scholarly journals Impact of Collective-Efficacy and Self-Efficacy on the Innovative Work Behaviour of Teachers in the Nilgiris District, Tamil Nadu

2017 ◽  
Vol 5 (1) ◽  
Author(s):  
J Parthasarathy ◽  
T Premalatha
Keyword(s):  
Collective Efficacy ◽  
Self Efficacy ◽  
Tamil Nadu ◽  
Sampling Method ◽  
Correlation Coefficients ◽  
Innovative Behaviour ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
The Nilgiris ◽  
Type Of School

The study presented here is to understand the level of collective-efficacy and self-efficacy of teachers in the Nilgiris District Tamil Nadu. The study also helps us to understand the influence of collective-efficacy and self-efficacy on the innovative behaviour of Teachers. Stratified Random Sampling Method is used in this study to select 90 school teachers. The data is analysed using descriptive statistics and Pearson’s Correlation Coefficients. In this study, the correlation between collective-efficacy and innovative work behaviour, self-efficacy and innovative work behaviour and collective-efficacy and self-efficacy were studied. The levels of collective- efficacy and self-efficacy and their influence on the innovative work behaviour were studied in teachers based on their designation, gender, experience and the type of school in which they work.

Antecedents of innovative work behaviour in healthcare: does efficacy play a role?

2019 ◽  
Vol 33 (1) ◽  
pp. 45-61
Author(s):  
Chiara Oppi ◽  
Afsaneh Bagheri ◽  
Emidia Vagnoni
Keyword(s):  
Collective Efficacy ◽  
Healthcare Setting ◽  
Public Healthcare ◽  
Main Concern ◽  
Healthcare Organizations ◽  
Content Type ◽  
Italian Regions ◽  
Innovative Behaviour ◽  
Innovative Work ◽  
Innovative Work Behaviour

Purpose Exploring how to enhance innovative work behaviour (IWB) has been the main concern of top managers and researchers, particularly in knowledge-intensive and public organizations. Yet, studies investigating factors that shape innovative behaviour at work are scarce. Focussing on the healthcare setting, the purpose of this paper is to hypothesize a direct relationship between individuals’ perceived creative self-efficacy (CSE), creative collective efficacy (CCE) and IWB. Design/methodology/approach The research used survey data from 446 clinical managers working in public healthcare organizations in six different Italian regions and a set of previously validated questionnaires to measure the study variables. Findings Findings suggest that clinical managers’ perceptions of their CSE and their perceived CCE significantly influence their self-reported IWB. Research limitations/implications Findings highlight the importance of constructing and developing clinical managers’ efficacy in creativity at both an individual and team level in order to incentivize the emergence of innovation behaviour. Further research is needed to assess the existence of mediating and/or moderating mechanisms underlying the relationships emerging from this study in order to support decision makers in diffusing innovation and creativity in healthcare organizations. Originality/value The research adds to the debate on improving IWB by introducing perceived individual and team creative efficacy as determinants of IWB in healthcare organizations. The research is among the first attempts to contribute to healthcare organizations’ management through exploring clinical managers’ characteristics that influence their IWB.

Leadership and innovative work behaviour within Ghanaian metropolitan assemblies: mediating role of resource supply

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Frank Baafi ◽  
Abraham Ansong ◽  
Kennedy Etse Dogbey ◽  
Nicodemus Osei Owusu
Keyword(s):  
Transformational Leadership ◽  
Local Government ◽  
Transactional Leadership ◽  
Structural Equation ◽  
Public Servants ◽  
Content Type ◽  
Innovative Behaviour ◽  
Innovative Work ◽  
Innovative Work Behaviour

PurposeThis study explores the role of transformational leadership, transactional leadership and resource supply in enhancing innovative work behaviour using the mediation model.Design/methodology/approachSurvey data was gathered from 314 local government staff from the six metropolitan assemblies in Ghana. Structural equation modelling was used for the analysis.FindingsThe results suggest that transformational and transactional leadership behaviours provided an impetus for innovative behaviours. Also, resource supply was found to mediate the relationship between transformational leadership behaviours and innovative work behaviour.Practical implicationsPublic managers can improve the innovative behaviour of public servants by providing resources for innovation, setting up proper reward structures, communicating vision clearly and clarifying performance expectations.Originality/valueThis is the first study to investigate innovative work behaviour within the Ghanaian local government sector and the context of a developing country in Africa. The study extends the literature on innovative work behaviour by exploring the role of leadership and resource supply.

