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Kriegl B, Woratschek H, Raab A. Antecedents of innovative work behavior among leading physicians: Empirical evidence from German hospitals. Health Serv Manage Res 2024; 37:99-107. [PMID: 37098412 DOI: 10.1177/09514848231172073] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 04/27/2023]
Abstract
Healthcare professionals' innovative work behavior (IWB) plays a key role in the development and implementation of innovative solutions in hospitals. However, relevant antecedents of IWB have not been fully captured to date. This study empirically examines the relationships between proactive personality, collaborative competence, innovation climate, and IWB. Hypotheses were tested using a sample of 442 chief physicians from 380 German hospitals. The results indicate a positive and significant influence of proactive personality, collaborative competence, and innovation climate on IWB, with collaborative competence having a stronger influence on IWB than innovation climate. Managers should note that important resources for IWB are accessible through a variety of actors and relationships. To leverage these resources and thus promote IWB, more emphasis should be placed on an employee's network.
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Affiliation(s)
- Bettina Kriegl
- Ingolstadt University of Applied Sciences, Ingolstadt, Germany
| | | | - Andrea Raab
- Ingolstadt University of Applied Sciences, Ingolstadt, Germany
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Lee SE, Seo JK. Effects of nurse managers' inclusive leadership on nurses' psychological safety and innovative work behavior: The moderating role of collectivism. J Nurs Scholarsh 2024. [PMID: 38467584 DOI: 10.1111/jnu.12965] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/19/2023] [Revised: 02/02/2024] [Accepted: 02/25/2024] [Indexed: 03/13/2024]
Abstract
INTRODUCTION In the rapidly evolving healthcare landscape, the capacity to foster innovative work behavior among nurses is increasingly important. This study examined the dynamics between inclusive leadership, psychological safety, collectivism, and innovative work behavior among nurses. DESIGN The study used a cross-sectional, correlational design. METHODS This study utilized data from 730 medical-surgical nurses who provided direct care to patients. Standardized instruments were used to assess key study variables. Statistical analyses, including moderated mediation regressions, were employed to investigate the complex interplay among these variables. RESULTS We found a positive association between inclusive leadership and innovative work behavior, and psychological safety mediated this relationship. Collectivism moderated inclusive leadership's direct relationship with psychological safety and its indirect relationship with innovative work behavior. The results revealed that nurses with lower levels of collectivism were more responsive to their managers' inclusive behaviors, strengthening the relation between inclusive leadership, psychological safety, and innovative work behavior. CONCLUSION Our findings suggest that promoting inclusive leadership behaviors among nurse managers to create a psychologically safe environment can motivate nurses to engage in innovative work behavior. However, it is also important to understand that the effectiveness of leadership may differ depending on the collectivist values of individual nurses. CLINICAL RELEVANCE Nurse managers should adopt inclusive leadership behaviors, such as valuing trust, open communication, and diversity, in order to foster psychological safety and innovative work behavior among nurses.
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Affiliation(s)
- Seung Eun Lee
- Mo-Im Kim Nursing Research Institute, College of Nursing, Yonsei University, Seoul, South Korea
| | - J K Seo
- Psychological Science Innovation Institute, Department of Psychology, Yonsei University, Seoul, South Korea
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Arshad B, Hassan H, Azam A. The impact of employees' experience of high-performance work systems on innovative behavior in professional service firms. Front Psychol 2024; 14:1324474. [PMID: 38259570 PMCID: PMC10800686 DOI: 10.3389/fpsyg.2023.1324474] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/19/2023] [Accepted: 12/22/2023] [Indexed: 01/24/2024] Open
Abstract
This research examines the impact of employees' experience of high-performance work systems (HPWS) on their innovative behavior. The study draws upon social exchange theory to propose that employees' experience of HPWS influences their innovative behavior directly and through sequential mediation of social capital development and knowledge-sharing behavior. Additionally, the study uses the Elaboration Likelihood Model to highlight that individuals' need for cognition strengthens the relationship between employees' knowledge-sharing and innovative behaviors. The study employed a time-lagged quantitative research design with survey data from 262 job incumbents in professional service firms. The proposed model was tested using the PLS-SEM two-stage approach. The findings of the study confirm the proposed direct and indirect relationships. Moreover, the findings also confirm that the need for cognition strengthens the relationship between knowledge-sharing and individual innovation behaviors. The study posits that employees' experience of HRM systems can influence their innovative behavior as a reciprocal exchange toward the employer. Moreover, this study presents a comprehensive model that highlights the interplay of social and cognitive factors that can influence the relationship between HPWS and employees' innovation behavior. This study also fills a gap in the existing literature by highlighting the antecedents of innovative behavior in professional service firms.
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Affiliation(s)
- Beenish Arshad
- FAST School of Management, National University of Computer and Emerging Sciences, Lahore, Pakistan
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Papachristopoulos K, Gradito Dubord MA, Jauvin F, Forest J, Coulombe P. Positive Impact, Creativity, and Innovative Behavior at Work: The Mediating Role of Basic Needs Satisfaction. Behav Sci (Basel) 2023; 13:984. [PMID: 38131840 PMCID: PMC10740987 DOI: 10.3390/bs13120984] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/10/2023] [Revised: 11/03/2023] [Accepted: 11/16/2023] [Indexed: 12/23/2023] Open
Abstract
In recent research, a growing body of empirical evidence suggests that prosocial impact at work can play a significant role in enhancing creativity and innovativeness. Drawing from self-determination theory, we hypothesized that basic psychological needs and benevolence satisfaction could serve as a mediating factor in the relation between an employee's perceived social impact and innovative work behavior and creativity, thus illuminating the manner in which the contentment of psychological needs fosters inventive proclivities within the organizational milieu. Results from a study in Greece and Canada (N = 528) showed that both perceived social impact and prosocial motivation are positively associated with innovative work behavior and creativity while autonomy and competence satisfaction mediate the relation between perceived social impact and the work outcomes examined within this study. Moreover, prosocial motivation was found to moderate the relation between benevolence satisfaction and innovativeness. Findings extend prior research on the role of prosociality on creative behavior at work and provide supporting evidence for the organizations that encourage and support employees' initiatives to make a positive difference in the lives of others.
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Affiliation(s)
| | - Marc-Antoine Gradito Dubord
- Future of Work Institute, Curtin University, Perth, WA 6000, Australia;
- Department of Human ReSources Management, Université du Québec à Trois-Rivières, Trois-Rivières, QC G8Z 4M3, Canada
| | - Florence Jauvin
- École des Sciences de la Gestion, Université du Québec à Montréal, Montréal, QC H2X 3X2, Canada; (F.J.); (J.F.); (P.C.)
| | - Jacques Forest
- École des Sciences de la Gestion, Université du Québec à Montréal, Montréal, QC H2X 3X2, Canada; (F.J.); (J.F.); (P.C.)
| | - Patrick Coulombe
- École des Sciences de la Gestion, Université du Québec à Montréal, Montréal, QC H2X 3X2, Canada; (F.J.); (J.F.); (P.C.)
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Choi E, Kim J, Cho D. Relationship between core self-evaluation and innovative work behavior: mediating effect of affective organizational commitment and moderating effect of organizational learning capacity. Front Psychol 2023; 14:1192859. [PMID: 38022963 PMCID: PMC10644666 DOI: 10.3389/fpsyg.2023.1192859] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/24/2023] [Accepted: 10/03/2023] [Indexed: 12/01/2023] Open
Abstract
Focusing on employees, this study examined the respective mediating and moderating effects of affective organizational commitment and organizational learning capacity in the relationship between core self-evaluation and innovation work behavior. We collected data via an online survey from 330 office workers at midsize and large companies in a metropolitan area of South Korea. The results of analyzing the data using PROCESS macro were as follows: (1) core self-evaluation was positively related to innovative work behavior; (2) the relationship was mediated by affective organizational commitment; (3) the relationship was buffered by organizational learning capacity, such that a higher level of organizational learning capacity diminished the impact of core self-evaluation on innovative wok behavior; and (4) the conditional effect of core self-evaluation on innovative work behavior existed only in the group of a low level of organizational learning capacity. Based on these findings, we suggested implications for theory building, research, and practice.
