A Study on the Relationship Between Empowering Leadership and Team Innovative Behavior: Investigating Mediating Effects of Group Leader Acceptance

2018 ◽  
Vol 9 (1) ◽  
pp. 767-780
Author(s):  
Chul-Woo Lee
Keyword(s):  
Group Leader ◽  
Innovative Behavior ◽  
Mediating Effects ◽  
Empowering Leadership ◽  
The Relationship

How and when team reflexivity influences employee innovative behavior

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zhining Wang ◽  
Tao Cui ◽  
Shaohan Cai
Keyword(s):  
Affective Commitment ◽  
Normative Commitment ◽  
Innovative Behavior ◽  
Moderating Effects ◽  
Mediating Effects ◽  
Content Type ◽  
Personal Lives ◽  
Benevolent Leadership ◽  
The Relationship

PurposeBased on affective events theory, this study explores the cross-level effect of team reflexivity on employee innovative behaviors. Specifically, the authors examine the mediating effects of affective and normative commitment on this relationship, as well as the moderating effects of benevolent leadership.Design/methodology/approachThe authors surveyed 341 employees and their direct supervisors in 74 work units and utilized multilevel path analysis to test a model of cross-level moderated mediation.FindingsThe study analysis results suggest that team reflexivity significantly contributes to employee innovative behavior. Both affective commitment and normative commitment mediate this relationship. Benevolent leadership not only enhances the relationship between team reflexivity and affective/normative commitment, but also reinforces the linkage of team reflexivity→affective commitment→employee innovative behavior.Practical implicationsThe current study suggests that organizations should invest more in promoting team reflexivity and benevolent leadership in workplace. Furthermore, managers need to develop appropriate employees training programs and pay more attention to employees' work and personal lives. They need to make efforts to enhance employees' affective and normative commitment, thereby facilitating their innovative behavior.Originality/valueThis research identifies affective commitment and normative commitment as key mediators that link team reflexivity to employee innovative behavior and reveals the moderating role of benevolent leadership in the process.

Proactive personality and innovative behavior: The mediating roles of job-related affect and work engagement

2018 ◽  
Vol 46 (3) ◽  
pp. 431-446 ◽  
Author(s):  
Yangtao Kong ◽  
Mingjun Li
Keyword(s):  
Positive Affect ◽  
Middle School Teachers ◽  
Work Engagement ◽  
Proactive Personality ◽  
Western China ◽  
Future Research ◽  
Innovative Behavior ◽  
Mediating Effects ◽  
Behavior Scale ◽  
The Relationship

We examined the potential effects of job-related affect and work engagement as mediators in the relationship between proactive personality and innovative behavior. The Proactive Personality Scale, Positive and Negative Affect Schedule, Work Engagement Scale, and Innovative Behavior Scale were completed by 320 primary- and middle-school teachers in western China. Results showed that proactive personality was significantly and positively related to the teachers' innovative behavior. The effect of proactive personality on innovative behavior was partly mediated by both positive affect and work engagement in simple mediator roles, and by the sequential mediating effects of positive affect and work engagement. Possible explanations are discussed in light of previous findings. Limitations and suggestions for future research are discussed.

Team reflexivity, individual intellectual capital and employee innovative behavior: a multilevel moderated mediation

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zhining Wang ◽  
Tao Cui ◽  
Shaohan Cai ◽  
Shuang Ren
Keyword(s):  
Intellectual Capital ◽  
Moderated Mediation ◽  
Internal Communication ◽  
Mediating Effect ◽  
Innovative Behavior ◽  
Empowering Leadership ◽  
Content Type ◽  
Moderated Mediation Model ◽  
The Relationship

PurposeBased on experiential learning theory (ELT), this study explores the cross-level effect of team reflexivity on employee innovative behavior. The authors especially focus on the mediating effect of individual intellectual capital (IIC) and the moderating effect of empowering leadership on the relationship between the two constructs.Design/methodology/approachThis study collects data from 76 work units, which include 362 employees and their direct supervisors. A cross-level moderated mediation model was tested by using multilevel path analysis.FindingsThe results show that team reflexivity significantly contributes to employee innovative behavior. IIC mediates the above relationship. Empowering leadership not only positively moderates the relationship between team reflexivity and IIC but also reinforces the linkage of team reflexivity → IIC → employee innovative behavior.Practical implicationsThe study suggests that organizations should invest more in promoting team reflexivity and empowering leadership in the workplace. Furthermore, managers should make members aware of the importance of IIC for employee innovative behavior. They need to make efforts to enhance IIC via internal communication channels or open discussions, which facilitate IIC and employee innovative behavior.Originality/valueThis research tests the relationship between team reflexivity and employee innovative behavior and identifies IIC as a key mediator that links team reflexivity to employee innovative behavior. It also highlights the moderating role of empowering leadership in the process.

scholarly journals Training Perception and Innovative Behavior of SME Employees: Examining the Mediating Effects of Firm Commitment

SAGE Open ◽  
2021 ◽  
Vol 11 (4) ◽  
pp. 215824402110672
Author(s):  
Muhammad Farhan Jalil ◽  
Wasim Ullah ◽  
Zeeshan Ahmed
Keyword(s):  
Structural Equation ◽  
Management Strategies ◽  
The Body ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Innovative Behavior ◽  
Mediating Effects ◽  
Calculative Commitment ◽  
Managerial Implications ◽  
The Relationship

Many critical decisions about an employee’s innovative performance are significantly based on the training results, as they are accountable for a variety of behavioral-related consequences. Training is among the most important human resource management strategies. The aim of this study is to examine the relationship between employees’ perceptions of training and their innovative behavior in the Malaysian SME sector, as well as the mediating effect of affective and calculative commitment on this relationship. Structured questionnaires were used to collect the data. A total of 635 employees from 200 SMEs were selected through a stratified random sampling method, and structural equation modeling was applied to test the relationship. The findings of the study supported the hypothesized relationships, as training in Malaysia significantly engaged SME employees in innovative behavior. Furthermore, the study discovered that affective and calculative commitment have partial mediating effects on the association between training and innovative behavior. In the context of the SME sector, theoretical and managerial implications have been addressed. The originality of the study is that it examines the relationship between employees’ perceptions of training and their innovative behavior in SMEs. The relationship was measured using a multidimensional approach in the study. The research also adds to the body of knowledge by identifying the mediating effect of affective and calculative commitment.

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