Effect of employees’ work engagement and knowledge sharing as mediators of empowering leadership and innovative work behaviour

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Khahan Na-Nan ◽  
Apiwat Arunyaphum
Keyword(s):  
Knowledge Sharing ◽  
Work Engagement ◽  
Design Methodology ◽  
Empowering Leadership ◽  
Cross Sectional ◽  
Content Type ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
Cross Sectional Design ◽  
Practical Implications

Purpose The purpose of this paper is to explore the influences of work engagement and knowledge sharing as mediators of empowering leadership and innovative work behaviour. Design/methodology/approach A cross-sectional design study was used, and questionnaires were submitted to 385 engineers to test the proposed relationships. AMOS 21 and PROCESS macro 3.1 were used for statistical analysis. Findings The results revealed that work engagement and knowledge sharing were partially mediated by empowering leadership and innovative work behaviour. Practical implications The results of the study can be used by leaders for promoting and supporting innovative work behaviour in the organisation. Moreover, employees should be supported and enhanced to learn continuously under the consultation of the leaders. Originality/value The findings contribute to the literature on empowering leadership and innovative work behaviour by highlighting that work engagement and knowledge sharing act as mediators to empower leadership and enhance innovative work behaviour.

Intrinsically motivating idiosyncratic deals and innovative work behaviour

2019 ◽  
Vol 11 (1) ◽  
pp. 31-47 ◽  
Author(s):  
Andrew Kimwolo ◽  
Thomas Cheruiyot
Keyword(s):  
Life Insurance ◽  
Design Methodology ◽  
Idiosyncratic Deals ◽  
Exchange Relationship ◽  
Cross Sectional ◽  
Content Type ◽  
Insurance Agents ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
Practical Implications

Purpose This paper aims to determine the effect of intrinsically motivating idiosyncratic deals (I-deals) on innovative work behaviour (IWB) among tied life insurance agents in Kenya. Design/methodology/approach Standard multiple regression analysis was used to test the hypotheses from data collected from a field study from 498 employees and 48 managers. Findings The study findings showed a positive relationship between both flexibility I-deals and IWB (ß = 0.461, p < 0.00) and between task and responsibilities I-deals and IWB (ß = 0.171, p < 0.01). Research/limitations/implications The cross-sectional collection of data weakens the author’s claim of causality between the variables in focus. The study extends literature on the effects of flexibility as well as tasks and responsibilities I-deals on IWB. Practical implications Organizations must grant their employees with intrinsically motivating I-deals in order for display of IWB. Social implications These I-deals provided intrinsic motivation of the employees in displaying IWB in the organizations. The exchange relationship with the employers got enhanced through their granting motivating employees to look for new ways of doing their work. Originality/value This is the first study to investigate a linear relationship between intrinsically motivating I-deals and IWB.

Empowering leadership and innovative work behavior: a moderated mediation examination

2019 ◽  
Vol 23 (5) ◽  
pp. 915-930 ◽  
Author(s):  
Umamaheswara Rao Jada ◽  
Susmita Mukhopadhyay ◽  
Rohit Titiyal
Keyword(s):  
Knowledge Sharing ◽  
Moderated Mediation ◽  
Work Behavior ◽  
Role Clarity ◽  
Empowering Leadership ◽  
Cross Sectional ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Cross Sectional Design

Purpose The purpose of the paper is to investigate the relationship between empowering leadership and the innovative work behavior of employees. Utilizing a moderated mediation mechanism, the study additionally uncovers the mediating impact of knowledge sharing and the moderating influence of role clarity in the proposed model. Design/methodology/approach Cross-sectional design was used in the study, and developed questionnaires were administered to 235 supervisor-subordinates dyads working in Indian organizations to test the proposed relationships. SPSS 20 and AMOS 20 were used for statistical analysis. Findings The hypothesized moderated mediation model was supported. Knowledge sharing mediated the relationship between empowering leadership and innovative work behavior. The moderating impact of role clarity between empowering leadership and knowledge sharing was supported. It was also observed that stronger role clarity strengthened the indirect relationship between empowering leadership and innovative work behavior. Overall, the study shows that empowering leaders creates a cultivating climate for innovative work behavior by encouraging knowledge sharing among the members subject to clear identification of employee roles. Research limitations/implications Cross-sectional design of the study limits the authors from drawing definitive generalizations. Self-reported measures used in the study increase the chances of bias. Practical implications Findings of the study can be utilized by leaders for promoting innovative work behavior in the organization, which has been identified as a key to organizational growth and development. Originality/value The study attempts to address the under developed relationship between empowering leadership and innovative work behavior.

