Following the Ants

2017 ◽  
Vol 33 (6) ◽  
pp. 409-421 ◽  
Author(s):  
Anne B. Janssen ◽  
Martin Schultze ◽  
Adrian Grötsch
Keyword(s):  
Short Form ◽  
Supervisor Support ◽  
Proactive Personality ◽  
Work Behavior ◽  
Model Fit ◽  
Item Selection ◽  
Short Version ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Two Measures

Abstract. Employees’ innovative work is a facet of proactive work behavior that is of increasing interest to industrial and organizational psychologists. As proactive personality and supervisor support are key predictors of innovative work behavior, reliable, and valid employee ratings of these two constructs are crucial for organizations’ planning of personnel development measures. However, the time for assessments is often limited. The present study therefore aimed at constructing reliable short scales of two measures of proactive personality and supervisor support. For this purpose, we compared an innovative approach of item selection, namely Ant Colony Optimization (ACO; Leite, Huang, & Marcoulides, 2008 ) and classical item selection procedures. For proactive personality, the two item selection approaches provided similar results. Both five-item short forms showed a satisfactory reliability and a small, however negligible loss of criterion validity. For a two-dimensional supervisor support scale, ACO found a reliable and valid short form. Psychometric properties of the short version were in accordance with those of the parent form. A manual supervisor support short form revealed a rather poor model fit and a serious loss of validity. We discuss benefits and shortcomings of ACO compared to classical item selection approaches and recommendations for the application of ACO.

scholarly journals THE IMPACT OF PROACTIVE-PERSONALITY ON INNOVATIVE WORK BEHAVIOR AND WORK ENGAGEMENT IN THE UAE AVIATION INDUSTRY.

2019 ◽  
Vol 2 (1) ◽  
pp. 108-112
Author(s):  
Sultan Salem Alshamsi ◽  
Kamarul Zaman Bin Ahmad
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Proactive Personality ◽  
Work Behavior ◽  
Aviation Industry ◽  
Innovative Work Behavior ◽  
Significant Relationships ◽  
Innovative Work ◽  
The Impact ◽  
The Relationship

The objective of this research is to examine the relationship between Proactive Personality, innovative work behavior, and work engagement. The sample consists of 220 respondent managers in the Aviation Industry in the UAE. Results of Structural Equation Modelling using SmartPLS revealed that there are significant relationships between Proactive Personality and innovative work behavior, and between Innovative Work Behavior and Work Engagement.

scholarly journals Hubungan Kepribadian Proaktif Dengan Perilaku Kerja Inovatif Pada Generasi Millenial

2020 ◽  
Vol 8 (2) ◽  
pp. 181
Author(s):  
Dhien Amalia Putri
Keyword(s):  
Millennial Generation ◽  
Proactive Personality ◽  
Service Industries ◽  
Work Behavior ◽  
Full Time ◽  
Innovative Work Behavior ◽  
Goods And Services ◽  
Technological Developments ◽  
Innovative Work ◽  
The Individual

<em>The millennial generation is the generation that has dominated the labor market in recent years. This generation is being faced with various challenges due to technological developments that are happening.</em> <em>Current technological developments are forcing the players in the goods and service industries to innovate in order to be able to increase the competitiveness of companies. Innovative work behavior can be raised</em> <em>by individuals in several ways, one of which is with a proactive personality. This study aims to measure the</em> <em>relationship between proactive personality with innovative work behavior in the millennial generation. The study was conducted on 315 millennials who are full time employees in goods and services companies in the city of Surabaya. Innovative work behavior is measured using the Innovative Work Behavior Scale, which is proven to be reliable (α = 0.760), while the proactive personality is measured using the Proactive Personality Scale that has proven to be reliable (α = 0.734). The analysis in this study uses Pearson's Product Moment analysis with a significance value of 0,000 (p &lt;0.05) which shows the relationship between proactive personality and innovative work behavior in the millennial generation. These results indicate that the higher the proactive personality an individual has, the higher the innovative work behavior exhibited by the individual. The results of this study also found a significant relationship between sex, years of service and age on innovative work behavior</em>

scholarly journals Encouraging innovative work behavior among college students through quality education to succeed the SDGs

