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Open Access
Article
Publication date: 6 May 2020

Barbara Rebecca Mutonyi, Terje Slåtten and Gudbrand Lien

This study clarifies the factors that foster individual innovative behaviour in the public sector by examining the effects and roles of empowering leadership, work group…

12673

Abstract

Purpose

This study clarifies the factors that foster individual innovative behaviour in the public sector by examining the effects and roles of empowering leadership, work group cohesiveness and individual learning orientation. This study also explores the direct effect of empowering leadership on work group cohesiveness and individual learning orientation, the influence of work group cohesiveness on individual learning orientation and the mediating roles of work group cohesiveness and individual learning orientation.

Design/methodology/approach

Data were collected from an online survey of respondents working in a public sector organization. Partial least squares structural equation modelling and mediation analysis by the bootstrap method were used for the data analysis.

Findings

Empowering leadership and individual learning orientation had significant direct effects on individual innovative behaviour. Both empowering leadership and work group cohesiveness have significant direct effects on individual learning orientation. Empowering leadership was positively related to work group cohesiveness. The mediation analysis revealed that individual learning orientation mediates the relationships between empowering leadership and individual innovative behaviour and between work group cohesiveness and individual innovative behaviour.

Research limitations/implications

The study focuses on three factors that foster individual innovative behaviour in a public sector organization.

Originality/value

This study offers new insights into the factors that foster individual innovative behaviour in the public sector. The findings reveal the importance of using a balanced leadership style and encourage learning in the workplace for individual innovativeness by public leaders.

Details

International Journal of Public Leadership, vol. 16 no. 2
Type: Research Article
ISSN: 2056-4929

Keywords

Open Access
Book part
Publication date: 1 May 2019

Radhlinah Aulin, Åsa Ek and Christofer Edling

This paper will examine the unsafe work practices that are plaguing the construction industry. Statistics show that four out of five of all workplace accidents are attributed to…

Abstract

Purpose

This paper will examine the unsafe work practices that are plaguing the construction industry. Statistics show that four out of five of all workplace accidents are attributed to unsafe behaviour. Research studies have sought to understand worker self-protection. For example, it is difficult to make predictions of conditions that influenced worker’s behaviour to act unsafely or safely in a given work situation. It is evident there is a gap in the literature in this area of research, most notably failing to understand the underlying “why” factors. The aim of the study is to identify and examine the proximate set of contributing factors most likely to have an influence on workers’ decisions about participation in unsafe behaviour.

Design/Methodology/Approach

To perform the study, questionnaires were adopted, and 225 construction workers from 9 construction companies participated in the study.

Findings

Results showed that both underlying organisational factors and individual factors could affect the risk aversion among construction workers. The paper also highlights measures to create a safe work environment to minimise unsafe behaviour among construction workers. Results from the study are important to help organisation to systematically plan for a good working environment.

Research limitations

As the results were based only from the questionnaires, a deeper understanding behind the workers’ responses was not probed.

Practical implications

Construction companies should work at several organisational levels at the same time. It is necessary to include levels such as individual, group, workplace and management levels, thus taking a system perspective on risk behaviour and safety.

Details

10th Nordic Conference on Construction Economics and Organization
Type: Book
ISBN: 978-1-83867-051-1

Keywords

Open Access
Article
Publication date: 9 October 2023

Leonard Emmanuel Mensah, Shalini Shukla and Hera Fatima Iqbal

This paper aims to investigate the relationship between green human resource management (GHRM) practices and employee innovative work behaviour in the hospital. Although previous…

2078

Abstract

Purpose

This paper aims to investigate the relationship between green human resource management (GHRM) practices and employee innovative work behaviour in the hospital. Although previous studies have examined the association between GHRM and various organisational outcomes, its nexus with employee innovative work behaviour has been largely unexplored.

Design/methodology/approach

This study used a quantitative approach and tested hypotheses. The research design adopted both an explanatory and descriptive approach since there were limited past data or studies to reference. The study population was human resource and administrative managers at Korle Bu Teaching Hospital who have implemented GHRM practices. The sample size consisted of 264 respondents, selected using simple random sampling. Data were collected through structured questionnaires.

Findings

The collected data were analyzed using descriptive statistics, correlation and regression analysis. The results revealed that green training, green hiring and green compensation were significant predictors of innovative work behaviour among employees.

Originality/value

This study contributes to the understanding of the impact of GHRM practices on employee innovative work behaviour in the healthcare sector. The study recommends that organisations should view their training investments as financial investments and focus on hiring individuals with strong environmental sensibilities. Additionally, effective reward criteria should be developed to promote GHRM practices.