Employees’ eldercare demands, strain, and perceived support

2015 ◽  
Vol 30 (2) ◽  
pp. 183-198 ◽  
Author(s):  
Hannes Zacher ◽  
Heiko Schulz
Keyword(s):  
Design Methodology ◽  
Self Report ◽  
Perceived Support ◽  
Use Of Self ◽  
Cross Sectional ◽  
Content Type ◽  
Cross Sectional Design ◽  
The Relationship ◽  
Practical Implications ◽  
Employed Caregivers

Purpose – In many countries, both the number of older people in need of care and the number of employed caregivers of elderly relatives will increase over the next decades. The purpose of this paper is to examine the extent to which perceived organizational, supervisor, and coworker support for eldercare reduce employed caregivers’ strain and weaken the relationship between eldercare demands and strain. Design/methodology/approach – Survey data were collected from 100 employed caregivers from one organization. Findings – Results showed that eldercare demands were positively related to strain, and perceived organizational eldercare support (POES) was negatively related to strain. In addition, high POES weakened the relationship between eldercare demands and strain. Research limitations/implications – The cross-sectional design and use of self-report scales constitute limitations of the study. Practical implications – POES is a resource for employed caregivers, especially when their eldercare demands are high. Originality/value – This research highlights the relative importance of different forms of perceived support for reducing employed caregivers’ strain and weakening the relationship between eldercare demands and strain.

An innovative work behaviour-enhancing employability model moderated by age

2018 ◽  
Vol 42 (1/2) ◽  
pp. 143-163 ◽  
Author(s):  
Jol M.M. Stoffers ◽  
Béatrice I.J.M. Van der Heijden
Keyword(s):  
Predictive Validity ◽  
Structural Equation ◽  
Cross Sectional ◽  
Content Type ◽  
Supervisor Ratings ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
Cross Sectional Design ◽  
The Relationship ◽  
Employee Age

Purpose This study aims to empirically validate an innovative work behaviour-enhancing model of employability in small- and medium-sized enterprises (SMEs), and to examine possible moderating effects of age. Design/methodology/approach Data have been collected from 487 pairs of employees and their immediate supervisors who worked in 151 SMEs. Structural equation modelling (SEM) has been used to investigate the predictive validity of employability on innovative work behaviour using a multi-source approach. The moderating effect of employee age on the relationship between, on the one hand, self-ratings and supervisor ratings of employability, and, on the other hand, innovative work behaviour has been tested using multi-group SEM. Findings Results suggest that self-rated employability correlates positively with supervisor-rated innovative work behaviour, and that supervisor-rated employability correlates positively with self-rated innovative work behaviour. Age appeared to have a weak influence on the relationship between employability and innovative work behaviour; more specifically, in case of a higher age, the relationship was stronger. Research limitations/implications The cross-sectional design is a limitation of this study. Another limitation relates to the generalizability of the study findings outside the context in which the research has been undertaken. The relational meaning of employee age might be different in other cultures. Practical implications Supervisors appear to play an essential role in providing an age-friendly working life for employees. Moreover, as SMEs often do not employ professionals to manage human resources, supervisors themselves have to carry the responsibility to encourage aging employees to develop themselves the enhancing innovative work behaviour. Originality/value This study is the first to investigate the predictive validity of employability on innovative work behaviour and the effects of age on this relationship.

scholarly journals Does leader humor style matter and to whom?

2020 ◽  
Vol 35 (2) ◽  
pp. 115-128
Author(s):  
Pedro Neves ◽  
Gökhan Karagonlar
Keyword(s):  
Design Methodology ◽  
Humor Styles ◽  
Cross Sectional ◽  
Content Type ◽  
Services Sector ◽  
Significant Relationships ◽  
Humor Style ◽  
Cross Sectional Design ◽  
Core Self ◽  
Practical Implications

PurposeThe interest on leader humor styles is recent. By applying a trustworthiness framework, the authors examine (1) how leader humor styles contribute to performance and deviance via trust in the supervisor and (2) who benefits/suffers the most from different leader humor styles.Design/methodology/approachThe authors tested their hypotheses in a sample of 428 employee–supervisor dyads from 19 organizations operating in the services sector.FindingsAffiliative and self-enhancing leader humor styles are particularly beneficial for employees with low core-self-evaluations, helping them develop trust in the supervisor and consequently improving their performance. An aggressive leader humor style, via decreased trust in the supervisor, reduces performance, regardless of employees' core self-evaluations. Self-enhancing and self-defeating leader humor styles also present significant relationships with organizational deviance.Research limitations/implicationsLimitations include the cross-sectional design and the limited number of mechanisms examined.Practical implicationsOrganizations need to train leaders in the use of humor and develop a culture where beneficial humor styles are endorsed, while detrimental humor styles are not tolerated.Originality/valueThese findings contribute to the literatures on trust and humor, by showing that the use of humor is not as trivial as one could initially think, particularly for those with low core self-evaluations, and by expanding our knowledge of the mechanisms by which different leader humor styles may influence performance and deviance.