2020 ◽  
Vol 211 ◽  
pp. 01016
Author(s):  
Winarsih ◽  
Arum Etikariena
Keyword(s):  
College Students ◽  
Organizational Performance ◽  
Undergraduate Students ◽  
Quantitative Research ◽  
Proactive Personality ◽  
Quality Education ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Second Year

Employee innovation plays an important role in organizational performance and survival, consequently, today’s students are expected to be able to cultivate Innovative Work Behavior (IWB) before they become workers. This research aimed to investigate the correlation between one of the internal individual factors, namely proactive personality, and its relationship with IWB. This quantitative research was conducted on 539 undergraduate students at Universitas Indonesia, with ages ranging from 18-25 years. The students should at least in their second year of study. Proactive personality was measured using a scale developed by Bateman and Crant (1993). IWB was measured using a scale developed by Janssen (2000) with some modifications to ensure that the scale was suitable for college students. Pearson Product-moment Correlation is used to test the hypothesis. This study finds that there is a positive and significant relationship between proactive personality and IWB, r(539) = 0,64, p < 0,01, one-tailed.

scholarly journals The Minang - Nomads Businesses’ Performance: The Role of Proactive Personality, Creativity and Innovative Work Behavior

2020 ◽  
Vol 58 ◽  
pp. 91-104
Author(s):  
Gus Andri ◽  
Wiwiek Rabiatul Adawiyah ◽  
Ratno Purnomo ◽  
Zahrotush Sholikhah
Keyword(s):  
Proactive Personality ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Innovative Work

The impact of a proactive personality on innovative work behavior: the role of work engagement and transformational leadership

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Namra Mubarak ◽  
Jabran Khan ◽  
Robina Yasmin ◽  
Atasya Osmadi
Keyword(s):  
Transformational Leadership ◽  
Work Engagement ◽  
Research Question ◽  
Proactive Personality ◽  
Work Behavior ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
The Relationship

PurposeThrough the lens of social exchange theory, this study aims to assess the relationship between proactive personality and innovative work behavior by incorporating the mediating role of work engagement and moderating role of transformational leadership between proactive personality and work engagement.Design/methodology/approachData were collected from 259 employees working in Pakistani small-medium enterprises (SMEs). The purposive sampling technique was used to collect data. For hypothesis testing, Preacher and Hayes process macro was employed.FindingsConfirmatory factor analysis verified the distinctiveness of the variables used in this study. The findings show that a proactive personality had a positive influence on innovative work behavior directly and indirectly through work engagement, and transformational leadership positively moderates the relationship between a proactive personality and work engagement in such a way that with high transformational leadership behavior relationship will be strengthened.Originality/valueThis study has addressed three research questions that have been left unanswered in the literature. The initial research question is “how proactive personality enhances innovative work behavior?” This study found that proactive personality enhanced innovative work behavior. The second research question is “what are the suggested mechanisms for proactive personality to promote innovative work behavior?” This study has proven that a proactive personality enhanced innovative work behavior through an important mediating mechanism, namely work engagement. Finally, the third question of the study is “does transformational leadership moderate the relationship between proactive personality and work engagement? The study shows that transformational leadership positively moderates between proactive personality and work engagement.

How work–family enrichment influence innovative work behavior: Role of psychological capital and supervisory support

2017 ◽  
Vol 25 (1) ◽  
pp. 58-80 ◽  
Author(s):  
Pavitra Mishra ◽  
Jyotsna Bhatnagar ◽  
Rajen Gupta ◽  
Shelley MacDermid Wadsworth
Keyword(s):  
Psychological Capital ◽  
Supervisor Support ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Work Family ◽  
The Relationship ◽  
Work Family Enrichment ◽  
Family Enrichment

AbstractThis paper examines the relationship between bi-directional work–family enrichment, psychological capital, and supervisor support in promoting innovative work behavior. We hypothesized that work-to-family enrichment and family-to-work enrichment would have a positive relation with psychological capital. Further, we examined that psychological capital would mediate the relationship between (i) work-to-family enrichment and innovative work behavior, and (ii) family-to-work enrichment and innovative work behavior. We also studied the role of supervisor support as a predictor or moderator for catalyzing innovative work behavior. Data were collected through questionnaire survey from 398 service-sector employees. We analyzed the data using structural equation modeling. Building on the theoretical foundation of broaden-and-build theory, we establish that both work-to-family enrichment and family-to-work enrichment were positively related to psychological capital. Psychological capital fully mediated between bi-directional enrichment and innovative work behavior. Supervisor support was directly related to innovative work behavior. We also suggest interventions for facilitating innovative work behavior.

