The Influence of Organizational Politics Perception on Innovative Behavior: Mediating Effect of Organizational Cynicism and Distributive Justice

This study investigated the effects of a leader’s feedback behavior on the followers’ innovative behaviors, and the mediating effects of voice behavior and job autonomy in the above relationship. To test the analytical model with the hypotheses, survey data were collected from 527 Korean employees working in 35 companies from manufacturing, distribution, and service industries. A structural equation model analysis was performed to test the hypotheses. The results of our empirical analysis are as follows. First, it was found that positive feedback from the leader positively influenced the followers’ voice behaviors, job autonomies, and innovative behaviors. Second, voice behavior and job autonomy were confirmed to have a positive mediating effect between the leader’s feedback and the innovative behavior of the followers. These findings imply that a leader’s feedback behavior contributes toward enhancing the followers’ innovative behaviors in the process of organizational innovation. We suggest that organizations and managers pay attention to the benefits of feedback activities and facilitate key mechanisms that connect them to employee innovation behavior, effectively.

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Leader positive humor and organizational cynicism: LMX as a mediator

Leadership & Organization Development Journal ◽

10.1108/lodj-07-2012-0086 ◽

2014 ◽

Vol 35 (4) ◽

pp. 305-315 ◽

Cited By ~ 28

Author(s):

Panagiotis Gkorezis ◽

Eugenia Petridou ◽

Panteleimon Xanthiakos

Keyword(s):

Mediating Effect ◽

Hierarchical Regression ◽

Public Employees ◽

Cross Sectional ◽

Content Type ◽

Organizational Cynicism ◽

Member Exchange ◽

Sectional Analysis ◽

The Impact ◽

The Relationship

Purpose – Leader-member exchange (LMX) has been proposed as a core mechanism which accounts for the impact of various antecedents on employee outcomes. As such, the purpose of this paper is to examine the mediating effect of LMX regarding the relationship between leader positive humor and employees’ perceptions of organizational cynicism. Design/methodology/approach – Data were collected from 114 public employees. In order to examine the authors’ hypotheses hierarchical regression analysis was conducted. Findings – As hypothesized, results demonstrated that LMX mediates the relationship between leader positive humor and organizational cynicism. Research limitations/implications – Data were drawn from public employees and, therefore, this may constrain the generalizability of the results. Also, the cross-sectional analysis of the data cannot directly assess causality. Originality/value – This is the first empirical study to examine the mediating effect of LMX in the relationship between leader humor and employees’ perceptions of organizational cynicism.

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The effect of coaching leadership on innovative behavior through the mediating effect of strengths use

The Academic Society of Global Business Administration ◽

10.38115/asgba.2021.18.5.4 ◽

2021 ◽

Vol 18 (5) ◽

pp. 76-98

Author(s):

Hong-Gil Jung ◽

Ho-Chul Shin

Keyword(s):

Mediating Effect ◽

Innovative Behavior ◽

Strengths Use ◽

Coaching Leadership

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Impact of Communication on Capital Project Performance: A Mediated Moderation Model

Sustainability ◽

10.3390/su132011301 ◽

2021 ◽

Vol 13 (20) ◽

pp. 11301

Author(s):

Hong-Long Chen

Keyword(s):

Direct Effect ◽

Repeated Measures ◽

Structural Equation ◽

Project Performance ◽

Mediating Effect ◽

Equation Modeling ◽

Technical Competence ◽

Innovative Behavior ◽

Capital Projects ◽

The Relationship

Many studies demonstrate the importance of communication in project performance. However, little is known about how project communication exerts its effects on the outcomes of capital projects that have a large impact on environmental and economic sustainability. Using a longitudinal survey and bootstrap-based structural-equation modeling, this study uncovers how project competencies and team innovative behavior affect the relationship between project communication and capital project performance. This study collects repeated measures from project managers at two time points: immediately after the initiation and planning stages end and immediately after project completion. Excluding responses with missing data, this study’s sample includes 108 capital projects. This study finds that project technical and managerial competencies completely mediate the relationship between project communication and project performance. This study also finds that team innovative behavior affects project performance through the mediating effect of project technical competence. Team innovative behavior also moderates the relationship between project technical competence and project performance. Project communication has the largest effect on project performance despite having the smallest direct effect; project managerial competence possesses the next-largest effect on project performance despite having the largest direct effect. This study discusses the managerial and research implications.

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TESTING MEDIATING EFFECT OF INDIVIDUAL EXCHANGE IDEOLOGY ON DISTRIBUTIVE JUSTICE AND WORK ENGAGEMENT RELATIONSHIP IN A COLLECTIVIST SOCIETY

Business And Management Studies An International Journal ◽

10.15295/bmij.v6i3.365 ◽

2018 ◽

Vol 6 (3) ◽

pp. 379-392

Author(s):

Sevcan KILIÇ AKINCI

Keyword(s):

Distributive Justice ◽

Social Exchange ◽

Work Engagement ◽

Structural Equation ◽

Social Exchange Theory ◽

Exchange Theory ◽

Mediating Effect ◽

Business Units ◽

Exchange Ideology ◽

Collectivist Society

This study aims to test the Social Exchange Theory in a collectivist society and extends it by examining the link between distributive justice (DJ) and work engagement (WE). Specifically, individual exchange ideology (IEI) is integrated into the relationship, and it establishes if exchange ideology mediates between the relationships. The study was conducted on a large sample (499) of Turkish blue and white-collar employees from business units of 15 independent companies; 10 different industry types and data was analysed with Structural Equation Modelling. The findings of this research supported the previous findings about DJ’s positive relationship with WE. Secondly, findings showed that IEI acted as a mediator between DJ and WE, and it mediated 24% of the effect of DJ’s on WE. Results revealed that employees reciprocated perceived justice (DJ in our case) by engaging themselves more in their work, to meet organisational goals, but this increases with the effect of individual exchange ideology; and therefore, supported the applicability of Social Exchange Theory in a collectivist society, namely in a Turkish context.

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