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Article
Publication date: 15 September 2022

Sultan Salem Saeed AlShamsi, Kamarul Zaman Bin Ahmad and Sajjad M. Jasimuddin

This paper aims to examine the mediating effect of work engagement on the relationship between curiosity and innovative work behavior. The context of the study is the…

Abstract

Purpose

This paper aims to examine the mediating effect of work engagement on the relationship between curiosity and innovative work behavior. The context of the study is the initial stages of the pandemic starting April 2020, when international travel became restricted.

Design/methodology/approach

Self-administered questionnaires were distributed and collected from 327 respondents of 32 organizations in the aviation industry in the United Arab Emirates (UAE).

Findings

As hypothesized, work engagement is a mediator of the relationship between curiosity and innovative work behavior.

Research limitations/implications

The limited sample size and confinement to the aviation industry in the UAE limit the generalisation of the results.

Practical implications

Managers desirous of improving employees’ innovative work behavior will now understand how employees’ curiosity and exploration can impact innovative work behavior through the employees’ work engagement. Therefore, managers should focus on ensuring how employees’ curiosity and exploration can be created into work engagement, ultimately leading to innovative work behavior.

Originality/value

This research extends the social learning theory by positing that people who have strong traits of curiosity and exploration, will learn from others on how to work more effectively. This will make them more absorbed in their work (work engagement) and subsequently lead to innovative work behavior.

Details

International Journal of Organizational Analysis, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1934-8835

Keywords

Article
Publication date: 22 September 2022

Aamir Ali Chughtai and Shehla R. Arifeen

This study aims to examine the impact of humble leadership on both objective (salary) and subjective (career satisfaction) measures of career success and to investigate…

Abstract

Purpose

This study aims to examine the impact of humble leadership on both objective (salary) and subjective (career satisfaction) measures of career success and to investigate the mediating role of innovative work behavior in this relationship. Furthermore, this study also explores the moderating role of affective commitment to the supervisor (ACS) in the relationship between humble leadership and innovative work behavior.

Design/methodology/approach

Sample for this study consisted of 220 employees who were selected from four food and beverage companies based in Pakistan. The research hypotheses were tested through multiple regression analyses, moderated regression analyses and the bootstrapping procedure.

Findings

Results showed that innovative work behavior fully mediated the effects of humble leadership on salary, while it partially mediated the effects of humble leadership on career satisfaction. In addition, it was found that ACS moderates the relationship between humble leadership and innovative work behavior such that the relationship is stronger when ACS is high. Finally, results revealed that ACS also moderates the indirect effect of humble leadership on salary and career satisfaction.

Originality/value

This is the first study, which has examined the effects of humble leadership on both objective and subjective measures of career success. In addition, by exploring the mediating role of innovative work behavior and moderating role of ACS, this research sheds light on how and when humble leadership is most effective in facilitating employees' career success.

Details

Management Decision, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0025-1747

Keywords

Open Access
Article
Publication date: 20 September 2022

Aveshan Venketsamy and Charlene Lew

The purpose of this paper is to investigate whether organizational support for innovation and informational extrinsic rewards moderate the relationship between intrinsic…

Abstract

Purpose

The purpose of this paper is to investigate whether organizational support for innovation and informational extrinsic rewards moderate the relationship between intrinsic motivation and innovative work behavior.

Design/methodology/approach

Multiple and hierarchical regression analyses based on data from 150 knowledge workers tested the hypotheses for a South African sample.

Findings

The results confirmed a positive relationship between intrinsic motivation and innovative work behavior, and found positive relationships between both organizational support for innovation and informational extrinsic rewards and innovative work behavior. While organizational support positively moderated the relationship between intrinsic motivation and innovative work behavior, acting in synergy with intrinsic motivation, informational extrinsic rewards had a negative moderating effect.

Practical implications

When organizations want to encourage knowledge workers to generate, promote and realize innovative ideas, they should create an environment that encourages autonomy, competence and relatedness, with support for creativity and differences of ideas.

Originality/value

The study provides new indications of the interactions of synergistic extrinsic rewards and intrinsic motivation to affect innovative work behavior.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 10 August 2022

Priyanka Jain

The purpose of this study is to look at numerous mediating factors that influence innovative work behavior through cultural intelligence (CQ). The author specifically…

Abstract

Purpose

The purpose of this study is to look at numerous mediating factors that influence innovative work behavior through cultural intelligence (CQ). The author specifically examines affective commitment, interpersonal trust and psychological well-being as three mediating pathways through which CQ predicts innovative work behavior (IWB).

Design/methodology/approach

Data was collected from 355 employees working in the health-care sector of India through convenience sampling.

Findings

Affective commitment, interpersonal trust and psychological well-being mediated the relationship between CQ and innovative work behavior. In addition, CQ positively relates to affective commitment (AC), interpersonal trust and psychological well-being and IWB.

Practical implications

Managers and human resource (HR) professionals can potentially stimulate employee innovation by developing cultural awareness programs for their employees. An organization must seek to provide a sense of attachment, a trustworthy environment and a favorable perception of psychological well-being to its employees. This could stimulate innovation in the health-care sector.

