifically, unit-level HPWS influenced psychological need satisfaction through experienced HPWS, which provides the autonomous regulation that fosters creative process engagement. Furthermore, through a bottom-up process, creative process engagement relates to unit creative performance which, in turn, relates to customer satisfaction.
When creativity enhances sales effectiveness: The moderating role of leader-member exchange
Journal of Organizational Behavior, 2012
This study extends research on creativity by exploring the boundary conditions of the creativity-... more This study extends research on creativity by exploring the boundary conditions of the creativity-job effectiveness relationship. Building on social exchange theory, we argue that the extent to which employee creativity is related to sales - an objective work effectiveness measure - depends on the quality of leader-member exchange (LMX). We hypothesize that the relationship between creativity and sales is significant and positive when LMX is high, but not when LMX is low. Hierarchical linear modelling analysis provided support for the interaction hypothesis in a sample of 151 sales agents and 26 supervisors drawn from both pharmaceutical and insurance companies. Results showed that sales agents who were more creative generated higher sales only when they had high quality LMX. An ad-hoc qualitative study provided a more detailed understanding of the moderator role played by LMX.
The Mechanisms and Boundary Conditions Linking Sleep Duration to Work-Related Functioning
Academy of Management Proceedings, 2020
Is the project ‘mine’ or ‘ours’? A multilevel investigation of the effects of individual and collective psychological ownership
Journal of Occupational and Organizational Psychology
Uncovering the Effects of Team Openness to Experience on Team Creativity
Academy of Management Proceedings
Journal of Management, 2016
analyses revealed partial support for our model. Although perceived creativity-oriented HPWS rela... more analyses revealed partial support for our model. Although perceived creativity-oriented HPWS related to creative performance at the individual level, this effect was mediated solely by need satisfaction and not by creative process engagement nor by a serial mediation of both variables as we hypothesized. However, as we did hypothesize, average branch creative performance related to branch customer satisfaction. We interpret our findings as underscoring the utility of perceived creativity-oriented HPWS in fostering FLEs'creative performance and ultimately, customer satisfaction.
Journal of occupational health psychology, Jan 15, 2016
Grounding our research in conservation of resources theory, we set out to shed light on the relat... more Grounding our research in conservation of resources theory, we set out to shed light on the relationship between transformational leadership (TFL) and employee burnout. Specifically, we considered both thriving at work, a personal resource, and employees' openness to experience (OTE), a key resource, to uncover whether all employees benefit equally from TFL (a contextual resource). In detail, we argued that the negative effect of TFL on employee burnout is mediated by employee thriving at work, and that employees' OTE constitutes a boundary condition of this process. Our moderated mediation model was tested with 2 waves of data from 148 employees from a midsized German manufacturing company. The results supported our hypotheses and revealed that employees' thriving at work mediated the link between TFL and reduced burnout. As predicted, these relationships were moderated by employees' personality in such a way that TFL affected thriving and hence burnout of employees...
Journal of Applied Social Psychology, 2016
1 Leader trustworthy behavior and organizational trust: The role of the immediate manager for cul... more 1 Leader trustworthy behavior and organizational trust: The role of the immediate manager for cultivating trust
The interactive effect of workplace stressors and mood on creativity and implementation activities: a dual level approach
Creativity and innovation:the role of team and organizational climate
Getting diversity at work to work : what we know and what we still don’t know
Journal of Occupational and Organizational Psychology, Jun 1, 2013
ABSTRACT Diversity has the potential to significantly benefit organizations by leading to positiv... more ABSTRACT Diversity has the potential to significantly benefit organizations by leading to positive work outcomes when diversity ‘works’. Unfortunately, not only is our knowledge limited as to the necessary conditions and the mechanisms by which diversity affects individual, work performance and organizational outcomes, but we still know very little about which diversity management practices are most effective in promoting positive outcomes. We analyse the literature on diversity and its management, and describe how the seven papers included in this section advance our understanding of what organizations can do to get diversity at work to work. Our discussion points to the need for more research on how diversity at multiple levels affects work and organizational outcomes; the development of integrative theory which takes into account that diversity might not only engender separation and variety but also disparity; as well as to the need for more empirical attention to the climates or cultures that facilitate the positive effects of diversity on work and organizational outcomes. We suggest that future research should also identify those people management practices that are most powerful in the creation of a positive diversity climate, and the factors that moderate and underlie its effects on work and organizational outcomes. We conclude with proposals about how this might be achieved.
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Papers by Claudia Sacramento