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Affiliation(s)
- Eunbi Choi
- Graduate School of Education, Korea University, Seoul, Republic of Korea
| | - Junhee Kim
- Department of Education, Korea University, Seoul, Republic of Korea
| | - Daeyeon Cho
- Department of Education, Korea University, Seoul, Republic of Korea
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Shafait Z, Huang J. Exploring the Nexus of Emotional Intelligence and University Performance: An Investigation Through Perceived Organizational Support and Innovative Work Behavior. Psychol Res Behav Manag 2023; 16:4295-4313. [PMID: 37900121 PMCID: PMC10612571 DOI: 10.2147/prbm.s422194] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/20/2023] [Accepted: 08/02/2023] [Indexed: 10/31/2023] Open
Abstract
Purpose This study is based on the ability-based theory of emotional intelligence (EI), organizational support theory, and componential theory of creativity. This study intended to investigate organizational performance (OP) against academics' EI in higher education institutions (HEIs) in China. This study further scrutinized perceived organizational support (POS) and innovative work behavior (IWB) as mediators among these associations. Similarly, the inter-link between POS and IWB was investigated. Design/methodology/Approach Chinese HEIs academicians (327) were examined using quantitative and cross-sectional research methods. Likewise, PLS-SEM, that is, partial least squares structural equation modeling, was used as a data analysis method to examine assumed relationships statistically. Findings The extracted findings established the anticipated relationships, and the results validated that EI had a direct and positive association with OP in HEIs. Similarly, the findings revealed that IWB partially mediated the association between EI and OP; however, full mediation was observed in the case of POS. Practical Implications This study emphasizes the importance of unindustrialised glamorous blend of EI and OP in HEIs. In addition, the findings asserted that HEIs staff evaluate and control high-voltage circumstances that assure an effectual valuation and supervision of the self and others' emotions. Equally, EI amplifies POS, which flares up the IWB while enriching OP in HEIs. Originality/Value This study examined OP alongside academicians' EI in HEIs, which is among the initial pieces of research on HEIs. Additionally, the wholesome research nexus that scrutinizes POS and IWB as an inter-link between EI and OP in HEIs is original.
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Affiliation(s)
- Zahid Shafait
- College of Teacher Education, Zhejiang Normal University, Jinhua, 321004, People’s Republic of China
| | - Jiayu Huang
- College of Teacher Education, Zhejiang Normal University, Jinhua, 321004, People’s Republic of China
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Binsaeed RH, Yousaf Z, Grigorescu A, Condrea E, Nassani AA. Emotional Intelligence, Innovative Work Behavior, and Cultural Intelligence Reflection on Innovation Performance in the Healthcare Industry. Brain Sci 2023; 13:1071. [PMID: 37509003 PMCID: PMC10376975 DOI: 10.3390/brainsci13071071] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/04/2023] [Revised: 07/04/2023] [Accepted: 07/10/2023] [Indexed: 07/30/2023] Open
Abstract
Innovation requires creativity, risk-taking, and the ability to manage change effectively, all of which are closely linked to emotional intelligence. Individuals with high levels of emotional intelligence are more flexible, adaptable, and resilient in technological advancements and are better able to respond effectively to new challenges and opportunities. Thus, this study aims to recognize the significant role of emotional intelligence, along with the mediation of innovative work behavior (IWB) and the moderation role of cultural intelligence in the attainment of innovation performance. This is quantitative research and for data collection, a questionnaire was used in healthcare institutions. The result shows that emotional intelligence is an antecedent of innovation performance. The finding also proved that IWB mediates the linkage between emotional intelligence and innovation performance. In addition, the outcomes show that cultural intelligence strengthens the relationship between emotional intelligence and innovation performance. However, the current dynamic business world has created an urgency to understand the linkage between the employee's emotional intelligence and employee innovative performance, particularly taking into consideration the mediation effect of IWB. Emotional intelligence and innovation are closely linked, and innovative work behavior connects this link in a stronger way. This study offered a unique framework for achieving innovation performance through the nexus of emotional intelligence, innovative work behavior, and cultural intelligence.
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Affiliation(s)
- Rima H Binsaeed
- Department of Management, College of Business Administration, King Saud University, P.O. Box 71115, Riyadh 11587, Saudi Arabia
| | - Zahid Yousaf
- Higher Education Department, Government College of Management Sciences, Mansehra 21300, Pakistan
| | - Adriana Grigorescu
- Department of Public Management, Faculty of Public Administration, National University of Political Studies and Public Administration, Expozitiei Boulevard 30A, 012104 Bucharest, Romania
- Academy of Romanian Scientists, Ilfov Street 3, 050094 Bucharest, Romania
| | - Elena Condrea
- Department of Economics, Faculty of Economic Science, Ovidius University of Constanța, Mamaia Boulevard 124, 900527 Constanta, Romania
| | - Abdelmohsen A Nassani
- Department of Management, College of Business Administration, King Saud University, P.O. Box 71115, Riyadh 11587, Saudi Arabia
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Kura KM, Shamsudin FM, Ringim KJ, AlZgool M. Editorial: Every cloud has a silver lining-COVID-19 and positive work outcomes. Front Psychol 2023; 14:1173250. [PMID: 37388653 PMCID: PMC10300438 DOI: 10.3389/fpsyg.2023.1173250] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/24/2023] [Accepted: 05/29/2023] [Indexed: 07/01/2023] Open
Affiliation(s)
| | | | | | - Mahmoud AlZgool
- Department of Administrative and Financial Science, Gulf University, Sanad, Bahrain
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Blasco-Giner C, Battistelli A, Meneghel I, Salanova M. Psychological Capital, Autonomous Motivation and Innovative Behavior: A Study Aimed at Employees in Social Networks. Psychol Rep 2023:332941231183614. [PMID: 37311221 DOI: 10.1177/00332941231183614] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 06/15/2023]
Abstract
The present study investigates the relationship between positive psychological capital (PsyCap) and innovative work behavior (IWB), as mediated by autonomous motivation and participative leadership moderation. The study was conducted on a sample of 246 employees from various public and private organizations, recruited through different social networks. The moderated mediation analysis provided evidence about the impact of employees' PsyCap on their innovative behavior at work. This behavior will be higher when individual factors (PsyCap) and social factors (participative leadership) interact with one of the most self-determined forms of motivation. Our findings highlight the importance of the individual's positive psychological capital in activating the resources and motivation, necessary to develop innovative behavior in employees, thus achieving organizational success in today's dynamic and competitive business environment. The results also confirmed the moderating effect of participative leadership on the relationship between autonomous motivation and innovative behavior of employees, supporting that the relationship will be stronger when participative leadership is higher. Theoretical and practical implications are discussed, as well as limitations and suggestions for future studies.
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Affiliation(s)
- Carlos Blasco-Giner
- Department of Psychology EA4139, Université de Bordeaux, Bordeaux, France; WANT Research Team, Universitat Jaume I, Castelló de La Plana, Spain
| | | | - Isabella Meneghel
- Area of Psychology and Mint Health, International University of Catalonia, Barcelona, Spain
| | - Marisa Salanova
- WANT Research Team, Department of Developmental, Educational and Social Psychology, Jaume I University, Castello de la Plana, Spain
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Abukhait R, Khattak MN, Shaya N, Ramanathan U. The underlying mechanism between compulsory citizenship behaviors and employee innovative work behaviors and knowledge sharing: A moderated mediation model. Front Psychol 2023; 14:1128499. [PMID: 36865361 PMCID: PMC9974151 DOI: 10.3389/fpsyg.2023.1128499] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/20/2022] [Accepted: 01/30/2023] [Indexed: 02/16/2023] Open
Abstract
Purpose This paper draws on conservation of resources theory to advance the literature on extra-role performance behaviors among academics, particularly innovative work behaviors and knowledge sharing, through the lens of work stressors. Methods We develop a moderated-mediated model based on multi-source, multi-timed, and multi-level data from a sample of 207 academics and 137 direct supervisors in five higher education institutions in the United Arab Emirates (UAE). Findings Results show that academics' compulsory citizenship behaviors positively influence negative affectivity, which, in turn, negatively impacts academics' innovative work behavior and knowledge sharing. The detrimental effect of compulsory citizenship behaviors on negative affectivity is then positively moderated by passive leadership, which amplifies this relationship. The combined effect of compulsory citizenship behaviors and negative affectivity exerted on innovative work behavior and knowledge sharing are magnified amid the elevated presence of passive leadership, while gender does not significantly influence this association. Originality This is a pioneering study in the context of UAE to look into the counterproductive impact of CCB on employee innovative work behaviors and knowledge sharing. Implications Pertinent theoretical and managerial implications are discussed.
