Reassessing Innovative Work Behaviors during COVID-19 Pandemic: The Impacts of Workplace Spirituality and Psychological Safety Perception

Objective: The present study explored the relationship between organizational agility, innovative work behaviors, and job satisfaction in second-grade secondary school teachers in Ardebil City, Iran. Methods: This was a descriptive correlational study. The statistical population of this research was all secondary school teachers in Ardebil City, Iran, in the academic year of 2016-2017. Among them, 129 teachers were selected by cluster random sampling method. The research tools were the Organizational Agility Scale (Zhang et al., 2000), the Innovative Work Behavior Questionnaire (Holman et al., 2011), and the Job Satisfaction Scale (Berifield et al., 1951). Data analysis was performed using Pearson’s correlation coefficient and regression analysis method. Results: The obtained results indicated a significant positive correlation between organizational agility, innovative work behaviors, and teachers' job satisfaction. Furthermore, the results of regression analysis revealed that roughly 0.42% of the total variance of job satisfaction was predicted based on organizational agility and innovative work behaviors (P<0.001). Conclusion: The obtained results suggested that organizational agility and innovative work behaviors were related to the prevention of teachers' job satisfaction, which calls for the attention of authorities and educators to these variables.

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Relationship between emotional intelligence and innovative work behaviors in Turkish banking sector

International Journal of Finance & Banking Studies (2147-4486) ◽

10.20525/ijfbs.v1i1.133 ◽

2012 ◽

Vol 1 (1) ◽

pp. 21-28 ◽

Cited By ~ 1

Author(s):

Hasan Dincer ◽

Nazife Orhan

Keyword(s):

Emotional Intelligence ◽

Banking Sector ◽

Dynamic Structure ◽

Work Behaviors ◽

Data Collection Tool ◽

Intelligence Scale ◽

Private Banks ◽

Innovative Work ◽

High Level ◽

Almost All

Nowadays, almost all sectors especially service ones are aware of the fact that the presence of employees who have high level of emotional intelligence and innovative work behaviors is crucial so as to perform efficiently and productively. Since customer satisfaction and customer loyalty are the main primacy for the banking sector, they need to keep up with all kinds of changes and developments to resist and gain advantages over their competitors subject to the highly increase of competition worldwide. The main reason of applying this study on the banking sector is its dynamic structure that has been changed both positively and negatively owing to the economic crisis. In connection with this, it is aimed to present the importance of emotional intelligence and innovative work behaviors on the success of banking sector through the analysis of two variables in terms of their relationship between each other. Additionally, it is intended for setting forth the differences of state-owned and private banks in terms of the level of emotional intelligence and innovative work behaviors. As a data collection tool, questionnaire technique has been used. It has been benefited from the emotional intelligence scale developed by Wong and Law to obtain the data related to emotional intelligence level; and the innovative work behaviors scale developed by Janssen to obtain the data related to innovative work behaviors. The findings obtained from the questionnaire were applied to 332 employees in Turkish banking sector.

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High-quality Relationships and their Effects on the Work Engagement and Innovative Work Behavior: The Mediating Role of Psychological Safety

Korean Academy of Management ◽

10.26856/kjom.2021.29.2.99 ◽

2021 ◽

Vol 29 (2) ◽

pp. 99-126

Author(s):

Sang-Eon Park ◽

Joo-Sang Kim

Keyword(s):

Work Engagement ◽

Psychological Safety ◽

Work Behavior ◽

High Quality ◽

Innovative Work Behavior ◽

Mediating Role ◽

Innovative Work ◽

Quality Relationships

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The Relationship between the Fulfillment of the IT Professional’s Psychological Contract and their Organizational Citizenship and Innovative Work Behaviors

Human Resources Management ◽

10.4018/978-1-4666-1601-1.ch067 ◽

2012 ◽

pp. 1085-1105 ◽

Cited By ~ 2

Author(s):

Sandra K. Newton ◽

Linda I. Nowak ◽

J. Ellis Blanton

Keyword(s):

Organizational Citizenship ◽

Social Information Processing ◽

Psychological Contract ◽

Research Question ◽

Organizational Citizenship Behaviors ◽

Work Behaviors ◽

Citizenship Behaviors ◽

It Professionals ◽

Innovative Work ◽

The Relationship

Little is known about the relationship between of the level of fulfillment of the IT professional’s psychological contract and their innovative work and organizational citizenship behaviors. Using psychological contract and social information processing theories, this study proposes to answer the research question: What is the relationship between the level of fulfillment of the IT professionals’ psychological contract and their organizational citizenship and innovative work behaviors? Survey data were collected from 209 IT professionals using group-administered paper and on-line surveys. Results show positive relationships with the level of fulfillment of the IT professional’s psychological contract and their innovative work behavior, as well as four of their organizational citizenship behaviors, specifically loyalty, advocacy participation, obedience, and functional participation. Extending the body of knowledge, the dimensional approach of the psychological contract was used resulting in the scope, focus, and tangibility dimensions being the most significant predictors of the organizational behaviors.

