Leader Motivating Language as predictor of Innovative Work Behavior in Higher Education Sector of Pakistan

Linking three dominan factors namely psychological empowerment, innovative work behavior, and intrinsic motivation, this study developed and examined the relationship among them with a mediating factor. Using questionnaire survey from Higher Education Institutions, the study found that pyschological empowerment significantly affect innovative work behavior. In addition, Intrinsic motivation, as anticipated in the study also affect innovative work behavior. Finally, as an intervening variabel, intrinsic motivation enhance the relationship between psychological empowerment and innovative work behavior.

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Leader’s strategy to encourage employee’s innovative work behavior in multicultural workplace: do supportive colleagues matter?

Chinese Management Studies ◽

10.1108/cms-08-2020-0344 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Kamila Usmanova ◽

Daoping Wang ◽

Amjad Younas

Keyword(s):

Work Behavior ◽

Three Dimensions ◽

Foreign Workers ◽

Content Type ◽

Innovative Work Behavior ◽

Moderated Mediation Model ◽

Motivating Language ◽

Innovative Work ◽

Creative Self ◽

The Relationship

Purpose In recent years, China’s growing global economic influence has attracted more foreign workers, requiring leaders to have effective communication skills to manage diverse personnel to drive innovations. Although previous research studies revealed the effects of a leader’s motivating language (ML) on employee’s innovativeness, the mechanism and the boundary conditions for stimulating the relationship between ML and innovative work behavior (IWB) are scarce. Therefore, this study aims to examine employee’s creative self-efficacy (CSE) as a mechanism and coworker support (CS) as a boundary condition in the relationship between ML’s dimensions and IWB. Design/methodology/approach To test the moderated mediation model, this study collected the data from 283 workers and their respective supervisors at a Beijing-based multinational network company. The research applied a quantitative approach. SPSS and AMOS were used to analyze the data. Findings ML’s dimensions are positively linked to IWB. CSE was found as a mediator in these relationships. CS did not play its moderation roles on ML – CSE, ML – IWB direct or ML – IWB indirect (via CSE) links. ML’s direction-giving speech is found to be more effective in predicting CSE and IWB. Originality/value This is the first paper to examine the impacts of the three dimensions of ML on IWB.

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INFLUENCE OF EMOTIONAL INTELLIGENCE ON EMOTIONAL DISSONANCE AND INNOVATIVE WORK BEHAVIOR

Humanities & Social Sciences Reviews ◽

10.18510/hssr.2021.9346 ◽

2021 ◽

Vol 9 (3) ◽

pp. 451-458

Author(s):

Irfan Ullah Khan ◽

Muhammad Idris ◽

Sumaira Noreen

Keyword(s):

Higher Education ◽

Emotional Intelligence ◽

Higher Education Institutions ◽

Work Behavior ◽

Sufficient Information ◽

Emotional Dissonance ◽

Research Issues ◽

Innovative Work Behavior ◽

New Findings ◽

Innovative Work

Purpose of the study: This study aims to examine the effect of emotional intelligence on emotional dissonance and innovative work behavior by collecting data from the employees working in higher education institutions of KP, Pakistan. Methodology: The study is cross-sectional which ensured a methodological approached to analyze the data to chase the answers to research questions by applying statistical procedures to conclude the study systematically. Main findings: The results are significant which offer sufficient information in concluding the study by offering recommendations to policymakers and management of higher education institutions along with some suggestions to future researchers. Application of the study: The results of this study might be helpful for the management of higher education institutions in revisiting their policies regarding the effective implementation of different measured concerning the research issues under consideration to provide a better solution in a tailor-made format. Novelty/ Originality of the study: The study is significant in providing new findings, new knowledge, and new techniques about existing realities to the existing database of knowledge about the application of emotional intelligence, emotional dissonance, and innovative work behavior in higher educational institutions.

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THE IMPACT OF INNOVATIVE WORK BEHAVIOR ON EMPLOYEES’ INTENTION TO LEAVE: THE MEDITATION ROLE OF EMPLOYEES’ READINESS TO MARKETING INNOVATION AT THE PRIVATE HIGHER EDUCATION INSTITUTIONS IN EGYPT (PHEIS)

International Journal of Scientific and Engineering Research ◽

10.14299/ijser.2020.06.05 ◽

2020 ◽

Vol 11 (6) ◽

pp. 1666-1678

Author(s):

Tamer Mohamed Monged Mahmoud El-Hanafy

Keyword(s):

Higher Education ◽

Intention To Leave ◽

Private Higher Education ◽

Work Behavior ◽

Innovative Work Behavior ◽

Marketing Innovation ◽

Innovative Work ◽

Private Higher Education Institutions ◽

The Impact

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Innovative work behavior scale: development and validation of psychometric properties in higher education in the GCC countries

European Journal of Innovation Management ◽

10.1108/ejim-04-2021-0176 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Alaa Eldin Abdel Hamid Ayoub ◽

Soud Mohammad Almahamid ◽

Luma F. Al Salah

Keyword(s):

