Is innovation behavior congenital? Enhancing job satisfaction as a moderator

2014 ◽  
Vol 43 (2) ◽  
pp. 288-302 ◽  
Author(s):  
Han-Jen Niu
Keyword(s):  
Job Satisfaction ◽  
Service Industry ◽  
Total Sample ◽  
Moderating Effect ◽  
Hierarchical Regression ◽  
Innovative Behavior ◽  
Content Type ◽  
Knowledge Based Economy ◽  
Individual Innovative Behavior ◽  
Business Competitiveness

Purpose – In the age of the knowledge-based economy, innovation has become a significant factor in business competitiveness. The purpose of this paper is to explore the moderating effect of job satisfaction on the relationship between personality and employees' individual innovative behavior in the service industry. Design/methodology/approach – The object of this research is the employee in service industry in Taiwan. A total sample of 626 employees in five service industry categories was taken in Taiwan's service industry. The descriptive statistical analyses and hierarchical regression were adopted. Findings – The results show that job satisfaction positively affects individual innovative behavior, and also has moderating effect on personality traits and innovative behavior. Originality/value – Innovative behavior is not only congenital, that can be stimulated by job satisfaction.

The effect of actual workplace learning on job satisfaction and organizational commitment

2019 ◽  
Vol 31 (8) ◽  
pp. 481-497 ◽  
Author(s):  
Geunpil Ryu ◽  
Seong-Gin Moon
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resource Development ◽  
Workplace Learning ◽  
Learning Experience ◽  
Work Attitudes ◽  
Moderating Effect ◽  
Data Set ◽  
Content Type ◽  
Learning Programs

Purpose This study aims to examine the effect of workplace learning experience and intrinsic learning motive on job satisfaction and organizational commitment. In addition, the study examined the moderating effect of intrinsic learning motives on the relationship between learning experience and job satisfaction and organizational commitment. Design/methodology/approach The current research used the Human Capital Corporate Panel survey data set, which aimed to explore how human resource development practices influence corporate performance. In all, 10,003 samples from 441 companies were used for data analysis. Findings Results indicate that taking part in workplace learning programs positively affects job satisfaction and organizational commitment. Likewise, intrinsic learning motives are also positively related to work attitudes. However, no interaction effect between the intrinsic learning motive and the learning experience was found, which may imply that an autonomous extrinsic learning motive is a better predictor for explaining job satisfaction than is a purely intrinsic learning motive within an organizational context. Originality/value Little research has examined the actual effect of workplace learning programs on employees’ attitudes regarding job satisfaction and organizational commitment. Furthermore, to the authors’ knowledge, no research has examined the moderating effect of intrinsic learning motive with workplace learning experience on employees’ positive work attitudes.

Restaurant dependence/autonomy in the supply chain and market responsiveness

2018 ◽  
Vol 30 (9) ◽  
pp. 2945-2964 ◽  
Author(s):  
Meehee Cho ◽  
Mark A. Bonn ◽  
Alex Susskind ◽  
Larry Giunipero
Keyword(s):  
Information Technology ◽  
Supply Chain ◽  
Technology Adoption ◽  
Moderating Effect ◽  
Hierarchical Regression ◽  
Content Type ◽  
Information Technology Adoption ◽  
Supply Relationship ◽  
Market Responsiveness ◽  
Positive Effect

Purpose This study aims to understand how restaurant dependence and autonomy within the supply chain influence market responsiveness. An examination of influences related to improving market responsiveness was also conducted by investigating the moderating roles of information technology adoption and trust. Design/methodology/approach Hierarchical regression models were developed to test the hypothesized relationships. In particular, data were obtained from only independent restaurant owners and managers because of their ability to select and determine their own suppliers. Findings Results revealed that restaurant autonomy from suppliers has a more positive effect on market responsiveness than supplier dependence. The moderating test results revealed that information technology adoption significantly improved the relationships between restaurant dependence and market responsiveness, while exhibiting no significant moderating effect. Restaurant trust in suppliers significantly improved the positive effect of autonomy upon market responsiveness; however, it had no significant moderating effect on this link. Originality/value This study was conducted to identify what types of supplier relationships should be pursued to improve the independent restaurant’s ability to effectively respond to market conditions. The findings regarding the moderating effects of information technology adoption and trust provided clear evidence that buyer–supply relationship strategies should be developed in consideration of those distinguishable characteristics unique to the operations and environment of independent restaurants. Practical implications Findings can be applied to developing desirable relationships with suppliers characterized by restaurant dependence or autonomy and contribute to improving managerial actions for independent restaurants involving adopting information technology and building trust.

