Employees' emotional intelligence and innovative behavior in China: Organizational political climate as a moderator

2020 ◽  
Vol 48 (11) ◽  
pp. 1-11
Author(s):  
Xuanfang Hou ◽  
Qiao Yuan ◽  
Kailin Hu ◽  
Rong Huang ◽  
Yunqi Liu
Keyword(s):  
Emotional Intelligence ◽  
Mediation Effect ◽  
Conservation Of Resources ◽  
Innovative Behavior ◽  
Political Climate ◽  
Chinese Enterprises ◽  
Innovative Process ◽  
Coworker Relationships ◽  
Context Data ◽  
The Relationship

We used conservation of resources theory to explore the moderated mediation effect of employees' emotional intelligence on their innovative behavior in an organization context. Data were collected from 237 employees and their supervisors in two innovative Chinese enterprises, with a dual time point pairing design. The results show that emotional intelligence positively influenced innovative behavior via innovative process engagement, a strongly negative organizational political climate negatively moderated the effect of emotional intelligence on innovative process engagement, and innovative process engagement mediated the relationship between emotional intelligence and innovative behavior. These results support the need to strengthen the management of employees' emotions; to build a new ecology of organizational politics in China (e.g., offering fair pay and promotions); and to promote coworker relationships that are characterized by openness, transparency, and integrity, to promote innovation among employees.

The relationship between perceptions of learning climate and employee innovative behavior and proficiency

2017 ◽  
Vol 46 (8) ◽  
pp. 1454-1474 ◽  
Author(s):  
Liat Eldor
Keyword(s):  
Public Sector ◽  
Working Environment ◽  
Mediation Effect ◽  
Learning Climate ◽  
Mediation Process ◽  
Job Engagement ◽  
Innovative Behavior ◽  
Role Performance ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationship between perceptions of learning climate and employee innovative behavior and proficiency. Design/methodology/approach Using robust analysis techniques on data from a sample of 419 employees and their supervisors from four different business and public sector organizations, the author tested the proposed relationships, as mediated by job engagement. Moreover, this mediation effect was examined in the light of sector of employment differences (business vs public). Findings The results were generally consistent with the hypothesized conceptual scheme, in that the indirect relationship between perceptions of learning climate and employees’ innovative behavior and proficiency was mediated by job engagement. However, with regard to sector employment differences, this mediation process was demonstrated among business sector employees only to the relationship between perceptions of learning climate and innovative behavior. When proficiency was included in the mediation model, this mediation effect was evident among public sector employees. Originality/value The research on perceptions of learning climate lacks empirical evidence on its implications for employees’ innovative behavior and proficiency. Although scholars contend that employees’ perceptions of learning climate should enhance their in-role and extra-role performance behaviors, these arguments are mainly non-empirical. Understanding whether perceptions of learning have an impact on employee intra- and extra-role performance behaviors is important, considering that the majority of workplace learning occurs through daily ongoing means that are part of the working environment and previous research results show that structured learning and formal training are less effective in improving employees’ performance at work.

scholarly journals The Role of Emotional Intelligence on Psychological Adjustment and Peer Victimization in a Sample of Spanish Adolescents

2020 ◽  
Vol 11 ◽  
Author(s):  
Elizabeth Cañas ◽  
Jesús F. Estévez ◽  
Estefanía Estévez ◽  
David Aparisi
Keyword(s):  
Life Satisfaction ◽  
Emotional Intelligence ◽  
Peer Victimization ◽  
Protective Factor ◽  
Emotional Adjustment ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Self Concept ◽  
Negative Consequences ◽  
The Relationship

In the last decades, interest in the study of the negative consequences of bullying for the victims has increased. Victims are often known to show emotional adjustment issues, such as negative self-concept and low life satisfaction. Moreover, some studies have observed important associations between self-concept and life satisfaction, in which a positive self-concept is related to high levels of life satisfaction. Other studies have pointed out the importance of emotional intelligence (EI), as a regulatory and protective factor against the negative impact of victimization on adjustment in adolescents. The main objective of this work was to analyze the mediating effect of self-concept on life satisfaction and the moderated mediation effect of EI on self-concept and life satisfaction in the context of peer victimization. The participants in the study were 1,318 Spanish students of both sexes and aged between 11 and 18 (M = 13.8, SD = 1.32) years, from four compulsory secondary education centers. The results indicated that, on the one hand, self-concept mediated the relationship between victimization and life satisfaction. On the other hand, EI was not only positively associated with self-concept, but it also significantly moderated the negative influence of victimization on self-concept. EI may also indirectly moderate the relationship between victimization and life satisfaction through the self-concept. These data show the importance of EI as a possible protective and moderating factor of the negative effect of bullying on emotional adjustment, which is interesting for the design of future prevention and intervention programs in school contexts.

