scholarly journals The Mediating Role of Career Satisfaction on the Relationship between Employee Silence and Employee Innovative Behavior

2019 ◽  
Author(s):  
Shi-yin TANG
Keyword(s):  
Career Satisfaction ◽  
Innovative Behavior ◽  
Mediating Role ◽  
Employee Silence ◽  
The Relationship

The dimensional linkage between public service motivation and innovative behavior in public sector institutions; the mediating role of psychological empowerment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Asim Rafique ◽  
Yumei Hou ◽  
Muhammad Adnan Zahid Chudhery ◽  
Nida Gull ◽  
Syed Jameel Ahmed
Keyword(s):  
Public Sector ◽  
Public Service ◽  
Psychological Empowerment ◽  
Public Service Motivation ◽  
Innovative Behavior ◽  
Content Type ◽  
Mediating Role ◽  
Relationship Of ◽  
The Relationship

PurposeInnovations are imperative for organizational growth and sustainability. This study focuses on the employees' innovative behavior, a source of organizational innovations, which has received substantial attention from the researchers. Based on the psychological empowerment theory, the study exposes the effect of the various dimensions of public service motivation (PSM) on employees' innovative behavior (IB) in public sector institutions especially in the context of developing countries such as Pakistan. Moreover, the study also investigates the mediating role of psychological empowerment (PSE) between the dimensions of PSM and IB.Design/methodology/approachThis study used the cross-sectional research design. By using random sampling, the adapted survey questionnaires were used to collect data from 346 faculty members of public sector universities located in provincial capitals of Pakistan. A partial least square–structural equation modeling (PLS-SEM) tool was used to assess the proposed hypotheses through SMART-PLS software.FindingsResults revealed that attraction to policymaking (APM), compassion (COM), self-sacrifice (SS) have a significant impact on employees' PSE and their innovative behavior, while the relationship of commitment to the public interest (CPI) with PSE and IB was found insignificant. Moreover, PSE partially mediated the relationship between PSM dimensions and employees' IB.Originality/valueThere was a scarcity of research on IB especially in public sector institutions such as academia. This study theoretically contributed to the literature by providing a refined picture in assessing the proposed relationship of the constructs. This is also one of the original studies that examine the relationship between the dimensions of PSM and IB.

Organizational identification and employees’ innovative behavior: the mediating role of work engagement and the moderating role of creative self-efficacy

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Guangning Zhang ◽  
Yingmei Wang
Keyword(s):  
Work Engagement ◽  
Organizational Identification ◽  
Self Efficacy ◽  
Innovative Behavior ◽  
Content Type ◽  
Mediating Role ◽  
Creative Self ◽  
The Relationship ◽  
Moderating Role

Purpose This study aims to investigate the effect of organizational identification to employees’ innovative behavior, the mediating role of work engagement and the moderating role of creative self-efficacy in the relationship between organizational identification and employees’ innovative behavior. Design/methodology/approach This study adopted questionnaires to gather data. The sample of 289 employees working in diverse organizations in China was applied to examine the hypotheses. Findings The results indicates that organizational identification is positively related to employees’ innovative behavior and work engagement mediates the relationship between organizational identification and employees’ innovative behavior. In addition, creative self-efficacy enhances the relationship of work engagement and employees’ innovative behavior. Originality/value This study builds a system from psychological aspect to behavior, which includes the effect of individual cognition to explain the mechanism of organizational identification on employees’ innovative behavior.

