الدور الوسيط للكفاءة الذاتية الإبداعية في العلاقة بين الثقافة الأخلاقية المدركة وتأثيرها على إبداع الموظفين بالتطبيق على شركات الاتصالات المصرية

Abstract EN

This research aims to examine the effect of perceived ethical culture dimensions (clarity, feasibility, transparency, sanctionability, supportability, discussability, congruency of supervisors, and congruency of management) on employee creativity in the Egyptian telecommunications companies, and investigate the moderating role of creative self-efficacy on the relationship between ethical culture dimensions and creativity, providing generally a contribution in business ethics literature, and specifically in ethical culture theory.

accordingly, the deductive descriptive research methodology is followed, with single cross-sectional design, for testing research hypotheses derived from theory, deriving measures of research variables from relevant studies, and designing them on Likert scale in a structured questionnaire for data collection from a quota sample of (278) employees at Egyptian telecommunications companies (Vodafone, Orange, Etisalat, WE).

data were analyzed by multiple regression and moderated regression analysis techniques integrated with SPSS program.

consequently, the results concluded that ethical culture dimensions of clarity, feasibility, sanctionability, supportability, congruency of supervisors and management have a significant positive effect on creativity of employees in the Egyptian telecommunications companies, and explain (R2 = 77%) of employee creativity.

the perceived feasibility was the most important dimension influences (with beta = .456) creativity of employees.

the results also showed that creative self-efficacy of employee has a significant positive effect on work creativity of employees in the Egyptian telecommunications companies with coefficient of standardized effect (beta = .870) and with (R2 = 76%).

moreover, results supported the moderating effect of creative self-efficacy on the relationship between ethical culture dimensions of (clarity, feasibility, sanctionability, discussability, and congruency of management) and employee creativity in egyptian telecommunications companies, mostly the interactive effect of feasibility-creative self efficacy (coeff =.11) explains (R2 = 84%) of employee creativity in the Egyptian telecommunications companies, meaning that the more the level of creative self-efficacy, the more the enhancement of employee creativity at higher level resulting from their perception of clarity and feasibility of ethical standards, sanctionability of unethical behaviors punished and ethical behaviors are rewarded, discussability of ethical dilemmas, congruency of management with expectations.