When does motivation to learn reduce innovative behavior? An examination of mediated-moderation model

2018 ◽  
Vol 13 (4) ◽  
pp. 564-581 ◽  
Author(s):  
Ming-Chuan Yu ◽  
Xiao-Tao Zheng ◽  
Greg G. Wang ◽  
Yi Dai ◽  
Bingwen Yan
Keyword(s):  
Organizational Context ◽  
Interactive Effect ◽  
Moderating Effect ◽  
Motivation To Learn ◽  
Innovative Behavior ◽  
Content Type ◽  
Knowledge And Skills ◽  
Transfer Climate ◽  
Motivation To Transfer ◽  
The Relationship

Purpose The purpose of this paper is to test and explain the context where motivation to learn (MTL) reduces innovative behavior in the organizational context. Design/methodology/approach The authors used questionnaire survey to collect data in a field study. In order to test the moderating effect of transfer climate, MTL on the relationship between MTL and innovative behavior, a sample of 606 employees was analyzed to examine the theoretical expectation by using multiple regression and bootstrapping. Findings The authors found employees motivated to learn showed less innovative behavior when perceived transfer climate is less favorable. The authors further revealed that motivation to transfer mediates the moderating effect of transfer climate for the relationship between MTL and innovative behavior. Research limitations/implications One suggestion for further research is to investigate the relationship among the four constructs by using multi-source, multi-wave and multi-level method. Practical implications This study provides several useful guidance of how organization and manager avoid the negative effects of MTL through encouraging employees to learn new knowledge and skills, and providing employee opportunities to use their acquired knowledge and skills. Originality/value The authors contribute to the motivational literature by taking a step further to understand the effect of MTL. The authors propose and confirm that employee MTL can lead to negative outcomes when individuals perceived transfer climate is low. The results offer new insight beyond previous findings on positive or non-significant relationship between MTL and innovative behavior. The results further show that this interactive effect is induced by motivation to transfer. Particularly, low transfer climate reduces individuals’ motivation to transfer, and individuals with high MTL have low innovative behavior when they are less motivated to transfer.

Contingent worker monetary influence, work attitudes and behavior

2019 ◽  
Vol 48 (7) ◽  
pp. 1669-1684 ◽  
Author(s):  
Daniel Johnson ◽  
Christopher J. Lake
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Hierarchical Regression ◽  
Contingent Workers ◽  
Pay Satisfaction ◽  
Contingent Work ◽  
Cross Sectional ◽  
Content Type ◽  
And Behavior ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationships between pay satisfaction, global job satisfaction, loyalty and organizational citizenship behaviors (OCBs) – as they all pertain to contingent workers. The proposed model suggests, due to the nature of contingent work, pay satisfaction will influence the above variables. Additionally, this study aims to explore the relationship between pay satisfaction and OCB directed toward an individual employee. Design/methodology/approach This study used a cross-sectional research design, administering a web-based survey to the participants (n=117) for data collection. Hierarchical regression, correlation and relative importance analyses were used for hypothesis testing. Findings The results suggest pay satisfaction of contingent workers is positively related to global job satisfaction, loyalty to a hiring agency, loyalty to a client company and OCB directed toward a client organization. Originality/value The primary contribution of the current study was the assessment of extrinsic rewards and their relationship to job satisfaction, loyalty and OCBs among contingent workers. This appears to be the first study to assess the relationship between pay satisfaction and loyalty, along with OCBs of contingent workers. The findings establish the importance of pay when loyalty to both staffing agency and client company is considered.

scholarly journals The relationship between intellectual capital information and firms’ market value: a study from an emerging economy

2019 ◽  
Vol 24 (1) ◽  
pp. 39-51
Author(s):  
A.A. Ousama ◽  
Mashael Thaar Al-Mutairi ◽  
A.H. Fatima
Keyword(s):  
Intellectual Capital ◽  
Firm Value ◽  
Stock Exchange ◽  
Market Value ◽  
Total Sample ◽  
Emerging Economy ◽  
Annual Reports ◽  
Content Type ◽  
Knowledge Based Economy ◽  
The Relationship

Purpose The purpose of this paper is to investigate the relationship between the intellectual capital (IC) information reported in the annual reports and market value of the companies listed on the Qatar Stock Exchange. Design/methodology/approach The study is based on a panel data collected from the annual reports and Bloomberg database for six years, specifically the periods 2010-2012 and 2016-2018. The total sample consists of 252 observations. The theoretical framework was developed in reference to the resource-based theory. The regression model is based on Ohlson’s model, which has been modified by including IC information. Findings The study found that there is a significant relationship between IC information and firm market value. This finding indicates that companies report their IC to help the stakeholders (e.g. shareholders, investors) to understand the real value of the company (which includes IC values). Practical implications The shift to a knowledge-based economy (KBE) has made knowledge a driver for economic growth, and it has become more important than capital, land and labour. This shift makes IC and resources vital for companies to create wealth, value and gain competitive advantage. The State of Qatar plans to transform its economy to a KBE in its “Qatar Vision 2030”. The findings of the study show that the companies have started to depend more on IC to contribute to transforming Qatar’s economy to a KBE. Originality/value This study could be considered a pioneer study to examine the association of IC disclosure and firm value in Qatar. Furthermore, prior literature has mixed findings, which justifies further investigation of IC’s effect on market value, particularly in the emerging economy of Qatar.

