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A highly competitive business environment needs a creative strategy for long-term survival and a competitive advantage in an uncertain market environment. This objective induces organizations to adopt innovative workplace behavior for better performance. Accordingly, this study aims to examine the impact of spirit at work (SAW), perceived identifiability and shared responsibility on innovative work behavior (IWB) and task performance.

The data was collected from 72 business-to-business (B2B) sales teams consisting of 561 employees working in Pakistan's B2B industries. The data was then analyzed using PROCESS macro to test the research hypotheses.

The results have shown a surprising and inconsistent finding where shared responsibility has a relatively more substantial and positive influence on IWB and task performance than perceived identifiability and SAW.

The shared responsibility dimension of “social loafing theory” always negatively influences work-related outcomes, but this study refutes this claim. Therefore, researchers should explore social loafing theory in cultures with a higher collectivism score on the Hofstede cultural model.

This study motivates the sales manager to reassess the shared responsibility concept, as it may play a synergetic role in boosting innovation in selling approaches.

As per the researchers' best knowledge, research on social loafing theory has never been conducted in a selling context, specifically in a collectivistic society.

The purpose of this study is to develop and validate empirically a research model that depicts the relationships between the identified key value proposition attributes of mobile value‐added services and the core factors of brand equity.

Survey data collected from 497 mobile value‐added service consumers were examined using structural equation modeling to validate the research model.

The results indicate that the mobile service attributes of personalization, identifiability, and perceived enjoyment have significant positive influences on the key brand equity factors, including brand loyalty, perceived quality, brand awareness, and brand associations. Additionally, the results confirm the significance of all four of the brand equity factors in interpreting consumer purchase intention in the context of mobile value‐added service consumption.

The research results provide insights into how mobile value‐added services may be better designed and delivered to enhance brand equity and, in turn, profits.

While the market potential of mobile value‐added services and the importance of brand equity have both been widely recognized, the development and empirical validation of a model that specifically depicts the determinants of mobile value‐added service consumption from a brand‐equity perspective has not yet been undertaken. Consequently, this study investigates the relationships among key m‐commerce attributes, core brand‐equity components, and consumer behaviors. The research results have extended the application and advanced the understanding of previous mobile‐commerce and brand‐equity theories in the context of mobile value‐added service consumption.

Online games are popular electronic commerce platforms in which gamers use avatars to interact with others. Avatar identification (the extent to which gamers regard avatars as an extension of themselves) is known to be related to online gamer loyalty. However, few studies have examined how avatars could be designed to enhance avatar identification and online gamer loyalty, indicating a gap. Therefore, the purpose of this paper is to contextualize self-affirmation theory into online gaming contexts, identified key theoretical elements and examined how they are related to avatar identification and online gamer loyalty.

This study surveyed 1,348 massively multi-player online role-playing game players, and their responses were analyzed using structural equation modeling.

The analytical results indicate that irreplaceability within a team and avatar customization are positively related to unique avatar image, while avatar customization is positively related to positive avatar image. Moreover, avatar physical attractiveness and avatar ability to achieve are positively related to positive avatar image. Both unique and positive images of an avatar (as perceived by the user) are positively related to avatar identification, and further to online gamer loyalty.

This study proposes new constructs: irreplaceability within a team, avatar ability to achieve, unique avatar image and positive avatar image. Such new constructs provide insights to aid electronic commerce managers in avatar design, thus instilling gamer identification with avatars, and thus loyalty.

The purpose of this study is to investigate the phenomenon of defensive biasing in work stress surveys, which occurs when employees trivialize potential stressors and strains due to fear of negative consequences from their supervisors or management. This study aims to better understand the factors that influence this behavior and to develop a scale to measure it.

The study used an online survey of 200 employees to investigate the factors influencing defensive biasing behavior. The researchers developed a scale for defensive biasing with the help of subject matter experts and derived possible factors from the literature. Participants were presented with a hypothetical scenario in which they imagined a work stress survey in their organization and were asked to answer related items. The data were analyzed using regression analysis.