Unravelling the nexus between creative self-efficacy, humble leadership, innovative work behaviour and job performance amongst physicians in public hospitals

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Joather Al Wali ◽  
Rajendran Muthuveloo ◽  
Ai Ping Teoh
Keyword(s):  
Self Efficacy ◽  
Structural Equation ◽  
Public Hospitals ◽  
Content Type ◽  
Mediating Role ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
Creative Self ◽  
The Relationship ◽  
Humble Leadership

PurposeThe study aims to examine the relationship between innovative work behaviour (IWB) and JP amongst physicians in Iraq public hospitals. The study also determines the effects of creative self-efficacy (CSE) and humble leadership (HL) on IWB. Besides, the study investigates the mediating role of IWB on the relationship between CSE and JP as well as between HL and JP.Design/methodology/approachA total of 332 respondents participated in the survey, although 173 responses were utilised after data screening. The study employs the structural equation modelling via partial least squares (PLS-SEM) to ascertain the relationship between the variables.FindingsEvidence from the study indicates that IWB has a positive relationship with JP, whilst CSE and HL are significant determinants of IWB amongst physicians in Iraq public hospitals. The study provides evidence that IWB plays a positive mediating role in the relationship between CSE and JP as well as between HL and JP amongst physicians in Iraq public hospitals.Originality/valueThe study implies that the JP of physicians in Iraq public hospitals can be enhanced by IWB, whilst the latter can be improved by CSE and HL. The influences of CSE and HL on JP can be boosted by IWB. Hence, efforts to promote IWB should be vigorously pursued by Iraq public hospitals to foster the physicians' JP.

Team-member exchange and innovative work behaviour

2019 ◽  
Vol 11 (3) ◽  
pp. 344-361 ◽  
Author(s):  
Vinit Ghosh ◽  
Manaswita Bharadwaja ◽  
Sresha Yadav ◽  
Gaurav Kabra
Keyword(s):  
Self Efficacy ◽  
Team Member ◽  
Psychological Empowerment ◽  
Content Type ◽  
Team Member Exchange ◽  
Member Exchange ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
Creative Self ◽  
Innovative Output

Purpose In the context of team's influence on its members, this paper aims to investigate the effects of team-member exchange (TMX) on members' innovative work behaviour (IWB). The current study presents a moderated mediation model and examines the mechanisms and conditions involved in TMX-IWB relationship. Design/methodology/approach A quantitative research methodology was adopted where 156 engineering and management students (grouped into 33 teams) were given a task in the form of an assignment to be completed in three weeks’ timeframe. Post task, perceptions about TMX and IWB of members were captured using a questionnaire and the innovative output of each team was assessed using multi-rater technique. Findings Psychological empowerment fully mediates TMX’s effect on team member's IWB. Furthermore, the results indicate that creative self-efficacy moderates the mediated path from TMX to IWB via psychological empowerment. The mediating effect of psychological empowerment is stronger when creative self-efficacy of a team member is higher. Furthermore, the relation between group-level innovative behaviour and the team's innovative output has been established. Originality/value The current research has contributed to the limited literature on team performance and management. This paper has uniquely investigated psychological empowerment in the context of TMX and IWB. The paper has encapsulated the theoretical and practical underpinnings of the mediated effect of psychological empowerment on team members' innovation-oriented behaviour.