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Affiliation(s)
- Rawan Abukhait
- Department of Management, Ajman University, Ajman, United Arab Emirates
| | | | - Nessrin Shaya
- Department of Education, American University in the Emirates, Dubai, United Arab Emirates
| | - Usha Ramanathan
- Nottingham Business School, Nottingham Trent University, Nottingham, United Kingdom
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Gashaye M, Tilahun D, Belay A, Bereka B. Perceived Utilization of Leadership Styles Among Nurses. Risk Manag Healthc Policy 2023; 16:215-224. [PMID: 36819844 PMCID: PMC9930582 DOI: 10.2147/rmhp.s388966] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/06/2022] [Accepted: 02/02/2023] [Indexed: 02/12/2023] Open
Abstract
Background Nurses´ perceptions of leaders´ leadership styles has a significant impact on their well-being. Effective leadership in health care is crucial for improving and enhancing the effectiveness of health care systems. This study aimed to assess the perceived utilization of leadership styles among nurses at Jimma town public health facilities, Ethiopia. Methods This facility-based cross-sectional study was conducted with 403 nurses. Data were collected through a self-administered structured questionnaire. Data were entered into Epi-Data version 4.6 and then exported to SPSS version 25. The strength of association was described using unstandardized adjusted β with a 95% confidence interval (CI) and p-value <0.05. Results Of the 422 participants, 403 completed and returned the questionnaire correctly, thus achieving a response rate of 95.5%. Staff nurses perceived that their head nurses fairly often or commonly used transformational leadership styles, with a mean of 2.77±0.60. The multivariable linear regression analysis model indicated that there was a positive relationship between perceived leadership style and gender, overall organizational commitment, overall job-related stress, overall innovative work behavior, and overall leadership practice. However, there was a negative relationship between perceived leadership style and nurses who had not received previous training on leadership. Conclusion This study highlights that transformational leadership is a commonly utilized leadership style by leader nurses. Effective and balanced use of various leadership styles requires knowledge (training), organizational commitment, and innovative work behavior from both leaders and staff nurses. Therefore, a transformational leadership style is key to achieving organizational goals and increasing staff nurses' productivity.
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Affiliation(s)
- Mihret Gashaye
- Jimma Medical Center, Institute of Health, Jimma University, Jimma Town, Ethiopia,Correspondence: Mihret Gashaye, Tel +251918314503; +251917557279, Email
| | - Desalew Tilahun
- Nursing School, Faculty of Health Science, Institute of Health, Jimma University, Jimma Town, Ethiopia
| | - Admasu Belay
- Nursing School, Faculty of Health Science, Institute of Health, Jimma University, Jimma Town, Ethiopia
| | - Bayisa Bereka
- Nursing School, Faculty of Health Science, Institute of Health, Jimma University, Jimma Town, Ethiopia
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Gkontelos A, Vaiopoulou J, Stamovlasis D. Teachers' Innovative Work Behavior as a Function of Self-Efficacy, Burnout, and Irrational Beliefs: A Structural Equation Model. Eur J Investig Health Psychol Educ 2023; 13:403-18. [PMID: 36826214 DOI: 10.3390/ejihpe13020030] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/20/2022] [Revised: 02/02/2023] [Accepted: 02/06/2023] [Indexed: 02/11/2023] Open
Abstract
Teachers' innovative work behavior (TIWB) is crucial in the contemporary demanding educational environments for overcoming any commonplace issues and to ensure sustainability and development. It refers to a process in which the employee tries to create new ideas, adopt them, apply them in the school context, and then communicate them to other members of the organization in order to achieve a communal benefit. Among a plethora of factors that could influence such behavior, self-efficacy, burnout, and irrational beliefs have been proposed as potential covariates. In the present study, the associations of the above constructs with TIWB are concomitantly investigated by employing structural equation modeling (SEM). Data were taken from the participation of in-service teachers (N = 964) in primary education via self-reported questionnaires. The proposed SEM model exhibited a satisfactory goodness-of-fit to the empirical data, highlighting the direct effects of the independent variables on TIWB, while mediation analysis showed that irrational beliefs and burnout act also as mediators between self-efficacy and innovative work behavior. The findings are in line with previous reports and are interpretable in the context of modern theories, while a discussion on theoretical and practical implications along with emerging ideas and perspectives for further research is provided.
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Elsayed AM, Zhao B, Goda AEM, Elsetouhi AM. The role of error risk taking and perceived organizational innovation climate in the relationship between perceived psychological safety and innovative work behavior: A moderated mediation model. Front Psychol 2023; 14:1042911. [PMID: 36743249 PMCID: PMC9893637 DOI: 10.3389/fpsyg.2023.1042911] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/13/2022] [Accepted: 01/04/2023] [Indexed: 01/20/2023] Open
Abstract
To better understand how to motivate innovative work behavior (IWB) at the individual level in organizations, we investigate the link between perceived psychological safety and IWB and the role of error risk taking and perceived organizational innovation climate in this study. In particular, we hypothesize a moderated mediation model in which (a) perceived psychological safety is positively related to IWB, (b) error risk taking mediates the positive relationship between perceived psychological safety and IWB, and (c) perceived organizational innovation climate strengthens the positive link between error risk taking and IWB and the mediated link between perceived psychological safety and IWB via error risk taking. We tested the hypothesized model using data collected from 315 full-time employees working at six information and communication technology companies in a high-technology business district of Egypt. The findings largely support our hypotheses. We conclude by discussing the theoretical and practical implications.
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Affiliation(s)
- Ahmed M. Elsayed
- Business Administration Department, Faculty of Commerce, Mansoura University, Mansoura, Egypt
| | - Bin Zhao
- Beedie School of Business, Simon Fraser University, Burnaby, BC, Canada,*Correspondence: Bin Zhao,
| | - Abd El-mohsen Goda
- Business Administration Department, Faculty of Commerce, Mansoura University, Mansoura, Egypt
| | - Ahmed M. Elsetouhi
- Business Administration Department, Faculty of Commerce, Mansoura University, Mansoura, Egypt
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Rahmadani VG, Schaufeli WB, Fauzia R, Nazriani D. The moderating effect of employee growth climate on the relationship between work engagement and job outcomes among plantation workers in North Sumatra, Indonesia. Front Psychol 2022; 13:968572. [PMID: 36524157 PMCID: PMC9745949 DOI: 10.3389/fpsyg.2022.968572] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/14/2022] [Accepted: 11/08/2022] [Indexed: 09/19/2023] Open
Abstract
The current study investigates the moderating effect of employee growth climate on the relationship between work engagement and job outcomes among plantation workers in North Sumatra, Indonesia. Three individual-level job outcomes are investigated, namely, intra-role behavior, employee learning, and innovative work behavior. Six hundred and seven Indonesian plantation workers from one of the biggest palm oil plantations in Indonesia participated. Work engagement and employee growth climate were positively related to the three types of job outcomes, as expected. Furthermore, the relationship between work engagement-intra-role behavior and work engagement-innovative work behavior was moderated by employee growth climate. However, no moderating effect of employee growth climate was observed for the relationship between work engagement-employee learning. Thus, organizations may create programs to foster employee growth climate and aware of their employees' learning behaviors.
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Affiliation(s)
| | - Wilmar B. Schaufeli
- Occupational and Organisational Psychology and Professional Learning, Faculty of Psychology and Educational Sciences, KU Leuven, Leuven, Belgium
| | - Rahma Fauzia
- Faculty of Psychology, Universitas Sumatera Utara, Medan, Indonesia
| | - Dina Nazriani
- Faculty of Psychology, Universitas Sumatera Utara, Medan, Indonesia
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Korku C, Kaya S. Relationship Between Authentic Leadership, Transformational Leadership and Innovative Work Behaviour: Mediating Role of Innovation Climate. Int J Occup Saf Ergon 2022:1-7. [PMID: 35947759 DOI: 10.1080/10803548.2022.2112445] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/15/2022]
Abstract
Purpose. This study aimed to demonstrate the effect of transformational and authentic leaderships characteristics of healthcare managers on employees' innovative work behavior and the mediating role of innovation climate. Methods. The study was conducted in 19 hospitals in Turkey and 263 managers participated in the study. The data were collected using the Transformational Leadership Questionnaire, the Authentic Leadership Questionnaire, Innovative Climate Assessment Tool, and Innovative Work Behavior Scale. Path analysis was performed to demonstrate the relationship between the variables. Results. When transformational and authentic leadership were put into the model separately through the innovation climate, transformational leadership had an effect of 0.39 units (0.22 units direct, 0.17 units indirect) and a uthentic leadership had a 0.44 unit (0.29 unit direct, 0.15 unit indirect) effect on innovative work behavior. When transformational and authentic leadership were put together in the model, the total (direct and indirect) effect of them increased to 0.52 units. In this case, the effect of authentic leadership characteristics of health managers on innovative work behavior of their followers (0.42 units) was greater than the effect of transformational leadership characteristics (0.10 units). Conclusions. Although both types of leadership affect innovative work behavior, authentic leadership was more effective than transformational leadership.