Determinants of best HR practices in Chinese SMEs

2014 ◽  
Vol 21 (3) ◽  
pp. 414-430 ◽  
Author(s):  
Alexander Newman ◽  
Abdullah Z. Sheikh
Keyword(s):  
Design Methodology ◽  
Cross Sectional ◽  
Content Type ◽  
Hr Practices ◽  
Industrial Sectors ◽  
Wide Range ◽  
Convenience Sampling ◽  
Strategic Relationships ◽  
Cross Sectional Design ◽  
Practical Implications

Purpose – The purpose of this paper is to examine the factors which determine the adoption of best HR practices in Chinese small- and medium-sized enterprises (SMEs). Design/methodology/approach – Regression analysis was utilized to analyse survey data obtained from 345 enterprises operating across China in a wide range of industrial sectors. Findings – Enterprises with greater resources in terms of their size, their relationships with external organizations, their cooperation with foreign partners and the human capital of their CEO were found to be more likely to adopt best HR practices. Contrary to the findings of the existing literature no relationship was found of a relationship between family ownership and the use of best HR practices. Research limitations/implications – The cross-sectional design is an obvious limitation of the study. Other limitations relate to the generalizability of the study findings outside the context in which the research was undertaken, and the use of convenience sampling. Practical implications – Enterprises should consider building strategic relationships with external organizations and developing cooperation with foreign partners as a way of leveraging human resource expertise at a limited cost. Originality/value – This is the first study to examine how differences in the resource endowments of Chinese SMEs influence their adoption of best HR practices.

Transformational leadership and innovative work behaviour: the mediating role of psychological empowerment

Kybernetes ◽  
2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dan Florin Stanescu ◽  
Alexandra Zbuchea ◽  
Florina Pinzaru
Keyword(s):  
Transformational Leadership ◽  
Psychological Empowerment ◽  
Mediating Effect ◽  
Cross Sectional ◽  
Content Type ◽  
Mediating Role ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
Cross Sectional Design

Purpose This study aims to explore the relationship between transformational leadership and employees’ innovative work behaviour (IWB), additionally examining the mediating effect of psychological empowerment. Design/methodology/approach The study is based on a cross-sectional design, data being collected from 139 employees through the following structured questionnaires: Multifactor Leadership Questionnaire, IWB and psychological empowerment instrument. Findings The findings revealed a positive and significant relationship between transformational leadership and both IWB and psychological empowerment, as well as the fact that transformational leadership, through psychological empowerment, fosters IWB. Research limitations/implications One of the main weaknesses of this study is the use of a cross-sectional design, which does not allow for an assessment of the cause–effect relation. Also, using a self-reported questionnaire might have brought common method bias. Practical implications The paper shows that, by creating a greater sense of empowerment, leaders could have a higher positive effect on employee’s levels of IWB. Moreover, empowerment acts as one of the most important and effective processes within the transformational leadership framework in fostering innovation among followers. Originality/value This study extends the empirical research on transformational leadership and its influence on employees’ work attitudes. Given the scant research on the role of the psychological empowerment, the results of this study confirm not only its mediating role but also the need for further studies in this direction.

Characteristics of offending and non-offending CSA helpline users explored

2020 ◽  
Vol 22 (3) ◽  
pp. 173-183
Author(s):  
Julia Wilpert ◽  
Ellen Janssen
Keyword(s):  
Help Seeking ◽  
Design Methodology ◽  
Treatment Programs ◽  
Cross Sectional ◽  
Professional Help ◽  
Content Type ◽  
Partner Status ◽  
Self Reports ◽  
Cross Sectional Design ◽  
Practical Implications

Purpose This study aims to exploratively compare several characteristics of 330 offending and non-offending Dutch subjects, seeking advice/help from child sexual abuse (CSA) prevention helpline Stop it Now!-The Netherlands (SiN-NL). Design/methodology/approach With a retrospective cross-sectional design, SiN-NL contact logs between March 2012 and June 2016 were investigated. Findings Results revealed a few interesting differences and similarities. Contrary to earlier findings, attraction to minors and especially boys did not distinguish offenders and non-offenders. However, intimate partner status, suicidal tendencies and expectation of the helpline differed significantly between the study samples. Also, the relevance of several self-reported CSA promoting and impeding factors varied between groups. The non-offender group more often indicated fear of consequences and avoidance of risk situations to be constraining factors, whilst the offender group more frequently suggested benefiting from professional help and social support. Practical implications The results of this study might inform different forms of prevention and treatment programs aimed at similar help-seeking individuals. Because of their perceived CSA promoting potential by help seekers, access to children and substance abuse are important topics to address by operators and taken into account when assessing offending risk. In contrast to earlier findings, sexual orientation did not differentiate offenders from non-offenders and might play a less significant role. Higher rates of suicidal tendencies and need for help and therapy could imply that, compared to non-offenders, offenders require a more cautious approach and additional care. Originality/value To our knowledge this is the first study to investigate self-reports of offending and non-offending subjects, seeking advice/help from a CSA prevention helpline.

