Middle manager’s innovative work behavior and their social network position: A search on slippery ice

Positive Effects ◽

Public Managers ◽

Innovative Work ◽

Career Motives

From theories on middle managers’ entrepreneurship in private organizations, it is known that the structural network position of middle managers influences their innovative work behavior. Our study investigates if in a governmental setting, the intra-organizational networking behavior of public managers has a similar positive influence on innovative work behavior. As networking mechanisms may depend on the particular context and organizational norms, we also investigate the influence of networking motivations. According to social network research in private enterprises, social network links can be used to advance individual careers. According to public management and Public Service Motivation theories, public managers have a collective orientation aimed at producing public goods. Therefore, we investigate if, next to intra-organizational networking, an individual career motive or a collective motivation for networking explains innovative work behavior. In a case study on public managers of a municipality in Mexico City, we find a strong influence of networking on innovative work behavior. We also find support for additional influences of individual career motives, but no evidence for collective motivations. Points for practitioners Intra-organizational networking of public managers leads to increased innovative behavior in a governmental setting. In addition, when aiming at increasing innovative behavior, individual career motives seem to have stronger positive effects than collective motivations (such as teamwork-related motivations).

Following the Ants

European Journal of Psychological Assessment ◽

10.1027/1015-5759/a000299 ◽

2017 ◽

Vol 33 (6) ◽

pp. 409-421 ◽

Cited By ~ 10

Author(s):

Anne B. Janssen ◽

Martin Schultze ◽

Adrian Grötsch

Keyword(s):

Short Form ◽

Supervisor Support ◽

Proactive Personality ◽

Work Behavior ◽

Model Fit ◽

Item Selection ◽

Short Version ◽

Innovative Work ◽

Two Measures

Abstract. Employees’ innovative work is a facet of proactive work behavior that is of increasing interest to industrial and organizational psychologists. As proactive personality and supervisor support are key predictors of innovative work behavior, reliable, and valid employee ratings of these two constructs are crucial for organizations’ planning of personnel development measures. However, the time for assessments is often limited. The present study therefore aimed at constructing reliable short scales of two measures of proactive personality and supervisor support. For this purpose, we compared an innovative approach of item selection, namely Ant Colony Optimization (ACO; Leite, Huang, & Marcoulides, 2008 ) and classical item selection procedures. For proactive personality, the two item selection approaches provided similar results. Both five-item short forms showed a satisfactory reliability and a small, however negligible loss of criterion validity. For a two-dimensional supervisor support scale, ACO found a reliable and valid short form. Psychometric properties of the short version were in accordance with those of the parent form. A manual supervisor support short form revealed a rather poor model fit and a serious loss of validity. We discuss benefits and shortcomings of ACO compared to classical item selection approaches and recommendations for the application of ACO.

A study on innovative work behavior in financial institution's employees

Journal of Korea Service Management Society ◽

10.15706/jksms.2011.12.3.005 ◽

2011 ◽

Vol 12 (3) ◽

pp. 109-131

Author(s):

Oh, Heung-Jae ◽

이규만

Keyword(s):

Work Behavior ◽

Faculty Opinions recommendation of Spontaneous neural encoding of social network position.

Faculty Opinions – Post-Publication Peer Review of the Biomedical Literature ◽

10.3410/f.727665416.793532980 ◽

2017 ◽

Author(s):

Neil Grunberg

Keyword(s):

Social Network ◽

Neural Encoding ◽

Network Position ◽

Social Network Position

How to Promote Innovative Work Behavior among Academics

International Journal of Psychosocial Rehabilitation ◽

10.37200/ijpr/v24i3/pr200814 ◽

2020 ◽

Vol 24 (03) ◽

pp. 569-583

Author(s):

Salbeha Ibus ◽

Eta Wahab ◽

Fadillah Ismail

Keyword(s):

Work Behavior ◽

The Nexus between Team Culture, Innovative Work Behaviour and Tacit Knowledge Sharing: Theory and Evidence

Sustainability ◽

10.3390/su13084333 ◽

2021 ◽

Vol 13 (8) ◽

pp. 4333

Author(s):

Cem Işık ◽

Ekrem Aydın ◽

Tarik Dogru ◽

Abdul Rehman ◽

Rafael Alvarado ◽

...

Keyword(s):

Knowledge Sharing ◽

Tacit Knowledge ◽

Work Behavior ◽

Frontline Employees ◽

Mediating Role ◽

Team Culture ◽

Tacit Knowledge Sharing ◽

Innovative Work ◽

The Relationship

Tacit knowledge sharing is an essential intellectual capital for frontline employees in hotel enterprises. While the relationship of knowledge sharing with team culture (TC) and innovative work behavior (IWB) was investigated in the extant literature, little is known about the extent to which tacit knowledge sharing affects TC and IWB. In this regard, the purpose of this study is to investigate the role of tacit knowledge sharing in the relationship between TC and IWB. For this purpose, data were gathered from 360 department managers of Turkish 4–5 star hotels. The results were analyzed utilizing Smart PLS 3 using bootstrapping to determine the level of significance of the relationships between tacit knowledge sharing, TC and IWB. The results show statistically significant relationships between tacit knowledge sharing, TC and IWB. Moreover, tacit knowledge sharing has a mediating role in the relationship between team culture and innovative work behavior.