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Affiliation(s)
- Cahit Korku
- Department of Healthcare Management, Niğde Zübeyde Hanım School of Health, Niğde Ömer Halisdemir University, Niğde, Turkey
| | - Sıdıka Kaya
- Department of Healthcare Management, Faculty of Economics and Administrative Sciences, Hacettepe University, Ankara, Turkey
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Ali H, Li M, Qiu X. Employee Engagement and Innovative Work Behavior Among Chinese Millennials: Mediating and Moderating Role of Work-Life Balance and Psychological Empowerment. Front Psychol 2022; 13:942580. [PMID: 35911039 PMCID: PMC9337214 DOI: 10.3389/fpsyg.2022.942580] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/12/2022] [Accepted: 06/21/2022] [Indexed: 11/13/2022] Open
Abstract
Given the ever-changing business environment, organizations are forced to consider innovation as an essential prerequisite to enhance their efficiency, productivity, and sustainability. In this regard, organizations pay increased attention to enhancing employees' engagement (EE) and stimulating their innovative work behaviors (IWBs). Research emphasizes the importance of employees' IWBs in achieving competitive advantages and organizational sustainability. In this research, we address the question of whether employee engagement leads to stimulating IWBs of the Chinese millennial workforce in service industries. In addition, we explore the potential mediating effect of work-life balance (WLB) and the moderating influence of psychological empowerment (PE) on the relationship between EE and IWBs. Self-administered questionnaires were used to collect data from 372 Chinese senior employees working in the IT, trade, real estate, financial, and telecommunication industries. Our empirical findings showed that highly engaged employees are most likely to exhibit IWBs and maintain a WLB. In addition, the relationship between EE and IWB was partially mediated by WLB. Moreover, the interaction between EE and PE was found to strengthen employees' IWBs. Our study contributes to understanding the importance of EE as an essential prerequisite for millennials' IWBs and provides new insights for service organizations to encourage employees' IWBs. This study contributes to the human resource management field by offering valuable implications vis-à-vis how service organizations operating in a turbulent business environment stimulate the IWBs of their millennial workforce.
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Affiliation(s)
- Hazem Ali
- School of Economics and Management, Yiwu Industrial and Commercial College, Yiwu, China
| | - Min Li
- School of Innovation and Entrepreneurship, Wenzhou University of Technology, Wenzhou, China
| | - Xunmin Qiu
- School of Innovation and Entrepreneurship, Wenzhou University of Technology, Wenzhou, China
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17
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Li W, Gill SA, Wang Y, Safdar MA, Sheikh MR. Proactive Personality and Innovative Work Behavior: Through the Juxtapose of Schumpeter's Theory of Innovation and Broaden-And-Build Theory. Front Psychol 2022; 13:927458. [PMID: 35769763 PMCID: PMC9236154 DOI: 10.3389/fpsyg.2022.927458] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/24/2022] [Accepted: 05/09/2022] [Indexed: 12/02/2022] Open
Abstract
This study aimed to unfold the implicit interplay of open innovation (OI) and perceived insider status (PIS) between the relationship of proactive personality (PP) and innovative work behavior (IWB). The phenomenon studied the moderated mediation of OI and PIS through the combined optic of the theory of innovation and the broaden-and-build theory. The nature of this study was post-positivist. The two-step approach of structural equation modeling was implemented. First, quantitative data were collected through an online questionnaire from the employees of IT industries in China. The study sample consisted of 460 responses used for data analysis in SPSS and AMOS version 26. This study was based on mediated moderation, which was statistically similar to Model 15 of the process macro. There were six hypotheses based on the theoretical framework. The result of H6 was rejected, which demonstrated that the conditional direct effect of OI and PIS mediated moderation on PP and IWB. The results comprehensively testified to the theoretical framework.
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Affiliation(s)
- Weizheng Li
- School of Economics and Management, Weifang University, Weifang, China
| | - Shabeeb Ahmad Gill
- Department of Personnel and Administration, NFC Institute of Engineering and Fertilizer Research Faisalabad, Faisalabad, Pakistan
| | - Yang Wang
- School of Economics and Management, Weifang University, Weifang, China
| | - Muhammad Adeel Safdar
- Department of Personnel and Administration, NFC Institute of Engineering and Fertilizer Research Faisalabad, Faisalabad, Pakistan
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18
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Bai Y, Wang Z, Alam M, Gul F, Wang Y. The Impact of Authentic Leadership on Innovative Work Behavior: Mediating Roles of Proactive Personality and Employee Engagement. Front Psychol 2022; 13:879176. [PMID: 35756212 PMCID: PMC9226888 DOI: 10.3389/fpsyg.2022.879176] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/18/2022] [Accepted: 03/08/2022] [Indexed: 11/21/2022] Open
Abstract
The purpose of the study is to investigate the impact of authentic leadership and proactive personality on innovative work behavior through dual mediation approach. This study applied a judgment sampling technique and data were gathered from 311 high-tech manufacturing industries of Shenzhen, China. The measurement model and structural model were tested using structural equation modeling technique through AMOS 24 software. The results indicate that authentic leadership has a positive and significant effect on proactive personality. Meanwhile, findings show that proactive personality has a significant impact on innovative work behavior. Moreover, findings show that proactive personality positively mediates the relationship between authentic leadership and innovative work behavior. Furthermore, findings illustrate that work engagement positively mediates the relationship between proactive personality and innovative work behavior. This study provides insightful and valuable implications to high-tech manufacturing industries executives and regulators interested in organizational productivity.
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Affiliation(s)
- Yina Bai
- School of Business Administration, Liaoning Technical University, Huludao, China
| | - Zheng Wang
- School of Marxism, China University of Political Science and Law, Beijing, China
| | - Mehboob Alam
- Treasurer Office, Lahore College for Women University, Lahore, Pakistan
| | - Fozia Gul
- The Institute of Management Sciences, PAK AIMS, Lahore, Pakistan
| | - Yiqun Wang
- School of Continuing Education, China University of Political Science and Law, Beijing, China
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19
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Letouche S, Wille B. Connecting the Dots: Exploring Psychological Network Analysis as a Tool for Analyzing Organizational Survey Data. Front Psychol 2022; 13:838093. [PMID: 35592177 PMCID: PMC9110883 DOI: 10.3389/fpsyg.2022.838093] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/17/2021] [Accepted: 03/31/2022] [Indexed: 11/21/2022] Open
Abstract
Organizations allocate considerable resources in surveys aimed at assessing how employees perceive certain job aspects. These perceptions are often modeled as latent constructs (e.g., job satisfaction) measured by multiple indicators. This approach, although useful, has several drawbacks such as a strong reliance on local independence and a lower performance in exploratory contexts with many variables. In this paper, we introduce psychological network analysis (PNA) as a novel method to examine organizational surveys. It is first argued how the network approach allows studying the complex patterns of attitudes, perceptions, and behaviors that make up an organizational survey by modeling them as elements in an interconnected system. Next, two empirical demonstrations are presented showcasing features of this technique using two datasets. The first demonstration relies on original organizational survey data (N = 4270) to construct a network of attitudes and behaviors related to innovative work behavior. In the second demonstration, drawing on archival leadership data from an organization (N = 337), the focus lies on comparing structural properties of leadership attitude networks between subsamples of supervisors and non-supervisors. We conclude this paper by discussing how PNA constitutes a promising avenue for researching organizational phenomena which typically constitute a set of interconnected elements.