The Relationship Between Psychological Empowerment and Innovative Behavior

2012 ◽  
Vol 11 (3) ◽  
pp. 127-137 ◽  
Author(s):  
Manjari Singh ◽  
Anita Sarkar
Keyword(s):  
Conceptual Understanding ◽  
Psychological Empowerment ◽  
Job Involvement ◽  
Innovative Behavior ◽  
School Teachers ◽  
Primary School Teachers ◽  
Mediating Role ◽  
Control Dimension ◽  
The Relationship

Past studies have established the importance of psychological empowerment in fostering innovative behavior. This paper broadens the conceptual understanding by exploring the mechanisms of this linkage through dimensional analysis. The study also examines the mediating role of job involvement in this relationship. In this study of 401 women primary school teachers in India, the dimensions of psychological empowerment were self-rated whereas innovative behavior and job involvement were assessed by colleagues. Our findings show partial mediation for the meaning dimension and complete mediation for the non-work domain control dimension. Self-determination at job and organization levels have a direct effect on employees’ innovative behavior but no effect through job involvement. Competence and impact has no direct or indirect effect on innovative behavior.

scholarly journals The mediating role of organizational learning in the relationship between organizational commitment and lecturer innovative behavior

2021 ◽  
Vol 6 (1) ◽  
pp. 1
Author(s):  
Wati Wahyuni ◽  
Bedjo Sutanto ◽  
Supadi Supadi
Keyword(s):  
Organizational Commitment ◽  
Organizational Learning ◽  
Competitive Environment ◽  
Direct Influence ◽  
Innovative Behavior ◽  
High Quality ◽  
Mediating Role ◽  
Positive Direct ◽  
The Relationship

Innovation is one of the basic assets needed for organizations to survive<em> </em>in a competitive environment. Organizations such as higher education also need strong innovation in order to continue to compete and produce high-quality graduates. This study aims to analyze the factors that influence the innovative behavior of lecturers, especially based on organizational learning and organizational commitment. The research was conducted at STIK-PTIK with a sample of 108 lecturers who were taken randomly. Data collection using a questionnaire with Likert scale 1-5 and data analysis using path analysis. The results showed that organizational learning and organizational commitment had a positive direct influence on the innovative behavior of lecturers. Organizational learning is also known to have a positive direct influence on the organizational commitment of lecturers. Other findings indicate that organizational commitment plays a role in the influence of organizational learning on innovative behavior. Based on these results, then factors organizational learning and organizational commitment need to be improved in order to increase the innovative behavior of lecturers.

How exploitative leadership influences employee innovative behavior: the mediating role of relational attachment and moderating role of high-performance work systems

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zhining Wang ◽  
Chuanwei Sun ◽  
Shaohan Cai
Keyword(s):  
High Performance ◽  
Innovative Behavior ◽  
Negative Effects ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems ◽  
Mediating Role ◽  
The Relationship ◽  
Relational Attachment

PurposeThe purpose of this research is to examine the relationship between exploitative leadership and employee innovative behavior and explore the mediating role of relational attachment and the moderating role of high-performance work systems (HPWSs).Design/methodology/approachThis research collected data from 374 employees and their direct supervisors in 75 teams and tested a cross-level moderated mediation model using multilevel path analysis.FindingsThe results suggest that (1) exploitative leadership has a negative impact on employee innovative behavior; (2) relational attachment mediates the relationship between exploitative leadership and employee innovative behavior; (3) HPWS positively moderates the relationship between exploitative leadership and relational attachment and (4) HPWS moderates the mediating mechanism from exploitative leadership to employee innovative behavior.Practical implicationsThe empirical findings suggest that organizations should make efforts to prevent exploitative leadership. Moreover, managers should pay attention to the important role of relational attachment in promoting employee innovative behavior and realize the role of HPWSs in facilitating the negative effects of exploitative leadership.Originality/valueThis research identifies relational attachment as a key mediator that links exploitative leadership to innovative behavior and reveals the role of HPWSs in strengthening the negative effects of exploitative leadership on employee innovative behavior.

