Impact of workplace bullying on employee outcomes: a study of Indian managerial employees

2018 ◽  
Vol 67 (7) ◽  
pp. 1147-1170 ◽  
Author(s):  
Arpana Rai ◽  
Upasna Agarwal
Keyword(s):  
Workplace Bullying ◽  
Negative Impact ◽  
Work Behavior ◽  
Self Report ◽  
Full Time ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Managerial Employees ◽  
The Impact

Purpose The purpose of this paper is to examine the impact of workplace bullying on innovative work behavior and neglect with defensive silence as a mediator. The study further examines if the presence of friendship networks in the workplace can weaken the negative impact of workplace bullying. Design/methodology/approach Data were collected through self-report questionnaires from 835 full-time Indian managerial employees working in different Indian organizations. Findings Results revealed that workplace bullying negatively related to innovative work behavior and positively related to neglect. Defensive silence mediated bullying–outcomes relationships and effects of workplace bullying on proposed outcomes were weaker in the presence of high workplace friendship. Research limitations/implications A cross-sectional design and use of self-reported questionnaire data are few limitations of this study. Originality/value The study extended the current research stream of workplace bullying to one of the underrepresented developing Asian countries, India. The study also contributes in terms of its sample characteristics as it covers managerial employees working across different organizations.

The impact of humor climate on innovative work behavior: evidence from the banking industry in Russia

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Elizaveta Yu Logacheva ◽  
Maria S. Plakhotnik
Keyword(s):  
Online Survey ◽  
Banking Industry ◽  
Work Behavior ◽  
Supervisory Support ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Office Employees ◽  
Back Office ◽  
The Impact

Purpose The purpose of this study is to investigate the impact of humor work climate on innovative work behavior of back-office employees in the banking industry in Russia. Design/methodology/approach Data was collected via an online survey that included scales to measure humor climate and innovative work behavior. The survey was distributed electronically among employees of one department of a bank. The sample included 104 back-office employees (response rate 60.4%). Correlation and regression analyses were used. Findings The results indicate that humor climate fosters employee innovative work behavior. Positive humor contributes to innovative work behavior more than remaining humor climate dimensions (i.e. negative humor, outgroup humor and supervisory support). Only position type (managers vs non-managers), and not gender, education and job tenure, was found to have a significant impact on employee perceptions of humor climate and innovative work behavior exhibition. Originality/value This study adds to the limited empirical evidence on the links between humor and innovative work behavior, especially at a group level. This study focused on humor climate as a multidimensional construct, whereas previous research mostly explored positive forms of humor in relation to different social aspects of the organization. To the best of authors’ knowledge, this study is first to use a validated scale to explore connections between innovative work behavior and humor climate.

The impact of person-organization fit on innovative work behavior

2016 ◽  
Vol 29 (2) ◽  
pp. 104-122 ◽  
Author(s):  
Bilal Afsar
Keyword(s):  
Structural Equation ◽  
Work Behavior ◽  
Perceived Fit ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Government Hospitals ◽  
Innovative Work ◽  
Person Organization Fit ◽  
The Impact ◽  
The Relationship

Purpose – The direct relationship between person-organization (P-O) fit and employee’s positive work attitudes and behaviours have been well researched. However, there has been no study on the impact of P-O fit on innovative work behaviour (IWB) of the nurses. The purpose of this paper is to fill this gap in the literature. In order to give a complete understanding of the psychology surrounding P-O fit, this study has longitudinally analysed the relationship between P-O fit and IWB along with the impact of a potential mediator, i.e. knowledge sharing behaviour (KSB) on this relationship. Design/methodology/approach – A total of 357 nurses and 71 doctors from three government hospitals of Thailand filled out the questionnaires. Structural equation modelling was used to analyse the relationships. Findings – Results of the study indicate that a nurse’s P-O fit is positively associated with both self and doctor ratings of innovative behaviours; and KSB acts as a partial mediator between P-O fit and IWB at both Times 1 and 2. These results imply that a nurse’s perceived fit in the hospital impacts his/her engagement into IWB. As nurses share knowledge with their co-workers frequently, it tends to strengthen the relationship between P-O fit and IWB. Originality/value – Study findings begin to explain how P-O fit impacts IWB of nurses. Specifically, the author find that KSB explains the relationship between P-O fit and IWB.

