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Employee strengths use and innovative behavior: a moderated mediation model

He Ding (School of Economics and Management, North China Electric Power University, Beijing, China)
Xinqi Lin (School of Labor and Human Resources, Renmin University of China, Beijing, China)
Weilin Su (School of Literature, Capital Normal University, Beijing, China)

Chinese Management Studies

ISSN: 1750-614X

Article publication date: 13 November 2020

Issue publication date: 31 March 2021

418

Abstract

Purpose

This study aims to investigate the mediating role of positive affect and the moderating role of deficit correction in the relationship between employee strengths use and innovative behavior.

Design/methodology/approach

This study adopted a three-wave research design to gather data. A convenience sample of 189 employees working in diverse organizations in China was applied to examine the hypotheses.

Findings

The results indicated that employee strengths use was positively related to innovative behavior, and positive affect mediated the relationship between employee strengths use and innovative behavior. In addition, deficit correction enhanced the direct relationship of employee strengths use with positive affect and the indirect relationship of employee strengths use with innovative behavior through positive affect.

Originality/value

The current study contributes to the existing literature on employee strengths use-innovative behavior relationships by revealing positive affect as a mediator and deficit correction as a moderator between employee strengths use and innovative behavior.

Keywords

Acknowledgements

The Fundamental Research Funds for the Central Universities 2020MS046.

The authors declare that there is no conflict of interest. The authors are grateful to the employees who participated in this study. This study was supported by “the Fundamental Research Funds for the Central Universities (2020MS046)”.

Ethical Approval: All procedures performed in studies involving human participants were in accordance with the ethical standards of the institutional and/or national research committee and with the 1964 Helsinki declaration and its later amendments or comparable ethical standards.

Informed Consent: Informed consent was obtained from all individual participants included in the study.

Citation

Ding, H., Lin, X. and Su, W. (2021), "Employee strengths use and innovative behavior: a moderated mediation model", Chinese Management Studies, Vol. 15 No. 2, pp. 350-362. https://doi.org/10.1108/CMS-05-2019-0191

Publisher

:

Emerald Publishing Limited

Copyright © 2020, Emerald Publishing Limited

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