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Affiliation(s)
- Senne Letouche
- Department of Developmental, Personality and Social Psychology, Ghent University, Ghent, Belgium
| | - Bart Wille
- Department of Developmental, Personality and Social Psychology, Ghent University, Ghent, Belgium
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20
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Jia K, Zhu T, Zhang W, Rasool SF, Asghar A, Chin T. The Linkage between Ethical Leadership, Well-Being, Work Engagement, and Innovative Work Behavior: The Empirical Evidence from the Higher Education Sector of China. Int J Environ Res Public Health 2022; 19:ijerph19095414. [PMID: 35564809 PMCID: PMC9099872 DOI: 10.3390/ijerph19095414] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/12/2022] [Revised: 04/23/2022] [Accepted: 04/26/2022] [Indexed: 02/06/2023]
Abstract
In this study, we investigate the relationship between ethical leadership (EL), work engagement (WE), well-being, and innovative work behavior (IWB). The significance of these variables has increased in the current era when the influence of technology is exponentially increasing in the education sector. We investigate the role of ethical leadership in determining innovative work behavior. Moreover, we investigate the moderating effect of WB in the relationship between EL and WE. We also examine the mediating impact of WE in the relationship between EL and IWB. We used a questionnaire survey approach to collect data. The target population of this study was the academic personnel, i.e., senior professors, lecturers, and supporting staff associated with the higher education sector located in Zhejiang Province, China. Data were collected in two phases. In the first phase, we sent 300 research questionnaires and received 251 responses. In the second phase, after a three-month interval, we sent 200 questionnaires and received 162 responses. However, over the two phases, we collected a total of 413 questionnaires; 43 were discarded. Therefore, for analysis, we used 370 questionnaires. The data were analyzed using the structural equation modeling through SmartPLS 3.2.2. First, in the direct relationship, results confirm that EL positively influences the IWB. Secondly, WB has a positive and moderating relationship between EL and IWB. Thirdly, we address the relationship between EL and WE. The outcome indicates that there is a positive and significant relationship. Fourth, the results of this study indicate that there is positive and significant relationship between WE and IWB. Finally, the outcomes imply that WE positively mediates between EL and IWB. Ethical leadership and well-being are important for innovative work behavior that supports managers in introducing a supportive workplace environment that promotes good interpersonal relationships with subordinates. Therefore, a good interpersonal relationship between managers and subordinates enhances the work quality. So, ethical leaders provide a supportive work environment to all subordinates regarding their work.
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Affiliation(s)
- Kan Jia
- School of Management, Zhejiang University of Technology, Hangzhou 310023, China; (K.J.); (T.Z.); (T.C.)
| | - Tianlun Zhu
- School of Management, Zhejiang University of Technology, Hangzhou 310023, China; (K.J.); (T.Z.); (T.C.)
| | - Weiwei Zhang
- School of Cultural Creativity and Management, Communication University of Zhejiang, Hangzhou 310019, China
- Correspondence: (W.Z.); (S.F.R.)
| | - Samma Faiz Rasool
- School of Management, Zhejiang University of Technology, Hangzhou 310023, China; (K.J.); (T.Z.); (T.C.)
- Correspondence: (W.Z.); (S.F.R.)
| | - Ali Asghar
- Dr. Hassan Murad School of Management, University of Management and Technology, Lahore 54770, Pakistan;
| | - Tachia Chin
- School of Management, Zhejiang University of Technology, Hangzhou 310023, China; (K.J.); (T.Z.); (T.C.)
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21
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Yamin MA. Paternalistic Leadership and Job Embeddedness With Relation to Innovative Work Behaviors and Employee Job Performance: The Moderating Effect of Environmental Dynamism. Front Psychol 2022; 13:759088. [PMID: 35401373 PMCID: PMC8992429 DOI: 10.3389/fpsyg.2022.759088] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/15/2021] [Accepted: 01/20/2022] [Indexed: 11/29/2022] Open
Abstract
The current study strives to examine the determinants of employee innovative work behavior and job performance. Therefore, an integrated research model is developed with the help of paternalistic leadership style and job embeddedness theory to investigate employee behavior toward innovative work behavior. The research model is extended with the moderating effect of environmental dynamism between the relationship of innovative work behavior and employee job performance. Data were collected from 411 employees working in small medium enterprises. For inferential analysis, the structural equation modeling (SEM) technique is used. Results of the structural equation modeling revealed that altogether paternalistic leadership style and factors underpinning job embeddedness theory have explained 52.1% of the variance in employee innovate work behavior. The findings of this research suggest that managers and policy makers should focus on benevolent leadership, moral leadership, and on-the-job embeddedness to boost employee job performance and innovative work behavior.
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Affiliation(s)
- Mohammad Ali Yamin
- Department of Human Resources Management, University of Jeddah, Jeddah, Saudi Arabia
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22
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Mehmood K, Jabeen F, Iftikhar Y, Yan M, Khan AN, AlNahyan MT, Alkindi HA, Alhammadi BA. Elucidating the effects of organisational practices on innovative work behavior in UAE public sector organisations: The mediating role of employees' wellbeing. Appl Psychol Health Well Being 2022; 14:715-733. [PMID: 35112487 DOI: 10.1111/aphw.12343] [Citation(s) in RCA: 9] [Impact Index Per Article: 4.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/02/2021] [Accepted: 01/19/2022] [Indexed: 11/27/2022]
Abstract
In the context of the transitioning economy of the United Arab Emirates, which demands inculcating innovative behavior in public employees, this study investigates the relationship between high-involvement work practices and leaders' collaborative nature with employees' innovative behavior. Drawing on the social exchange and ability-motivation-opportunity theories, this research expounds the mediating effect of employees' wellbeing to examine the mechanisms through which high-involvement work practices and public leaders' collaborative nature affect employees' innovative behavior in public organisations. Using three-wave data from 207 individuals in public service organisations, this study tests the effects of employees' perceptions of high-involvement work practices and leaders' collaborative nature on their wellbeing and innovative work behaviors. Our findings have theoretical and practical implications for research on innovative work behavior in the milieu of public organisations.
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Affiliation(s)
- Khalid Mehmood
- Research Center of Hubei Micro & Small Enterprises Development, School of Economics and Management, Hubei Engineering University, Xiaogan, China
| | - Fauzia Jabeen
- College of Business, Abu Dhabi University, Abu Dhabi, UAE
| | - Yaser Iftikhar
- AFPGMI, National University of Medical Sciences, Rawalpindi, Pakistan
| | - Manli Yan
- School of Economics and Management, Tongji University, Shanghai, China
| | - Ali Nawaz Khan
- Research Center of Hubei Micro & Small Enterprises Development, School of Economics and Management, Hubei Engineering University, Xiaogan, China
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23
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Baig LD, Azeem MF, Paracha A. Cognitive Appraisal of Job Autonomy by Nurses: A Cross-Sectional Study. SAGE Open Nurs 2022; 8:23779608221127823. [PMID: 36177346 PMCID: PMC9513567 DOI: 10.1177/23779608221127823] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/27/2022] [Revised: 08/05/2022] [Accepted: 09/04/2022] [Indexed: 11/17/2022] Open
Abstract
Introduction Job autonomy (JA), a task-level job resource has the potential to motivate individual behavior; it is indecisive, however, whether JA promotes or hinders extra-role behavior. Objective The study aims to examine the effect of JA on innovative work behavior (IWB) directly and indirectly through cognitive appraisal and work engagement (WE) while considering the organization type and age as control variables. Methods Self-administered questionnaires were used to collect the data from 326 nurses. SPSS and Amos 21 software was used to analyze the data. Data was collected between September, 2021 to January, 2022. Results According to the findings, JA can both stimulate and impede IWB indirectly through cognitive appraisal and WE depending on how it is appraised as a challenge and a threat (ρ = .089, p <.001); (ρ = -.038, p <.001), respectively. Conclusion The current study revealed that JA significantly influences the IWB of nurses directly and indirectly through cognitive appraisal and WE. Therefore, nursing management should find ways to influence nurse's appraisal of JA as a challenge rather than a threat to improve their extra-role behavior.
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Affiliation(s)
| | - Malik Faisal Azeem
- Department of Management Sciences, COMSATS University, Islamabad, Pakistan
| | - Adil Paracha
- Department of Management Sciences, COMSATS University, Islamabad, Pakistan
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24
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Chen W, Zhu X, Sun S, Liao S, Guo Z. The Impact of Employees' Psychological Capital on Innovative Work Behavior: The Chain Mediating Effect of Knowledge Donating and Knowledge Collecting. Front Psychol 2022; 12:761399. [PMID: 34970192 PMCID: PMC8712854 DOI: 10.3389/fpsyg.2021.761399] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/19/2021] [Accepted: 11/17/2021] [Indexed: 11/13/2022] Open
Abstract
This study aimed to test the mediating role of knowledge sharing, which includes two central processes of knowledge collecting and knowledge donating, in the relationship of psychological capital and innovative work behavior (IWB). The proposed theoretical framework was based on the theory of reasoned action and social exchange theory. In a field study, using a research sample of 345 valid leader-subordinate matching data, we tested three competitive models to explore the different mediating effects of knowledge collecting and donating. Results indicated that knowledge donating and knowledge collecting played a chain mediating role between psychological capital and IWB, and the independent mediating effect of knowledge collecting was also significant. From the perspective of knowledge sharing, the present study deeply analyzes the psychological processing mechanism of psychological capital on IWB, confirms the positive significance of knowledge donating at the individual level, and provides a new perspective for organizations to promote employees’ knowledge sharing and stimulate their IWB.
