Antecedents of innovative work behaviour in healthcare: does efficacy play a role?

2019 ◽  
Vol 33 (1) ◽  
pp. 45-61
Author(s):  
Chiara Oppi ◽  
Afsaneh Bagheri ◽  
Emidia Vagnoni
Keyword(s):  
Collective Efficacy ◽  
Healthcare Setting ◽  
Public Healthcare ◽  
Main Concern ◽  
Healthcare Organizations ◽  
Content Type ◽  
Italian Regions ◽  
Innovative Behaviour ◽  
Innovative Work ◽  
Innovative Work Behaviour

Purpose Exploring how to enhance innovative work behaviour (IWB) has been the main concern of top managers and researchers, particularly in knowledge-intensive and public organizations. Yet, studies investigating factors that shape innovative behaviour at work are scarce. Focussing on the healthcare setting, the purpose of this paper is to hypothesize a direct relationship between individuals’ perceived creative self-efficacy (CSE), creative collective efficacy (CCE) and IWB. Design/methodology/approach The research used survey data from 446 clinical managers working in public healthcare organizations in six different Italian regions and a set of previously validated questionnaires to measure the study variables. Findings Findings suggest that clinical managers’ perceptions of their CSE and their perceived CCE significantly influence their self-reported IWB. Research limitations/implications Findings highlight the importance of constructing and developing clinical managers’ efficacy in creativity at both an individual and team level in order to incentivize the emergence of innovation behaviour. Further research is needed to assess the existence of mediating and/or moderating mechanisms underlying the relationships emerging from this study in order to support decision makers in diffusing innovation and creativity in healthcare organizations. Originality/value The research adds to the debate on improving IWB by introducing perceived individual and team creative efficacy as determinants of IWB in healthcare organizations. The research is among the first attempts to contribute to healthcare organizations’ management through exploring clinical managers’ characteristics that influence their IWB.

Leadership and innovative work behaviour within Ghanaian metropolitan assemblies: mediating role of resource supply

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Frank Baafi ◽  
Abraham Ansong ◽  
Kennedy Etse Dogbey ◽  
Nicodemus Osei Owusu
Keyword(s):  
Transformational Leadership ◽  
Local Government ◽  
Transactional Leadership ◽  
Structural Equation ◽  
Public Servants ◽  
Content Type ◽  
Innovative Behaviour ◽  
Innovative Work ◽  
Innovative Work Behaviour

PurposeThis study explores the role of transformational leadership, transactional leadership and resource supply in enhancing innovative work behaviour using the mediation model.Design/methodology/approachSurvey data was gathered from 314 local government staff from the six metropolitan assemblies in Ghana. Structural equation modelling was used for the analysis.FindingsThe results suggest that transformational and transactional leadership behaviours provided an impetus for innovative behaviours. Also, resource supply was found to mediate the relationship between transformational leadership behaviours and innovative work behaviour.Practical implicationsPublic managers can improve the innovative behaviour of public servants by providing resources for innovation, setting up proper reward structures, communicating vision clearly and clarifying performance expectations.Originality/valueThis is the first study to investigate innovative work behaviour within the Ghanaian local government sector and the context of a developing country in Africa. The study extends the literature on innovative work behaviour by exploring the role of leadership and resource supply.

scholarly journals Impact of Collective-Efficacy and Self-Efficacy on the Innovative Work Behaviour of Teachers in the Nilgiris District, Tamil Nadu

2017 ◽  
Vol 5 (1) ◽  
Author(s):  
J Parthasarathy ◽  
T Premalatha
Keyword(s):  
Collective Efficacy ◽  
Self Efficacy ◽  
Tamil Nadu ◽  
Sampling Method ◽  
Correlation Coefficients ◽  
Innovative Behaviour ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
The Nilgiris ◽  
Type Of School

The study presented here is to understand the level of collective-efficacy and self-efficacy of teachers in the Nilgiris District Tamil Nadu. The study also helps us to understand the influence of collective-efficacy and self-efficacy on the innovative behaviour of Teachers. Stratified Random Sampling Method is used in this study to select 90 school teachers. The data is analysed using descriptive statistics and Pearson’s Correlation Coefficients. In this study, the correlation between collective-efficacy and innovative work behaviour, self-efficacy and innovative work behaviour and collective-efficacy and self-efficacy were studied. The levels of collective- efficacy and self-efficacy and their influence on the innovative work behaviour were studied in teachers based on their designation, gender, experience and the type of school in which they work.

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.

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.

