The impact of feedback from job and task autonomy in the relationship between dispositional resistance to change and innovative work behaviour

2013 ◽  
Vol 22 (1) ◽  
pp. 26-41 ◽  
Author(s):  
Adalgisa Battistelli ◽  
Francesco Montani ◽  
Carlo Odoardi
Keyword(s):  
Resistance To Change ◽  
Task Autonomy ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
The Impact ◽  
The Relationship ◽  
And Task

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.

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.

SUBSTITUTES OR COMPLEMENTS? THE ROLE OF CORPORATE INCUBATOR SUPPORT AND INNOVATION CLIMATE FOR INNOVATIVE BEHAVIOR IN THE HOSTING FIRM

2018 ◽  
Vol 22 (05) ◽  
pp. 1840006 ◽  
Author(s):  
TOBIAS KRUFT ◽  
MICHAEL GAMBER ◽  
ALEXANDER KOCK
Keyword(s):  
Innovative Behavior ◽  
Individual Perceptions ◽  
Innovative Behaviour ◽  
Innovative Work ◽  
Multi Level ◽  
Innovative Work Behaviour ◽  
Innovation Climate ◽  
The Impact ◽  
The Relationship

Incubation of organisations by corporate incubators is currently regaining attention as a key way to foster innovation. However, understanding of how corporate incubators affect employee’s innovative behaviour in the host company is still limited. This study aims to fill this gap by examining the relationship between corporate incubator influence and innovative work behaviour and how this is moderated by innovation climate. Using a multi-level regression with 1,202 participants nested in 100 organisational units of a large, international company, the study shows that corporate incubators and innovation climate significantly affect innovative work behaviour. Further, we found that shared and individual perceptions of innovation climate moderate incubator influence differently. In order to improve innovative work behaviour, corporate incubators can compensate a weak innovation climate while strengthening the impact of individual perceptions of innovation climate on innovative behaviour, which introduces new ways of how companies are able to improve their innovativeness.

The mediating role of psychological empowerment on the relationship between person-organization fit and innovative work behaviour

2016 ◽  
Vol 7 (1) ◽  
pp. 5-26 ◽  
Author(s):  
Bilal Afsar ◽  
Yuosre Badir
Keyword(s):  
Structural Equation ◽  
Psychological Empowerment ◽  
Mediating Effect ◽  
Content Type ◽  
Supervisor Ratings ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
Person Organization Fit ◽  
The Impact ◽  
The Relationship

Purpose There has been minimal research on the impact of an employee’s person-organization (P-O) fit on his/her innovative work behaviour (IWB). A number of studies have examined the impact of P-O fit on multiple employee positive behaviours and outcomes; potential mediating effect of psychological empowerment is less frequently explored. The current study aims to fill this gap in the literature. To understand the psychology of P-O fit, this study has longitudinally analyzed the relationship between P-O fit and IWB both self and supervisor-based assessments and impact of psychological empowerment on this relationship. Design/methodology/approach Data were collected from 448 subordinates and 79 supervisors from two knowledge intensive industries in China. Structural equation modelling was used to analyze the relations. Findings Results of the study indicate that employee’s P-O fit is positively related to both self and supervisor ratings of innovative behaviours, and psychological empowerment acts as a partial mediator between P-O fit and IWB at both Time 1 and Time 2. These results imply that an employee’s perception of value congruence impacts his/her perception about feeling of empowerment which in turn helps in engaging him/her in to acts of IWB more often. Originality/value Study findings begin to explain how P-O fit impacts IWB of individuals. Specifically, the authors find that psychological empowerment explains the relationship between P-O fit and IWB.

Unravelling the nexus between creative self-efficacy, humble leadership, innovative work behaviour and job performance amongst physicians in public hospitals

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Joather Al Wali ◽  
Rajendran Muthuveloo ◽  
Ai Ping Teoh
Keyword(s):  
Self Efficacy ◽  
Structural Equation ◽  
Public Hospitals ◽  
Content Type ◽  
Mediating Role ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
Creative Self ◽  
The Relationship ◽  
Humble Leadership

PurposeThe study aims to examine the relationship between innovative work behaviour (IWB) and JP amongst physicians in Iraq public hospitals. The study also determines the effects of creative self-efficacy (CSE) and humble leadership (HL) on IWB. Besides, the study investigates the mediating role of IWB on the relationship between CSE and JP as well as between HL and JP.Design/methodology/approachA total of 332 respondents participated in the survey, although 173 responses were utilised after data screening. The study employs the structural equation modelling via partial least squares (PLS-SEM) to ascertain the relationship between the variables.FindingsEvidence from the study indicates that IWB has a positive relationship with JP, whilst CSE and HL are significant determinants of IWB amongst physicians in Iraq public hospitals. The study provides evidence that IWB plays a positive mediating role in the relationship between CSE and JP as well as between HL and JP amongst physicians in Iraq public hospitals.Originality/valueThe study implies that the JP of physicians in Iraq public hospitals can be enhanced by IWB, whilst the latter can be improved by CSE and HL. The influences of CSE and HL on JP can be boosted by IWB. Hence, efforts to promote IWB should be vigorously pursued by Iraq public hospitals to foster the physicians' JP.

scholarly journals A study on the relationship between intragroup conflict and turnover intentions, and the mediating effect of job satisfaction

2011 ◽  
Vol 24 (1) ◽  
pp. 75-102
Author(s):  
Junho Lee ◽  
Jihwan Park
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Mediating Effect ◽  
Task Conflict ◽  
Mediating Effects ◽  
Intragroup Conflict ◽  
Chinese Workers ◽  
The Impact ◽  
The Relationship ◽  
And Task

The study delved into the impact of intragroup conflict on turnover intentions and cultural commonalities and differences in job satisfaction that mediates the relationship. To identify correlations among intragroup conflict, job satisfaction and turnover intentions for each Korean and Chinese employee, the study analyzed questionnaires used to survey Korean employees working at Korean companies and Chinese workers in Korean companies based in China. The study divided intragroup conflict into two types - relation conflict and task conflict - and looked into the impact of each conflict on turnover intentions, and found that both types of conflict heightened turnover intentions of both Korean and Chinese workers. The study also attempted to prove the mediating effects of job satisfaction on the relationship between relation conflict and task conflict, and turnover intentions. As a result, mediating effects were found only in the relationship between relation conflict and turnover intentions among Chinese employees, while Korean workers saw the same effects only in the relationship between task conflict and turnover intentions. The above-mentioned results indicate the following implications. Firstly, there were common effects of intragroup conflict on turnover intentions for both Korean and Chinese employees. Such effect can be understood from culture universal perspective. Secondly, differences emerged in the mediating effects of job satisfaction in the relationship between turnover intentions and intra-group conflicts. That is understandable from culture specific perspective. Thirdly, the result that can be inferred from the aforementioned findings is that when it comes to cross-cultural research on methods of management, it is important to consider two types of approaches - culture universal and culture specific approaches. Lastly, the study also indicated that companies operating overseas should seek both localized and global management.

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.

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