2019
From prevention focus to adaptivity and creativity: the role of unfulfilled goals andwork engagement
Publication
Publication
European Journal of Work and Organizational Psychology , Volume In press
ABSTRACT
Whereas promotion focus is consistently linked to high adaptivity (i.e., adjustment to changes) and
creativity (i.e., generation of useful and original ideas), prevention focus is commonly associated with low
adaptivity and creativity. The present study uncovers the conditions under which prevention focus may
also have positive effects on adaptivity and creativity. First, we hypothesize that trait-level promotion
focus positively relates to day-level adaptivity as well as creativity. More importantly, we hypothesize that
trait-level prevention focus positively relates to day-level adaptivity and creativity when day-level goal
fulfilment is low (i.e., two-way interactions) and that these effects are stronger when day-level work
engagement is high (i.e., three-way interactions). To test our hypotheses, we conducted a daily diary
survey among 209 employees from different occupational sectors, over five working days. As expected,
trait promotion focus was positively related to adaptivity and creativity. Furthermore, trait prevention
focus positively related to both adaptivity and creativity when day-level goal fulfilment was low anddaylevel work engagement was high (3-way interactions). None of the two-way interaction effects of trait
prevention focus and goal fulfilment was significant. Our findings suggest that prevention focus and
unfulfilled goals jointly should not only be seen as threats, but also as opportunities for adaptation and
creativity
Additional Metadata | |
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doi.org/10.1080/1359432X.2019.1693366, hdl.handle.net/1765/121584 | |
European Journal of Work and Organizational Psychology | |
Organisation | Erasmus University Rotterdam |
Petrou, P., Baas, M., & Roskes, M. (2019). From prevention focus to adaptivity and creativity: the role of unfulfilled goals andwork engagement. European Journal of Work and Organizational Psychology, In press. doi:10.1080/1359432X.2019.1693366 |