Satisfaction with an expatriate job

2019 ◽  
Vol 7 (3) ◽  
pp. 255-268 ◽  
Author(s):  
Liisa Mäkelä ◽  
Hilpi Kangas ◽  
Vesa Suutari
Keyword(s):  
Job Satisfaction ◽  
Design Methodology ◽  
Physical Distance ◽  
Hierarchical Regression ◽  
Work Situation ◽  
Organizational Relationships ◽  
Content Type ◽  
Functional Distance ◽  
Common Effect ◽  
The Common

Purpose The purpose of this paper is to focus on satisfaction with an expatriate job and how such satisfaction is linked to leadership. Specifically, this research examines how two different kinds of distances – physical distance and functional distance – between an expatriate and his/her supervisor are related to satisfaction with the expatriate job. Design/methodology/approach The study was conducted among 290 Finnish expatriates. Moderated hierarchical regression analysis was conducted in order to test the research hypothesis. Findings The results show that low functional distance with a supervisor is related to greater satisfaction with the expatriate job. The physical distance is not directly connected to expatriate job satisfaction, but the common effect of the two types of distance shows that among those whose functional distance is low, working in the same country with the leader is linked to greater expatriate satisfaction than recorded among those who were physically distant. Interestingly, expatriates with high functional distance are more satisfied with the expatriate job if they work in a different country to their supervisor. Originality/value This study makes a contribution in three areas; first, it addresses the understudied phenomena of international work-specific job satisfaction, specifically satisfaction with an expatriate job. Second, it provides new knowledge on the outcomes of leader distance in the context of expatriation, a work situation that is inherently related to changes in physical location and to organizational relationships. Third, it contributes to leadership literature and highlights the importance of the conditions and the context in which leadership occurs.

scholarly journals The role of blocked gratitude in non-voluntary tipping

2020 ◽  
Vol 34 (7) ◽  
pp. 983-997
Author(s):  
Ismail Karabas ◽  
Jeff Joireman
Keyword(s):  
Service Quality ◽  
Positive Emotions ◽  
Service Industry ◽  
Effect Study ◽  
Process Models ◽  
Hierarchical Regression ◽  
Quality Service ◽  
Negative Effects ◽  
Content Type ◽  
Return Intentions

Purpose Non-voluntary tipping (e.g. automatic gratuity) has received growing attention in the service industry. Existing research suggests customers respond unfavorably to non-voluntary tipping, yet little research has examined why. The current study aims to address this question, with particular interest in response to non-voluntary tipping under high-quality service. Design/methodology/approach Two scenario-based experiments tested the proposed hypotheses in between-participants design using ANOVA, hierarchical regression and PROCESS. Findings Study 1 showed that non-voluntary tipping resulted in higher negative emotions, which led to lower return intentions. Surprisingly, the negative effect of non-voluntary tipping was as strong (or stronger) under high (vs low) quality service. To understand this counterintuitive effect, Study 2 developed and tested two competing process models (i.e. blocked vengeance vs blocked gratitude). Supporting the blocked gratitude model, results revealed that non-voluntary tipping hinders customers’ ability to reward service employees, undermining positive emotions and lowering return intentions. Research limitations/implications Current work was conducted in two settings using two scenario-based experiments. Hence, additional settings with non-scenario-based studies are encouraged. Practical implications The present work cautions managers considering a move to non-voluntary tipping to be aware of its negative effects, especially when the service quality is high. The blocked gratitude model suggests that managers should clarify methods available for customers who wish to reward good service. Originality/value This paper is the first to examine customer response to non-voluntary tipping under different levels of service quality and the underlying emotional mechanisms.