Examining the External Antecedents of Innovative Work Behavior: The Role of Government Support for Talent Policy

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph18031213 ◽

2021 ◽

Vol 18 (3) ◽

pp. 1213

Author(s):

Zaisheng Zhang ◽

Meng Liu ◽

Qing Yang

Keyword(s):

Behavioral Control ◽

Resource Dependence Theory ◽

Government Support ◽

Work Behavior ◽

Equation Modeling ◽

Perceived Behavioral Control ◽

Innovative Work ◽

The Relationship

The innovative work behavior (IWB) or creativity of employees is regarded as the key to the sustainable innovation performance of an organization. In the field of human resource management (HRM), the relationship between an organization’s high-performance work system (HPWS) and IWB has been studied extensively. However, the current understanding of organizational external antecedents is limited. Our paper focuses on an extra-organizational government support factor, government support for talent policy (GSTP). Similar to HRM policies within an organization, GSTP also has an ability–motivation–opportunity framework that may influence the IWB of employees. We integrate the resource dependence theory, institutional theory, and theory of planned behavior (TPB) to propose a theoretical model of the mechanism of GSTP influence on IWB. Using a structural equation modeling approach, we empirically verify the hypotheses in a survey dataset of HRM practitioners in 152 technology-based enterprises in China. The results indicate that the external antecedent, GSTP, positively influences the innovative attitude, subjective norm, and perceived behavioral control of HRM practitioners in the organization. Innovative attitude and perceived behavioral control completely mediated the relationship between GSTP and innovative intention. Moreover, there is a distal indirect effect between GSTP and IWB. The paper contributes to filling a gap in the innovation policy literature. In practice, both HPWS and individual employees should be concerned about the possible role of GSTP.

Innovative Work Behavior—A Key Factor in Business Performance? The Role of Team Cognitive Diversity and Teamwork Climate in This Relationship

Journal of Risk and Financial Management ◽

10.3390/jrfm14040185 ◽

2021 ◽

Vol 14 (4) ◽

pp. 185

Author(s):

Nadežda Jankelová ◽

Zuzana Joniaková ◽

Juraj Mišún

Keyword(s):

Business Performance ◽

Main Tool ◽

Work Behavior ◽

Cognitive Diversity ◽

Staff Perceptions ◽

Positive Effects ◽

Key Factor ◽

The aim of our paper is to examine whether the support of innovative work behavior by management is positively related to business performance and at the same time, whether this relationship is mediated by the teamwork climate and cognitive diversity of teams. Cognitive diversity is defined as differences in knowledge and perspective, which arise from professional diversity and account for its positive effects. A teamwork climate represents staff perceptions of collaboration between personnel. Business performance is defined by the level of sales. Our sample consisted of 211 managers of companies operating in Slovakia, and data collection took place in the form of a questionnaire. The main tool for examining the mechanism of operation of the investigated relationships is mediation using regression analysis and the Sobel test to determine the significance of the indirect effect of mediation variables. The findings point to a significant direct relationship between the innovative work behavior of company employees and business performance. The intensity of this relationship can be partly influenced by promoting cognitive diversity, especially in the area of knowledge and ways of thinking. The significant role of a teamwork climate was not demonstrated in the examined model.

Developmental Human Resource Configuration, Unique Human Capital, and Employee Innovative Work Behavior: A Multilevel Moderated Mediation Model

SAGE Open ◽

10.1177/21582440211027964 ◽

2021 ◽

Vol 11 (2) ◽

pp. 215824402110279

Author(s):

Po-Chien Chang ◽

Man-Jing Zhang ◽

Ting Wu

Keyword(s):

Human Capital ◽

Human Resource ◽

Social Exchange ◽

Work Behavior ◽

High Tech ◽

Full Time ◽

Resource Configuration ◽

Innovative Work ◽

Empowerment Climate

Drawing on social exchange theory (SET), the purposes of this research are to investigate the effect that developmental human resource configuration (DHRC) has on employee innovative work behavior (IWB) and to examine the role that an empowerment climate plays in the relationship. The study assumes that knowledge workers perform IWB if they perceive the application of DHRC and the empowerment climate to support autonomy, information sharing, and team accountability. The data were collected from 37 R&D managers and 370 full-time R&D engineers, constituting 37 different high-tech companies in Guangdong province, China. Results show that a positive relationship between DHRC and IWB was found and was partially mediated by unique human capital. Findings also demonstrate that empowerment climates strengthen this relationship. The implications of the findings and future directions for research are further discussed.

Towards teacher innovative work behavior: A conceptual model

Cogent Education ◽

10.1080/2331186x.2020.1869364 ◽

2021 ◽

Vol 8 (1) ◽

pp. 1869364

Author(s):

Soheila Hosseini ◽

Zahra Rastegar Haghighi Shirazi

Keyword(s):

Conceptual Model ◽

Work Behavior ◽