Correo Electrónico
DNINFOA - SIA
Bibliotecas
Convocatorias
Identidad U.N.
Publicado
Influencia del liderazgo ético sobre la creatividad: un modelo mediado por un clima ético de principios y moderado por el compromiso de continuidad
The Influence of Ethical Leadership on Creativity: A Model Mediated by a Principles-Based Ethical Climate and Moderated by Continuance Commitment
Influência da liderança ética na criatividade: um modelo mediado por um clima ético de princípios e moderado pelo compromisso com a continuidade
DOI:
https://doi.org/10.15446/innovar.v35n97.108051Palabras clave:
Liderazgo ético, Creatividad, Ética, Clima ético, Compromiso de continuidad (es)Ethical climate, continuance commitment, creativity, ethics, ethical leadership (en)
clima ético, compromisso com a continuidade, criatividade, ética, liderança ética (pt)
Descargas
Un liderazgo ético proporciona al empleado herramientas para afrontar escenarios difíciles bajo fuertes convicciones morales y además establece un entorno útil que influye positivamente en la creatividad; sin embargo, un compromiso vinculado al interés propio puede reducir o anular ese efecto. Por eso, este estudio tiene como objetivo investigar la relación entre liderazgo ético y creatividad a través de un clima ético de principios como mediador y del compromiso de continuidad ejerciendo una doble función moderadora. La muestra es de 448 empleados. El estudio se contrasta, a través de un modelo de ecuaciones estructurales, en seis organizaciones pertenecientes al sector eléctrico colombiano. Los resultados revelan que el clima ético de principios tiene un efecto mediador significativo. Las acciones creíbles del líder ético junto con unas condiciones laborales justas construyen un marco que impulsa iniciativas originales mediante valores compartidos y relaciones de confianza. Asimismo, el liderazgo ético se asocia con la creatividad del seguidor. El intercambio natural entre líder y empleado establece un contexto de aprendizaje y estabilidad emocional que promueve una voluntad ideológica para desarrollar ideas nuevas y valiosas. Por último, el compromiso de continuidad transmite actitudes pasivas y rigidez frente a cualquier cambio organizacional, lo que obstruye el papel regulador del líder ético hasta neutralizar su influencia.
Ethical leadership equips employees with the moral foundation to navigate complex situations and fosters a supportive organizational climate that enhances creativity. However, when employee commitment is primarily driven by self-interest—referred to as continuance commitment—this positive effect may be diminished or nullified. This study investigates the relationship between ethical leadership and employee creativity, incorporating a principles-based ethical climate as a mediating variable and continuance commitment as a dual moderating factor. A sample of 448 employees from six organizations in Colombia’s electricity sector was analyzed using structural equation modeling to test the proposed model. The findings indicate that a principles-based ethical climate significantly mediates the relationship between ethical leadership and employee creativity. Credible actions by ethical leaders, together with fair working conditions, create a framework that encourages original thinking through shared values and trust-based relationships. Moreover, ethical leadership is positively associated with employee creativity. The natural exchange between leader and follower supports a learning-oriented environment and emotional stability, fostering an ideologically driven willingness to generate novel and valuable ideas. In contrast, continuance commitment is linked to passive attitudes and resistance to change, thereby weakening the positive influence of ethical leadership and ultimately neutralizing its effect on creativity.
