scholarly journals HUBUNGAN OPENNESS DAN CONSCIENTIOUSNESS TERHADAP PERILAKU KERJA INOVATIF: PERAN MODERASI DARI MASA KERJA PADA PERUSAHAAN STARTUP

2019 ◽  
Vol 4 (2) ◽  
pp. 182
Author(s):  
Steffira Anjani ◽  
Eka Gatari
Keyword(s):  
Personality Traits ◽  
Selection Process ◽  
Cross Sectional Study ◽  
Work Behavior ◽  
Cross Sectional ◽  
Theoretical Understanding ◽  
Innovative Work Behavior ◽  
Moderation Effect ◽  
Innovative Work ◽  
Recruitment And Selection

Personality traits (openness and conscientiousness) were found to play a major role to improve innovative work behavior. However, the relationship between the two variables cannot be fully understood because of the rule of tenure as the moderator. In order to provide greater clarity, researcher wants to examine the effects of openness and conscientiousness on innovative work behavior and how the dynamic of moderating effects of tenure on the associations between traits and innovative work behavior among startup employees. Researcher has conducted a cross-sectional study on 105 startup employees. The results showed that openness and conscientiousness personality traits influenced the innovative work behavior, but there was no moderation effect of tenure to be found. Findings of this research can increase theoretical understanding and also can be used by startup companies in the recruitment and selection process to select employees who have the characteristics of openness and conscientiousness with high potential to innovate.

How to unleash innovative work behavior of SMEs' workers through knowledge sharing? Accessing functional flexibility as a mediator

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Khalid Anser ◽  
Zahid Yousaf ◽  
Muhammad Yasir ◽  
Muhammad Sharif ◽  
Muhammad Hamid Nasir ◽  
...  
Keyword(s):  
Knowledge Sharing ◽  
Organizational Innovation ◽  
Work Behavior ◽  
Quantitative Methodology ◽  
Cross Sectional ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Functional Flexibility ◽  
Innovative Work ◽  
Small Medium Enterprises

PurposeThis study aims to investigate the direct impact of knowledge sharing (KS) and functional flexibility (FF) on innovative work behavior (IWB) of small medium enterprises (SME’s) employees. This study also observes the mediating role of FF in the connection between KS and IWB.Design/methodology/approachThis study adapted a quantitative methodology and used the cross-sectional data. Data were collected from the 751 workers of SMEs to validate the mediation model.FindingsResults reveal that KS and FF significantly affect IWB in SME’s workers. The findings also reveal that FF acts as a mediator between KS and IWB link.Originality/valueThe live experience of currently working employees shows that IWB is dependent of employees' KS and FF. Moreover, this study contributed to the streams of knowledge management and organizational innovation perspective by emphasizing upon the mediating mechanism of FF.

scholarly journals Innovative work behavior and personality traits

2018 ◽  
Vol 33 (1) ◽  
pp. 29-42 ◽  
Author(s):  
Stephen A. Woods ◽  
Michael James Mustafa ◽  
Neil Anderson ◽  
Benjamin Sayer
Keyword(s):  
Personality Traits ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Innovative Work

Relationship between resilience and personality traits in paramedics

2018 ◽  
Vol 7 (1) ◽  
pp. 4-12 ◽  
Author(s):  
Razieh Froutan ◽  
Reza Mazlom ◽  
Javad Malekzadeh ◽  
Amir Mirhaghi
Keyword(s):  
Personality Traits ◽  
Short Form ◽  
Field Research ◽  
Work Conditions ◽  
Cross Sectional Study ◽  
Medical Emergency ◽  
Cross Sectional ◽  
Content Type ◽  
Recruitment And Selection ◽  
The Relationship