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Affiliation(s)
- Weijing Chen
- Department of Human Resource Management, Business School, Hubei University, Wuhan, China.,Hubei Center for Talent Development Strategy and Policy Studies, Wuhan, China
| | - Xiaoyun Zhu
- Department of Human Resource Management, Business School, Hubei University, Wuhan, China
| | - Shan Sun
- Department of Psychology, School of Education, Hubei University, Wuhan, China
| | - Shudi Liao
- Department of Human Resource Management, Business School, Hubei University, Wuhan, China
| | - Zhiwen Guo
- Department of Human Resource Management, Business School, Hubei University, Wuhan, China
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25
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Khan MM, Ahmed SS, Khan E. The Emerging Paradigm of Leadership for Future: The Use of Authentic Leadership to Lead Innovation in VUCA Environment. Front Psychol 2021; 12:759241. [PMID: 34887810 PMCID: PMC8648569 DOI: 10.3389/fpsyg.2021.759241] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/16/2021] [Accepted: 10/21/2021] [Indexed: 11/13/2022] Open
Abstract
This study explicated the mediating role of leader-member exchange (LMX) and identification with the leader linking authentic leadership and innovative work behavior. The data were collected from the three sectors of the service industry. The final sample size obtained was 347. The data were collected both through the Google form and pen-filled questionnaires. SPSS was used to compute demographic profiles and conduct a hierarchal regression, while Smart-PLS was used for evaluating the constructs for their psychometric properties and testing the structural relations as proposed in the model. This study found LMX and identification with the leader to mediate between authentic leadership and the innovative work behavior of the employees.
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Affiliation(s)
- Muhammad Mumtaz Khan
- Business Studies Department, Bahria Business School, Bahria University, Karachi, Pakistan
| | - Syed Saad Ahmed
- Business Studies Department, Bahria Business School, Bahria University, Karachi, Pakistan
| | - Essa Khan
- Business Studies Department, Bahria Business School, Bahria University, Karachi, Pakistan
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26
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Ahmad N, Scholz M, Arshad MZ, Jafri SKA, Sabir RI, Khan WA, Han H. The Inter-Relation of Corporate Social Responsibility at Employee Level, Servant Leadership, and Innovative Work Behavior in the Time of Crisis from the Healthcare Sector of Pakistan. Int J Environ Res Public Health 2021; 18:ijerph18094608. [PMID: 33925322 PMCID: PMC8123573 DOI: 10.3390/ijerph18094608] [Citation(s) in RCA: 23] [Impact Index Per Article: 7.7] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/28/2021] [Revised: 04/21/2021] [Accepted: 04/25/2021] [Indexed: 11/27/2022]
Abstract
Organizational crisis can serve as a base to provide an opportunity to an organization for enhancing individuals, organizations, and communities. The healthcare sector is one of those sectors that remains under continuous pressure to provide high-quality service delivery to the patients. Hence, the requirement of innovation for this sector is huge when compared to other sectors. The majority of the previous studies have investigated the phenomenon of CSR at the employee’s level (CSR-E) to influence employee behavior positively. However, the importance of CSR-E to enhance the innovative capability of the employees at the workplace is not well-explored in extant literature. Moreover, it is not clear from previous studies how the concept of servant leadership can explain the employee’s engagement towards innovative work behavior (EIB). Thus, the current survey aims to test the relationship of CSR-E and EIB in the healthcare sector of Pakistan with the mediating effect of servant leadership. The data of the current study were obtained through a self-administered (paper-pencil) survey and they were analyzed through the structural equation modeling (SEM) technique. The empirical results of SEM analysis revealed that CSR-E and EIB are positively related and servant leadership partially mediates this relationship. The findings of the current study will be helpful for policymakers to improve their understanding towards CSR-E to induce EIB in the time of crisis. At the same time, the current study also highlights the importance of servant leadership to the policymakers in encouraging the employees to display their innovative capability at the workplace to serve their organization during the time of crisis.
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Affiliation(s)
- Naveed Ahmad
- Faculty of Management Studies, University of Central Punjab, Lahore 54000, Pakistan;
- Correspondence: (N.A.); (M.S.)
| | - Miklas Scholz
- Department of Building and Environmental Technology, Division of Water Resources Engineering, Faculty of Engineering, Lund University, P.O. Box 118, 221 00 Lund, Sweden
- Department of Civil Engineering Science, Kingsway Campus, School of Civil Engineering and the Built Environment, University of Johannesburg, Aukland Park 2006, Johannesburg PO Box 524, South Africa
- Department of Town Planning, Engineering Networks and Systems, South Ural State University (National Research University), 76, Lenin prospekt, 454080 Chelyabinsk, Russia
- Correspondence: (N.A.); (M.S.)
| | | | | | - Raja Irfan Sabir
- Faculty of Management Studies, University of Central Punjab, Lahore 54000, Pakistan;
| | - Waris Ali Khan
- Faculty of Business, Economics, and Accountancy, Universti Malaysia Sabah, Sabah 88400, Malaysia;
| | - Heesup Han
- College of Hospitality and Tourism Management, Sejong University, 98 Gunja-Dong, Gwanjin-Gu, Seoul 143-747, Korea;
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27
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Zhang Z, Liu M, Yang Q. Examining the External Antecedents of Innovative Work Behavior: The Role of Government Support for Talent Policy. Int J Environ Res Public Health 2021; 18:1213. [PMID: 33572962 DOI: 10.3390/ijerph18031213] [Citation(s) in RCA: 7] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 12/07/2020] [Revised: 01/17/2021] [Accepted: 01/25/2021] [Indexed: 11/17/2022]
Abstract
The innovative work behavior (IWB) or creativity of employees is regarded as the key to the sustainable innovation performance of an organization. In the field of human resource management (HRM), the relationship between an organization's high-performance work system (HPWS) and IWB has been studied extensively. However, the current understanding of organizational external antecedents is limited. Our paper focuses on an extra-organizational government support factor, government support for talent policy (GSTP). Similar to HRM policies within an organization, GSTP also has an ability-motivation-opportunity framework that may influence the IWB of employees. We integrate the resource dependence theory, institutional theory, and theory of planned behavior (TPB) to propose a theoretical model of the mechanism of GSTP influence on IWB. Using a structural equation modeling approach, we empirically verify the hypotheses in a survey dataset of HRM practitioners in 152 technology-based enterprises in China. The results indicate that the external antecedent, GSTP, positively influences the innovative attitude, subjective norm, and perceived behavioral control of HRM practitioners in the organization. Innovative attitude and perceived behavioral control completely mediated the relationship between GSTP and innovative intention. Moreover, there is a distal indirect effect between GSTP and IWB. The paper contributes to filling a gap in the innovation policy literature. In practice, both HPWS and individual employees should be concerned about the possible role of GSTP.
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28
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Samma M, Zhao Y, Rasool SF, Han X, Ali S. Exploring the Relationship between Innovative Work Behavior, Job Anxiety, Workplace Ostracism, and Workplace Incivility: Empirical Evidence from Small and Medium Sized Enterprises (SMEs). Healthcare (Basel) 2020; 8:healthcare8040508. [PMID: 33238510 PMCID: PMC7711530 DOI: 10.3390/healthcare8040508] [Citation(s) in RCA: 20] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/07/2020] [Revised: 11/09/2020] [Accepted: 11/18/2020] [Indexed: 12/16/2022] Open
Abstract
The aim of this study is to explore the relationship between workplace ostracism (WO), workplace incivility (WI), and innovative work behavior (IWB), using job anxiety as a mediating variable. Building on the conservation of resource (COR) theory, this study proposes a theoretical framework. In this framework, workplace ostracism and workplace incivility are theorized to strengthen innovative work behavior, directly and indirectly, through job anxiety. Data were collected from the workers of small and medium sized enterprise (SME) entrepreneurs located in Pakistan. To estimate the proposed relationships in the conceptual model, we used structural equation modeling (SEM) through AMOS-21. The outcomes of this study confirmed that workplace ostracism and workplace incivility had a negative impact on innovative work behavior. It was also confirmed that job anxiety mediates in the relationship between workplace ostracism, workplace incivility, job anxiety, and innovative work behavior. At the end of the study, we thoroughly discussed the conclusions, practical implications, limitations, and future research directions of the study.