A liderança ética fornece ao funcionário ferramentas para enfrentar cenários difíceis sob fortes convicções morais e estabelece um ambiente útil que influencia positivamente a criatividade; no entanto, um compromisso ligado ao interesse próprio pode reduzir ou anular esse efeito. Portanto, este estudo tem como objetivo investigar a relação entre liderança ética e criatividade por meio de um clima ético de princípios como mediador e o compromisso com a continuidade exercendo uma dupla função moderadora. A amostra é de 448 funcionários. O estudo é contrastado, por meio de um modelo de equações estruturais, em seis organizações pertencentes ao setor elétrico colombiano. Os resultados revelam que o clima ético de princípios tem um efeito mediador significativo. As ações críveis do líder ético, juntamente com condições de trabalho justas, constroem uma estrutura que impulsiona iniciativas originais por meio de valores compartilhados e relações de confiança. Da mesma forma, a liderança ética está associada à criatividade do seguidor. A troca natural entre líder e colaborador estabelece um contexto de aprendizagem e estabilidade emocional que promove uma disposição ideológica alinhada a valores éticos de desenvolver ideias novas e valiosas. Por fim, o compromisso com a continuidade transmite atitudes passivas e rigidez diante de qualquer mudança organizacional, que obstrui o papel regulador do líder ético até que sua influência seja neutralizada.
Referencias
Afsar, B., & Shahjehan, A. (2018). Linking ethical leadership and moral voice. Leadership & Organization Development Journal, 39(6), 775–793. https://doi.org/10.1108/LODJ-01-2018-0015 DOI: https://doi.org/10.1108/LODJ-01-2018-0015
Al Halbusi, H., Williams, K. A., Ramayah, T., Aldieri, L., & Vinci, C. P. (2021). Linking ethical leadership and ethical climate to employees’ ethical behavior: the moderating role of person–organization fit. Personnel Review, 50(1), 159–185. https://doi.org/10.1108/PR-09-2019-0522 DOI: https://doi.org/10.1108/PR-09-2019-0522
Amabile, T. M., & Pratt, M. G. (2016). The dynamic componential model of creativity and innovation in organizations: Making progress, making meaning. Research in Organizational Behavior, 36, 157–183. https://doi.org/10.1016/j.riob.2016.10.001 DOI: https://doi.org/10.1016/j.riob.2016.10.001
Arciniega, L. M., & González, L. (2006). What is the influence of work values relative to other variables in the development of organizational commitment? Revista de Psicología Social, 21(1), 35–50. https://doi.org/10.1174/021347406775322269 DOI: https://doi.org/10.1174/021347406775322269
Asgari, A., Mezginejad, S., & Taherpour, F. (2020). The role of leadership styles in organizational citizenship behavior through mediation of perceived organizational support and job satisfaction. Innovar, 30(75), 87–98. https://doi.org/10.15446/innovar.v30n75.83259 DOI: https://doi.org/10.15446/innovar.v30n75.83259
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. https://doi.org/10.1007/s12144-020-00819-9 DOI: https://doi.org/10.1007/s12144-020-00819-9
Bagozzi, R. P., Yi, Y., & Nassen, K. D. (1998). Representation of measurement error in marketing variables: Review of approaches and extension to three-facet designs. Journal of Econometrics, 89(1–2), 393–421. https://doi.org/10.1016/S0304-4076(98)00068-2 DOI: https://doi.org/10.1016/S0304-4076(98)00068-2
