Effect of locus of control on innovative behavior among new generation employees: A moderated mediation model

2020 ◽  
Vol 48 (10) ◽  
pp. 1-12
Author(s):  
Lingyan Xu ◽  
Jianguo Du ◽  
Xiying Lei ◽  
Keith W. Hipel
Keyword(s):  
Locus Of Control ◽  
Work Engagement ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Innovative Behavior ◽  
Negative Effects ◽  
Moderated Mediation Model ◽  
Development Teams ◽  
Innovation Climate ◽  
New Generation

We recruited 211 new generation employees in research and development teams to examine how internal and external locus of control (LOC) are related to innovative behavior, both directly and indirectly, and to examine the moderated mediation roles of innovation climate and work engagement in this relationship. Results show that internal (vs. external) LOC had direct and indirect positive (vs. negative) effects on innovative behavior. Further, work engagement mediated the LOC–innovative behavior relationship, and innovation climate strengthened the internal LOC–innovative behavior relationship. These results shed light on the personality antecedents of innovative behavior and show how individual differences shape work engagement, and how innovation climate influences innovative behavior. Theoretical and practical implications are discussed.

Subdimensions of total rewards satisfaction and creativity among R&D employees: a moderated mediation model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zhenyuan Wang ◽  
Jianghong Du ◽  
Herman H.M. Tse ◽  
Jun Gu ◽  
Hui Meng ◽  
...  
Keyword(s):  
Work Stress ◽  
Work Engagement ◽  
Indirect Effects ◽  
Moderated Mediation ◽  
Relative Importance ◽  
Mediation Model ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Total Rewards

PurposeThis study aims to explore the relative importance of the subdimensions of total rewards satisfaction in predicting research and development (R&D) employee creativity. In addition, the study examines the indirect effects of the subdimensions of total rewards satisfaction on creativity via work engagement and the moderating role of challenge-related work stress in the first stage.Design/methodology/approachA two-wave design was used, in which total rewards satisfaction and challenge-related work stress were measured in the first wave. Work engagement and creativity were measured in the second wave. Dominance analysis and the latent moderated mediation model were used for the data analyses.FindingsThe analyses show that nonfinancial rewards satisfaction completely dominates indirect and direct financial rewards satisfaction when predicting creativity. Indirect financial rewards satisfaction completely dominates direct financial rewards satisfaction when predicting creativity. Work engagement mediates the relationships between the subdimensions of total rewards satisfaction and creativity. Challenge-related work stress moderates the relationships between the subdimensions of total rewards satisfaction and work engagement and the indirect effects of the subdimensions of total rewards satisfaction on creativity via work engagement.Practical implicationsThe results imply that managers should set challenge demands for R&D employees and try to improve their total rewards satisfaction, especially their nonfinancial and indirect financial rewards satisfaction, for them to be more creative.Originality/valueThis empirical study contributes to the literature by comparing the relative importance of the different dimensions of total rewards satisfaction in predicting creativity. The study also clarifies how (through work engagement) and when (based on challenge-related work stress) the subdimensions of total rewards satisfaction are positively related to R&D employees' creativity.

scholarly journals Personality and work outcomes: A moderated mediation model of self-leadership and gender

2018 ◽  
Vol 10 (2) ◽  
pp. 1292-1304
Author(s):  
Jessie Ho ◽  
Paul L Nesbit
Keyword(s):  
Job Satisfaction ◽  
Locus Of Control ◽  
Job Performance ◽  
Personality Traits ◽  
Moderated Mediation ◽  
Work Outcomes ◽  
Mediation Model ◽  
Internal Locus ◽  
Internal Locus Of Control ◽  
Moderated Mediation Model

The purpose of this study is to examine the relationship between personality traits (conscientiousness and internal locus of control) and self-leadership. Specifically, we tested a moderated mediation model with self-leadership as the mediator between personality traits and job performance and job satisfaction and with gender as the moderator in influencing the mediations. Data were collected from a variety of organizations from 341 supervisor-subordinate dyads located in China and Hong Kong. Our analyses revealed that: (1) conscientiousness and internal locus of control were positively related to self-leadership in Chinese contexts; (2) self-leadership mediated the relationships of conscientiousness and internal locus of control with both job performance and job satisfaction; and (3) the mediating effects of self-leadership were not moderated by gender.  

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