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Affiliation(s)
- Madeeha Samma
- School of Management, Shanghai University, Shanghai 200444, China; (M.S.); (X.H.)
| | - Yan Zhao
- School of Management, Shanghai University, Shanghai 200444, China; (M.S.); (X.H.)
- Correspondence:
| | - Samma Faiz Rasool
- Postdoctoral Station of Statistical, School of Innovation and Entrepreneurship, Entrepreneurship Institute, Guangzhou University, Guangzhou 510006, China;
| | - Xiao Han
- School of Management, Shanghai University, Shanghai 200444, China; (M.S.); (X.H.)
| | - Shahzad Ali
- School of Business and Economics, University of Management and Technology, Lahore 54000, Pakistan;
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29
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Bak H. Supervisor Feedback and Innovative Work Behavior: The Mediating Roles of Trust in Supervisor and Affective Commitment. Front Psychol 2020; 11:559160. [PMID: 33041923 PMCID: PMC7526520 DOI: 10.3389/fpsyg.2020.559160] [Citation(s) in RCA: 12] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/05/2020] [Accepted: 08/18/2020] [Indexed: 11/13/2022] Open
Abstract
This study aimed to explore how the mechanisms of supervisor feedback affect innovative work behavior (IWB) among local government employees and to examine the mediating roles of trust in supervisor and affective commitment, using organizational support theory (OST) and social exchange theory. The results from a cross-sectional study based on a sample of 1,699 local government employees from 65 local governments indicated that supervisor feedback had a direct effect on IWB. Trust in supervisor and affective commitment significantly mediated the relationship between supervisor feedback and IWB. The findings of this study contribute to an advanced understanding of the supervisor feedback-IWB relationship by testing the mediation model in the local government context.
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Affiliation(s)
- HyeonUk Bak
- Korea Research Institute for Local Administration, University of Seoul, Seoul, South Korea
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Zhou X, Rasool SF, Ma D. The Relationship between Workplace Violence and Innovative Work Behavior: The Mediating Roles of Employee Wellbeing. Healthcare (Basel) 2020; 8:E332. [PMID: 32927711 DOI: 10.3390/healthcare8030332] [Citation(s) in RCA: 17] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/25/2020] [Revised: 08/21/2020] [Accepted: 09/07/2020] [Indexed: 12/12/2022] Open
Abstract
It has been contended that violence is prevalent in the workplace, and there has been increasing research interest into its potential effects. Human interactions at workplaces are apparent. However, the interactions among humans may have positive or negative dimensions. Usually, the positive or negative interactions between workers lead to different outcomes. Sometimes, they lead to a productive working environment; however, in some cases, they lead to toxicity among workers. In this study, we investigate the impact of workplace violence (WV) on innovative work behavior (IWB). Specifically, it examines the impact of the three dimensions of WV, namely, harassment, mobbing, and sabotage. Moreover, employees’ wellbeing mediates the relationship between WV (harassment, mobbing, and sabotage) and IWB. A questionnaire survey approach was used in this study. The target population were the workers of SMEs entrepreneurs located in Guangdong Province (China). The results confirm that, in the direct relationship, WV (harassment, mobbing, and sabotage) has a negative relationship with innovative IWB. Moreover, results also confirm that employee wellbeing is mediated between WV (harassment, mobbing, and sabotage) and IWB. Therefore, the empirical results of this paper identify that workplace violence reduces employees’ innovative work behavior by reducing their subjective and eudemonic wellbeing, which further broadens the perspective of IWB’s motivation analysis. Practical implications for small and medium enterprise organizations have also been discussed in this paper.
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Li C, Makhdoom HUR, Asim S. Impact of Entrepreneurial Leadership on Innovative Work Behavior: Examining Mediation and Moderation Mechanisms. Psychol Res Behav Manag 2020; 13:105-118. [PMID: 32099488 PMCID: PMC6996225 DOI: 10.2147/prbm.s236876] [Citation(s) in RCA: 16] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/31/2019] [Accepted: 01/06/2020] [Indexed: 11/23/2022] Open
Abstract
Purpose Based on social cognitive theory, the present study aimed to explore the impact of entrepreneurial leadership on employees’ innovative work behavior through the moderating path of entrepreneurial self-efficacy in technology-based SMEs. The study also explains the mechanism through which a firm’s innovative environment mediates the relationship between entrepreneurial leadership and employees’ innovative work behavior. Methods To pursue the objectives, this study has used data from a sample of 350 supervisor–subordinate dyads working in cross sectional small and medium enterprises (SMEs) operating in the Jiangsu province of China. Based on social cognitive theory and specific continuum of self-efficacy theory, a conceptual model was developed and the hypotheses were tested with the help of SPSS 20. Findings Empirical findings recommend a significant positive effect of entrepreneurial leadership on employees’ innovative work behavior. The study suggested that firm’s innovative environment mediates the relationship between entrepreneurial leadership and the employees’ innovative behavior. The results also confirmed that entrepreneurial self-efficacy exerts a positive moderating effect on the association of entrepreneurial leadership and employees’ innovative behavior. Conclusion Findings of the present research work have several implications for the management and policymakers of high-tech SMEs who want to augment their employees’ innovative behavior in order to compete in a highly competitive and challenging business environment. To the best of authors’ knowledge, this work is the first attempt that presents an empirically supported comprehensive model for the development of employees’ innovative behavior within entrepreneurial-based high-tech SMEs. It contributes to literature by examining the mediation and moderation process for the development of employees’ innovative behavior.
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Affiliation(s)
- Cai Li
- School of Management, Jiangsu University, Zhejiang, Jiangsu, People's Republic of China
| | | | - Shoaib Asim
- School of Management Science, Jiangsu University, Zhejiang, Jiangsu, People's Republic of China
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Riaz S, Xu Y, Hussain S. Role of Relational Ties in the Relationship between Thriving at Work and Innovative Work Behavior: An Empirical Study. Eur J Investig Health Psychol Educ 2019; 10:218-231. [PMID: 34542480 PMCID: PMC8314240 DOI: 10.3390/ejihpe10010017] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/11/2019] [Revised: 10/28/2019] [Accepted: 11/02/2019] [Indexed: 11/16/2022] Open
Abstract
Top management in organizations have begun to realize that innovative employees add to the competitive edge of a company which serves to maintain their position in intense market competition. For this purpose, management needs to seek new ways to combine the social environment and employees in the workplace in an inextricable manner that supports innovation. The purpose of this paper was to examine the role of thriving at work and its effects on an individual’s innovative behavior. Based on the socially embedded model of thriving, we aimed to assess the relevant related work on structured potential effects with relational ties (i.e., strong versus weak). Particularly, these ties affect the heedful relating differently. This study examined the antecedents of thriving at work and the innovative behavior among employees at a global investment company. Using partial least squares modeling on a sample of 412 observations (strong and weak ties), strong support was found for the theory-driven hypothesized relationships. The results contribute to a better understanding of the relational roles concerning recently emerging constructs of “thriving at work” and “positive organizational scholarship.” The implications and limitations of this study are further discussed.
