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Fighting the War for Talent: Examining a Multi-level Model of Talent Inducement, Work Engagement, and Creativity in Teams

Published online by Cambridge University Press:  04 December 2023

Yanhong Tu ,
Ying Hong ,
Yuan Jiang  and
Wei Zhang
Yanhong Tu
Affiliation:
Business School, Hunan University of Technology, Zhuzhou, HN, P.R. China
Ying Hong
Affiliation:
Gabelli School of Business, Fordham University, New York, NY, USA
Yuan Jiang
Affiliation:
China Europe International Business School, Shanghai, P.R. China
Wei Zhang*
Affiliation:
School of Public Administration, Sichuan University, Chengdu, SC, P.R. China
*
Corresponding author: Wei Zhang (hbue_wb@163.com)
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Abstract

Integrating the literature on talent management and teams, and drawing upon the signaling theory as the overarching framework, we investigated the moderated indirect effects of talent inducements on employee creativity via employee work engagement in teams. Empirical data from matched leader-members indicated that team talent inducement was positively related to member work engagement, which was then positively associated with team and member creativity. In addition, individual learning and performance-approach goal orientation positively moderated this indirect relationship, whereas individual performance-avoidance goal orientation negatively moderated this indirect relationship. Together, these results illuminate a cross-level influence process of team talent inducements on creativity and individual goal orientations as boundary conditions.

摘要

摘要

本文整合人才管理和团队的相关文献, 以信号理论为总体框架, 研究了人才激励通过员工工作投入对团队和成员创造力的间接效应, 以及团队成员的目标导向在这一中介效应中的调节作用。来自350份领导-成员配对问卷的实证数据表明, 团队人才激励与成员工作投入正相关, 工作投入与团队创造力和成员创造力正相关。个人学习目标导向加强、但绩效目标导向削弱了这种间接关系, 而个人绩效回避目标导向也削弱了这种间接关系。这些研究结果表明了团队人才激励对团队和成员创造力的跨层次影响机制和作用边界。

Keywords

Chinacreativitygoal orientationtalent inducementteamwork engagement人才激励创造力团队工作投入目标导向中国
Type
Article
Information
Management and Organization Review , Volume 19 , Issue 5 , October 2023 , pp. 910 - 931
Copyright
Copyright © The Author(s), 2023. Published by Cambridge University Press on behalf of The International Association for Chinese Management Research

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