This final chapter provides conclusions, implications, and limitations of the study based on results and discussions. Suggestions and recommendations in this study also provide for future study.
Conclusions
Based on the findings and discussions of this study, the relationship between LMX and employee creativity is supported, also the intrinsic motivation as a mediator between them is supported. So, the overall results of LMX, intrinsic motivation and employee creativity in the CET organization undertaken by Ministry of Education in Thailand are substantial and reasonable. For more details, the summary of the relationships among the three variables is described below.
LMX had a strongly significant positive relationship with intrinsic motivation. The employees in CET organization seem to have more intrinsically motivated when they perceived supports, trust, and relatedness from their managers because these factors are the foundation of intrinsic motivation. Moreover, this study confirmed that LMX is positively related to employee creativity and the relationship is a substantial effect. This implies that the relationship between managers in CET organization and their subordinates is positive, also, it was found that they are relying on each other to run the benefits and gains the resources, supports, and trust to better the work environment and improve creative thinking.
Intrinsic motivation had a significant positive relationship with employee creativity. And the relationship is a substantial effect. It implies that employees in CET organization are intrinsically motivated and then they applied the perception of motivation to create creative ideas in their tasks. Additionally, the final hypothesis of the study investigated the mediating role of intrinsic motivation in the relationship between LMX and employee creativity. The results from the path analysis affirmed that intrinsic motivation is the partial mediation on the relationship between LMX and employee creativity. It implies that when employees perceived the high-quality relationship with their managers, they intend to develop their creative ideas easily. However, those employees become more creative when they developed a high-quality relationship with their manager through intrinsic motivation.
Therefore, based on the purposes of the study that tends to explore the relationship between LMX and employee creativity within CET organization undertaken by the Ministry of Education
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in Thailand, the results already answered the question of this study. The quality of the relationship between leaders and employees can increase employee’s creativity and employee’s intrinsic motivation, Moreover, intrinsic motivation can increase employee’s creativity and be a mediator which predicted the relationship between LMX and employee’s creativity within CET organization.
Limitations
Based on the participants in this study, it may decrease the generalizability of the findings because this study was conducted in Thailand. Moreover, this study will not be generalizable to all areas of leaders and employees in other organizations, focusing on the center educational technology (CET) undertaken by the Ministry of Education in Thailand. This research focused on LMX, intrinsic motivation, and employee’s creativity, other significant variables which may impact employee’s creativity do not mention in the study. Additionally, this research used a cross-sectional design to conduct the data during a period of time.
Recommendations
Based on the findings, this study suggests that CET organization should pay attention on the relationship between leaders and employees because this kind of relationship may impact employee creativity and the outcome of the organization. Moreover, the organization can have an activity which would help to enhance employee intrinsic motivation in order to have a better performance and this could also lead to an organizational success.
For future scholars and researches, this study suggests that in the social sciences field and human resource field should adopt the new approaches to better execute a study. Based on this study, the following recommendations are suggested.
Firstly, it would be great to study on the same trail, but on another organization and country because they are cultural differences between countries, also, cultural differences between organizations. Moreover, it also can study with new approaches such as experimental and longitudinal designs. In addition, a larger number of sample population can be considered. So, future researches could probably focus on a technological organization or designing organizations which creativity and other performance outcomes are the main concepts of the work context.
Secondly, the researcher suggests to investigate other mediating roles or moderating roles on the relationship between LMX and employee creativity, also, identifying which mediators or
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moderators are allowed LMX become higher levels and stronger related to employee creativity or other employee outcomes. Moreover, future researches also can investigate a new path of the dependent variable with a new approach in LMX area.
Finally, based on the data collecting procedure, the researcher suggested that future scholars could consider the measurement and data collection method. In this study, the researcher adopted the two-source rating perspective to collect the data, and it can reduce the common method variance and common method bias. So, the findings suggest to the future scholars should adopt the two-source rating perspective for reducing the biases and prejudices in the study. Moreover, the researcher also suggests using the new questionnaire items and scale to investigate and test those variables. However, every approach and research designs must along with the purpose of the research.
Implications
According to the results in this research, the findings had to contributing and re-confirming the theory of LMX and leadership making model (Scandura &Lankau, 1996) in the Ministry of Education of Thailand. It indicates that within the organization where the hierarchy is a main organizational structure, the leaders not only be the commander but also be the partnership and can support those subordinates for building a strong relationship. Moreover, the structure of the center educational technology (CET) undertaken by the Ministry of Education in Thailand concerned creativity as a core concept for proceeding and operating, also, using hierarchy of authority as a pattern in order to achieve the organization goals and to distinguish the organizational functions effectively. Moreover, this organization has a clear picture of the LMX line in the hierarchy pattern. Therefore, it suggested that HR practitioners should design work contexts to cultivate employees’ intrinsic motivation. For example, HR practitioners can offer intrinsic reward which related to employee performance such as recognition and autonomy.
Additionally, intrinsic motivation could be the key factor between LMX and employee creativity because employees who are intrinsically motivated are seeming to have a high-quality level of LMX and more creative in the workplace. Since the results indicated intrinsic motivation is essential for enhancing LMX and creativity, the organizations should create the atmosphere for supporting intrinsic motivation and increasing employee creativityalong with developing LMX approaches. This might be particularly useful when the organizations are required to develop and
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improve the association between leaders and their subordinates in the organization where creativity plays as an important role because the high-quality level of LMX can address the deficiency of employee creativity as well.
A part from LMX, intrinsic motivation and employee creativity, the findings showed that education level or education background is also necessary for improving relationships between employees and their leaders in complex organizations, also, intrinsic motivation, and creativity capable because when employees perceived proper education level, they tend to be more proficiently applying or matching their knowledge within social LMX and intrinsic motivation to develop their creativity competent. For example, before recruiting the newcomers, HR may have some test for the applicants to concern the education background. More specifically, the managers within the organization where creativity play as an important role should be the aider or partnership for their subordinates which are providing materials, supports, and directions that increasing creativity among subordinates and establishing positive relationship with the subordinates. For instance, manager can work with their subordinates as a mentor which providing suggestions and specific knowledge.
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