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1 – 10 of over 5000M. Muzamil Naqshbandi, Thuraya Farhana Said and Adilah Hisa
This paper aims to synthesize and critically explore the available knowledge about the linkages between compulsory citizenship behavior, knowledge hiding and employee innovative…
Abstract
Purpose
This paper aims to synthesize and critically explore the available knowledge about the linkages between compulsory citizenship behavior, knowledge hiding and employee innovative performance through a systematic literature review. It proposes a conceptual framework, highlighting the core relationships between these constructs.
Design/methodology/approach
Using two databases (Dimensions and Scopus), the authors critically examine 93 peer-reviewed publications from 2006 to 2023 to identify the arguments supporting the associations between the studied constructs.
Findings
Through an integrative conceptual model, this study provides insights into the devastating impact of compulsory citizenship behavior on employee innovation performance, further suggesting how knowledge hiding may play a mediating role.
Research limitations/implications
The study's main limitation lies in its conceptual nature. Future research should empirically validate the model to gain richer perspectives into the linkages.
Originality/value
The existing body of literature lacks a comprehensive understanding of the nexus between compulsory citizenship behavior, knowledge hiding and employee innovative performance. This study is a pioneer since it explores the emerging concepts of compulsory citizenship behavior and knowledge hiding and accentuates their presence in the context of innovative performance at the individual level through coercive persuasion theory and cognitive dissonance theory.
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Diksha Sharma and Meena Sharma
The study examines the role of ethical leadership in the innovative performance of employees. Further, the purpose of the study is to investigate the mediating effect of human…
Abstract
Purpose
The study examines the role of ethical leadership in the innovative performance of employees. Further, the purpose of the study is to investigate the mediating effect of human capital and social capital on the relationship between ethical leadership and the innovative performance of employees.
Design/methodology/approach
The study collected primary data from 386 managerial-level employees of information technology (IT) companies in the northern region of India. Structural equation modelling (SEM) was used to analyse the data and derive the direct and indirect effects.
Findings
The findings indicate a significant positive impact of ethical leadership on the innovative performance of employees. Further, it was found that ethical leadership has both direct and indirect effects on the innovative performance of employees, where the indirect effect was mediated through intellectual capital (IC). The research confirms that IC and ethical leadership are crucial resources for fostering a knowledge-driven culture and innovative performance amongst employees.
Originality/value
The research has made a novel attempt to explore the interplay between ethical leadership, IC and innovative performance in the Indian context. Further, the study provides actionable strategies for business leaders to optimise business processes and encourage innovative practices amongst employees in the company.
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Si Qian, Xiaoyan Zhang and Jiaxin Liu
This paper aims to examine the double-edged sword effects of work-related rumination on employees’ innovative performance. Drawing upon Conservation of Resources (COR) theory…
Abstract
Purpose
This paper aims to examine the double-edged sword effects of work-related rumination on employees’ innovative performance. Drawing upon Conservation of Resources (COR) theory, this study developed a model to reveal the mechanism through which work-related rumination affects employees’ innovative performance.
Design/methodology/approach
Data were collected from a sample of employees and their managers at an information technology services firm in China. A two-wave data collection method with a one-month interval was employed. The analysis was conducted using structural equation modeling on 482 paired manager-subordinate responses.
Findings
Our findings highlight the complex interplay between work-related rumination and innovative performance. Specifically, affective rumination was found to detract from employees’ innovative performance, whereas problem-solving pondering had a positive effect. Notably, creative self-efficacy emerged as a key mediator in these relationships. Furthermore, employees’ perceived organizational support moderated the impact of rumination on creative self-efficacy and, consequently, on innovative performance, buffering the negative effects of affective rumination and enhancing the positive effects of problem-solving pondering.
Originality/value
Firstly, it enriches the existing literature on work-related rumination by exploring its nuanced influence on employees’ innovative performance. Secondly, it illuminates the underlying mechanism through which work-related rumination affects innovative performance, mediated by creative self-efficacy. Lastly, it highlights the crucial role of perceived organizational support in moderating these relationships, offering valuable insights for practitioners seeking to foster a more innovative work environment.
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Aneeqa Zreen, Abu Bakar Bin Abdul Hamid, Mohsin Raza, Nagina Kanwal and Rimsha Khalid
This study aims to examine the influence of performance appraisal on Innovative work behavior of employees in public sector universities of Pakistan, by using the Ability…
Abstract
Purpose
This study aims to examine the influence of performance appraisal on Innovative work behavior of employees in public sector universities of Pakistan, by using the Ability, Motivation, and Opportunity framework.
Design/methodology/approach
A newly developed framework has been created to explore how performance appraisal, self-efficacy, and organizational climate influence employees' innovative work behavior. The study collected data using a self-administered questionnaire from employees who work in public universities in Pakistan.