The study found that defensive biasing behavior was significantly predicted by perceived anonymity and neuroticism. Participants who felt less anonymous and had higher levels of neuroticism were more likely to engage in defensive biasing. Job insecurity and trust in supervisors were not found to be significant predictors of defensive biasing.

This study contributes to the literature on work stress surveys by developing a scale for defensive biasing and investigating the factors that influence this behavior. The study highlights the importance of making the survey process more transparent to reduce defensive biasing and obtain trustworthy results.

Gender swapping – when gamers choose avatars of the opposite gender to their own – is a common feature of online gaming behavior, and recent studies have explored the reasons for it. However, no study has yet examined the role gender swapping plays in determining gamers’ continual engagement with communication via online games, i.e., online gamer loyalty. Therefore, the purpose of this paper is to examine this issue and develop hypotheses based on interdependence theory in the online gaming context.

Responses from a survey of 255 online gamers were used for the analysis.

Analytical results using structural equation modeling indicate that gender-swapping behavior is negatively related to social intelligence, which in turn is negatively related to network convergence (the extent of sharing a common social circle), thus contributing to relational switching costs and online gamer loyalty.

This study is the first to examine how gender swapping affects online gamer loyalty.

Perceived corporate social responsibility (CSR) reflects personal views towards CSR activities that impact emotion, attitude and behaviour. This paper aims to investigate how perceived CSR predicts innovative work behaviour (IWB).

This study used a survey questionnaire to collect data from Gen Y 508 nurses working in the United Arab Emirates health-care sector. This study used a structural equation model to examine the study’s hypotheses.

Perceived CSR was found positively and significantly related to employees’ passion at work (PAW). This study also found that PAW positively and significantly mediates the relationship between perceived CSR and IWB in the organisation.

This study’s main limitation is that it used only quantitative methodology to examine the hypotheses. Thus, this study suggests mixed-method investigations in future research.

This study suggests that organisations should significantly engage in CSR-related activities, as it increases employees’ PAW and cause IWB to be in full swing. Passionate Gen Y nurses will improve the quality of patient care services with productive, IWB.

The study’s findings give an insight into how Gen Y nurses’ perceptions of CSR would affect their attitudinal and emotional variables. This study contributes to the knowledge domain of IWB in the organisation. Passionate Gen Y nurses will add value to the health-care system by implementing IWB.

This study aims to examine authentic leadership behavior (ALB) and empowering leadership behavior (ELB) as predictors of innovative work behavior (IWB) while assessing the mediating role of work-family enrichment (WFE).

Through the explanatory research design, data was retrieved from 303 respondents from 16 small-sized hotels in Ghana and analyzed quantitatively using descriptive and inferential statistics (hierarchical component analysis within PLS-SEM).

The study’s findings revealed that both ALB and ELB positively and significantly relate to IWB. Additionally, our study found that WFE partially mediated the nexus between ALB and IWB as well as ELB and IWB.

The findings of our study imply that in the pursuit of excellence, ALB and ELB in the hospitality industry are crucial, as they not only nurture employee potential but also help employees to thrive both at home and at the workplace.

The hospitality literature lacks a comprehensive understanding of the underlying mechanism by which ALB and ELB influence IWB. To the best of the authors' knowledge, our study is the first empirical study conducted on ALB, ELB, WFE, and IWB in the hospitality industry.

The purpose of this paper is to enable management decisions to develop innovation within an organisation by examining the relationship between job embeddedness (JE) and innovative work behaviour (IWB) while also considering the moderating effect of life satisfaction upon this relationship.

Data were collected from 213 employees of small- and medium-sized organisations in Thailand. Confirmatory factor analysis was conducted to assess the reliability of the measures and validity of the constructs. Multiple regression and PROCESS Macro techniques were used to test the direct and moderation effects.