Higher Education ◽

Psychometric Properties ◽

Structural Model ◽

Academic Staff ◽

Idea Generation ◽

Work Behavior ◽

Confirmatory Factor Analyses ◽

Content Type ◽

Innovative Work Behavior ◽

Innovative Work

PurposeThe study aims to develop an innovative work behavior (IWB) scale for the faculty members and faculty leaders of universities in the Gulf Cooperation Council Countries (GCC). This research is intended for assessing the level of IWB in higher education and evaluating its psychometric properties.Design/methodology/approachThe study targets academic staff of universities in the GCC region, and out of 810 questionnaires that were distributed, only 773 valid responses were obtained of which 517 were responses from males and 256 from females whose ages range between 33 and 67 years.FindingsThe exploratory and confirmatory factor analyses were used and confirmed a five-factor structural model (opportunity exploration, idea generation, idea promotion, idea realization and idea sustainability), and the model has a satisfactory fit. The scale consists of 27 items with high Cronbach's alpha value of 0.87, demonstrating good internal consistency. Preliminary results suggest that the IWB scale has adequate convergent and divergent validity.Practical implicationsThe IWB scale can be a useful tool for evaluating and developing a high level of innovative work behavior that maintains university services' sustainability and increases industries' competitiveness.Originality/valueThis research provides insights into the importance of IWB in achieving tangible success to the educational institutions. It provides a new method to confront sudden and unexpected circumstance such as what has happened during COVID-19 pandemic.

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The Interplay of Leadership Styles, Innovative Work Behavior, Organizational Culture, and Organizational Citizenship Behavior

SAGE Open ◽

10.1177/2158244019898264 ◽

2020 ◽

Vol 10 (1) ◽

pp. 215824401989826 ◽

Cited By ~ 4

Author(s):

Muhammad Asad Khan ◽

Fadillah Binti Ismail ◽

Altaf Hussain ◽

Basheer Alghazali

Keyword(s):

Higher Education ◽

Organizational Culture ◽

Leadership Styles ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Work Behavior ◽

Citizenship Behavior ◽

Survey Method ◽

Innovative Work Behavior ◽

Innovative Work

Leadership stains affect the follower’s performances regarding innovative work behavior, and a gap is found in leadership research in higher education, specifically in Pakistan. The basic purpose of this research is to point out the effect of leadership styles on innovative work behavior under the mediating and moderating roles of organizational culture and organizational citizenship behavior among the Head of the Departments (HODs) in higher education institutions (HEIs). A survey method has been carried out to collect data from 160 respondents to, further, verify how leadership styles of academic leaders affect employees’ performances in universities. The statistical study exposes a substantial positive effect of leadership styles on innovative work behaviors of employees highlighting mediating and moderating effects of organizational culture and OCB on such a relationship. This study carries various implications for prior research in both theoretical and practical fields, and its scope may also be enlarged, geographically or institutionally, to another context. This research uncovers the relationship of leadership styles and innovative work behavior in academic research, which has been ignored before in higher education of Pakistan.

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Impact of knowledge sharing on job satisfaction and innovative work behavior: the moderating role of motivating language

VINE Journal of Information and Knowledge Management Systems ◽

10.1108/vjikms-11-2019-0177 ◽

2020 ◽

Vol ahead-of-print (ahead-of-print) ◽

Cited By ~ 1

Author(s):

Nargiza Usmanova ◽

Jianhua Yang ◽

Eli Sumarliah ◽

Safeer Ullah Khan ◽

Sher Zaman Khan

Keyword(s):

Job Satisfaction ◽

Knowledge Sharing ◽

Structural Equation ◽

Work Behavior ◽

Content Type ◽

Innovative Work Behavior ◽

Motivating Language ◽

Innovative Work ◽

Moderating Role

Purpose The purpose of this paper is to understand the influence of knowledge-sharing behavior (KSB) on the innovative work behavior (IWB) and job satisfaction (JS) among employees considering the moderating role of motivating language (ML) of supervisors. Design/methodology/approach The hypothesized relationships were examined applying modeling of structural equation and hierarchical multiple regression analysis. The data was collected from Chinese multinational companies in Kazakhstan with final sample of 322 respondents. Findings The findings suggest that the link between KSB and JS is significantly positive with the moderating impact of ML, while KSB itself has significantly negative effect on JS. Moreover, ML buffers the insignificant effect of KSB on IWB. Originality/value Research is atypical, as it has focus on the moderating roles of ML in the direct relationship of employee KSB and JS, and in the direct linkage of employee KSB and IWB in Chinese multinational organization in the network field.

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Following the Ants

European Journal of Psychological Assessment ◽

10.1027/1015-5759/a000299 ◽

2017 ◽

Vol 33 (6) ◽

pp. 409-421 ◽

Cited By ~ 10

Author(s):

Anne B. Janssen ◽

Martin Schultze ◽

Adrian Grötsch

Keyword(s):

Short Form ◽

Supervisor Support ◽

Proactive Personality ◽

Work Behavior ◽

Model Fit ◽

Item Selection ◽

Short Version ◽

Innovative Work Behavior ◽

Innovative Work ◽

Two Measures

Abstract. Employees’ innovative work is a facet of proactive work behavior that is of increasing interest to industrial and organizational psychologists. As proactive personality and supervisor support are key predictors of innovative work behavior, reliable, and valid employee ratings of these two constructs are crucial for organizations’ planning of personnel development measures. However, the time for assessments is often limited. The present study therefore aimed at constructing reliable short scales of two measures of proactive personality and supervisor support. For this purpose, we compared an innovative approach of item selection, namely Ant Colony Optimization (ACO; Leite, Huang, & Marcoulides, 2008 ) and classical item selection procedures. For proactive personality, the two item selection approaches provided similar results. Both five-item short forms showed a satisfactory reliability and a small, however negligible loss of criterion validity. For a two-dimensional supervisor support scale, ACO found a reliable and valid short form. Psychometric properties of the short version were in accordance with those of the parent form. A manual supervisor support short form revealed a rather poor model fit and a serious loss of validity. We discuss benefits and shortcomings of ACO compared to classical item selection approaches and recommendations for the application of ACO.

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