YOU ARE JOKING, RIGHT? — CONNECTING HUMOUR TYPES TO INNOVATIVE BEHAVIOUR AND INNOVATION OUTPUT

2016 ◽  
Vol 20 (08) ◽  
pp. 1640021 ◽  
Author(s):  
PIA HURMELINNA-LAUKKANEN ◽  
KWADWO ATTA-OWUSU ◽  
EEVA-LIISA OIKARINEN
Keyword(s):  
Quantitative Analysis ◽  
Theoretical Discussion ◽  
Negative Effects ◽  
Different Types ◽  
Innovative Behaviour ◽  
External Relationships ◽  
Innovative Work ◽  
Innovation Output ◽  
Innovative Work Behaviour ◽  
Innovation Processes

While humour is present in everyday business in practice, its strategic meaning and effectiveness are rarely investigated in relation to innovation processes or their management. In this study, we suggest that different types of humour can have both positive and negative effects on innovative work behaviour and the innovation output of individuals, and that the nature of the effects depends to an extent on whether these types of humour are present in interaction within or across organisational boundaries. Theoretical discussion and empirical evidence derived from a quantitative analysis illustrate the diversity of relationships. The results indicate that while humour is, in general, more relevant for innovation within organizations, it also bears importance with regard to external relationships, especially considering innovative work behaviour. Likewise, generally speaking, aggressive humour has negative connotations while, affiliative, coping, and reframing types of humour are associated with positive undertones. However, these connections are not self-evident. Acknowledging differences helps managers to monitor and encourage the use of humour in varying forms of interaction within and beyond their organisations for creating supportive conditions for innovation.

scholarly journals Enhancing Innovative Work Behaviour of Malaysian Public Sector Employees

2021 ◽  
Vol 6 (2) ◽  
pp. 253-265
Author(s):  
Kamarul Liza Hashim
Keyword(s):  
Public Sector ◽  
Ethical Leadership ◽  
Self Efficacy ◽  
Quantitative Method ◽  
Organisational Commitment ◽  
Public Sector Employees ◽  
Primary Driver ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
Future Reference

One primary driver to boost organisations’ competitiveness and efficiency lies in employees’ innovative work behaviour. The goal of this study is to investigate the direct influence of ethical leadership, organisational commitment, and self-efficacy on innovative work behaviour of Malaysian public sector employees. This study adapted a quantitative method. Data were collected from 347 civil servants working in public sector organisations. Results revealed that ethical leadership, organisational commitment, and self-efficacy affect employees’ innovative work behaviour in public sector organisations. This research paper is expected to benefit the industry, practitioners, and academicians for future reference.

scholarly journals ORGANIZATIONAL TRUSTWORTHINESS AND EMPLOYEE INNOVATIVE WORK BEHAVIOUR

2020 ◽  
Vol 5 (1) ◽  
pp. 25
Author(s):  
Tamunomiebi Miebaka Dagogo ◽  
Adoki Edmund Barasin
Keyword(s):  
Active Participation ◽  
Organizational Trustworthiness ◽  
Innovative Behaviour ◽  
Innovative Work ◽  
Theoretical Paper ◽  
Innovative Work Behaviour ◽  
The Relationship

Purpose: The purpose of this paper was to examine the relationship between organizational trustworthiness and employee innovative work behaviour.Methodology: The paper is designed as a theoretical paper and as such discusses related theories which conceptualize and detail the relationship between the variables. The content of the paper addressed the nature and implications of organizational trustworthiness for employee innovative work behaviour by offering insight on issues which bother on employee work expectations, as well as the relationship between managers/supervisors and their employees.Findings: It was stated that there is the need for organizations to emphasis on practices and qualities which express their substantial levels of benevolence, integrity and competence as a way of enhancing their trustworthiness and as such, increasing employee innovative behaviour within the workplace.Unique Contribution to Practice and Policy:  The  management should focus on developing work structures that are transparent and which allow for active participation and involvement; such that actions and decisions by the leadership can be justified on the basis of competency and integrity, thus boosting the confidence of employees in the organization.

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