Findings
The findings of this study revealed a positive correlation between performance appraisal and innovative work behavior. It is observed that self-efficacy mediates the relationship between performance appraisal and innovative work behavior and organizational climate moderates the relationship between self-efficacy and innovative work behavior.
Originality/value
The current study is novel and unique for several reasons. But the main contribution of this study is the validation of self-efficacy's mediating impact on innovative work behavior as well as the validity of the organizational climate as moderating effect in Pakistan’s public sector universities, where a large number of students have been enrolled and they can get advantage from their teacher's improved innovative behavior.
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Mengqiu Guo, Minhao Gu and Baofeng Huo
Due to the rapid development of artificial intelligence (AI) technology, increasing the use of AI in healthcare is critical, but few studies have explored the extent to which…
Abstract
Purpose
Due to the rapid development of artificial intelligence (AI) technology, increasing the use of AI in healthcare is critical, but few studies have explored the extent to which physicians cooperate with AI in their work to achieve productive and innovative performance, which is a key issue in operations management (OM). We conducted empirical research to answer this question.
Design/methodology/approach
We developed a conceptual model based on the ambidextrous perspective. To test our model, we collected data from 200 Chinese hospitals. One senior and one junior physician from each hospital participated in this research so that we could get a more comprehensive view. Based on the sample of 400 participants and the conceptual model, we examined whether different types of AI use have distinct impacts on physicians’ productivity and innovation by conducting hierarchical regression and post hoc tests. We also introduced team psychological safety climate (TPSC) and AI technology uncertainty (AITU) as moderators to investigate this topic in further detail.
Findings
We found that augmentation AI use is positively related to overall productivity and innovative job performance, while automation AI use is negatively related to these two outcomes. Furthermore, we focused on the impacts of the ambidextrous use of AI on these two outcomes. The results highlight the positive impacts of complementary use on both outcomes and the negative impact of balance on innovative job performance. TPSC enhances the positive impacts of complementary use on productivity, whereas AITU inhibits the negative impacts of automation and balanced use on innovative job performance.
Originality/value
In the age of AI, organizations face greater trade-offs between performance and technology management. This study contributes to the OM literature from the perspectives of operational performance and technology management in three ways. First, it distinguishes among different AI implementations and their diverse impacts on productivity and innovative performance. Second, it identifies the different conditions under which automation AI use and augmentation are superior. Third, it extends the ambidextrous perspective by becoming an early adopter of this approach to explore the implications of different types of AI use in light of contingency factors.
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Attia Aman-Ullah, Azelin Aziz, Antonio Ariza-Montes and Heesup Han
This study explores the impact of workplace tele pressure on innovative work performance. The study also tests the mediating effect of the work-family conflict and the moderating…
Abstract
Purpose
This study explores the impact of workplace tele pressure on innovative work performance. The study also tests the mediating effect of the work-family conflict and the moderating influence of job burnout between the work-family conflict and innovative work performance.
Design/methodology/approach
Data for the present study were collected through structured questionnaires from 285 employees working in the public and private sector universities. Data were analysed through SPSS and Smart-PLS.
Findings
Results confirmed the relationship between workplace tele pressure and innovative work performance, the mediating effect of work-family conflict between workplace tele pressure and innovative work performance and the moderating influence of job burnout between work-family conflicts and innovative work performance.
Originality/value
This study model is supported by the job demands-control model and effort-recovery theory, which is being tested for the first time to support the relationship between workplace tele pressure and innovative work performance. Further, the model “workplace tele pressure → work-family conflicts → job burnout → innovative work performance” was developed and tested for the first time to study the technology-based pressure in the education sector.
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This study aims to examine the association of employee resilience and agility with innovative performance and subjective well-being. Moreover, it tests job crafting as the…
Abstract
Purpose
This study aims to examine the association of employee resilience and agility with innovative performance and subjective well-being. Moreover, it tests job crafting as the underlying mechanism through which resilient and agile employees perform innovatively and experience higher subjective well-being.
Design/methodology/approach
The study used a survey-based research design and structural equation modeling technique to examine the proposed hypotheses. Data was collected from a sample of 380 employees working in the Indian information technology sector using survey questionnaires.
Findings
The results show that highly resilient and agile employees participate in job crafting that positively influences their innovative performance and subjective well-being. Job crafting fully mediates the association of resilience with work and well-being outcomes and partially mediates agility and outcomes.
Practical implications
There is a value in promoting the development of employee resilience and agility to foster ways in which employees can craft their jobs and, thus, maximize their innovative performance and subjective well-being.
Originality/value
This study makes an important contribution by underscoring the importance of personal resources (resilience and agility) as drivers of job crafting for higher innovative performance and subjective well-being.