Employee silence and burnout in India: the mediating role of emotional intelligence

2019 ◽  
Vol 48 (4) ◽  
pp. 1045-1060 ◽  
Author(s):  
Shalini Srivastava ◽  
Ajay K. Jain ◽  
Sherry Sullivan
Keyword(s):  
Emotional Intelligence ◽  
Western Country ◽  
Job Burnout ◽  
Work Outcomes ◽  
Employee Voice ◽  
Content Type ◽  
Mediating Role ◽  
Employee Silence ◽  
The Relationship

Purpose Although considerable research has been completed on employee voice, relatively few studies have investigated employee silence. The purpose of this paper is to examine the relationship between employee silence and job burnout as well as the possible mediating role of emotional intelligence (EI) on the silence-burnout relationship. Design/methodology/approach This paper reports the findings of an empirical study based upon the survey of 286 managers working in four different states in India. Correlational and mediated regression analyses were performed to test four hypotheses. Findings Contrary to findings from studies conducted in Western countries in which employee silence was positively related to undesirable work outcomes, in this study, employee silence was negatively related to job burnout. Additionally, results indicated that the relationship between employee silence and job burnout was mediated by EI. These findings suggest the importance of considering country context and potential mediating variables when investigating employee silence. Practical implications This study demonstrates how Indian employees may strategically choose employee silence in order to enhance job outcomes. Originality/value This study is one of the few efforts to investigate employee silence in a non-western country. This is first study that has examined the role of EI as a mediating variable of the relationship between employee silence and job burnout in India.

scholarly journals Transformational Leadership and Innovative Behavior: The Mediating Role of Knowledge Sharing in Indonesian Private University

2019 ◽  
Vol 8 (6) ◽  
pp. 15 ◽  
Author(s):  
Suhana Suhana ◽  
Udin Udin ◽  
Suharnomo Suharnomo ◽  
Fuad Mas’ud
Keyword(s):  
Transformational Leadership ◽  
Knowledge Sharing ◽  
Private University ◽  
Influential Factor ◽  
Innovative Behavior ◽  
Postgraduate Students ◽  
Mediating Role ◽  
Learning Competence ◽  
The Relationship

Scholars have focused on exploration concerning issues affecting innovative behavior (IB). Of previous research finding reviews, transformational leadership (TL) is seen as the most influential factor to promote IB in the organization. TL helps followers to have a unique opportunity to develop learning competence and cooperation in improving IB. Besides, knowledge sharing (KS) is also supposed as the main trigger to build IB. Therefore, this study aims to analyze the mediating role of  KS in the relationship between TL and IB. 210 postgraduate students in Indonesian private university are determined as samples. Multiple regression analysis by using SPSS software is applied to analyze the data. The results show that TL significantly affects KS and IB. KS further mediates the relationship between TL and IB.

Silence as a mediator between organizational factors and stress

2016 ◽  
Vol 31 (8) ◽  
pp. 1251-1264 ◽  
Author(s):  
Alisher Tohirovich Dedahanov ◽  
Do Hyung Lee ◽  
Jaehoon Rhee
Keyword(s):  
Organizational Factors ◽  
Content Type ◽  
Mediating Role ◽  
Grievance Procedures ◽  
South Korean ◽  
Shared Information ◽  
Employee Silence ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to investigate the mediating role of silence as a link between punishment, communication opportunities and stress. Design/methodology/approach The authors conducted a survey among 1,015 highly skilled employees of South Korean companies using a self-administered instrument. In total, 748 questionnaires were received from the 1,015 participants. Of these, 61 questionnaires were incomplete and were discarded; the remaining 687 questionnaires were used in the analysis. Findings The results revealed that punishment and communication opportunities are significantly associated with silence. Silence showed a positive relationship with stress, and it mediates the relationship between punishment and stress. Meanwhile, findings indicate that silence does not mediate the link between communication opportunities and stress. Research limitations/implications This study investigates the unitary construct of silence. Therefore, the authors suggest future researchers examine the other forms of silence such as multidimensional construct of silence that focuses on the motives of individuals to be silent. Practical implications The study highlights the importance of establishing organizational ombudsman system, grievance procedures and employee management meetings to mitigate silence behavior. Moreover, the authors recommended management demonstrates their interest in shared information to avoid employee silence. Originality/value This study is the first to explore the mediating role of silence on the relationship between punishment and stress.

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