Details

IIMBG Journal of Sustainable Business and Innovation, vol. 1 no. 1
Type: Research Article
ISSN: 2976-8500

Keywords

Open Access
Article
Publication date: 28 June 2023

Sirajje Yiga, Ernest Abaho, Isa Nsereko, Muhammed Ngoma, Waswa Balunywa and Edith Mwebaza Basalirwa

This paper offers a story-based/narrative inquiry rooted in qualitative methodology, portraying a millennial entrepreneur in Uganda, a low-developed country that has successfully…

1058

Abstract

Purpose

This paper offers a story-based/narrative inquiry rooted in qualitative methodology, portraying a millennial entrepreneur in Uganda, a low-developed country that has successfully demonstrated entrepreneurial behaviors at work. The study of entrepreneurial behavior at workplaces by millennial entrepreneurs formed the basis for the real-life trials that entrepreneurs go through in their businesses. Besides, the produced empirical content gives a solid linkage between the story and the enterprise's work setting.

Design/methodology/approach

In this study, the authors used storytelling to get a clear view of reality and obtain a real-life experience of entrepreneurial behavior at work. The experiences and perceptions of the millennial entrepreneur were assessed by conducting in-depth interviews while focusing on the context, actions, results and lessons to generate a coherent story.

Findings

This paper reports that demonstrating entrepreneurial behavior at work by the millennial entrepreneur resulted in better performance that ultimately benefited the enterprise. Additionally, findings reveal that story-based narrative inquiry is appropriate for demonstrating the true reality at workplaces, especially in the context of exhibiting the behaviors of entrepreneurs. Other entrepreneurs can emulate what the actor did and benchmark on the findings to improve their performance and that of their enterprises.

Originality/value

This study is unique in its use of a positive story showing a real-life experience of how entrepreneurial behaviors are exhibited at workplaces in micro and small enterprises in a low-developed country like Uganda. The paper also offers evidence and insights into the use of a positive story to demonstrate a practical experience of how millennial entrepreneurs demonstrate entrepreneurial behaviors at work. Additionally, the study used multiple theories that best explained the current practice of entrepreneurial behavior among millennials at workplaces in micro and small enterprises.

Details

Journal of Work-Applied Management, vol. 15 no. 2
Type: Research Article
ISSN: 2205-2062

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…

4302

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. 53 no. 1
Type: Research Article
ISSN: 0048-3486

Keywords

Open Access
Article
Publication date: 3 June 2020

Matej Grošelj, Matej Černe, Sandra Penger and Barbara Grah

The purpose of this paper is to analyse the moderating role of psychological empowerment on the relationships between authentic leadership and innovative work behaviour, as well…

19351

Abstract

Purpose

The purpose of this paper is to analyse the moderating role of psychological empowerment on the relationships between authentic leadership and innovative work behaviour, as well as transformational leadership and innovative work behaviour.

Design/methodology/approach

We have applied the mixed-method research on the selected case study. The quantitative field study was conducted on a sample of 126 employees in a multinational technological company. A series of paired sample t-tests were followed by a hierarchical regression analysis to test the hypotheses. The qualitative study consists of a content analysis of in-depth semi-structured interviews with four leaders.

Findings

The research provides further confirmation of the positive relationship between leadership and innovative work behaviour. Specifically, the results showed that psychological empowerment moderates the relationship between leadership (authentic as well as transformational leadership) and innovative work behaviour.

Originality/value

This paper contributed to leadership and innovation literature and provided insights in studying the boundary conditions on the relationship between authentic leadership, as well as transformational leadership, in stimulating innovative work behaviour through the moderating role of psychological empowerment. The added value is expanded by introducing the comparison of the two leadership theories.

Details

European Journal of Innovation Management, vol. 24 no. 3
Type: Research Article
ISSN: 1460-1060

Keywords

Open Access
Article
Publication date: 31 May 2022

Karolien Hendrikx, Bieke Schreurs and Joost Jansen In de Wal

The purpose of this study is to explore the role of employees’ underlying implicit person theories in the relationship with innovative work climate and proactive behaviour at work

1577

Abstract

Purpose

The purpose of this study is to explore the role of employees’ underlying implicit person theories in the relationship with innovative work climate and proactive behaviour at work. First, the authors study how an employee’s implicit person theory (IPT), or the domain-general implicit belief about the development potential of people’s attributes, relates to learning goal orientation and proactive learning and entrepreneurial behaviour at work. Second, the authors investigate how employees’ perception of their work climate is associated with this IPT.

Design/methodology/approach

The authors set up an exploratory study relying on survey data from a sample of 498 professionally active Flemish adults and analysed a correlational path through SEM.

Findings

The authors found that holding an incremental IPT (i.e. believing in the development potential of people’s attributes) positively relates to proactive learning and entrepreneurial behaviour. Moreover, the authors found that employees working in an innovative work climate are more likely to hold an incremental IPT.

Originality/value

This study offers indications that IPT is a relevant explanatory variable in the relationship between innovative work climate on the one hand and learning goal orientation, learning work behaviour and entrepreneurial work behaviour on the other hand. As such, this study suggests that IPT is a promising concept that can be actively endorsed as a relevant underlying psychological process variable for fostering learning and entrepreneurial behaviour in organizations.