scholarly journals Diversity, climate and innovative work behavior

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sabina Bogilović ◽  
Guido Bortoluzzi ◽  
Matej Černe ◽  
Khatereh Ghasemzadeh ◽  
Jana Žnidaršič
Keyword(s):  
Negative Impact ◽  
Negative Relationship ◽  
Working Environment ◽  
Work Behavior ◽  
National Study ◽  
Data Set ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Group Diversity

PurposeThe purpose of this paper is to extend current discussion on the drivers of innovative work behavior (IWB) by exploring how individual perceived diversities (visible dissimilarity and cognitive group diversity) and climates (team/clan and innovative/entrepreneurial) impact IWB.Design/methodology/approachData had been collected from a cross-national study of working professionals (n = 584) from five different cultural contexts.FindingsFindings of this study indicated that cognitive group diversity mediated the negative relationship between visible dissimilarity and IWB. Further, both innovative/entrepreneurial and team/clan climates moderated the relationship between visible dissimilarity and cognitive group diversity. Such a moderation effect reduced the negative effect that visible dissimilarity had on IWB.Research limitations/implicationsA cross-sectional single-source data set.Practical implicationsFrom a managerial perspective, climates (team/clan and innovative/entrepreneurial) are central for IWB in the diverse (visible and cognitive) working environment. Thus, organizations should pay attention to create a climate (team/clan or/and innovative/entrepreneurial) that reduces the negative impact of perceived diversity in the working environment while supporting IWB.Originality/valueThis study is the first of its kind that is based on social categorization theory, empirically examining how different types of diversity (visible dissimilarity and cognitive group diversity) simultaneously reduce individuals’ IWB. Furthermore, this paper provides insights that climates (team/clan and innovative/entrepreneurial) are crucial for IWB in the diverse working environment.

Critical reflection and innovative work behavior: the mediating role of individual unlearning

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Roman Kmieciak
Keyword(s):  
Human Resource Development ◽  
Critical Reflection ◽  
Job Characteristics ◽  
Work Behavior ◽  
Work Behaviors ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
The Impact

PurposeAlthough employees' innovative work behaviors are crucial for innovativeness and the success of modern organization, the impact of individual unlearning and critical reflection on innovative work behaviors is underresearched. This study's goal is to empirically examine relationships between job characteristics, critical reflection, unlearning and innovative work behaviors.Design/methodology/approachThis study uses survey data from 252 Polish employees and the partial least squares method.FindingsThe results indicated that, among three considered job characteristics, only problem-solving demands were related to critical reflection. This study also shows that critical reflection is both direct and indirect, through individual unlearning, related to both idea generation and idea realization. However, nonmanagers have stronger relationships between unlearning and innovative work behaviors than do managers, while managers have stronger relationships between critical reflection and innovative work behaviors.Practical implicationsResults of this study may be used by human resource development managers to improve employees' innovative work behavior.Originality/valueThe study contributes to the limited empirical research on the role of critical reflection and individual unlearning for innovative work behavior. This study also explores which job characteristic affects critical reflection.

scholarly journals Effects of perceived role clarity on innovative work behavior: a multiple mediation model

2019 ◽  
Vol 55 (4) ◽  
pp. 457-472 ◽  
Author(s):  
Subhash C. Kundu ◽  
Sandeep Kumar ◽  
Kusum Lata
Keyword(s):  
Intrinsic Motivation ◽  
Job Involvement ◽  
Work Behavior ◽  
Role Clarity ◽  
Innovative Behavior ◽  
Bootstrap Analysis ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
The Impact

Purpose The purpose of this study is to assess the effect of perceived role clarity on innovative work behavior (IWB) through the mediation of intrinsic motivation and job involvement. Design/methodology/approach The data were gathered from 613 employees belonging to 196 organizations operating in India. Data were analyzed using statistical tools such as exploratory and confirmatory factor analysis, multiple regressions and bootstrapping via PROCESS. Findings Initially, the results of correlation and multiple regression analyses indicated that the perceived role clarity has positive relation with intrinsic motivation, job involvement and IWB. Further, bootstrap analysis revealed that intrinsic motivation and job involvement individually and serially mediate the effect of perceived role clarity on IWB. Research limitations/implications The study highlights the importance of the perceived role clarity in developing positive work attitudes and innovative behavior among employees. Self-reported survey and cross-sectional design are the limitations of the current study. Practical implications The study suggests that organizations should strive constantly to enhance perceptions of role clarity among employees so that they remain motivated and involved in their jobs and exhibit innovative behavior at work. Originality/value To the best of the authors’ knowledge, this is the only study to test the impact of perceived role clarity on IWB with the serial mediation of intrinsic motivation and job involvement.