Originality/value

Although understanding the mechanism or processes by which CQ supports IWB is critical, research in this area is limited. This study theorizes and empirically examines affective commitment, interpersonal trust and psychological well-being as novel mechanisms through which CQ promotes innovative behavior in health-care organizations. Furthermore, the author presume that the intervening mediators guide the direction of social exchange.

Details

Industrial and Commercial Training, vol. 54 no. 4
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 3 August 2022

Constantin Bratianu, Dan Florin Stănescu and Rares Mocanu

The purpose of the present research is to introduce a combined framework that integrates innovative work behavior, product innovation process and customer knowledge…

Abstract

Purpose

The purpose of the present research is to introduce a combined framework that integrates innovative work behavior, product innovation process and customer knowledge management; then, to explore the mediating effect of customer knowledge management in the relationship between innovative work behavior and the product innovation process.

Design/methodology/approach

The basis for the present research is a cross-sectional design. Data collection from 154 employees occurred using the following structured questionnaires: Customer Knowledge Management (CKM), Innovative Work Behavior (IWB) and Product Innovation Process (PIP). Data processing used SPSS version 26.0, including the PROCESS (3.5) macro analysis.

Findings

The results show positive relationships between innovative work behavior and the product innovation process (r = 0.420, p < 0.01). Pearson's correlation shows a coefficient of 0.42, meaning that 42% of the variations in perceived product innovation are due to variations in innovative work behavior. The second condition of the mediation test involved testing the relationship between the independent variable (Innovative Work Behavior) and the mediating variable (Knowledge Management) and showed a significant relationship (r = 0.272, p < 0.01). The findings suggested that knowledge management that other determinants supported, such as collaboration in idea exploration, idea championing and encouragement of participation in idea implementation, significantly contributed to the product innovation process (r = 0.509, p < 0.01). The bootstrapping method confirmed that innovative work behavior supports product innovation through the mediation of customer knowledge management (z = 3.01, p = 0.002).

Research limitations/implications

The cross-sectional design, along with the relatively low number of participants and the self-reporting nature of the questionnaires, represent the current study's main limitations. Developing the research model could integrate new variables, such as customer co-creation processes, performance-based compensation, employee citizenship activities and transformational leadership.

Practical implications

This research has both theoretical and practical implications. These emphasize the importance of further investigation into the factors influencing companies' innovation processes. They also provide managers with a means of finding a fit between the deployment of customer knowledge mechanisms and the achievement of innovative workplace behavior, to improve innovation process efficiency.

Originality/value

The current study broadens the empirical research area of customer knowledge management and its impact on both innovative work behavior and the product innovation process, particularly in knowledge-intensive market scenarios that require organizations to be innovative.

Details

Kybernetes, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0368-492X

Keywords

Article
Publication date: 16 June 2022

Bui Nhat Vuong, Hasanuzzaman Tushar and Syed Far Abid Hossain

The purpose of this study is to explore the influence of social support (SS) on job performance (JP) through the mediating role of organizational commitment (OC) and…

Abstract

Purpose

The purpose of this study is to explore the influence of social support (SS) on job performance (JP) through the mediating role of organizational commitment (OC) and innovative work behavior (IWB) as well as the moderating role of innovative climate (IC).

Design/methodology/approach

The present research used a self-report questionnaire from a sample of 694 full-time employees in the Vietnamese small and medium-sized enterprises (SMEs) and the partial least squares structural equation modeling (PLS-SEM) to test studied hypotheses.

Findings

The findings revealed that a high level of social support at work could enhance employees’ job performance. The findings also indicated that this positive relationship was partially mediated by organizational commitment and innovative work behavior. Besides, an innovative climate strengthened the positive association between social support and innovative work behavior.

Practical implications

The result of this study provides practical implications for the contemporary human resource (HR) management practice and policy in organizations. Organizations may have an enduring HR policy to strengthen robust social support to enhance employees’ job performance at work.

Originality/value

Perhaps, the largest benefit of this research is that the research provided statistical evidence of the relational values between a system of variables to add to the limited academic literature available on the subject. While plenty of literature suggested that social support played a crucial role in organizational commitment, innovative work behavior, and job performance, the researchers failed to determine if a moderating role of innovative climate existed between social support and innovative work behavior. This study filled the gap in literature by introducing that a moderation exists of IC between SS and IWB instead of using SS and IWB as separate factors.

Details

Asia-Pacific Journal of Business Administration, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1757-4323

Keywords

Article
Publication date: 12 May 2022

Taiba Hussain and Yi Zhang

Drawing upon the cross-cultural adjustment (CCA) model and self-determination theory, this study investigated the influence of CCA (work, interactional, and general…

Abstract

Purpose

Drawing upon the cross-cultural adjustment (CCA) model and self-determination theory, this study investigated the influence of CCA (work, interactional, and general adjustment) and motivation (autonomous and controlled) on the innovative work behavior of self-initiated expatriates (SIEs).