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Affiliation(s)
- Sidra Riaz
- Faculty of Management and Economics, Dalian University of Technology, Dalian 116024, China
- Correspondence: (S.R.); (Y.X.)
| | - Yusen Xu
- Faculty of Management and Economics, Dalian University of Technology, Dalian 116024, China
- Correspondence: (S.R.); (Y.X.)
| | - Shahid Hussain
- Department of Mathematics, COMSATS University Islamabad, Attock Campus 43600, Pakistan;
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Curzi Y, Fabbri T, Scapolan AC, Boscolo S. Performance Appraisal and Innovative Behavior in the Digital Era. Front Psychol 2019; 10:1659. [PMID: 31379682 PMCID: PMC6652785 DOI: 10.3389/fpsyg.2019.01659] [Citation(s) in RCA: 17] [Impact Index Per Article: 3.4] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/01/2019] [Accepted: 07/01/2019] [Indexed: 12/01/2022] Open
Abstract
In digital competitive environments, organizations' ability to innovate is more than ever the key to competitive advantage. One way to cope with this increased pressure for innovation is to capitalize on employees' ability to generate new ideas and use these as building blocks for new and better products, services, and work processes. Individual innovation thus emerges as a key competence required from workers, in turn crucially affecting the way managers make employees contribute to organizational goals and assess their performance. This study draws on the process-based approach to HRM (Bowen and Ostroff, 2004) suggesting that HRM practices may have a signaling effect, to address the following research question: which specific characteristics of performance appraisal are more likely to be perceived as promoting individual innovation at work? To address this issue, we carried out a survey on 865 employees working in large, multinational firms operating in digitalized sectors or industries with the potential to become digitalized. We collected data on the main characteristics of the performance appraisal systems adopted by the firm where respondents work, as perceived by employees themselves. We gathered also data on the respondents' overall perception that performance appraisal boosts innovative work behavior (IWB). Then, we employed logit analysis to test the relationship between data on performance appraisal systems and data on the effectiveness of performance appraisal as a booster of IWB. Our results reveal that, as compared to informal feedback, formal performance appraisal is more likely to reduce the perception that performance appraisal promotes individual innovation and creativity at work. In addition, we found that in the employees' perception performance appraisal focused on the achievement of pre-set, quantitative outcomes is more likely to affect positively IWB than appraisal focused on pre-defined skills that employees exhibited performing their work. However, performance assessment focused on the new competences developed by the employees has a perceived positive impact even stronger than result-oriented appraisal. Taken together, these results contribute to advance our understanding of how organizations should evaluate employees in the digitalization era.
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Affiliation(s)
- Ylenia Curzi
- Marco Biagi Department of Economics, University of Modena and Reggio Emilia, Modena, Italy
| | - Tommaso Fabbri
- Marco Biagi Department of Economics, University of Modena and Reggio Emilia, Modena, Italy
| | - Anna Chiara Scapolan
- Department of Communication and Economics, University of Modena and Reggio Emilia, Reggio Emilia, Italy
| | - Stefano Boscolo
- Marco Biagi Department of Economics, University of Modena and Reggio Emilia, Modena, Italy
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Cai W, Lysova EI, Khapova SN, Bossink BAG. Servant Leadership and Innovative Work Behavior in Chinese High-Tech Firms: A Moderated Mediation Model of Meaningful Work and Job Autonomy. Front Psychol 2018; 9:1767. [PMID: 30327623 PMCID: PMC6174232 DOI: 10.3389/fpsyg.2018.01767] [Citation(s) in RCA: 45] [Impact Index Per Article: 7.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/01/2018] [Accepted: 08/31/2018] [Indexed: 11/13/2022] Open
Abstract
Scholars acknowledge the critical role of employee innovative work behavior (IWB) in facilitating organizational innovation in high-tech industries. However, the current knowledge is far from complete to paint a clear picture of how to evoke employee IWB in the Chinese high-tech industry. Many Chinese high-tech firms face a challenge moving from hierarchy-based leadership toward more employee-centered leadership styles, as the styles have different effects on employees’ IWB. This perspective may complement and sharpen the incomplete picture. Drawing on a dynamic componential model of creativity and innovation, this study proposes and tests a moderated mediation model that examines the hypothesized positive influence of servant leadership on employee IWB via meaningful work as well as the moderating role of job autonomy in this process. We collected data (N = 288) from three Chinese high-tech firms and found that employees’ perceptions of meaningful work mediate the relationship between servant leaders and IWB. We also found that this mediating relationship is conditional on the moderating role of job autonomy in the path from servant leadership to meaningful work. The results further show that the indirect effect of servant leadership on employee IWB via meaningful work exists only when job autonomy is high.
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Affiliation(s)
- Wenjing Cai
- School of Public Affairs, University of Sciences and Technology of China, Hefei, China.,Department of Management and Organization, VU University Amsterdam, Amsterdam, Netherlands.,Department of Science, Business and Innovation, VU University Amsterdam, Amsterdam, Netherlands
| | - Evgenia I Lysova
- Department of Management and Organization, VU University Amsterdam, Amsterdam, Netherlands
| | - Svetlana N Khapova
- Department of Management and Organization, VU University Amsterdam, Amsterdam, Netherlands
| | - Bart A G Bossink
- Department of Science, Business and Innovation, VU University Amsterdam, Amsterdam, Netherlands
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Javed B, Khan AK, Quratulain S. Inclusive Leadership and Innovative Work Behavior: Examination of LMX Perspective in Small Capitalized Textile Firms. J Psychol 2018; 152:594-612. [PMID: 30260768 DOI: 10.1080/00223980.2018.1489767] [Citation(s) in RCA: 25] [Impact Index Per Article: 4.2] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/28/2022] Open
Abstract
The purpose of this paper is to explore the relationship between inclusive leadership, Leader-Member Exchange (LMX) and innovative work behavior (IWB) in employees of small capitalized textile firms of Pakistan. We hypothesized that LMX mediates the relationship between inclusive leadership and IWB. We collected data from 150 supervisors-subordinate dyads to test our hypotheses. We selected small capitalized firms because they are more innovative and change-oriented in order to enhance their innovativeness. Moreover, these firms enjoy the benefits of lack of bureaucracy and low resistance to change. Therefore, employees are better able to experience a close relationship with entrepreneurial leaders who tend to be inclusive, in order to facilitate the process of innovation. In line with these facts, our results also suggest that inclusive leadership is positively related with IWB and LMX partially mediates this relationship. The theoretical and practical implications of our findings are also discussed.
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Affiliation(s)
| | - Abdul Karim Khan
- b College of Business and Economics , United Arab Emerate University
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Palazzeschi L, Bucci O, Di Fabio A. Re-thinking Innovation in Organizations in the Industry 4.0 Scenario: New Challenges in a Primary Prevention Perspective. Front Psychol 2018; 9:30. [PMID: 29445349 PMCID: PMC5797748 DOI: 10.3389/fpsyg.2018.00030] [Citation(s) in RCA: 30] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/19/2017] [Accepted: 01/10/2018] [Indexed: 11/13/2022] Open
Abstract
In organizations, innovation is considered a relevant aspect of success and long-term survival. Organizations recognize that innovation contributes to creating competitive advantages in a more competitive, challenging and changing labor market. The present contribution addresses innovation in organizations in the scenario of Industry 4.0, including technological innovation and psychological innovation. Innovation is a core concept in this framework to face the challenge of globalized and fluid labor market in the 21st century. Reviewing the definition of innovation, the article focuses on innovative work behaviors and the relative measures. This perspective article also suggests new directions in a primary prevention perspective for future research and intervention relative to innovation and innovative work behaviors in the organizational context.
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Affiliation(s)
- Letizia Palazzeschi
- Department of Education and Psychology, Psychology Section, University of Florence, Florence, Italy
| | - Ornella Bucci
- Department of Education and Psychology, Psychology Section, University of Florence, Florence, Italy
| | - Annamaria Di Fabio
- Department of Education and Psychology, Psychology Section, University of Florence, Florence, Italy
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Abstract
The importance of innovation within organizations has been demonstrated on numerous occasions, which has subsequently led to the identification of effective leadership as a potential catalyst. Most of us would acknowledge that effective leadership plays a pivotal role to engender innovativeness among nursing staff. Although research has identified some leadership styles to foster a nurse's innovative work behavior, a comprehensive model explaining the effect of transformational leadership on nurses' innovative work behavior is still unclear. This research built and tested a theoretical model linking transformational leadership and innovative work behavior via several intervening variables. Data were collected from 587 nurses and 164 doctors (nursing supervisors) through structured questionnaires from public sector hospitals in Pakistan. Results of the study indicated that, as anticipated, transformational leadership positively affected psychological empowerment of nurses, which in turn influenced both intrinsic motivation and knowledge sharing behavior. These latter two variables then had a positive influence on innovative work behavior. Empowerment role identity moderated the link between transformational leadership and psychological empowerment, whereas willingness to rely on leader (reliance-based trust) and willingness to share sensitive information with leader (disclosure-based trust) moderated the connection between knowledge sharing behavior and innovative work behavior. These results imply that transformational leadership through psychological empowerment, knowledge sharing, and intrinsic motivation fosters nurse's innovative work behavior. The results also show that the relationship between transformational leadership and innovative work behavior is stronger among nurses who frequently share their knowledge about best practices and mistakes with co-workers.
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Affiliation(s)
- Mariam Masood
- Department of Management Sciences, Hazara University, Mansehra, Pakistan
| | - Bilal Afsar
- Department of Management Sciences, Hazara University, Mansehra, Pakistan
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