The impact of organisational support, employee creativity and work centrality on innovative work behaviour

2021 ◽  
Vol 129 ◽  
pp. 295-303
Author(s):  
Thierry Volery ◽  
Liudmila Tarabashkina
Keyword(s):  
Employee Creativity ◽  
Work Centrality ◽  
Organisational Support ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
The Impact

DO HIGH-PERFORMANCE WORK PRACTICES INDUCE INNOVATIVE WORK BEHAVIOUR? THE CASE OF THE QATARI BANKING SECTOR

2020 ◽  
pp. 2150003
Author(s):  
SHATHA M. OBEIDAT
Keyword(s):  
Job Satisfaction ◽  
High Performance ◽  
Banking Sector ◽  
Mediating Effect ◽  
Work Practices ◽  
Organisational Commitment ◽  
High Performance Work Practices ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
The Impact

Purpose: This paper presents results from an empirical study in the banking sector in Qatar on the impact of high-performance work practices (HPWPs) on employee’s innovative work behaviour (IWB). In particular, the study seeks to examine the impact of HPWP on employees work attitudes of job satisfaction and organisational commitment, and of the possible mediating link of employees’ attitudes (i.e., satisfaction and commitment) on HPWPs and IWB link. Methodology: Data were collected from employees about their perception of the use of HPWPs in their banks and about their level of satisfaction at work, their perceived commitment, and their innovative work behaviour. The sample included 150 employees working in different banks at Qatar. Findings: The findings suggest that HPWPs are positively related to job satisfaction, organisational commitment, and IWB. Also, the study provides support for the mediating effect of organisational commitment on the HPWPs and IWB link. Practical implications: When trying to inspire employees IWB through managerial practices (like HPWPs) in Qatari banks, management needs to pay attention to employees work related attitudes such as job satisfaction and organisational commitment. Limitations: The unique characteristics of the Qatari banks limits the generalizability of the study findings. Originality: This is the first study that explores the mediating role of job satisfaction and organisational commitment on HPWPs-IWB link after conducting a comprehensive PLS analysis. Moreover, the study provides evidence of this possible link in what is believed to be unique study setting.

Entrepreneurial culture and innovative work behaviour: the mediating effect of psychological empowerment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hoa Thi Nhu Nguyen ◽  
Huong Thi Thien Nguyen ◽  
Anh Thi Lan Truong ◽  
Thao Thi Phuong Nguyen ◽  
Anh Van Nguyen
Keyword(s):  
Psychological Empowerment ◽  
Mediating Effect ◽  
Organizational Level ◽  
Content Type ◽  
Entrepreneurial Culture ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
The Impact ◽  
The Relationship

Purpose This paper aims to explore how entrepreneurial culture (EC) and psychological empowerment (PE) support innovative work behaviour (IWB) of employees in organizations. First, it examines the impact of EC on IWB. It also explores the mediating effect of PE to support the EC – IWB relationship. Accordingly, it suggests a mechanism model to explain the relationship between EC and IWB. Design/methodology/approach This is an empirical research using quantitative methods. Data were collected via both face-to-face and online surveys from 308 employees in Vietnamese enterprises. The partial least squares-based structural equation modelling (PLS-SEM) approach was applied to test hypotheses in the research model. Findings Significant R-square values were achieved for both EC – PE and PE – IWB relationships, according to the PLS-SEM. The most interesting finding is the full mediating role of PE in the relationship between EC and IWB. Despite the non-significance in the direct impact of EC on IWB, the role of EC in promoting IWB is important in an indirect way through PE. The significant role of PE in facilitating IWB has been proven. Originality/value This research is one of the initial attempts to empirically build the roadmap from EC, as a typical type of organizational culture, through the mediating effect of PE to improve IWB. This roadmap provides top managers with a hierarchical view that effectively cascading interventions from the organizational level, such as EC, through a significant mediator as PE at the group level, and then down to IWB as a result at the individual level.

scholarly journals Structural Equation Modeling: The Impact of Leader Attitudes on the Innovative Work Behaviour in Real Estate Development Companies

2020 ◽  
Vol 28 (2) ◽  
pp. 47-68
Author(s):  
René Lauck ◽  
Keyword(s):  
Real Estate ◽  
Structural Equation ◽  
Influence Factor ◽  
Business Environment ◽  
Equation Modeling ◽  
Real Estate Development ◽  
Staff Members ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
The Impact

Leadership and innovation management are academic disciplines of high interest to scholars for decades. The fast changing and volatile business environment require companies to constantly improve their processes to remain competitive on the market. In particular, real estate development companies significantly benefit from innovativeness as each property development is unique, underlies different construction purposes and laws. Therefore, real estate developers need to bring the developable area in line with the building construction. One major driver to boost the competitiveness of organisations can be found in the individual innovative work behaviour of employees. To benefit from the individual’s innovative work behaviour, leadership embodies a major influence factor. In particular, this article examines how leader attitudes affect the innovative work behaviour of staff members working in real estate development companies. Therefore, the author developed and calculated a structural equation model to examine this relationship. The results from the structural equation modelling show that integrity and loyalty positively and significantly affect the innovative work behaviour of employees in real estate development companies. Consequently, demonstrating loyalty and integrity from leaders towards staff members improves the innovativeness of the entire organisation. Moreover, this research supports the relevance for the trait approach to leadership as leader attitudes contribute to different extents to the innovative work behaviour.

How transformational leadership impacts innovative work behaviour among nurses

2019 ◽  
Vol 25 (12) ◽  
pp. 1-16
Author(s):  
Waheed Ali Umrani ◽  
Bilal Afsar
Keyword(s):  
Transformational Leadership ◽  
Nurse Managers ◽  
Psychological Empowerment ◽  
Attachment Anxiety ◽  
Attachment Avoidance ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
The Impact ◽  
The Relationship

This study examines the impact transformational leadership has among nursing staff. The link between transformational leadership and innovative work behaviour and the mediating impact it has on psychological empowerment and the moderating role of attachment anxiety were also examined. Data were gathered from 367 registered nurses and 69 nurse managers based in 69 work groups from 7 hospitals. It was found that transformational leadership positively impacted innovative work behaviour among nurses, and that psychological empowerment mediated this link. Nurses' attachment anxiety positively moderated the relationship between transformational leadership and innovative work behaviour; as a result, the relationship was stronger when attachment anxiety was high rather than low. Nurses' attachment avoidance negatively moderated the relationship between transformational leadership and innovative work behaviour and consequently the relationship was weaker when attachment avoidance was high rather than low.

THE IMPACT OF ORGANISATIONAL SLACK ON INNOVATIVE WORK BEHAVIOUR: HOW DO TOP MANAGERS AND EMPLOYEES DIFFER?

2019 ◽  
Vol 24 (03) ◽  
pp. 2050022 ◽  
Author(s):  
SUSANNE HÜGEL ◽  
MARKUS KREUTZER
Keyword(s):  
Real Estate Industry ◽  
Individual Level ◽  
Top Managers ◽  
Innovative Work ◽  
Central Argument ◽  
Innovative Work Behaviour ◽  
The Individual ◽  
The Impact ◽  
The Relationship

In this paper, we advance our understanding of the relationship between slack and innovation in two ways. We distinguish between different slack types on the organisational level, and hypothesise and empirically test how they influence innovative work behaviour (IWB) of both employees and top managers on the individual level. Applying a multigroup analysis in PLS-SEM, we test our model with a sample of 403 individuals, 155 top managers and 248 employees, from the German real estate industry. We find support for our central argument that the influence of organisational slack on individuals’ IWB differs according to the type of slack and the organisational role of the individual.

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