Design/methodology/approach

Multi-source data were collected from 213 SIEs and their supervisors working in the United Arab Emirates to provide an understanding of the role of SIEs' CCA and motivation and their innovative work behavior.

Findings

Findings indicated that work, interactional, and general adjustment are positively related to innovative work behavior. Autonomous motivation positively predicts innovative work behavior, while controlled motivation does not. Additionally, autonomous motivation moderated the effects of work adjustment and interactional adjustment on SIEs' innovative work behavior, whereas controlled motivation moderates the effect of general adjustment on SIEs' innovative work behavior.

Originality/value

SIEs are regarded as talents that have the skills and valuable knowledge gained from their international experience and can be utilized in organizations to perform innovative work behaviors. However, SIEs face adjustment challenges that may hinder their ability to be innovative. Despite their potential as innovation drivers in organizations, there are few studies on the factors that affect SIEs' innovative behavior. This study contributes to the literature by examining the effects of adjustment and motivation on SIEs' innovative work behavior.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 17 January 2022

Nasib Dar, Saima Ahmad and Wali Rahman

This paper aims to examine the influence of perceived overqualification on innovative behaviour in the workplace. By integrating self-efficacy and human capital theories…

Abstract

Purpose

This paper aims to examine the influence of perceived overqualification on innovative behaviour in the workplace. By integrating self-efficacy and human capital theories, this study proposes that perceived overqualification improves innovative behaviour directly and indirectly by boosting employee creative self-confidence. It further investigates the boundary conditions imposed by perceived psychological safety in this process.

Design/methodology/approach

The research utilises a quantitative research methodology through a two-wave survey of 335 employees and their 135 leaders. Moderated and mediated regression analyses were used to analyse the research data.

Findings

The results revealed that perceived overqualification promotes innovative behaviour at work directly and indirectly through its positive influence on creative self-confidence. The mediating effect of creative self-confidence in the relationship between perceived overqualification and innovative behaviour is moderated by perceived psychological safety at work, such that the relationship is stronger in a higher perceived psychological safety condition compared to when it is low.

Research limitations/implications

This study has theoretical and practical implications for personnel management. From a theoretical perspective, it integrates human capital and self-efficacy theories to explain a mechanism through which perceived overqualification will lead to innovative behaviour in the workplace. From a managerial perspective, it mitigates the stigma associated with an overqualified workforce by suggesting that perceived overqualification can be a source of innovation at work.

Originality/value

This is the first study that examines the creative self-confidence-based mechanism in the relationship between perceived overqualification and innovative behaviour at work. It also explores the moderating role of psychological safety in this relationship.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 13 January 2022

Tuğba Erhan, Hasan Huseyin Uzunbacak and Erhan Aydin

The leadership shift from conventional to digital comes from the compulsory digitalization of the workplace because the technological progress provides the opportunity of…

2063

Abstract

Purpose

The leadership shift from conventional to digital comes from the compulsory digitalization of the workplace because the technological progress provides the opportunity of doing work remotely, and this is a great advantage of reducing costs that stem from the offline workplace. Thus, this research aims at demonstrating the relationship between digitalization of leadership and innovative work behavior.

Design/methodology/approach

Data were collected from 320 Turkish department managers in the Textile Industry through digital leadership and innovate work behavior scales. The hypotheses were tested using path analysis. The analyses were conducted by using SPSS and AMOS package programs.

Findings

The results show that the employees’ perceptions of digital leadership have a positive and significant effect on all dimensions of an employee innovative work behavior. Also, the leaders with high digital skills were perceived positively by the employees and the employees tend to adapt innovative behaviors when they have the digitally skilled leaders.

Originality/value

This study contributes to leadership research by providing evidence for the role of leadership shift in innovative work behavior. Extending the verification of leadership shift in innovative work behavior that can be adopted in Turkey has also been considered.

Details

Management Research Review, vol. 45 no. 11
Type: Research Article
ISSN: 2040-8269

Keywords

Article
Publication date: 6 September 2021

Guangning Zhang and Yingmei Wang

This study aims to investigate the effect of organizational identification to employees’ innovative behavior, the mediating role of work engagement and the moderating role…

Abstract

Purpose

This study aims to investigate the effect of organizational identification to employees’ innovative behavior, the mediating role of work engagement and the moderating role of creative self-efficacy in the relationship between organizational identification and employees’ innovative behavior.

Design/methodology/approach

This study adopted questionnaires to gather data. The sample of 289 employees working in diverse organizations in China was applied to examine the hypotheses.

Findings

The results indicates that organizational identification is positively related to employees’ innovative behavior and work engagement mediates the relationship between organizational identification and employees’ innovative behavior. In addition, creative self-efficacy enhances the relationship of work engagement and employees’ innovative behavior.

Originality/value

This study builds a system from psychological aspect to behavior, which includes the effect of individual cognition to explain the mechanism of organizational identification on employees’ innovative behavior.

Details

Chinese Management Studies, vol. 16 no. 5
Type: Research Article
ISSN: 1750-614X

Keywords

1 – 10 of over 61000