Open Access
Article
Publication date: 6 September 2022

Reijo Savolainen

The purpose of this paper is to elaborate the nature of everyday life as a context of information behaviour by examining how researchers have approached this issue. To this end…

2513

Abstract

Purpose

The purpose of this paper is to elaborate the nature of everyday life as a context of information behaviour by examining how researchers have approached this issue. To this end, particular attention is directed to how they have characterized everyday life as a constellation of work-related and non-work constituents.

Design/methodology/approach

Evolutionary concept analysis was conducted by focussing on 40 studies on the topic. It is examined how the conceptualizations of everyday life and the relationships between work-related and non-work constituents have been evolved since the 1990s. The analysis is based on the comparison of the similarities and differences between the characterizations of the above constituents.

Findings

Early conceptualizations of everyday life as a context of information behaviour were largely based on Savolainen's model for everyday life information seeking. Later studies have proposed a more holistic approach to everyday life in times when the boundaries between work-related and free-time activities have become blurred, due to the growing use of networked information technologies and telecommuting. Since the late 1990s, the understanding about the nature of everyday life as a context of information behaviour has become more nuanced; thanks to a more detailed identification of the overlaps of work-related and non-work constituents.

Research limitations/implications

As the study is based on a sample of studies examining the relationships of work-related and non-work constituents, the findings cannot be generalized to concern the contextual nature of everyday life as a whole.

Originality/value

The study pioneers by offering an in-depth analysis of the nature of everyday life as a context of information behaviour.

Details

Aslib Journal of Information Management, vol. 75 no. 5
Type: Research Article
ISSN: 2050-3806

Keywords

Open Access
Article
Publication date: 7 September 2022

Pauline van Dorssen-Boog, Tinka van Vuuren, Jeroen de Jong and Monique Veld

While both perceived job autonomy and self-leadership are assumed to be important for optimal functioning of healthcare workers, their mutual relationship remains unclear. This…

2597

Abstract

Purpose

While both perceived job autonomy and self-leadership are assumed to be important for optimal functioning of healthcare workers, their mutual relationship remains unclear. This cross-lagged study aims to theorize and test that perceived job autonomy and self-leadership have a reciprocal relationship, which is moderated by need for job autonomy.

Design/methodology/approach

Two-wave panel data were used to measure cross-lagged relationships over a time period of three months. Self-leadership is indicated by both self-leadership strategies and self-leadership behavior. The data were analyzed using hierarchical multiple regression (HMR).

Findings

Job autonomy was not causally nor reverse related to self-leadership strategies, but did relate to self-leadership behavior in both directions. Need for job autonomy did not influence the causal and reverse relationships between job autonomy and self-leadership (strategies and behavior). Instead, need for job autonomy discarded the influence of job autonomy on self-leadership behavior, and predicted self-leadership behavior over time.

Practical implications

For optimizing healthcare jobs, human resource management (HRM) policy makers need to consider other interventions such as training self-leadership, or developing an autonomy supportive work environment, since job autonomy does not lead to more use of self-leadership strategies.

Originality/value

This study used a cross-lagged study design which gives the opportunity to investigate causal relationships between job autonomy and self-leadership. Both self-leadership strategies and self-leadership behavior are included.

Details

Journal of Health Organization and Management, vol. 36 no. 9
Type: Research Article
ISSN: 1477-7266

Keywords

Open Access
Article
Publication date: 1 March 2021

Agnieszka Wojtczuk-Turek and Dariusz Turek

The purpose of this paper is to discuss relationships between high-performance work systems (HPWSs) and productive/counterproductive behaviours initiated and performed by…

2341

Abstract

Purpose

The purpose of this paper is to discuss relationships between high-performance work systems (HPWSs) and productive/counterproductive behaviours initiated and performed by employees. Using the ability, motivation and opportunities (AMO) theoretical framework, the authors described how an HPWS influences employee behaviours. The authors suggest that HPWSs could increase productive work behaviour and decrease counterproductive behaviours by mediating employees' affective commitment and moderating their self-efficacy.

Design/methodology/approach

This study is based on data from 563 questionnaires, which were completed using the computer-assisted telephone interview method. The respondents were knowledge workers, representing companies of various sizes in the Knowledge-Intensive Business Service (KIBS) sector in Poland. Statistical verification of the mediation and moderation analyses was conducted with macro PROCESS (ver. 3.3).

Findings

This research confirmed a significant statistical relationship between all examined variables. It has been shown that HPWSs influence productive and counterproductive behaviours both directly and indirectly through mediation of affective commitment. The statistical analysis also confirmed the study’s hypothesis that self-efficacy moderates relationships between an HPWS and employee behaviours.

Research limitations/implications

This study has two limitations: its cross-sectional design and the use of self-reported questionnaire data.

Originality/value

This study is the first to explore mediating mechanisms between HPWSs and employee performance in the context of the KIBS companies in Poland. The results indicate that HPWSs are important antecedents of productive and counterproductive behaviours among knowledge workers.

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