Bollen, K. A. (1990). Overall fit in covariance structure models: Two types of sample size effects. Psychological Bulletin, 107(2), 256–259. https://doi.org/10.1037/0033-2909.107.2.256 DOI: https://doi.org/10.1037//0033-2909.107.2.256
Brown, M. E., Treviño, L. K., & Harrison, D. A. (2005). Ethical leadership: A social learning perspective for construct development and testing. Organizational Behavior and Human Decision Processes, 97(2), 117–134. https://doi.org/10.1016/j.obhdp.2005.03.002 DOI: https://doi.org/10.1016/j.obhdp.2005.03.002
Cardoso Ribeiro, C., Gómez-Conesa, A., & Hidalgo Montesinos, M. D. (2010). Metodología para la adaptación de instrumentos de evaluación. Fisioterapia, 32(6), 264–270. https://doi.org/10.1016/j.ft.2010.05.001 DOI: https://doi.org/10.1016/j.ft.2010.05.001
Castelo Branco, M., Castelo Branco, D., & Baptista, I. (2015). Compromisso com a RSE no Pacto Global da Organização das Nações Unidas. Innovar, 25(58), 81–90. https://doi.org/10.15446/innovar.v25n58.52427 DOI: https://doi.org/10.15446/innovar.v25n58.52427
Chanana, N. (2021). The impact of COVID‐19 pandemic on employees organizational commitment and job satisfaction in reference to gender differences. Journal of Public Affairs, 21(4). https://doi.org/10.1002/pa.2695 DOI: https://doi.org/10.1002/pa.2695
Chen, B.-B. (2016). Conscientiousness and everyday creativity among Chinese undergraduate students. Personality and Individual Differences, 102, 56–59. https://doi.org/10.1016/j.paid.2016.06.061 DOI: https://doi.org/10.1016/j.paid.2016.06.061
Chigeda, F., Ndofirepi, T. M., & Steyn, R. (2022). Continuance in organizational commitment: The role of emotional intelligence, work‐life balance support, and work‐related stress. Global Business and Organizational Excellence, 42(1), 22–38. https://doi.org/10.1002/joe.22172 DOI: https://doi.org/10.1002/joe.22172
Chin, W. W. (1998). The partial least squares approach to structural equation modeling. In Modern Methods for Business Research (pp. 295–358). Lawrence Erlbaum Associates.
Chun, B.-Y., & Hong*, H.-P. (2019). Understanding Three Components of Organizational Commitment in Workgroups and their Relationships with Innovative Behavior. International Journal of Innovative Technology and Exploring Engineering, 8(12), 563–568. https://doi.org/10.35940/ijitee.L3451.1081219 DOI: https://doi.org/10.35940/ijitee.L3451.1081219
Cingöz, A., & Akdoğan, A. A. (2011). An empirical examination of performance and image outcome expectation as determinants of innovative behavior in the workplace. Procedia - Social and Behavioral Sciences, 24, 847–853. https://doi.org/10.1016/j.sbspro.2011.09.099 DOI: https://doi.org/10.1016/j.sbspro.2011.09.099
Demirtas, O., & Akdogan, A. A. (2015). The Effect of Ethical Leadership Behavior on Ethical Climate, Turnover Intention, and Affective Commitment. Journal of Business Ethics, 130(1), 59–67. https://doi.org/10.1007/s10551-014-2196-6 DOI: https://doi.org/10.1007/s10551-014-2196-6
Diaz, I. (2019). La innovación en Cuba: un análisis de sus factores clave. Innovar, 29(71), 43–54. https://doi.org/10.15446/innovar.v29n71.76394 DOI: https://doi.org/10.15446/innovar.v29n71.76394
Eisenbeiß, S. A., & Brodbeck, F. (2014). Ethical and Unethical Leadership: A Cross-Cultural and Cross-Sectoral Analysis. Journal of Business Ethics, 122(2), 343–359. https://doi.org/10.1007/s10551-013-1740-0 DOI: https://doi.org/10.1007/s10551-013-1740-0
Erben, G. S., & Güneşer, A. B. (2008). The Relationship Between Paternalistic Leadership and Organizational Commitment: Investigating the Role of Climate Regarding Ethics. Journal of Business Ethics, 82(4), 955–968. https://doi.org/10.1007/s10551-007-9605-z DOI: https://doi.org/10.1007/s10551-007-9605-z