The effect of Zhong-yong thinking to employee survival ability: taking Chinese employees as an example

2020 ◽  
Vol 40 (11/12) ◽  
pp. 1319-1336
Author(s):  
Chunyu Zhang ◽  
Chunshuo Chen
Keyword(s):  
Social Capital ◽  
Knowledge Sharing ◽  
Code Of Conduct ◽  
Moderating Effect ◽  
Hierarchical Regression ◽  
Content Type ◽  
Knowledge Sharing Behavior ◽  
The Relationship ◽  
Sharing Behavior

PurposeZhong-yong thinking is a code of conduct of the Chinese people. The purpose of this study is to explore the relationship among Zhong-yong thinking, social capital, knowledge sharing behavior, and employee survival ability.Design/methodology/approachZhong-yong thinking including multi-thinking, integration and harmony, taking a case study of private enterprise in Guangxi of China. Based on the literature, the establishment of the theoretical model and hierarchical regression analysis are explored.FindingsThe multi-thinking, integration and harmony of Zhong-yong thinking have a significant positive effect on social capital and employee survival ability. In addition, employee survival ability is positively affected by social capital. Moreover, knowledge sharing behavior has a positive moderating between the multi-thinking dimension of Zhong-yong thinking and social capital, and the remaining dimensions have no moderating effect. Knowledge sharing behavior has no moderating effect on the relationship between social capital and employee survival ability.Practical implicationsZhong-yong thinking and social capital are actively affecting employee survival ability. Therefore, companies need to work harder to improve their employees' Zhong-yong thinking and social capital.Originality/valueThe paper extends Zhong-yong thinking, social capital and employee survival ability literature to fill gaps in how China people require to both access employee survival ability. The policy value of the work is in suggesting ways to facilitate employee survival ability of China.

The effects of the perceived external prestige of the organization on employee deviant workplace behavior

2016 ◽  
Vol 28 (2) ◽  
pp. 366-396 ◽  
Author(s):  
Muharrem Tuna ◽  
Issam Ghazzawi ◽  
Murat Yesiltas ◽  
Aysen Akbas Tuna ◽  
Siddik Arslan
Keyword(s):  
Service Industry ◽  
Population Sample ◽  
Specific Area ◽  
Work Behavior ◽  
Hierarchical Regression ◽  
Workplace Behavior ◽  
Content Type ◽  
Mediating Role ◽  
Perceived External Prestige ◽  
Deviant Workplace Behavior

Purpose – This paper aims to examine the effects of perceived external prestige (PEP) on deviant workplace behavior (DWB) and the mediating role of job satisfaction (JS). Design/methodology/approach – The relationship was tested via hierarchical regression analyses. The study used data drawn from 401 employees of five-star hotels located in the Turkish cities of Ankara and Antalya. Findings – The study findings suggest that there is a negative correlation between JS and organizational deviant work behaviors. Employees’ satisfaction leads to workplace harmony and brings employees closer to the purpose of the organization. Additionally, the study shows that positive PEP reflects positively on JS and vice versa. JS plays a mediating role between PEP and DWB. Research limitations/implications – The first limitation of the study is that the sample involves a specific area and, therefore, may not be generalizable. Additionally, the study contains only five-star hotels. Therefore, future researchers could replicate the findings with a heterogeneous population sample comprising employees of various hotels’ levels. Originality/value – The external reputation of an organization (image) is an important subject for researchers, as it fosters organizational members’ JS, and higher PEP decreases members’ deviant work behavior. This empirical study focuses on hospitality employees because this group has not received attention from researchers, despite their importance as the top contributors to the high-level service industry.

Structural empowerment and organisational citizenship behaviour

2020 ◽  
Vol 49 (7) ◽  
pp. 1435-1449
Author(s):  
Genuine Narzary ◽  
Sasmita Palo
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Modelling ◽  
Structural Equation ◽  
Small Sample ◽  
Moderating Effect ◽  
Structural Empowerment ◽  
Content Type ◽  
Equation Modelling ◽  
Auxiliary Nurse ◽  
Positive Effect

PurposeThe present study aims at investigating mediating–moderating effect of job satisfaction between structural empowerment and organisational citizenship behaviour.Design/methodology/approachThe study was conducted using standardised questionnaires. Responses were gathered from 178 auxiliary nurse and midwives working in primary health care centres in Chirang and Kokrajhar districts of Assam. Census method of data collection was adopted. The mediating–moderating effect of job satisfaction was assessed using the structural equation modelling.FindingsStructural equation modelling result shows that structural empowerment has significant and positive effect on job satisfaction (0.68) and organisational citizenship behaviour (0.37). Job satisfaction has significant and positive effect on organisational citizenship behaviour (0.39). Job satisfaction significantly mediates-moderates (0.23) between structural empowerment and organisational citizenship behaviour.Research limitations/implicationsGiven the only female auxiliary nurse and midwives and comparatively small sample obtained in this study, no attempt should be made to generalise these findings to other nurses or organisations. All data were obtained through a self-report survey, presenting a possibility for common method bias.Practical implicationsPromoting structural empowerment may help medical officer (supervisor) to increase auxiliary nurse and midwives’ level of job satisfaction and promote organisational citizenship behaviour.Originality/valueThis is the first study conducted on the mediating–moderating effect of job satisfaction on the relationship between structural empowerment and organisational citizenship behaviour among auxiliary nurse and midwives workings in rural and semi-urban areas in Assam (India).

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