Purpose Resilience can be of assistance to paramedics in order to maintain their own mental balance in stressful work environments. Since it is not well defined which personality traits are correlated with resilience in these personnel, the purpose of this paper is to explain the relationship between personality traits and levels of resilience. Design/methodology/approach This cross-sectional study was conducted on paramedics in Eastern Iran through field research. The study participants were selected by convenience sampling method. The data collection instruments included NEO-Five Factor Inventory-Short Form and Connor-Davidson Resilience Scale. The data obtained were also analyzed using descriptive and inferential statistics (correlation and regression analysis) through the SPSS 16.0 software. Findings A total of 252 paramedics with a mean age of 28.9±5.1 years participated in this study. The personality traits of neuroticism (r=−0.24), openness to experience (r=−0.22), and agreeableness (r=−0.18) were significantly correlated with resilience. In contrast, extraversion (r=0.26) and conscientiousness (r=0.32) were in a significant relationship with resilience. In this respect, the given personality traits could account for 31.5 percent of changes in resilience. Research limitations/implications It was concluded that the paramedics with lower scores of neuroticism had higher levels of resilience and they could similarly show better compliance with their work conditions in stressful situations and consequently maintain their mental health. Practical implications It is recommended to conduct psychological examinations of personality traits in recruitment and selection stages of medical emergency personnel and to implement psychological interventions for those medical emergency staff with the personality trait of neuroticism. Social implications Resilient paramedics may also perceive less stress and it may be negatively associated with burnout. Originality/value The study examined the relationship between personality traits and resiliency in order to clarifying recruitment criteria in emergency medical services.

Cultural intelligence and innovative work behavior: the role of work engagement and interpersonal trust

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Bilal Afsar ◽  
Basheer M. Al-Ghazali ◽  
Sadia Cheema ◽  
Farheen Javed
Keyword(s):  
Multinational Corporations ◽  
Work Engagement ◽  
Cultural Intelligence ◽  
Interpersonal Trust ◽  
Work Behavior ◽  
Cross Sectional ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Innovative Work

PurposeBecause of the rapidly changing environment and fleeting market opportunities, employee's innovative work behavior is increasingly assuming a pivotal role in enhancing organizational effectiveness and competitive advantage. The success of organizations is largely depended on their employees' ability to innovate. The role of cultural intelligence to enhance innovative work behavior is yet to be explored in the innovation research. The purpose of this study is to examine how cultural intelligence enhances employees' innovative work behavior through work engagement and interpersonal trust.Design/methodology/approachThe study is a cross-sectional design which utilizes data from 381 participants from multinational corporations in Saudi Arabia.FindingsThe results indicate that cultural intelligence can significantly affect employee's innovative work behavior. It further reveals that both work engagement and interpersonal trust partially mediate the effect of cultural intelligence on innovative work behavior.Originality/valueThis study adds to the literature on intelligence by examining an underexplored type of intelligence (i.e. cultural intelligence) in relation to employee's innovative work behavior. It reveals work engagement and interpersonal trust as the psychological mechanisms that can link cultural intelligence to innovative work behaviors.

scholarly journals Ethical Leadership and Innovative Work Behavior: The Mediating Role of Individual Attributes

2020 ◽  
Vol 6 (3) ◽  
pp. 68 ◽  
Author(s):  
Zulfiqar Ahmed Iqbal ◽  
Ghulam Abid ◽  
Francoise Contreras ◽  
Qandeel Hassan ◽  
Rabbia Zafar
Keyword(s):  
Social Exchange ◽  
Ethical Leadership ◽  
Creative Thinking ◽  
Social Exchange Theory ◽  
Service Sector ◽  
Work Behavior ◽  
Cross Sectional ◽  
Innovative Work Behavior ◽  
Innovative Work

Based on the social exchange theory, the aim of this study is to investigate the direct and indirect influence of ethical leadership on employee innovative work behavior, examining the intervening role of individual variables such as thriving at work and attitudes towards performing well in this relationship. The data was collected using self-reporting survey questionnaires by using a multi-source and cross-sectional study design with service sector employees from two different samples: the U.K. and Pakistan. The findings supported the hypothesized model, where direct and dual mediation were tested. The results extend our understanding as to how positive attitude and psychological states together create positive feelings in employees and enhance their capacity for creative thinking and implementations of new ideas.