The two components of JE, organisational and community embeddedness, were found to positively predict IWB. Additionally, life satisfaction was found to moderate the relationship between organisational embeddedness and IWB, but not the relationship between community embeddedness and IWB. At low levels of life satisfaction, the JE and IWB relationship was non-existent.

Organisations can potentially foster employee innovation by adopting strategies that seek to strengthen employee embeddedness in the organisation and in their community.

Studies on the effect of JE on IWB, particularly in small and medium enterprises and the influence of life satisfaction is sparse. This study redresses this imbalance in the knowledge base.

This paper aims to test the impact of public service motivation (PSM) and love of money (LOM) on innovative work behavior (IWB) and the moderating role of love of money on the relationship between PSM IWB in the public-sector environment.

A total of 400 sets of questionnaires were distributed to camat (district heads) and lurah (sub-district heads), civil servants in Yogyakarta municipality, Indonesia. The final sample selected for analysis was comprised of 241 paired data responses. Multiple hierarchical regression analysis was used to test the study's hypotheses.

This study found that PSM does not positively influence IWB, whereas LOM does. This study also confirmed the moderating role of LOM in the relationship between PSM and IWB.

First, the sample size is limited to civil servants working at districts (kecamatan) and sub-districts (kelurahan) in Yogyakarta municipality. Such a limited amount of sample may have an impact on the findings. Second, causal inferences are difficult to achieve as this study employed cross-sectional data. Longitudinal studies should, thus, be considered for future studies. Third, most respondents are 46–50 years old.

Leaders in public organizations should consider the living conditions of their civil servants when drafting policies to encourage innovative behavior. Theoretically, intrinsic motivation is the dominant factor that encourages people to behave innovatively. This theory, however, may not be viable when applied in a condition where civil servants face a difficult life as a result of their relatively low level of salary. Under such conditions, monetary reward policy can subsequently be an alternative to encourage them to behave innovatively.

Leaders should carefully pay attention to this policy and follow what Tang and Ciu (2003) and Frey and Jegen (2001) suggest. As an LOM attitude can lead to improper behaviors (Tang and Ciu, 2003), monetary rewards should be used as a support rather than as a control in reference to the civil servants. Moreover, leaders should consistently maintain the sustainability of their monetary policy to improve IWB. This is because they have changed their focus to monetary rewards rather than intrinsic motivation. When this policy is terminated, it may impact the diminishing IWB.

Scholars and practitioners agree that IWB can help public-sector organizations improve performance. While most existing research has been conducted in the context of the private sector, this study investigates IWB in the context of public sector organizations. Previous studies have also indicated that the battle between two approaches, utilitarianism and romanticism, continues. Therefore, this study is designed to enrich the debate about this struggle between the two approaches in order to uncover ideas that help explain IWB in a developing country.

The purpose of this paper is to examine simultaneously multiple mediating mechanisms through which transformational leadership affects innovative work behaviour (IWB). Specifically, the authors test job autonomy, affective commitment and supportive management as the three mediating paths through which transformational leadership predicts innovative wok behaviour.

Data were collected from 358 employees working in large retail banks in Accra, the capital of Ghana. A partial least squares structural equation modelling technique was used to estimate the measurement and structural models.

Job autonomy and supportive management rather than affective commitment mediated the relationship between transformational leadership and IWB. In addition, transformational leadership positively relates to job autonomy, affective commitment, supportive management and IWB.

By adopting leadership behaviours that seek to offer employees freedom on the job, a feeling of attachment to the organisation and positive perception of leadership support, managers and HR professionals can potentially foster employee innovation. This could stimulate organisational innovation and business success in the financial sector.

Although it is important to understand the mechanisms or processes through which transformational leadership behaviour promotes IWB, research in this area is scanty and scarce. This study theorises and empirically examines job autonomy and support management as novel mechanisms through which transformational leadership behaviour translates into workers’ innovative behaviour in formal banking institutions.