Esguerra, G. A. (2022). Efecto del liderazgo ético sobre la creatividad de los empleados: una revisión del estado de la investigación. Estudios Gerenciales, 109–119. https://doi.org/10.18046/j.estger.2022.162.4472 DOI: https://doi.org/10.18046/j.estger.2022.162.4472
Farrukh, M., Ying, C. W., & Mansori, S. (2017). Organizational commitment: an empirical analysis of personality traits. Journal of Work-Applied Management, 9(1), 18–34. https://doi.org/10.1108/JWAM-12-2016-0026 DOI: https://doi.org/10.1108/JWAM-12-2016-0026
Feng, J., Zhang, Y., Liu, X., Zhang, L., & Han, X. (2018). Just the Right Amount of Ethics Inspires Creativity: A Cross-Level Investigation of Ethical Leadership, Intrinsic Motivation, and Employee Creativity. Journal of Business Ethics, 153(3), 645–658. https://doi.org/10.1007/s10551-016-3297-1 DOI: https://doi.org/10.1007/s10551-016-3297-1
Fornell, C., & Larcker, D. F. (1981). Structural Equation Models with Unobservable Variables and Measurement Error: Algebra and Statistics. Journal of Marketing Research, 18(3), 382–388. https://doi.org/10.1177/002224378101800313 DOI: https://doi.org/10.1177/002224378101800313
García-Tenorio Ronda, J., Sánchez Quirós, I., & Pérez Rodríguez, M. J. (2014). Compromiso y flexibilidad en organizaciones innovadoras. Innovar, 24(1Spe), 7–32. https://doi.org/10.15446/innovar.v24n1spe.47527 DOI: https://doi.org/10.15446/innovar.v24n1spe.47527
Garland, B., Lambert, E. G., Hogan, N. L., Kim, B., & Kelley, T. (2014). The Relationship of Affective and Continuance Organizational Commitment with Correctional Staff Occupational Burnout. Criminal Justice and Behavior, 41(10), 1161–1177. https://doi.org/10.1177/0093854814539683 DOI: https://doi.org/10.1177/0093854814539683
George, J. M. (2007). 9 Creativity in Organizations. Academy of Management Annals, 1(1), 439–477. https://doi.org/10.5465/078559814 DOI: https://doi.org/10.5465/078559814
Gómez, G. E., & Manrique, A. C. (2015). Clima ético en una entidad del estado. Diversitas, 10(2), 321. https://doi.org/10.15332/s1794-9998.2014.0002.09 DOI: https://doi.org/10.15332/s1794-9998.2014.0002.09
Gong, Y., Law, K. S., Chang, S., & Xin, K. R. (2009). Human resources management and firm performance: The differential role of managerial affective and continuance commitment. Journal of Applied Psychology, 94(1), 263–275. https://doi.org/10.1037/a0013116 DOI: https://doi.org/10.1037/a0013116
Guoyan, S., Khaskheli, A., Raza, S. A., Khan, K. A., & Hakim, F. (2021). Teachers’ self-efficacy, mental well-being and continuance commitment of using learning management system during COVID-19 pandemic: a comparative study of Pakistan and Malaysia. Interactive Learning Environments, 1–23. https://doi.org/10.1080/10494820.2021.1978503 DOI: https://doi.org/10.1080/10494820.2021.1978503
Hair, J. F., Ringle, C. M., & Sarstedt, M. (2011). PLS-SEM: Indeed a Silver Bullet. Journal of Marketing Theory and Practice, 19(2), 139–152. https://doi.org/10.2753/MTP1069-6679190202 DOI: https://doi.org/10.2753/MTP1069-6679190202
Han, H., Kiatkawsin, K., & Kim, W. (2019). Traveler loyalty and its antecedents in the hotel industry. International Journal of Contemporary Hospitality Management, 31(1), 474–495. https://doi.org/10.1108/IJCHM-04-2017-0237 DOI: https://doi.org/10.1108/IJCHM-04-2017-0237