Emotional intelligence and innovative work behaviour in knowledge-intensive organizations: how tacit knowledge sharing acts as a mediator?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shehla Malik
Keyword(s):  
Emotional Intelligence ◽  
Knowledge Sharing ◽  
Tacit Knowledge ◽  
Content Type ◽  
Mediating Role ◽  
Tacit Knowledge Sharing ◽  
Innovative Work ◽  
Knowledge Intensive Organizations ◽  
Innovative Work Behaviour ◽  
Knowledge Intensive

Purpose This study aims to examine the underlying process through which emotional intelligence impacts employees’ innovative work behaviour by testing the mediating role played by tacit knowledge sharing in organizations. The direct and indirect effects of emotional intelligence on innovative work behaviour of employees were explored. Design/methodology/approach A structured survey questionnaire was used to collect data from 171 full-time employees of five high-tech knowledge-intensive organizations located in India. The hypotheses were tested using partial least squares structural equation modelling. Findings The results revealed that emotional intelligence had a direct positive impact on tacit knowledge sharing and innovative work behaviour of employees. Similarly, tacit knowledge sharing positively influenced innovative work behaviour. The study further showed that the relationship between emotional intelligence and innovative work behaviour was partially mediated by tacit knowledge sharing. Practical implications To enhance innovative behaviour at work, organizations should concentrate on building the emotional competencies of its employees to increase their emotional intelligence level through suitable training programs. Besides, organizations should also focus on shaping a knowledge-sharing culture by building systems and processes through which free exchange of tacit knowledge among employees can be promoted to enhance their innovative work behaviour. Originality/value This study contributes to the existing pool of knowledge by demonstrating the unexplored effect of emotional intelligence on innovative work behaviour via the mediating role of tacit knowledge sharing. It also advances current literature on emotional intelligence, tacit knowledge sharing and innovative work behaviour by discussing useful theoretical implications of the findings.

scholarly journals HRM and innovative work behaviour: a systematic literature review

2017 ◽  
Vol 46 (7) ◽  
pp. 1228-1253 ◽  
Author(s):  
Anna Bos-Nehles ◽  
Maarten Renkema ◽  
Maike Janssen
Keyword(s):  
Training And Development ◽  
Journal Articles ◽  
Content Type ◽  
Hrm Practices ◽  
Innovative Climate ◽  
Huge Impact ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
The Difference ◽  
The Relationship

Purpose Although we know that HRM practices can have a huge impact on employees’ innovative work behaviour (IWB), we do not know exactly which practices make the difference and how they affect IWB. Thus, the purpose of this paper is to determine the best HRM practices for boosting IWB, to understand the theoretical reasons for this, and to discover mediators and moderators in the relationship between HRM practices and IWB. Design/methodology/approach Based on a systematic review of the literature, the authors carried out a content analysis on 27 peer-reviewed journal articles. Findings Working with the definitions and items provided in the articles, the authors were able to cluster HRM practices according to the ability-motivation-opportunity framework. The best HRM practices for enhancing IWB are training and development, reward, job security, autonomy, task composition, job demand, and feedback. Practical implications The results of this study provide practical information for HRM professionals aiming to develop an HRM system that generates innovative employee behaviours that might help build an innovative climate. Originality/value A framework is presented that aggregates the findings and clarifies which HRM practices influence IWB and how these relationships can be explained.

Vocational education teachers’ personal network at school as a resource for innovative work behaviour

2018 ◽  
Vol 30 (3) ◽  
pp. 174-185 ◽  
Author(s):  
Gerhard Messmann ◽  
Regina H. Mulder ◽  
Tuire Palonen
Keyword(s):  
Vocational Education ◽  
Descriptive Analysis ◽  
Network Size ◽  
Survey Study ◽  
Boundary Crossing ◽  
Personal Network ◽  
Content Type ◽  
Innovative Work ◽  
Innovative Work Behaviour

Purpose This paper aims to investigate the role of characteristics of vocational education teachers’ personal network at the workplace for determining the resources that enable them to cope with innovation-related demands at work. Design/methodology/approach A survey study with 48 vocational education teachers is carried out. Social network analysis, correlation analysis, and a comparative descriptive analysis of cluster profiles of teachers’ personal network at the workplace are carried out. Findings This study provides evidence for the role of network size as a facilitator of innovative work behaviour (IWB) outside the classroom. However, smaller networks can also support the development of innovations if they contain dense interactions with experienced, innovative professionals. Research limitations/implications This study implies to further investigate the role of network size in relation to the kind of network interactions (e.g. density of interactions and experience of members) in the context of larger and versatile work contexts. Practical implications This study implies that organisations should provide structures, tasks and events (e.g. interdisciplinary work teams and boundary crossing events) that enable employees to build network connections that help them to manage work-related demands. Employees themselves should reflect on their personal interaction preferences, their specific needs for support and the availability of co-workers who can provide this support. Originality/value This study contributes to the discourse on the relationship between professional networks and the development of innovations. Especially, the social work context and its role for IWB have hardly been investigated from a network perspective.