Perceived organizational politics, emotional intelligence and work outcomes

2014 ◽  
Vol 43 (1) ◽  
pp. 116-135 ◽  
Author(s):  
Galit Meisler ◽  
Eran Vigoda-Gadot
Keyword(s):  
Emotional Intelligence ◽  
Turnover Intentions ◽  
Organizational Politics ◽  
Work Attitudes ◽  
Mediation Effect ◽  
Work Outcomes ◽  
Human Resource Managers ◽  
Content Type ◽  
Emotional Intelligence Training ◽  
The Relationship

Purpose – This study aims to examine the relationship between perceived organizational politics and emotional intelligence, and their interplay in the context of work attitudes/behaviors. Design/methodology/approach – A sample of 368 employees was used to test a mediation effect of perceived organizational politics on the relationship between emotional intelligence on the one hand, and job satisfaction, turnover intentions and negligent behavior on the other. Findings – Perceived organizational politics was found to mediate the relationship between emotional intelligence and all three outcomes. Practical implications – Emotional intelligence training may be a powerful tool that organizations and human resource managers can employ to reduce perceived organizational politics and enhance work attitudes and performance. Originality/value – This research broadens the scope through which the intersection between emotion and organizational politics can be viewed, taking it beyond the role of both felt emotion and affective disposition. The findings show that emotional intelligence directly affects perceptions of politics, and indirectly affects employees' work attitudes and behaviors, through a mediation effect of perceived politics.

scholarly journals Team Emotional Intelligence: Emotional Processes as a Link Between Managers and Workers

2021 ◽  
Vol 12 ◽  
Author(s):  
Rosa Mindeguia ◽  
Aitor Aritzeta ◽  
Alaine Garmendia ◽  
Edurne Martinez-Moreno ◽  
Unai Elorza ◽  
...  
Keyword(s):  
Emotional Intelligence ◽  
Transformational Leadership ◽  
Well Being ◽  
Management Team ◽  
Mediation Effect ◽  
Transformational Leaders ◽  
Team Processes ◽  
Positive Feelings ◽  
Being There ◽  
The Relationship

Research has shown that transformational leaders are able, through emotional contagion mechanisms, to transmit their emotions and boost positive feelings among their followers. Although research on leadership and team processes have shown a positive relation between transformational leadership and workers' well-being, there is a lack of studies examining the “black box” of this association. The present study aimed to assess the mediation effect of team emotional intelligence (TEI) of the management team on the relationship between management's transformational behaviors and employees' responses. Data were gathered from two sources: 1,566 managers grouped into 188 teams pertaining to a total of 90 firms, and 4,564 workers from the same 90 firms. The results showed that management team TEI and the emotional state of “passion” among employees had a full mediation effect on the relationship between management teams' transformational leadership and employees' cohesion. Implications of these results are discussed.

scholarly journals How Does the Emotional Intelligence of Project Managers Affect Employees’ Innovative Behaviors and Job Performance? The Moderating Role of Social Network Structure Hole

SAGE Open ◽  
2020 ◽  
Vol 10 (4) ◽  
pp. 215824402096938
Author(s):  
Handong Tang ◽  
Ge Wang ◽  
Junwei Zheng ◽  
Lan Luo ◽  
Guangdong Wu
Keyword(s):  
Emotional Intelligence ◽  
Social Network ◽  
Job Performance ◽  
Network Structure ◽  
Construction Project ◽  
Project Managers ◽  
Innovative Behavior ◽  
Structural Holes ◽  
Social Network Structure ◽  
The Relationship

This study applies affective events theory (AET) and resource dependence theory to introduce the moderating variable social network structure hole; a theoretical model is applied to better understand construction project managers’ emotional intelligence (EI), the innovative behavior of employees, and job performance. A questionnaire survey was conducted with Chinese construction project managers and their employees, with 169 valid questionnaires analyzed using structural equation modeling. The results show that (a) managers with high EI have more potential to make use of structural holes; (b) managers with high EI can stimulate employees’ innovative behavior, thus improving employees’ job performance; (c) structural holes can enhance the relationship between managers’ EI and employees’ innovative behavior and strengthen the relationship between EI and employees’ job performance. Using the lens of AET, this study examines the influencing path of managers’ EI on employees’ job performance from two aspects: emotion-driven behavior and judgment-driven behavior. The study also discusses the moderating mechanism of social network structure hole. The conclusion may help project managers better understand and make use of the influence of social network structure holes.