An integrative framework of innovative work behavior for employees in SMEs linking knowledge sharing, functional flexibility and psychological empowerment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Yasir ◽  
Abdul Majid ◽  
Zahid Yousaf ◽  
Abdelmohsen A. Nassani ◽  
Mohamed Haffar
Keyword(s):  
Knowledge Sharing ◽  
Structural Equation ◽  
Psychological Empowerment ◽  
Work Behavior ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Functional Flexibility ◽  
Innovative Work

PurposeThis study aims to propose a model based on knowledge sharing (KS) to explore that how functional flexibility (FF) and psychological empowerment (PE) plays a mediating role between KS and innovative work behavior (IWB) among employees of small and medium enterprises (SMEs).Design/methodology/approachCross-sectional plan was employed to investigate the hypothesized model. Survey instrument was used to collect data from 769 employees of SMEs through self-administered questionnaires. Furthermore, correlation and structural equation modeling approach was used for the analysis of collected data.FindingsThe findings revealed that KS has a significant positive relationship with IWB. Second, FF and PE fully mediate between KS and IWB.Originality/valueThis study offers empirical evidence how to flourish a mechanism of IWB among employees in SMEs. Furthermore, this study highlighted some facts that should be meaningful options for human resource managers to understand the nexus of KS, FF and PE for enhancing the IWB among workers in SMEs. Moreover, the study in hand provided significant implications for management by focusing on KS as a fundamental predictor for IWB via FF and PE.

scholarly journals PREDICTING THE INNOVATIVE WORK BEHAVIOR BY ASSESSING LEADERSHIP STYLES IN A HIGHER EDUCATIONAL CONTEXT

2021 ◽  
Vol 9 (4) ◽  
pp. 48-55
Author(s):  
Muhammad Saqib Khan ◽  
Hamid Khan ◽  
Aman Ullah ◽  
Muhammad Kamran ◽  
Muhammad Tariq
Keyword(s):  
Leadership Development ◽  
Leadership Styles ◽  
Transformation Process ◽  
Work Behavior ◽  
Main Theme ◽  
Cross Sectional ◽  
Innovative Work Behavior ◽  
New Findings ◽  
Innovative Work ◽  
Higher Educational

Purpose of Study: The present study aimed to examine the leadership styles (transformational & transactional) in predicting the innovative work behavior of the teacher in higher educational institutions. Leadership is important in the transformation of attitude and behavior of followers towards assigned responsibilities, however, which style is more effective in this transformation process in the main theme of the present study. Methodology: To achieve the desired objectives of the research, a quantitative approach was used wherein the cross-sectional design was followed by using the survey approach to attain the objectives as aligned with hypotheses. In this connection, relationships (association & cause-&-effect) among research variables were examined through statistical procedures by using SPSS. Main Findings: The results of the study revealed that both the leadership styles are effective in the transformation process however, the role of transformational leadership is more effective as compared to transactional leadership as revealed from the results of correlation (association) and regression (cause-& effect) procedures in the context under considerations in this research study. Applications of Study: The study is likely to be useful for the management of higher education institutions in revisiting their policies concerning the application of leadership development towards the followers. The study is also expected to be useful for future researchers in obtaining the practical guidelines from methods and procedures used in this study for their future endeavors. Novelty/Originality of Study: This study examined the leading and burning issues like (leadership styles and followers’ innovative behavior in a native environment to produce new findings and new knowledge about the relationships between the research phenomena to contribute to the existing database of knowledge.

Empowering leadership and innovative work behavior: a moderated mediation examination

2019 ◽  
Vol 23 (5) ◽  
pp. 915-930 ◽  
Author(s):  
Umamaheswara Rao Jada ◽  
Susmita Mukhopadhyay ◽  
Rohit Titiyal
Keyword(s):  
Knowledge Sharing ◽  
Moderated Mediation ◽  
Work Behavior ◽  
Role Clarity ◽  
Empowering Leadership ◽  
Cross Sectional ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Cross Sectional Design

