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This study aims to explore whether expected image outcomes (risk and gain) represent a mechanism through which perceived organizational climates, in the dimensions of tradition and reflexivity, affect key components of the innovation process (idea generation and idea realization).

Structural equation models have been conducted to empirically analyse 3 waves of longitudinal survey data from an Italian military organization (N = 410).

Results confirmed that image outcome expectations mediated the effects of perceived climate on idea generation, and that a serial mediation of image expectations and idea generation those on idea realization. Additionally, reflexivity was directly associated with idea generation.

The findings offer guidance for organizations that aim to strengthen employee-driven innovation, highlighting the importance of organizational climate and image outcomes expectations.

Advancing from existing organizational behaviour and individual innovation literature, this article contributes to extend knowledge about the role of organizational climate and image outcome expectations in enhancing innovative work behaviours.

The purpose of this mixed-methods study is to examine the motivational determinants and contextual antecedents of individual job crafting behaviors.

The current research uses the mixed-methods design to elucidate the relationship between career outcome expectations and different forms of job crafting through external regulation. In Study 1, surveys were collected and analyzed from 151 employees across occupations and ranks using purposeful sampling approach. In Study 2, interview data were thematically analyzed to add complementarity and completeness to the findings.

In Study 1 (n = 151), a direct relationship between career outcome expectations and different forms of job crafting was established. Mediation analysis indicated an indirect relationship between career outcome expectations and approach crafting through external-social regulation. The authors found support for the accentuating role of turnover intentions on career outcome expectations and external social and material regulations. In Study 2 (n = 25), a thematic analysis of semi-structured interviews confirmed that when employees experience unfulfilled career expectations, employees attempt to realign the work situations. Such expectations may be tied to various forms of work-related external regulations and may lead to job crafting behaviors. The individuals depicted these behaviors while experiencing turnover intentions.

The current study brings together literature from job design, motivation and careers to consider the role of career expectations and external regulation in predicting job crafting behaviors. Taken together, the findings unearth the cognitive and contextual antecedents of job crafting.

The purpose of this paper is to examine the effect of supervisor-subordinate guanxi (SSG) on managers’ feedback-seeking behavior in the context of Chinese organizations, especially the mediating role of psychological expectations and the moderating role of political skill.

The study sample comprised matched surveys from 252 supervisor-subordinate dyad in the People’s Republic of China. The subordinate managers completed measures of SSG, performance enhancement expectations, impression management expectations and political skill. The supervisors were asked to rate managers’ feedback-seeking behavior.

Result show that SSG was positively related to managers’ feedback-seeking behavior. Performance enhancement expectations and impression management expectations partially mediated supervisor-subordinate guanxi’s influence on managers’ feedback-seeking behavior. Political skill positively moderated the relationships between SSG and managers’ feedback-seeking behavior in such a way that the relationships were stronger for managers higher in political skill than lower.

The paper not only helps for deeper understanding of managers’ feedback-seeking behavior but also provides a new perspective for exploring effective governance of Chinese local managers.

This study provides preliminary evidence of the mediation effect of psychological expectations and the moderating effect of political skill in the relationship between SSG and managers’ feedback-seeking behavior. Additionally, the findings highlight the necessity of study on managers’ feedback-seeking behavior in the context of China to help advance the theoretical understanding of the mechanisms that underlie the effect of SSG on managers’ feedback-seeking behavior.

Combining early and untested accountability perspectives with stress research, the authors examined the degree to which employees perceive workplace accountabilities as either worthy challenges to be overcome or potential threats to be avoided.

The authors utilized structural equation modeling to evaluate our hypotheses and tested them across two data samples, using two different sampling techniques collected four years apart.

Employees' individual differences of attribution style, negative affectivity and core self-evaluations influenced how subjects approached accountability pressures in their workplace, which in turn, was associated with job satisfaction and turnover intentions.

By examining how employees evaluate accountability pressures, this investigation advances existing research by exploring the different ways in which employees perceive workplace accountabilities.

The purpose of this research is to explain the influence of information security monitoring and other social learning factors on employees’ security assurance behaviour. Security assurance behaviour represents employees’ intentional and effortful actions aimed towards protecting information systems. The behaviour is highly desired as it tackles the human factor within the information security framework. The authors posited that security assurance behaviour is a learned behaviour that can be enhanced by the implementation of information security monitoring.

Theoretical framework underlying this study with six constructs, namely, subjective norm, outcome expectation, information security monitoring, information security policy, self-efficacy and perceived inconvenience, were identified as significant in determining employees’ security assurance behaviour (SAB). The influence of these constructs on SAB could be explained by social cognitive theory and is empirically supported by past studies. An online questionnaire survey as the main research instrument is adopted to elicit information on the six constructs tested in this study. Opinion from industry and academic expert panels on the relevance and face validity of the questionnaire were obtained prior to the survey administration.

Findings from this research indicate that organisations will benefit from information security monitoring by encouraging security behaviours that extend beyond the security policy. This study also demonstrates that employees tend to abandon security behaviour when the behaviour is perceived as inconvenient. Hence, organisations must find ways to reduce the perceived inconvenience using various security automation methods and specialised security training. Reducing perceived inconvenience is a challenge to information security practitioners.

There are some limitations in the existing work that could be addressed in future studies. One of them is the possible social desirability bias due to the self-reported measure adopted in the study. Even though the authors have made every effort possible to collect representative responses via anonymous survey, it is still possible that the respondents may not reveal true behaviour as good conduct is generally desired. This may lead to a bias towards favourable behaviour.