scholarly journals Trust, knowledge sharing, and innovative work behavior: empirical evidence from Poland

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Roman Kmieciak
Keyword(s):  
Knowledge Sharing ◽  
Idea Generation ◽  
Work Behavior ◽  
Cross Sectional ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Knowledge Sharing Behavior ◽  
Innovative Work ◽  
The Impact ◽  
Sharing Behavior

PurposeThe purpose of this paper is to assess the effects of two types of trust (vertical and horizontal trust) on knowledge sharing (knowledge donating and knowledge collecting) and the impact of knowledge sharing on innovative work behavior (idea generation and idea realization). The study also explores the mediating role of knowledge sharing.Design/methodology/approachPartial least squares path modeling and data collected from 252 participants at one large Polish capital group were used to test the research hypotheses.FindingsThe results showed that both vertical trust and horizontal trust are positively related to knowledge donating and knowledge collecting. Contrary to knowledge collecting, knowledge donating is significantly related to idea generation, which is highly correlated with idea realization. There is no direct relation between knowledge sharing behavior and idea realization. Knowledge donating mediates the relationship between vertical trust and idea generation.Research limitations/implicationsSelf-reports and the cross-sectional nature of the data collection are the main limitations of this study.Practical implicationsThe results allow managers to better understand what factors and processes contribute to greater employee innovativeness.Originality/valueTo the best of the author's knowledge, the study is the first to examine the relationships among vertical trust, horizontal trust, knowledge donating, knowledge collecting, idea generation and idea realization in an integrated way. This paper answered the questions (1) which type of trust is more important for knowledge sharing, and (2) which type of knowledge sharing behavior is more important for innovative work behavior. This paper investigated whether differences in the strength of relationships between constructs are significant.

Do nurses display innovative work behavior when their values match with hospitals’ values?

2018 ◽  
Vol 21 (1) ◽  
pp. 157-171 ◽  
Author(s):  
Bilal Afsar ◽  
Sadia Cheema ◽  
Bilal Bin Saeed
Keyword(s):  
Psychological Empowerment ◽  
Value Congruence ◽  
Work Behavior ◽  
Public Health Care ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Mediating Role ◽  
Innovative Work ◽  
The Impact

Purpose The purpose of this paper is to draw on organizational psychology, innovation and knowledge management literatures to investigate the impact of a nurse’s person-organization (P-O) fit on his/her innovative work behavior (IWB). Furthermore, in order to understand the psychological mechanisms surrounding this relationship, the authors examine the mediating role of psychological empowerment and the moderating role of knowledge sharing behavior. Design/methodology/approach Data were collected from 441 nurses and 73 doctors through structured questionnaires from four public sector hospitals in Thailand. Findings Results of the study indicate that nurse’s P-O fit is positively related to both self (nurse) and doctor’s ratings of innovative behaviors and that psychological empowerment mediates this relationship. These results imply that a nurse’s perception of value congruence impacts his/her perception about feeling of empowerment, which in turn helps in engaging him/her into acts of innovativeness more often. The results also show that the relationship between P-O fit and IWB is stronger among nurses who frequently share their best practices and mistakes with co-workers. Originality/value Employee involvement in innovative work is of crucial importance for organization’s competitiveness, especially in the nursing profession. The compatibility between personal and organizational values is a vital ingredient of our personal, social and professional worlds. Although research has identified some antecedents of nurses’ IWB, it is unclear how P-O fit influence nurses’ IWB. Nurses with stronger value congruence when empowered psychologically may respond more effectively to display IWBs in current dynamic and challenging public health care work environments.