scholarly journals Authentic and transformational leadership and innovative work behaviour: the moderating role of psychological empowerment

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Matej Grošelj ◽  
Matej Černe ◽  
Sandra Penger ◽  
Barbara Grah
Keyword(s):  
Transformational Leadership ◽  
Authentic Leadership ◽  
Psychological Empowerment ◽  
Added Value ◽  
Content Type ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of this paper is to analyse the moderating role of psychological empowerment on the relationships between authentic leadership and innovative work behaviour, as well as transformational leadership and innovative work behaviour.Design/methodology/approachWe have applied the mixed-method research on the selected case study. The quantitative field study was conducted on a sample of 126 employees in a multinational technological company. A series of paired sample t-tests were followed by a hierarchical regression analysis to test the hypotheses. The qualitative study consists of a content analysis of in-depth semi-structured interviews with four leaders.FindingsThe research provides further confirmation of the positive relationship between leadership and innovative work behaviour. Specifically, the results showed that psychological empowerment moderates the relationship between leadership (authentic as well as transformational leadership) and innovative work behaviour.Originality/valueThis paper contributed to leadership and innovation literature and provided insights in studying the boundary conditions on the relationship between authentic leadership, as well as transformational leadership, in stimulating innovative work behaviour through the moderating role of psychological empowerment. The added value is expanded by introducing the comparison of the two leadership theories.

Team-member exchange and innovative work behaviour

2019 ◽  
Vol 11 (3) ◽  
pp. 344-361 ◽  
Author(s):  
Vinit Ghosh ◽  
Manaswita Bharadwaja ◽  
Sresha Yadav ◽  
Gaurav Kabra
Keyword(s):  
Self Efficacy ◽  
Team Member ◽  
Psychological Empowerment ◽  
Content Type ◽  
Team Member Exchange ◽  
Member Exchange ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
Creative Self ◽  
Innovative Output

Purpose In the context of team's influence on its members, this paper aims to investigate the effects of team-member exchange (TMX) on members' innovative work behaviour (IWB). The current study presents a moderated mediation model and examines the mechanisms and conditions involved in TMX-IWB relationship. Design/methodology/approach A quantitative research methodology was adopted where 156 engineering and management students (grouped into 33 teams) were given a task in the form of an assignment to be completed in three weeks’ timeframe. Post task, perceptions about TMX and IWB of members were captured using a questionnaire and the innovative output of each team was assessed using multi-rater technique. Findings Psychological empowerment fully mediates TMX’s effect on team member's IWB. Furthermore, the results indicate that creative self-efficacy moderates the mediated path from TMX to IWB via psychological empowerment. The mediating effect of psychological empowerment is stronger when creative self-efficacy of a team member is higher. Furthermore, the relation between group-level innovative behaviour and the team's innovative output has been established. Originality/value The current research has contributed to the limited literature on team performance and management. This paper has uniquely investigated psychological empowerment in the context of TMX and IWB. The paper has encapsulated the theoretical and practical underpinnings of the mediated effect of psychological empowerment on team members' innovation-oriented behaviour.

Medical commitment to Lean: an inductive model development

2018 ◽  
Vol 31 (3) ◽  
pp. 326-342 ◽  
Author(s):  
Pierre-Luc Fournier ◽  
Marie-Hélène Jobin
Keyword(s):  
Conceptual Model ◽  
Model Development ◽  
Academic Research ◽  
Public Healthcare ◽  
Healthcare Organizations ◽  
Behavioral Support ◽  
Change Initiatives ◽  
Lean Implementation ◽  
Content Type ◽  
Inductive Research

Purpose The purpose of this paper is to study the factors influencing doctors’ involvement in Lean change initiatives in public healthcare organizations in Canada. Design/methodology/approach An inductive research was conducted over a three-year span studying Lean implementation across three healthcare organizations in Canada. Various interviews were conducted with healthcare actors. Through analytical induction, analysis of the data allowed for multiple factors to be triangulated from which a conceptual model was developed. Findings Fifty-four interviews with 18 Lean healthcare actors allowed for the identification of ten factors possibly influencing the commitment of doctors towards Lean change. These factors are categorized into pre-change antecedents and change antecedents. Also, the level of transformational leadership demonstrated by a project manager was shown to potentially moderate the effect of medical behavioral support for change on change outcomes. These findings allowed us to develop a conceptual model of medical commitment and its impact of Lean change outcomes. Originality/value The paper investigates the role doctors play in Lean implementation, currently an important issue discussed among healthcare actors and researchers. Yet, very little academic research has been published on this subject.

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