Understanding gender, creativity, and entrepreneurial intentions

2016 ◽  
Vol 58 (3) ◽  
pp. 263-282 ◽  
Author(s):  
Ronda Marie Smith ◽  
Shruti R Sardeshmukh ◽  
Gwendolyn M Combs
Keyword(s):  
Design Methodology ◽  
Entrepreneurial Intentions ◽  
Cross Sectional ◽  
Content Type ◽  
Cross Sectional Design ◽  
Complex Relationships ◽  
Life Roles ◽  
The Relationship ◽  
Positive Effect ◽  
Practical Implications

Purpose – The purpose of this paper is to explore the complex relationships between gender and entrepreneurial intentions. Design/methodology/approach – This paper uses a two study design where the second study is a constructive replication of the first study. The first study uses a cross-sectional design, while the second uses a design where data collection of variables were temporally separated. The analysis is conducted using Hayes (2014) process macro using 1,000 bootstrapped draws to understand the interaction between gender and creativity and the potential mediation involving life roles and goals. Findings – The empirical results are threefold. First, the results show that creativity has a direct and positive effect on entrepreneurial intentions. Second, gender did not have a direct effect on entrepreneurial intentions, and finally, gender showed an interaction with creativity such that in both the samples, creativity had a stronger relationship with intentions among women. Practical implications – The results point to the inclusion of creativity exercises in the entrepreneurship curriculum as well as to create and tailor programs to enhance women’s entrepreneurial intentions. Originality/value – Using a two study constructive replication approach, this study demonstrates the complex effect of gender on entrepreneurial intentions. Traditionally, women are argued to have lower entrepreneurial intentions, but this study finds that creative women were more likely to have entrepreneurial intentions in the sample. The results also show that the women’s family salience (life roles and goals) did not mediate the relationship between gender and entrepreneurial intentions.

Enhancing innovative work behaviour in higher institutions of learning: the role of hope

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rehema Namono ◽  
Ambrose Kemboi ◽  
Joel Chepkwony
Keyword(s):  
Public Universities ◽  
Empirical Studies ◽  
Hierarchical Regression ◽  
Conservation Of Resources ◽  
Cross Sectional ◽  
Content Type ◽  
Targeted Interventions ◽  
Alternative Means ◽  
Innovative Work ◽  
Innovative Work Behaviour

PurposeDespite the current dynamism in the education sector that was manifested in new approaches to work that require innovative workforce, little empirical studies have been conducted on how to influence innovativeness in higher education institutions. Moreover, though studies have established a link between hope and innovative work behaviour, no study has established how hope and its two components of agency and pathways influence innovative work behaviour. The purpose of this study is to establish the influence of hope and its two components of agency and pathways on innovative work behaviour.Design/methodology/approachA quantitative cross-sectional research design was adopted in this study. The study employed hierarchical regression to test the hypothesised relationship between hope and its components of agency and pathways on innovative work behaviour using a sample drawn from public universities in Uganda in the two categories of academic and administrative staff.FindingsThe findings reveal that pathways and agency influence innovative work behaviour. The Findings also revealed that hope significantly influences innovative work behaviour over and above its individual components of agency and pathways.Research limitations/implicationsThe study was cross-sectional in nature and the findings may not portray a true picture of the relationship between the study variables over time as behaviour is ever changing. Further studies could carry out a longitudinal study to establish the effect established in this study at different time intervals. The results provide a more complex understanding of how hope and its two components of agency and pathways enhance innovative work behaviour.Practical implicationsThe findings of the study provide insightful direction to managers in public universities in Uganda to consider different avenues of increasing employee hope so as to enhance innovative work behaviour. This can be done through targeted interventions like involving employees in goal setting and setting alternative means to achieve goals.Originality/valueThe value of this study is both empirical and theoretical. Empirically, this study is the first to establish the influence of hope and its two components of agency and pathways on innovative work behaviour in Uganda’s university setting. Theoretically, the study extends veracity of the conservation of resources theory (COR) by clarifying those employees who possess the psychological characteristics of hope exhibit innovative work behaviour. The study also extends on the theory of hope by revealing that agency and pathways influence innovative work behaviour.

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