Purpose The purpose of the paper is to investigate the relationship between empowering leadership and the innovative work behavior of employees. Utilizing a moderated mediation mechanism, the study additionally uncovers the mediating impact of knowledge sharing and the moderating influence of role clarity in the proposed model. Design/methodology/approach Cross-sectional design was used in the study, and developed questionnaires were administered to 235 supervisor-subordinates dyads working in Indian organizations to test the proposed relationships. SPSS 20 and AMOS 20 were used for statistical analysis. Findings The hypothesized moderated mediation model was supported. Knowledge sharing mediated the relationship between empowering leadership and innovative work behavior. The moderating impact of role clarity between empowering leadership and knowledge sharing was supported. It was also observed that stronger role clarity strengthened the indirect relationship between empowering leadership and innovative work behavior. Overall, the study shows that empowering leaders creates a cultivating climate for innovative work behavior by encouraging knowledge sharing among the members subject to clear identification of employee roles. Research limitations/implications Cross-sectional design of the study limits the authors from drawing definitive generalizations. Self-reported measures used in the study increase the chances of bias. Practical implications Findings of the study can be utilized by leaders for promoting innovative work behavior in the organization, which has been identified as a key to organizational growth and development. Originality/value The study attempts to address the under developed relationship between empowering leadership and innovative work behavior.

The role of job crafting and knowledge sharing on the effect of transformational leadership on innovative work behavior

2019 ◽  
Vol 48 (5) ◽  
pp. 1186-1208 ◽  
Author(s):  
Bilal Afsar ◽  
Mariam Masood ◽  
Waheed Ali Umrani
Keyword(s):  
Transformational Leadership ◽  
Knowledge Sharing ◽  
Mediating Effect ◽  
Work Behavior ◽  
Job Crafting ◽  
Cross Sectional ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
The Relationship

Purpose The purpose of this paper is to examine the effect of transformational leadership on an employee’s innovative work behavior through job crafting. In addition, the study explores the moderating effect of knowledge sharing behavior in the relationship between transformational leadership and innovative work behavior. Design/methodology/approach A quantitative and cross-sectional approach was used to collect data. Data were collected from 325 subordinates and 126 supervisors working in the hotel industry. Subordinates were asked to rate transformational leadership style of their respective supervisors and their own job crafting and knowledge sharing behaviors. Supervisors were asked to rate innovative work behavior of their respective subordinates. Findings The results showed that job crafting behaviors (increasing structural job resources, increasing social resources and increasing job challenges) mediated the effect of transformational leadership on an employee’s innovative work behavior. Moreover, knowledge sharing moderated the relationship between transformational leadership and innovative work behavior. Practical implications Organizations may reap the benefits of an innovative workforce by selecting, nurturing and developing transformational leaders who facilitate employees to proactively craft a challenging and resourceful work environment. Originality/value This is the first study to test the mediating effect of job crafting behaviors on the relationship between transformational leadership and innovative work behavior.

scholarly journals Trust, knowledge sharing, and innovative work behavior: empirical evidence from Poland

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Roman Kmieciak
Keyword(s):  
Knowledge Sharing ◽  
Idea Generation ◽  
Work Behavior ◽  
Cross Sectional ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Knowledge Sharing Behavior ◽  
Innovative Work ◽  
The Impact ◽  
Sharing Behavior

PurposeThe purpose of this paper is to assess the effects of two types of trust (vertical and horizontal trust) on knowledge sharing (knowledge donating and knowledge collecting) and the impact of knowledge sharing on innovative work behavior (idea generation and idea realization). The study also explores the mediating role of knowledge sharing.Design/methodology/approachPartial least squares path modeling and data collected from 252 participants at one large Polish capital group were used to test the research hypotheses.FindingsThe results showed that both vertical trust and horizontal trust are positively related to knowledge donating and knowledge collecting. Contrary to knowledge collecting, knowledge donating is significantly related to idea generation, which is highly correlated with idea realization. There is no direct relation between knowledge sharing behavior and idea realization. Knowledge donating mediates the relationship between vertical trust and idea generation.Research limitations/implicationsSelf-reports and the cross-sectional nature of the data collection are the main limitations of this study.Practical implicationsThe results allow managers to better understand what factors and processes contribute to greater employee innovativeness.Originality/valueTo the best of the author's knowledge, the study is the first to examine the relationships among vertical trust, horizontal trust, knowledge donating, knowledge collecting, idea generation and idea realization in an integrated way. This paper answered the questions (1) which type of trust is more important for knowledge sharing, and (2) which type of knowledge sharing behavior is more important for innovative work behavior. This paper investigated whether differences in the strength of relationships between constructs are significant.

Sign in / Sign up

Export Citation Format

Share Document