Hans Setiadi Wijaya, N. (2019). Linking job dissatisfaction, learning motivation, creative work involvement, and proactive personality. Problems and Perspectives in Management, 17(1), 32–41. https://doi.org/10.21511/ppm.17(1).2019.04 DOI: https://doi.org/10.21511/ppm.17(1).2019.04
Hayes, A. F. (2018). Partial, conditional, and moderated moderated mediation: Quantification, inference, and interpretation. Communication Monographs, 85(1), 4–40. https://doi.org/10.1080/03637751.2017.1352100 DOI: https://doi.org/10.1080/03637751.2017.1352100
Huang, C.-C., You, C.-S., & Tsai, M.-T. (2012). A multidimensional analysis of ethical climate, job satisfaction, organizational commitment, and organizational citizenship behaviors. Nursing Ethics, 19(4), 513–529. https://doi.org/10.1177/0969733011433923 DOI: https://doi.org/10.1177/0969733011433923
Islam, T., & Asad, M. (2021). Enhancing employees’ creativity through entrepreneurial leadership: can knowledge sharing and creative self-efficacy matter? VINE Journal of Information and Knowledge Management Systems. https://doi.org/10.1108/VJIKMS-07-2021-0121 DOI: https://doi.org/10.1108/VJIKMS-07-2021-0121
Javed, B., Rawwas, M. Y. A., Khandai, S., Shahid, K., & Tayyeb, H. H. (2018). Ethical leadership, trust in leader and creativity: The mediated mechanism and an interacting effect. Journal of Management & Organization, 24(3), 388–405. https://doi.org/10.1017/jmo.2017.56 DOI: https://doi.org/10.1017/jmo.2017.56
Khazanchi, S., & Masterson, S. S. (2011). Who and what is fair matters: A multi-foci social exchange model of creativity. Journal of Organizational Behavior, 32(1), 86–106. https://doi.org/10.1002/job.682 DOI: https://doi.org/10.1002/job.682
Khiavi, F. F., Dashti, R., & Mokhtari, S. (2016). Association between Organizational Commitment and Personality Traits of Faculty Members of Ahvaz Jundishapur University of Medical Sciences. Electronic Physician, 8(3), 2129–2135. https://doi.org/10.19082/2129 DOI: https://doi.org/10.19082/2129
Kim, B.-J., Kim, M.-J., & Kim, T.-H. (2021). “The Power of Ethical Leadership”: The Influence of Corporate Social Responsibility on Creativity, the Mediating Function of Psychological Safety, and the Moderating Role of Ethical Leadership. International Journal of Environmental Research and Public Health, 18(6), 2968. https://doi.org/10.3390/ijerph18062968 DOI: https://doi.org/10.3390/ijerph18062968
Koeslag-Kreunen, M. G. M., Van der Klink, M. R., Van den Bossche, P., & Gijselaers, W. H. (2018). Leadership for team learning: the case of university teacher teams. Higher Education, 75(2), 191–207. https://doi.org/10.1007/s10734-017-0126-0 DOI: https://doi.org/10.1007/s10734-017-0126-0
Kwon Choi, B., Koo Moon, H., & Ko, W. (2013). An organization’s ethical climate, innovation, and performance. Management Decision, 51(6), 1250–1275. https://doi.org/10.1108/MD-Sep-2011-0334 DOI: https://doi.org/10.1108/MD-Sep-2011-0334
Lee, J. (Jessie), Cho, J., Baek, Y., Pillai, R., & Oh, S. H. (2019). Does ethical leadership predict follower outcomes above and beyond the full-range leadership model and authentic leadership?: An organizational commitment perspective. Asia Pacific Journal of Management, 36(3), 821–847. https://doi.org/10.1007/s10490-018-9596-6 DOI: https://doi.org/10.1007/s10490-018-9596-6
Lee, K., Allen, N. J., Meyer, J. P., & Rhee, K. (2001). The Three‐Component Model of Organisational Commitment: An Application to South Korea. Applied Psychology, 50(4), 596–614. https://doi.org/10.1111/1464-0597.00075 DOI: https://doi.org/10.1111/1464-0597.00075