Linking ethical leadership to followers' innovative work behavior in Pakistan: the vital roles of psychological safety and proactive personality

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Israr Ahmad ◽  
Yongqiang Gao ◽  
Fangguo Su ◽  
Muhammad Kamran Khan
Keyword(s):  
Ethical Leadership ◽  
Leadership Behavior ◽  
Psychological Safety ◽  
Proactive Personality ◽  
Work Behavior ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
The Relationship

PurposeThis study examines the link between ethical leadership and innovative work behavior. Also, drawing on the substitute for leadership theory, this study investigates the role of a follower's proactive personality in the relationship between ethical leadership and innovative work behavior (IWB). Similarly, this study further explores the role of psychological safety in this relationship.Design/methodology/approachThe data for this study were collected from software development companies based in Islamabad, Pakistan. A total of 240 employees and their immediate supervisors were asked to participate in this study. Processes Macro and Amos were used to assess study hypotheses.FindingsUsing data from software companies in Pakistan, this study found that ethical leadership can be effective to enhance IWB in followers whose proactive personality is low, while this effect is limited in high proactive individuals. Furthermore, psychological safety mediates the main effect of ethical leadership on IWB as well as the interactive effect between ethical leadership and follower's proactive personality on IWB.Originality/valueThis study is among the first to investigate the moderating role of employees' proactive personality in the relationship between ethical leadership and followers' IWB. Secondly, draws on the substitute for leadership perspective, this study explains that how the role of ethical leadership can be less effective for high proactive individuals or how individual characteristics can substitute leadership behavior. Thirdly, this study deepens our understanding of the mechanisms linking ethical leadership to IWB by exploring the role of psychological safety as a mediator. Finally, our research is based on data collected from Pakistan might also add some new insights to the existing west-dominated literature.

Impact of proactive personality and leader member exchange on innovative work behavior: a job design perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Marium Arslan Zuberi ◽  
Arif Khattak
Keyword(s):  
Job Design ◽  
Proactive Personality ◽  
Work Behavior ◽  
Leader Member Exchange ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Member Exchange ◽  
Innovative Work ◽  
Task Significance ◽  
And Task

Purpose It has been established that innovation is determined by leadership and personality characteristics. Further inquiry in this line of research is encouraged. Accordingly, the authors propose inter-correlations between personality, leadership, innovation and job design characteristics. The purpose of this paper is to understand how proactive personality and leader member exchange can derive innovative work behavior, in employees of telecommunication industry, by increasing task feedback and task significance. Design/methodology/approach A deductive approach was used to propose hypotheses. Objective data were collected through a cross sectional survey of 292 samples from three large multinational telecommunication companies located in Islamabad (Pakistan). The survey instrument was a 25-item questionnaire adopted from previously developed and well-validated scales used by prior researches. The survey yielded findings in support of proposed hypotheses of the study. Findings Hierarchical regression analysis yielded findings, which suggested that proactive personality and leader member exchange (LMX) both have a strong positive relationship with innovative work behavior (IWB). Furthermore, task significance and task feedback were found to moderate the aforementioned relationships such that strong leader member exchange and proactive personalities resulted in increased innovative work behavior at higher levels of task feedback and task significance. Practical implications The managers can raise their innovation enhancing strategies one step higher by integrating it with enhanced task feedback and significance. This can be done while working on the relationship of their employees with the leaders/managers and by encouraging proactive personalities at work. Infusing the proposed integrated and holistic framework, of innovative behavior, into their organizations will lead to better retention of key employees, higher job satisfaction and increased loyalty. Originality/value This paper adds significance to the extant literature by examining proactive personality and LMX as determinants of innovative work behavior and the moderating impact of job design characteristics in the context of telecommunication companies, particularly from developing countries, such as Pakistan. To the authors’ knowledge, this is the first study that has tested the interplay between a relational concept of leadership (LMX), proactive personality, task significance and task feedback and the outcome variable innovative work behavior.

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