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Maria Cristina Longo, Calogero Guccio and Marco Ferdinando Martorana
This paper aims to assess whether incubation affects the technical efficiency of innovative firms after entering the market. The study of efficiency allows firms to understand how…
Abstract
Purpose
This paper aims to assess whether incubation affects the technical efficiency of innovative firms after entering the market. The study of efficiency allows firms to understand how well resources have been used in production processes. The research intends to contribute to the literature on the performance of incubated firms.
Design/methodology/approach
This study estimates the relative efficiency of innovative firms adopting a DEA-based two-stage semi-parametric method. Incubation, firm age and initial capital are used for explaining the relative performance of previously incubated firms compared to non-incubated ones over a six-year period of activity. This research focuses on Italian innovative firms using a large sample of companies.
Findings
Results show that incubators have a positive and significant effect on efficiency for firms that have been in the market for more than two years. Efficiency also improves with age and with the level of initial capital of the firm.
Research limitations/implications
This analysis is limited to the quantitative dimension of inputs as reported in the balance sheets, without qualitative considerations.
Practical implications
Findings enhance firms' understanding of the role of incubators as neutral places to develop a business culture of efficiency. From an empirical standpoint, this study provides useful insights to start-uppers who intend to attend incubation programs. Overall, incubators matter to the extent that they enable new firms, net of those that fail to survive in the first two years of activity, to improve their efficiency in the use of inputs. This research also suggests incubators consider the start-ups’ potential of being efficient.
Social implications
Findings provide tips to policymakers when they are called upon to propose funding programs to support prominent firms entering the business scalability.
Originality/value
This study contributes to the literature on the relative performance of post-incubated firms, highlighting the efficiency frontier analysis. This methodological approach is relatively new in this field. It allows researchers to study the innovative firms' performance in relative terms, that is with respect to the input level. It integrates the performance-based with efficiency frontier analysis. Also, this study reinforces the idea that incubators prepare start-ups to develop capacities and managerial skills, which will be useful in post-incubation life to improve their cost competitiveness.
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Badreya Al Bloushi, Khalid Mehmood, Fauzia Jabeen and Ahmed Alharmoodi
Drawing upon curiosity drive theory, we examine the effects of epistemic curiosity (EC) on employees' innovative work behavior. Additionally, we explore the potential mediating…
Abstract
Purpose
Drawing upon curiosity drive theory, we examine the effects of epistemic curiosity (EC) on employees' innovative work behavior. Additionally, we explore the potential mediating role of work engagement (WE) and the moderating effects of leader-member exchange (LMX).
Design/methodology/approach
The data were collected from 406 employees employed in public service organizations within the United Arab Emirates. Structural equation modeling was employed as the analytical approach to test the hypotheses.
Findings
The findings of this study indicate that EC is positively related to innovative work behavior. Further, WE mediates the relationship between EC and creative work behavior. Moreover, LMX moderates the indirect effect of WE on the link between EC (interest and deprivation types) and innovative work behavior. The mediating association is stronger when the leader and member’s exchange is high.
Practical implications
This study will assist practitioners of service organizations in focusing their attention on EC to enhance employees' innovative work behavior and achieve optimal performance. Our research extends work on interest and innovative work behavior in an emerging economic context.
Originality/value
Our study suggests that policymakers should embrace the philosophy of curiosity to nurture innovative behavior in the workplace.
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Knowledge management (KM) capability plays an important role in the promotion of firm performance in the knowledge economy era. However, empirical evidence on how KM capability…
Abstract
Purpose
Knowledge management (KM) capability plays an important role in the promotion of firm performance in the knowledge economy era. However, empirical evidence on how KM capability affects firm performance is still limited. The study therefore aims to explore the impacts of internal and external KM capabilities on firm performance via the parallel mediation of efficiency-centered and novelty-centered business model innovations (BMIs).
Design/methodology/approach
The authors empirically analyzed a survey data of 295 Chinese innovative enterprises by applying partial least squares structural equation modeling (PLS-SEM) and fuzzy-set qualitative comparative analysis (fsQCA).
Findings
According to the results of PLS-SEM, the relationship between internal KM capability and firm performance is not significant, instead it is fully mediated by efficiency-centered and novelty-centered BMIs. External KM capability can directly and positively affect firm performance, while the relationship is also partially mediated by BMIs. Furthermore, the authors recognized the antecedent conditions for high-level and low-level firm performance by fsQCA analysis, which substantiate the above findings.
Originality/value
It not only enriches the literature that links KM and innovation management but also contributes to the new theoretical perspective on firm sustainable growth. Methodologically, it combines symmetric and asymmetric analyses together. Additionally, it provides some insights for managers to understand how KM capability drives firm performance through BMI.
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