Impact of humble leadership on project success: the mediating role of psychological empowerment and innovative work behavior

2020 ◽  
Vol 41 (3) ◽  
pp. 349-367
Author(s):  
Mudassar Ali ◽  
Li Zhang ◽  
Syed Jamal Shah ◽  
Salim Khan ◽  
Adnan Muhammad Shah
Keyword(s):  
Project Success ◽  
Psychological Empowerment ◽  
Work Behavior ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Mediating Role ◽  
Innovative Work ◽  
The Impact ◽  
The Relationship ◽  
Humble Leadership

PurposeThis paper aims to examine the impact of humble leadership on project success. The mediating effects of psychological empowerment and innovative work behavior on the relationship between humble leadership and project success are tested.Design/methodology/approachData were collected from 337 individuals employed in the civil construction sector of Pakistan.FindingsThe results showed that humble leadership is positively related to project success. Furthermore, psychological empowerment and innovative work behavior partially mediate the relationship between humble leadership and project success.Originality/valueDrawing on conservation of resource theory, this study found that how humble leadership is important for project success and thus extends the utility of the concept of humble leadership to the project literature.

scholarly journals Developmental Human Resource Configuration, Unique Human Capital, and Employee Innovative Work Behavior: A Multilevel Moderated Mediation Model

SAGE Open ◽  
2021 ◽  
Vol 11 (2) ◽  
pp. 215824402110279
Author(s):  
Po-Chien Chang ◽  
Man-Jing Zhang ◽  
Ting Wu
Keyword(s):  
Human Capital ◽  
Human Resource ◽  
Social Exchange ◽  
Work Behavior ◽  
High Tech ◽  
Full Time ◽  
Resource Configuration ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Empowerment Climate

Drawing on social exchange theory (SET), the purposes of this research are to investigate the effect that developmental human resource configuration (DHRC) has on employee innovative work behavior (IWB) and to examine the role that an empowerment climate plays in the relationship. The study assumes that knowledge workers perform IWB if they perceive the application of DHRC and the empowerment climate to support autonomy, information sharing, and team accountability. The data were collected from 37 R&D managers and 370 full-time R&D engineers, constituting 37 different high-tech companies in Guangdong province, China. Results show that a positive relationship between DHRC and IWB was found and was partially mediated by unique human capital. Findings also demonstrate that empowerment climates strengthen this relationship. The implications of the findings and future directions for research are further discussed.

Dynamics of affordability and immigration in the Canadian housing market

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Vikkram Singh
Keyword(s):  
Low Income ◽  
Negative Impact ◽  
Policy Formulation ◽  
Housing Affordability ◽  
Immigrant Integration ◽  
Full Time ◽  
Content Type ◽  
Assistance Programs ◽  
Essential Contribution ◽  
The Impact

Purpose This study aims to make two major contributions. First, given the literature gap in housing unaffordability for different immigrant groups in Canada, it makes an essential contribution to the literature. To the best of the knowledge, this study is the first study of its kind to examine housing unaffordability by examining different immigrant groups. Second, differences in unaffordability can help understand the decline in welfare, as it can have financial implications and a negative impact on health outcomes. Third, this study’s findings are valuable for policy formulation to improve immigrant integration and ease the housing unaffordability crisis. Design/methodology/approach This study examines the determinants of housing affordability to investigate differences among various immigrant groups in Canada. A bivariate logit model using public microdata from the Canadian census estimates the determinants of moderate and severe unaffordability. Additionally, the separation of tenants and owners provides insights into the dynamics of unaffordability. The results show significant differences between immigrant groups with higher levels of unaffordability among Asian immigrants. The insights can help devise and implement housing assistance programs to address the challenges arising from the post-COVID-19 pandemic phase. Findings The results indicate that unaffordability declines with increasing age, education and full-time employment. Gender dynamics are evident, with women faring worse than men regarding the likelihood of extreme housing unaffordability. Households face a greater likelihood of unaffordability in more populous provinces and larger census metropolitan areas that struggle with the high cost of living, racial disparities and low income. Immigrants, especially from Asia, Africa and the Middle East, continue to struggle with chronic and severe unaffordability issues. The impact is much more severe for those renting, exemplifying the strain it is taking on the financial health of recent immigrants. Originality/value Given the literature gap in housing unaffordability for different immigrant groups in Canada, it makes an essential contribution to the literature. To the best of the knowledge, this study is the first study of its kind to examine housing unaffordability by examining different immigrant groups.

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