Who and what is fair matters: A multi‐foci social exchange model of creativity

By Shalini Khazanchi, Suzanne Masterson. 2011

160 citations recorded by the source corpus.

Subfields: Demography, Experimental and Cognitive Psychology, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/cf56fc0e054a807ce68cc7dad37802eb5eddedd5

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In Experimental and Cognitive Psychology

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Citations in the corpus

I can do it, so can you: The role of leader creative self-efficacy in facilitating follower creativity (2016, result): “…be noted that this effect was positive and significant (see the main effects model with creativity as an outcome), which replicates findings obtained in the previous studies that examined this main effect (Atwater & Carmeli, 2009; Joo et al., 2013; Khazanchi & Masterson, 2011; Liao et al., 2010).”
How Leaders’ Positive Feedback Influences Employees’ Innovative Behavior: The Mediating Role of Voice Behavior and Job Autonomy (2021, background): “For example, the leader’s sincere sharing of emotions creates a close relationship with followers and brings them trust, respect, and psychological stability [66,67].”
Motivational mechanisms of employee creativity: A meta-analytic examination and theoretical extension of the creativity literature (2016, unknown): “…Jiang and Yang (2014) Non-self 211 .95 .35/.91 .38/.86 Jimeno-Ingrum (2007) Non-self 274 .89 .05/.83 .01/.77 Joo (2007) Non-self 167 .96 .25/– .32/.87 Khazanchi and Masterson (2011) Non-self 205 .80 .14/.94 Kim and Lee (2011) Self 559 .82 .24/.74 .13a/.71 Kim and Lee (2012) Non-self 178 .98…”
Leading to Stimulate Employees' Ideas: A Quantitative Review of Leader–Member Exchange, Employee Voice, Creativity, and Innovative Behavior (2017, background): “Specifically, leaders may provide more resources—both work-related resources such as mentoring and information sharing (Amabile et al., 2004; Khazanchi & Masterson, 2011) and psychological resources such as positive energy/emotions (Atwater & Carmeli, 2009; George & Zhou, 2007), improved…”
Customer engagement behavior in individualistic and collectivistic markets (2017, background): “Indeed, trust is seen as an outcome of fairness (Aryee et al., 2002; Khazanchi & Masterson, 2011), a view supported by social exchange theory (SET) (Blau, 1964).”
Research on Workplace Creativity: A Review and Redirection (2014, background): “Khazanchi & Masterson (2011) showed that supervisor informational and interpersonal justice promoted employees’ trust in their supervisors, supervisor informational justice and trust in supervisors promoted the perceived quality of the exchange relationshipbetween the supervisor and the employee…”
Interactional justice, leader–member exchange, and employee performance: Examining the moderating role of justice differentiation (2017, background): “More directly, Khazanchi and Masterson (2011) have demonstrated a significant and positive indirect relationship between interactional justice and employee creative performance via LMX. Integrating these arguments with our earlier discussion of the interactive effects of interactional justice and…”
Respect as an engine for new ideas: Linking respectful engagement, relational information processing and creativity among employees and teams (2015, background): “This research addresses how changing social contexts, rather than modifying creative personality structures, creates conditions that facilitate members’ creativity (Khazanchi and Masterson, 2011).”
Accounting for the influence of overall justice on job performance: : integrating self-determination and social exchange theories (2014, background): “Although research has reported justice to relate to both trust (Aryee et al., 2002; Khazanchi and Masterson, 2011) and intrinsic motivation (Zapata-Phelan et al.”
Psychological capital as a mediator of the relationship between leadership and creative performance behaviors: empirical evidence from the Indian R&D sector (2014, background): “Creative performance behaviors can be broadly classified into problem identification, information search, idea generation and idea promotion behaviors (Janssen 2000; Zhang and Bartol 2010; Khazanchi and Masterson 2011; Montag et al. 2012).”
At What Level (and in Whom) We Trust (2012, background): “…(e.g., supervisors; Ambrose & Schminke, 2003; Aryee et al., 2002; CohenCharash & Spector, 2001; Colquitt, LePine, Piccolo, Zapata, & Rich, 2012; Khazanchi & Masterson, 2011; Lee, Pillutla, & Law, 2000; Li & Cropanzano, 2009; Yang, Mossholder, & Peng, 2009) and in distal leaders (e.g., top…”
Understanding the changing nature of psychological contracts in 21st century organizations (2017, background): “In the same way that employees maintain differentiated exchanges with the organization and with their immediate supervisor (Khazanchi & Masterson, 2011; Tekleab & Chiaburu, 2011), research has shown that they also maintain differentiated exchanges with their work group and with the organization…”