In general, the present research provides a number of significant insights and valuable information related to security assurance behaviour among employees. The major findings could assist security experts and organisations to develop better strategies and policies for information security protection. Findings of this research also indicate that organisations will benefit from information security monitoring by encouraging security behaviours that extend beyond the security policy.

In this research, the social cognitive learning theory is used to explain the influence of information security monitoring and other social learning factors on employees’ security assurance behaviour; the finding implies that monitoring emphases expected behaviours and helps to reinforce organisational norms. Monitoring may also accelerate learning when employees become strongly mindful of their behaviours. Hence, it is important for organisations to communicate the monitoring practices implemented, even more imperative whenever security monitoring employed is unobtrusive in nature. Nonetheless, care must be taken in this communication to avoid resentment and mistrust among employees.

This study is significant in a number of ways. First, this study highlights significant antecedents of security assurance behaviour, which helps organisations to assess their current practices, which may nurture or suppress information security. Second, using users’ perspective, this study provides recommendations pertaining to monitoring as a form of information security measure. Third, this study provides theoretical contribution to the existing information security literature via the application of the social cognitive learning theory.

This research develops and tests a model for organizational identification (OID) in a sample of knowledge workers in India. It calls attention to the relational antecedents of OID that are often overlooked in existing literature. Strong theoretical arguments are also built for context-specific outcome behaviors such as intrinsic motivation (IM) and innovative work behavior (IWB) that are relevant to knowledge work.

Data were collected from 357 IT industry employees in India. Partial least squares structural equation modeling (PLS-SEM) was used to test the hypotheses and the path model.

Strong support was found for relational antecedents of OID and the outcome variable IWB. The findings indicated that OID impacts IWB through the mediating mechanism of IM. Overall, the model demonstrated strong predictive power.

The findings suggest that social and relational variables could be strong managerial levers to increase the feeling of belongingness experienced by knowledge workers in India. In turn, OID can impact IWB, which is a significant outcome for knowledge work.

The study finds strong support for hypothesized relationships that have been unexplored or underexplored in mainstream OID literature. Relational antecedents were found to be strong predictors of OID in this sample. Also, the relationship between OID and IWB, an outcome behavior that is specifically relevant to knowledge-driven businesses, has not been explored earlier.

There has been minimal research on the impact of an employee’s person-organization (P-O) fit on his/her innovative work behaviour (IWB). A number of studies have examined the impact of P-O fit on multiple employee positive behaviours and outcomes; potential mediating effect of psychological empowerment is less frequently explored. The current study aims to fill this gap in the literature. To understand the psychology of P-O fit, this study has longitudinally analyzed the relationship between P-O fit and IWB both self and supervisor-based assessments and impact of psychological empowerment on this relationship.

Data were collected from 448 subordinates and 79 supervisors from two knowledge intensive industries in China. Structural equation modelling was used to analyze the relations.

Results of the study indicate that employee’s P-O fit is positively related to both self and supervisor ratings of innovative behaviours, and psychological empowerment acts as a partial mediator between P-O fit and IWB at both Time 1 and Time 2. These results imply that an employee’s perception of value congruence impacts his/her perception about feeling of empowerment which in turn helps in engaging him/her in to acts of IWB more often.

Study findings begin to explain how P-O fit impacts IWB of individuals. Specifically, the authors find that psychological empowerment explains the relationship between P-O fit and IWB.

The present study aims to understand the relationship between psychological contract breach (PCB) and outcome variables with mediation role of job stress, psychological empowerment and moderating role of learned helplessness.

Descriptive cross-sectional research design was deployed. Data were collected from the Indian public sector bank employees, especially from those who are regularly going to the banks even during the lockdown situation. A total of 239 respondents were contacted via online and offline method.

The authors reported that bank employees feel the breach of psychological contract which induced job stress. Further, job stress negatively impacts their psychological empowerment and psychological empowered employees exhibit increased innovative behavior and well-being. The authors also found that job stress and psychological empowerment mediated the relationship between PCB and outcome variables, and learned helplessness moderates this relationship. The current study captures the psychological response of employees during the pandemic era.

The study also highlights that during the pandemic, when majority of the employers have given work from home, the public sector employees were regularly going to the banks with fragile mindset. The banks' managers and HR managers can also understand that how the fulfillment of expectations is important not only for employee well-being but also for the health of the organization.

This paper seeks to identify how intrapreneurial self-efficacy (ISE) grows in a group of graduate students during their internship. We investigate which agency and structure factors shape their experience and stabilize or help grow their ISE and how this evolves in the course of their internship.

We conducted group interviews with 49 last year master students of a large Belgian university during their seven-month internship. We focused on those interns with low starter ISE to better understand which factors aid or hinder ISE development.

Our results show that students who did not experience ISE growth were less aware of their own agency factors, lacked supportive colleagues and experienced a misfit with their supervisors. Students who did grow their ISE did so mostly because of an initial experimentation phase, which was structured by their supervisor. This created a positive spiral where they started feeling increasingly better and able to act intrapreneurially.

With this study, we contribute to the extant literature in two main ways. First, we use a graduate employability lens to study the genesis of ISE. As such, we are amongst the first to investigate how education can nurture intrapreneurship and which agency and structure factors are particularly important for this. Second, we take a qualitative process approach, rather than a static and quantitative focus of most entrepreneurial education studies. As such, we gain better knowledge to the drivers of ISE at students first steps and during their internship.