Liberman, L. (2014). The impact of a Paternalistic Style of Management and Delegation of Authority on Job Satisfaction and Organizational Commitment in Chile and the US. Innovar, 24(53), 187–196. https://doi.org/10.15446/innovar.v24n53.43944 DOI: https://doi.org/10.15446/innovar.v24n53.43944
Liu, X., Liao, H., Derfler-Rozin, R., Zheng, X., Wee, E. X. M., & Qiu, F. (2020). In line and out of the box: How ethical leaders help offset the negative effect of morality on creativity. Journal of Applied Psychology, 105(12), 1447–1465. https://doi.org/10.1037/apl0000489 DOI: https://doi.org/10.1037/apl0000489
López-Lemus, J. A., De la Garza Carranza, M. T., & Zavala Berbena, M. A. (2020). El liderazgo estratégico, la negociación y su influencia sobre la percepción del prestigio en pequeñas empresas. Innovar, 30(75), 57–70. https://doi.org/10.15446/innovar.v30n75.83257 DOI: https://doi.org/10.15446/innovar.v30n75.83257
Lu, C.-S., & Lin, C.-C. (2014). The Effects of Ethical Leadership and Ethical Climate on Employee Ethical Behavior in the International Port Context. Journal of Business Ethics, 124(2), 209–223. https://doi.org/10.1007/s10551-013-1868-y DOI: https://doi.org/10.1007/s10551-013-1868-y
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61–89. https://doi.org/10.1016/1053-4822(91)90011-Z DOI: https://doi.org/10.1016/1053-4822(91)90011-Z
Miao, Q., Newman, A., Yu, J., & Xu, L. (2013). The Relationship Between Ethical Leadership and Unethical Pro-Organizational Behavior: Linear or Curvilinear Effects? Journal of Business Ethics, 116(3), 641–653. https://doi.org/10.1007/s10551-012-1504-2 DOI: https://doi.org/10.1007/s10551-012-1504-2
Mo, S., Ling, C.-D., & Xie, X.-Y. (2019). The Curvilinear Relationship Between Ethical Leadership and Team Creativity: The Moderating Role of Team Faultlines. Journal of Business Ethics, 154(1), 229–242. https://doi.org/10.1007/s10551-016-3430-1 DOI: https://doi.org/10.1007/s10551-016-3430-1
Oldham, G. R., & Cummings, A. (1996). Employee Creativity: Personal and Contextual Factors at Work. Academy of Management Journal, 39(3), 607–634. https://doi.org/10.5465/256657 DOI: https://doi.org/10.2307/256657
Othman, A. A. E., & Khalil, M. H. M. (2020). A lean talent management framework for maximizing creativity in architectural design firms. International Journal of Construction Management, 20(5), 520–533. https://doi.org/10.1080/15623599.2018.1490865 DOI: https://doi.org/10.1080/15623599.2018.1490865
Özbağ, G. K. (2016). The Role of Personality in Leadership: Five Factor Personality Traits and Ethical Leadership. Procedia - Social and Behavioral Sciences, 235, 235–242. https://doi.org/10.1016/j.sbspro.2016.11.019 DOI: https://doi.org/10.1016/j.sbspro.2016.11.019
Páez, I., & Salgado, E. (2016). When deeds speak, words are nothing: a study of ethical leadership in Colombia. Business Ethics: A European Review, 25(4), 538–555. https://doi.org/10.1111/beer.12130 DOI: https://doi.org/10.1111/beer.12130
Pedraza, N. A. (2020). El clima y la satisfacción laboral del capital humano: factores diferenciados en organizaciones públicas y privadas. Innovar, 30(76), 9–24. https://doi.org/10.15446/innovar.v30n76.85191 DOI: https://doi.org/10.15446/innovar.v30n76.85191
Resick, C. J., Hanges, P. J., Dickson, M. W., & Mitchelson, J. K. (2006). A Cross-Cultural Examination of the Endorsement of Ethical Leadership. Journal of Business Ethics, 63(4), 345–359. https://doi.org/10.1007/s10551-005-3242-1 DOI: https://doi.org/10.1007/s10551-005-3242-1