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The Relationship Between the Fulfillment of the IT Professional's Psychological Contract and their Organizational Citizenship and Innovative Work Behaviors

Advances in Information Resources Management - Global, Social, and Organizational Implications of Emerging Information Resources Management ◽

10.4018/978-1-60566-962-5.ch019 ◽

2010 ◽

pp. 368-389

Author(s):

Sandra K. Newton ◽

Linda I. Nowak ◽

J. Ellis Blanton

Keyword(s):

Organizational Citizenship ◽

Social Information Processing ◽

Psychological Contract ◽

Research Question ◽

Organizational Citizenship Behaviors ◽

Work Behaviors ◽

Citizenship Behaviors ◽

It Professionals ◽

Innovative Work ◽

The Relationship

Little is known about the relationship between of the level of fulfillment of the IT professional’s psychological contract and their innovative work and organizational citizenship behaviors. Using psychological contract and social information processing theories, this study proposes to answer the research question: What is the relationship between the level of fulfillment of the IT professionals’ psychological contract and their organizational citizenship and innovative work behaviors? Survey data were collected from 209 IT professionals using group-administered paper and on-line surveys. Results show positive relationships with the level of fulfillment of the IT professional’s psychological contract and their innovative work behavior, as well as four of their organizational citizenship behaviors, specifically loyalty, advocacy participation, obedience, and functional participation. Extending the body of knowledge, the dimensional approach of the psychological contract was used resulting in the scope, focus, and tangibility dimensions being the most significant predictors of the organizational behaviors.a

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PERBEDAAN PERILAKU KERJA INOVATIF BERDASARKAN KARAKTERISTIK INDIVIDU KARYAWAN

Jurnal Psikologi ◽

10.14710/jp.17.2.107-118 ◽

2019 ◽

Vol 17 (2) ◽

pp. 107

Author(s):

Arum Etikariena

Keyword(s):

Demographic Data ◽

Educational Background ◽

Individual Characteristics ◽

Work Behavior ◽

Work Behaviors ◽

Current Position ◽

Innovative Work Behavior ◽

Significant Difference ◽

Innovative Work ◽

Measuring Tool

In recent years, research on innovation in organizations, particularly innovative work behaviors, has developed considerably. The objective of the study were to examine the role of individual characteristics such as age, gender, educational background, ethnic’s background, tenure and length in current position which presumably would have an impact on the formation of innovative work behaviors. The study is quantitative study with non-experimental design, conducted on 279 respondents working in a Syariah Bank and a television company. The measuring tool used is the Innovative Work Behavior Scale. Demographic data were asked to be completed in the questionnaire. Data were analyzed using t-test, one-way Anova, and crosstabs analysis. The results show that innovative work behavior differs significantly based on age (χ2(3, 276) = 17.54; p < .001), educational background (χ2 (4, 275) = 8.18; p = .04), and tenure (χ2(2, 277) = 6.98; p = 0.03), but has no significant difference based on gender (χ2(2, 277) = 1.68; p = .20), ethnic background (χ2(13, 266) = 8.12; p = .78) and length in the current position (χ2(3, 276) = 3.81; p = .15). Thus, the results of this study will contribute to enrich the knowledge about innovative work behavior in Indonesia. Furthermore, this result will also be a consideration for dealing with employees to encourage innovative work behavior.

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Towards a Sustainable Model of Innovative Work Behaviors’ Enhancement: The Mediating Role of Employability

Sustainability ◽

10.3390/su12010159 ◽

2019 ◽

Vol 12 (1) ◽

pp. 159 ◽

Cited By ~ 4

Author(s):

Jol Stoffers ◽

Beatrice van der Heijden ◽

Ilse Schrijver

Keyword(s):

Structural Equation ◽

Organizational Politics ◽

Individual Development ◽

Work Behaviors ◽

Moderation Effect ◽

Mediating Role ◽

Positive Effects ◽

Moderated Mediation Model ◽

Member Exchange ◽

Innovative Work

In this mixed methods study, a moderated mediation model predicting effects of leader-member exchange (LMX) and organizational citizenship behaviors (OCB) on innovative work behaviors, with employability as a mediator, has been tested. Multi-source data from 487 pairs of employees and supervisors working in 151 small and medium-sized enterprises (SMEs) supported our hypothesized model. The results of structural equation modelling provide support for our model. In particular, the benefits of close relationships and high-quality exchanges between employee and supervisor (LMX), and fostering individual development as a result of employees’ OCB have an indirect effect on innovative work behaviors through positive effects on workers’ employability. Innovative work behaviors depend on employees’ knowledge, skills, and expertise. In other words, enhancing workers’ employability nurtures innovative work behaviors. In addition, we found a moderation effect of organizational politics on the relationship between employability and innovative work behaviors. Secondly, qualitative methods focusing on experiences of the antecedents and outcomes of employability were used to complement our quantitative results. All in all, this study has important consequences for managerial strategies and practices in SMEs and call for an awareness of the dysfunctional effect of perceived organizational politics.

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