The Relationship between Entrepreneur Psychological Capital and Employee’s Innovative Behavior: The Strategic Role of Transformational Leadership and Knowledge Sharing

2011 ◽  
Vol 282-283 ◽  
pp. 691-696 ◽  
Author(s):  
Yu Zhu ◽  
Yan Fei Wang
Keyword(s):  
Transformational Leadership ◽  
Knowledge Sharing ◽  
Psychological Capital ◽  
Future Research ◽  
Innovative Behavior ◽  
Chinese Enterprises ◽  
Strategic Role ◽  
Future Research Directions ◽  
The Relationship

This research is to explore the relationships among entrepreneur psychological capital; innovative behavior; transformational leadership and knowledge sharing. Chinese enterprises participated in this investigation. We found that entrepreneur psychological capital influenced transformational leadership, while transformational leadership influenced employee’s innovative behavior positively. Besides, entrepreneur psychological capital influenced employee’s knowledge sharing positively while knowledge sharing influenced employee’s innovative behavior positively, but the direct influence between entrepreneur psychological capital and employee’s innovative behavior wasn’t exist. As anticipated, the intervening effect of transformational leadership and knowledge sharing between entrepreneur psychological capital and employee’s innovative behavior was significant. Implications, limitations and future research directions for the study are discussed.

scholarly journals How transformational leadership influences innovative behavior: the mediating role of psychological empowerment and proactivity of employees

2021 ◽  
Vol 12 (1) ◽  
pp. 241-264
Author(s):  
Fouzia Ashfaq ◽  
Ghulam Abid ◽  
Sehrish Ilyas ◽  
Anwer Hasnain
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
Psychological Empowerment ◽  
Bootstrap Method ◽  
Mediation Effect ◽  
Conservation Of Resources ◽  
Innovative Behavior ◽  
Time Lagged ◽  
Transformational Leadership Style ◽  
The Impact

This research aims to examine the impact of transformational leadership on innovative behavior of employees within the organization. It draws on conservation of resources theory and examines when and how transformational leadership style relates to innovative behavior of employees. The study proposes a sequential mediation effect of psychological empowerment and proactivity of employees that predicts innovative behavior among employees. The data of 230 employees is collected from large public sector organizations, from employees and their managers by utilizing three-wave time lagged study design. The results of the study were obtained using PROCESS macro by Hayes via 2000 resample bias corrected (BC) bootstrap method. The findings not only validate the applicability of psychological empowerment and proactivity for innovative behavior but also found these as mediators between transformational leadership and innovative behavior relationship. Theoretical and practical implications are also discussed in light of the findings.

scholarly journals Promoting Innovative Behavior in Employees: The Mechanism of Leader Psychological Capital

2021 ◽  
Vol 11 ◽  
Author(s):  
Yanfei Wang ◽  
Yi Chen ◽  
Yu Zhu
Keyword(s):  
Psychological Capital ◽  
Psychological Safety ◽  
Mediating Effect ◽  
External Boundary ◽  
Conservation Of Resources ◽  
Innovative Behavior ◽  
Positive Effects ◽  
Psychology Theory ◽  
Questionnaire Surveys ◽  
The Relationship

The study reported in this paper analyzed the influence of leader psychological capital (PsyCap) on employees’ innovative behavior and the roles of psychological safety and growth need strength (GNS) in this process within the context of positive psychology theory and conservation of resources theory. Three stages of questionnaire surveys were administered to 81 enterprise leaders and their 342 direct subordinates in South China to test our theoretical model. The results showed that leader PsyCap had significant and positive effects on employee innovative behavior, psychological safety had a partially mediating effect, and GNS positively moderated the relationship between psychological safety and innovative behavior. The results revealed the mechanism of PsyCap and external boundary conditions of the influence of leader PsyCap on employee innovative behavior. The study expands the research results of leader PsyCap theory and also provides guidance on how enterprises manage employees’ innovative behavior.

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