Sadeghi, M., & Razavi, M. R. (2020). Organizational silence, organizational commitment and creativity: The case of directors of Islamic Azad University of Khorasan Razavi. European Review of Applied Psychology, 70(5), 100557. https://doi.org/10.1016/j.erap.2020.100557 DOI: https://doi.org/10.1016/j.erap.2020.100557
Sánchez Flores, F. A. (2019). Fundamentos Epistémicos de la Investigación Cualitativa y Cuantitativa: Consensos y Disensos. Revista Digital de Investigación En Docencia Universitaria, 101–122. https://doi.org/10.19083/ridu.2019.644 DOI: https://doi.org/10.19083/ridu.2019.644
Sánchez-Manjavacas, Á., Saorín-Iborra, M. C., & Willoughby, M. (2014). Internal Employability as a Strategy for Key Employee Retention. Innovar, 24(53), 7–22. https://doi.org/10.15446/innovar.v24n53.43771 DOI: https://doi.org/10.15446/innovar.v24n53.43771
Sankowska, A. (2016). How Organizational Trust Affects the Market Position: The Mediating Role of Innovativeness and Operational Efficiency. Empirical Results. Innovar, 26(61), 9–24. https://doi.org/10.15446/innovar.v26n61.57117 DOI: https://doi.org/10.15446/innovar.v26n61.57117
Santiago Torner, C. (2022a). Relación curvilínea entre liderazgo ético y creatividad dentro del sector eléctrico colombiano. El papel mediador de la autonomía laboral, el compromiso afectivo y la motivación intrínseca . Iberoamerican Journal of Development Studies, Forthcoming. https://doi.org/10.26754/ojs_ried/ijds.769 DOI: https://doi.org/10.26754/ojs_ried/ijds.769
Santiago Torner, C. (2023b). Teletrabajo y agotamiento emocional en el sector eléctrico colombiano. El rol mediador del compromiso afectivo y el moderador de la creatividad. Intangible Capital, 19(2), 207. https://doi.org/10.3926/ic.2139 DOI: https://doi.org/10.3926/ic.2139
Santiago-Torner, C. (2023c). Clima ético benevolente y comportamiento creativo: el papel moderador secuencial de la autonomía laboral y de la motivación intrínseca en el sector eléctrico colombiano. Contaduría y Administración, 68(2), 199–224. DOI: https://doi.org/10.22201/fca.24488410e.2023.4773
Santiago-Torner, C. (2023d). Ethical Climate and Creativity: The Moderating Role of Work Autonomy and the Mediator Role of Intrinsic Motivation. Cuadernos de Gestión. https://doi.org/10.5295/cdg.221729cs DOI: https://doi.org/10.5295/cdg.221729cs
Santiago-Torner, C., & Rojas-Espinosa, S. R. (2021). Pandemia COVID-19 y compromiso laboral: relación dentro de una organización del sector eléctrico colombiano. Revista de Investigación, Desarrollo e Innovación, 11(3), 437–450. https://doi.org/10.19053/20278306.v11.n3.2021.13342 DOI: https://doi.org/10.19053/20278306.v11.n3.2021.13342
Shafique, I., Ahmad, B., & Kalyar, M. N. (2019). How ethical leadership influences creativity and organizational innovation. European Journal of Innovation Management, 23(1), 114–133. https://doi.org/10.1108/EJIM-12-2018-0269 DOI: https://doi.org/10.1108/EJIM-12-2018-0269
Simão Kaveski, I. D., & Beuren, I. M. (2021). Influência da motivação intrínseca e da cultura organizacional no comprometimento afetivo em empresas familiares: controles formais e informais como mediadores. Innovar, 32(84). https://doi.org/10.15446/innovar.v32n84.99681 DOI: https://doi.org/10.15446/innovar.v32n84.99681
Simha, A., & Cullen, J. B. (2012). Ethical Climates and Their Effects on Organizational Outcomes: Implications From the Past and Prophecies for the Future. Academy of Management Perspectives, 26(4), 20–34. https://doi.org/10.5465/amp.2011.0156 DOI: https://doi.org/10.5465/amp.2011.0156
