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.

Can human resource flexibility disentangle innovative work behavior among hospitality employees? The roles of harmonious passion and regulatory foci

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tuan Trong Luu
Keyword(s):  
Human Resource ◽  
Work Behavior ◽  
Equation Modeling ◽  
Innovative Behavior ◽  
Promotion Focus ◽  
Harmonious Passion ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Hospitality Organizations ◽  
Innovative Work

Purpose The ongoing improvement of hospitality services stems from innovative behavior among employees. This study aims to investigate how and when human resource (HR) flexibility promotes hospitality employees’ innovative work behavior. Design/methodology/approach The data were garnered from 438 employees and 67 managers from 19 hotels operating in Vietnam. Multilevel structural equation modeling was used to analyze the data. Findings The positive association was observed between HR flexibility and innovative work behavior. Harmonious passion functioned as a mediator for such a relationship. While promotion focus was found to positively interact with HR flexibility to predict employee harmonious passion, prevention focus demonstrated an attenuating effect on the association between HR flexibility and harmonious passion. Practical implications The findings suggest that hospitality organizations can promote innovative work behavior among employees through building skill and behavioral flexibility, as well as flexibility in HR practices. Hospitality organizations should also realize the role of harmonious passion as a mechanism that can channel HR flexibility into innovative work behavior and the interactive effect of promotion focus and HR flexibility on fostering harmonious passion and, in turn, innovative work behavior. Originality/value This inquiry advances the strand of research on the HR management-innovative behavior linkage by offering insights into how and when HR flexibility promotes innovative work behavior among hotel employees.

The mediating effect of meaningful work between human resource practices and innovative work behavior: a study of emerging market

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nishant Singh ◽  
Umesh Bamel ◽  
Veena Vohra
Keyword(s):  
Human Resource ◽  
Emerging Market ◽  
Meaningful Work ◽  
Mediating Effect ◽  
Work Behavior ◽  
Human Resource Practices ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Performance Based Evaluation

PurposeThis study is aimed at examining the mediating effect of meaningful work (MFW) between human resource practices (HRP) i.e. staffing, training, participation, performance-based evaluation, and reward with innovative work behavior (IWB) of Indian small and medium-sized enterprise (SME) employees.Design/methodology/approachThis is a cross-sectional study with data of 199 respondents collected from the Indian SME sector. The mediation path was analyzed using multiple hierarchical regression analysis and processes.FindingsResults of the study indicate that human resource practices, i.e. staffing, training and participatory decision making, are positively related to IWB; MFW mediates the relationships between these human resource practices and IWB. Interestingly, performance-based evaluation and reward are not found to be related positively to IWB in SMEs.Originality/valueThe study adds value to SME literature on how SMEs may promote innovation amongst their employees. In addition, the findings of the present study add to human resource management (HRM) literature regarding practices in Indian SMEs.

Relationship Between High-Involvement Human Resource Practices and Innovative Work Behavior

2017 ◽  
Vol 23 (8) ◽  
pp. 7505-7507 ◽  
Author(s):  
Ahmad Nizan Mat Noor ◽  
Shaiful Annuar Khalid ◽  
Mohamad Niza Md Nor ◽  
Zulaiha Ahmad ◽  
Nurwahida Fuad ◽  
...  
Keyword(s):  
Human Resource ◽  
Work Behavior ◽  
Human Resource Practices ◽  
High Involvement ◽  
Innovative Work Behavior ◽  
Innovative Work

scholarly journals Hubungan Kepribadian Proaktif Dengan Perilaku Kerja Inovatif Pada Generasi Millenial

2020 ◽  
Vol 8 (2) ◽  
pp. 181
Author(s):  
Dhien Amalia Putri
Keyword(s):  
Millennial Generation ◽  
Proactive Personality ◽  
Service Industries ◽  
Work Behavior ◽  
Full Time ◽  
Innovative Work Behavior ◽  
Goods And Services ◽  
Technological Developments ◽  
Innovative Work ◽  
The Individual

<em>The millennial generation is the generation that has dominated the labor market in recent years. This generation is being faced with various challenges due to technological developments that are happening.</em> <em>Current technological developments are forcing the players in the goods and service industries to innovate in order to be able to increase the competitiveness of companies. Innovative work behavior can be raised</em> <em>by individuals in several ways, one of which is with a proactive personality. This study aims to measure the</em> <em>relationship between proactive personality with innovative work behavior in the millennial generation. The study was conducted on 315 millennials who are full time employees in goods and services companies in the city of Surabaya. Innovative work behavior is measured using the Innovative Work Behavior Scale, which is proven to be reliable (α = 0.760), while the proactive personality is measured using the Proactive Personality Scale that has proven to be reliable (α = 0.734). The analysis in this study uses Pearson's Product Moment analysis with a significance value of 0,000 (p &lt;0.05) which shows the relationship between proactive personality and innovative work behavior in the millennial generation. These results indicate that the higher the proactive personality an individual has, the higher the innovative work behavior exhibited by the individual. The results of this study also found a significant relationship between sex, years of service and age on innovative work behavior</em>

scholarly journals The Impact of Employees’ Psychological Capital on Innovative Work Behavior: The Chain Mediating Effect of Knowledge Donating and Knowledge Collecting

2021 ◽  
Vol 12 ◽  
Author(s):  
Weijing Chen ◽  
Xiaoyun Zhu ◽  
Shan Sun ◽  
Shudi Liao ◽  
Zhiwen Guo
Keyword(s):  
Knowledge Sharing ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Psychological Capital ◽  
Mediating Effect ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Mediating Role ◽  
Innovative Work ◽  
The Impact

This study aimed to test the mediating role of knowledge sharing, which includes two central processes of knowledge collecting and knowledge donating, in the relationship of psychological capital and innovative work behavior (IWB). The proposed theoretical framework was based on the theory of reasoned action and social exchange theory. In a field study, using a research sample of 345 valid leader-subordinate matching data, we tested three competitive models to explore the different mediating effects of knowledge collecting and donating. Results indicated that knowledge donating and knowledge collecting played a chain mediating role between psychological capital and IWB, and the independent mediating effect of knowledge collecting was also significant. From the perspective of knowledge sharing, the present study deeply analyzes the psychological processing mechanism of psychological capital on IWB, confirms the positive significance of knowledge donating at the individual level, and provides a new perspective for organizations to promote employees’ knowledge sharing and stimulate their IWB.

scholarly journals The Hybrid Entrepreneurs Are Still Working Ambiguously: Will They Have Innovative Behavior

2021 ◽  
pp. 52-57
Author(s):  
Tyna Yunita
Keyword(s):  
Work Behavior ◽  
Full Time ◽  
Innovative Behavior ◽  
Competitive Situation ◽  
Innovative Work Behavior ◽  
Entrepreneurial Culture ◽  
Essential Components ◽  
New Business ◽  
Part Time ◽  
Innovative Work

Creativity and innovation are essential components of organizational success in today's economy, a new business advantage. Being innovative is the key so that an organization can continue to survive in a very competitive situation. The work required entrepreneurs to have innovative work behavior. On the other hand, some of them continue to run their business outside of their primary job. This study aims to understand the direct and indirect effects of entrepreneurial culture on innovative behavior in employees who have full-time and part-time jobs. This study identifies entrepreneurial engagement that links the two. The sample of this research was employees of financial institutions with 129 respondents. The research results show that the entrepreneurial culture of hybrid entrepreneurs correlated with entrepreneurial engagement and entrepreneurial engagement has an enormous influence on innovative behavior.

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