The Relationship among Innovative Behavior, Empowering Leadership, Organizational Learning, and Job Security of Workers in Large Corporations

Innovation is one of the basic assets needed for organizations to survive<em> </em>in a competitive environment. Organizations such as higher education also need strong innovation in order to continue to compete and produce high-quality graduates. This study aims to analyze the factors that influence the innovative behavior of lecturers, especially based on organizational learning and organizational commitment. The research was conducted at STIK-PTIK with a sample of 108 lecturers who were taken randomly. Data collection using a questionnaire with Likert scale 1-5 and data analysis using path analysis. The results showed that organizational learning and organizational commitment had a positive direct influence on the innovative behavior of lecturers. Organizational learning is also known to have a positive direct influence on the organizational commitment of lecturers. Other findings indicate that organizational commitment plays a role in the influence of organizational learning on innovative behavior. Based on these results, then factors organizational learning and organizational commitment need to be improved in order to increase the innovative behavior of lecturers.

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

The Journal of Humanities and Social sciences 21 ◽

10.22143/hss21.9.1.61 ◽

2018 ◽

Vol 9 (1) ◽

pp. 767-780

Author(s):

Chul-Woo Lee

Keyword(s):

Group Leader ◽

Innovative Behavior ◽

Mediating Effects ◽

Empowering Leadership ◽

The Relationship

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Talent Management and Innovative Behavior Based on the Mediating Role of Organizational Learning

International Letters of Social and Humanistic Sciences ◽

10.18052/www.scipress.com/ilshs.79.16 ◽

2017 ◽

Vol 79 ◽

pp. 16-28 ◽

Cited By ~ 1

Author(s):

Iman Khaki ◽

Hamid Erfanian Khanzadeh ◽

Azam Babaki Rad

Keyword(s):

Organizational Learning ◽

Significant Relationship ◽

Talent Management ◽

Innovative Behavior ◽

Main Hypothesis ◽

Learning Capability ◽

Mediating Role ◽

Data Collection And Analysis ◽

The Relationship

This study aimed to investigate the relationship between talent management and the innovative behavior of employees based on the mediating role of organizational learning. This study is a descriptive study, according to the data collection and analysis methods and, it is a survey, according to the implementation. It was conducted during 2015 to 2016 in Mashhad, Iran. Participants were 147 staffs employed in the information technology organization of Mashhad municipality. Data were collected using three valid and reliable questionnaires. Data were analyzed using SPSS software version 19. According to the main hypothesis of the study, there is a significant relationship between talent management and the innovative behavior of employees, and organizational learning mediates the relationship between talent management and the innovative behavior of employees. Also, according to the minor hypothesis, there is a significant relationship between the components of talent management and innovative behavior and the components of organizational learning can mediate the relationship between talent management and innovative behavior. Organizational learning capability has a significant relationship with innovation and innovative behavior and the organizational learning is a way in which educational and training opportunities for employees can be linked to innovative goals.

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The Mediated Moderating Role of Organizational Learning Culture in the Relationships among Authentic Leadership, Leader-Member Exchange, and Employees’ InnovativeBehavior

Sustainability ◽

10.3390/su131910802 ◽

2021 ◽

Vol 13 (19) ◽

pp. 10802

Author(s):

Ki Baek Jung ◽

S.M. Ebrahim Ullah ◽

Suk Bong Choi

Keyword(s):

Organizational Learning ◽

Authentic Leadership ◽

Learning Culture ◽

Mediating Effect ◽

Future Research ◽

Leader Member Exchange ◽

Innovative Behavior ◽

Organizational Learning Culture ◽

Member Exchange ◽

The Relationship

Previous studies have shown that enhancing employees’ innovative behavior can facilitate organizations’ sustainable competitiveness. This study investigated the relationship between authentic leadership and employees’ innovative behavior in Korean manufacturing and service companies. Moreover, the study examined the complex processes and conditions underlying this relationship. The results indicated that authentic leadership was significantly related to employees’ innovative behavior and that leader–member exchange mediated the relationship between authentic leadership and employees’ innovative behavior. Additionally, organizational learning culture moderated the relationship between leader–member exchange and employees’ innovative behavior. Finally, organizational learning culture moderated the mediating effect of authentic leadership on innovative behavior via leader–member exchange. We discuss the theoretical and practical implications of these findings as well as the study’s limitations for future research directions.

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

Journal of Intellectual Capital ◽

10.1108/jic-11-2020-0362 ◽

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.

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THE RELATIONSHIP BETWEEN CAREER DEVELOPMENT, COMPENSATION, JOB SECURITY, WORK ENVIRONMENT AND EMPLOYEE LOYALTY

e-Academia Journal ◽

10.24191/e-aj.v9i1.9525 ◽

2020 ◽

Vol 9 (1) ◽

Author(s):

Muhammad Faizal Samat ◽

Muhammad Najmuddin Hamid ◽

Muhammad Ameer Shafiq Awang@Ali ◽

Wan Muhammad Iqmal Fazri Wan Juahari ◽

Khairul Asraf Ghazali ◽

...

Keyword(s):

Career Development ◽

Work Environment ◽

Turnover Rate ◽

Sampling Technique ◽

Job Security ◽

Future Research ◽

Kuala Lumpur ◽

Employee Loyalty ◽

Convenience Sampling ◽

The Relationship

Malaysia has recorded the second highest involuntary turnover rate at 6% and third highest voluntary rate at 6.5% in South East Asia. Employee loyalty becomes critical towards employer. Thus, the purpose of this study was to examine the relationship between career development, compensation, job security, work environment and employee loyalty. In conducting this study, convenience sampling technique has been employed and respondents have been chosen in the area of Kuala Lumpur. Hypothesis were tested using regression analysis by using Smart-PLS. Based on the result, career development, compensation and job security were found to be significant with employee loyalty. However, work environment was found to be not significant with employee loyalty. It is suggested for future research to explore other variables in order to find the factors contributed in employee loyalty. Keywords: Career Development, Compensation, Job Security, Work Environment, Employee Loyalty

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