Tabieh, A. A. , Al-Hileh, M. M. , Abu Afifa, H. M. , & Abuzagha, H. Y. (2021). The Effect of Using Digital Storytelling on Developing Active Listening and Creative Thinking Skills. European Journal of Educational Research, 10(1), 13–21. https://doi.org/10.12973/eu-jer.10.1.13 DOI: https://doi.org/10.12973/eu-jer.10.1.13
Topcu, M., Gursoy, A., & Gurson, P. (2015). The Role of the Servant Leadership on the Relation between Ethical Climate Perception and Innovative Work. EUROPEAN RESEARCH STUDIES JOURNAL, XVIII(Issue 1), 67–80. https://doi.org/10.35808/ersj/440 DOI: https://doi.org/10.35808/ersj/440
Valentine, S., Godkin, L., Fleischman, G. M., & Kidwell, R. (2011). Corporate Ethical Values, Group Creativity, Job Satisfaction and Turnover Intention: The Impact of Work Context on Work Response. Journal of Business Ethics, 98(3), 353–372. https://doi.org/10.1007/s10551-010-0554-6 DOI: https://doi.org/10.1007/s10551-010-0554-6
Vargas-Salgado, M. M., Máynez-Guaderrama, A. I., & Gómez-Bull, K. G. (2022). Liderazgo ético: su relación con los conflictos, la confianza y la transferencia de conocimiento. Innovar, 33(88). https://doi.org/10.15446/innovar.v33n88.106279 DOI: https://doi.org/10.15446/innovar.v33n88.106279
Victor, B., & Cullen, J. B. (1988). The Organizational Bases of Ethical Work Climates. Administrative Science Quarterly, 33(1), 101. https://doi.org/10.2307/2392857 DOI: https://doi.org/10.2307/2392857
Wadei, K. A., Chen, L., Frempong, J., & Appienti, W. A. (2021). The Mediation Effect of Ethical Leadership and Creative Performance: A Social Information Processing Perspective. The Journal of Creative Behavior, 55(1), 241–254. https://doi.org/10.1002/jocb.449 DOI: https://doi.org/10.1002/jocb.449
Widodo, W., & Gunawan, R. M. B. (2021). Effect of grit on the teaching creativity of Indonesian teachers: The mediating role of organizational commitment and knowledge management. Cogent Education, 8(1). https://doi.org/10.1080/2331186X.2021.2006111 DOI: https://doi.org/10.1080/2331186X.2021.2006111
Younas, A., Wang, D., Javed, B., Rawwas, M. Y. A., Abdullah, I., & Zaffar, M. A. (2020). Positive Psychological States and Employee Creativity: The role of Ethical Leadership. The Journal of Creative Behavior, 54(3), 567–581. https://doi.org/10.1002/jocb.391 DOI: https://doi.org/10.1002/jocb.391
Zenteno-Hidalgo, Á. C., & Durán Silva, C. A. (2016). Factores y prácticas de alto desempeño que influyen en el clima laboral: Análisis de un caso. Innovar, 26(59), 119–136. https://doi.org/10.15446/innovar.v26n59.54367 DOI: https://doi.org/10.15446/innovar.v26n59.54367
Cómo citar
APA
ACM
ACS
ABNT
Chicago
Harvard
IEEE
MLA
Turabian
Vancouver
Descargar cita
Licencia
Derechos de autor 2025 Innovar
Esta obra está bajo una licencia internacional Creative Commons Atribución-NoComercial-SinDerivadas 4.0.
Todos los artículos publicados por Innovar se encuentran disponibles globalmente con acceso abierto y licenciados bajo los términos de Creative Commons Atribución-No_Comercial-Sin_Derivadas 4.0 Internacional (CC BY-NC-ND 4.0).
Una vez seleccionados los artículos para un número, y antes de iniciar la etapa de cuidado y producción editorial, los autores deben firmar una cesión de derechos patrimoniales de su obra. Innovar se ciñe a las normas colombianas en materia de derechos de autor.
El material de esta revista puede ser reproducido o citado con carácter académico, citando la fuente.
Esta obra está bajo una Licencia Creative Commons:
