Exploring the Relationship between Innovative Work Behavior, Job Anxiety, Workplace Ostracism, and Workplace Incivility: Empirical Evidence from Small and Medium Sized Enterprises (SMEs)

The aim of this study is to explore the relationship between workplace ostracism (WO), workplace incivility (WI), and innovative work behavior (IWB), using job anxiety as a mediating variable. Building on the conservation of resource (COR) theory, this study proposes a theoretical framework. In this framework, workplace ostracism and workplace incivility are theorized to strengthen innovative work behavior, directly and indirectly, through job anxiety. Data were collected from the workers of small and medium sized enterprise (SME) entrepreneurs located in Pakistan. To estimate the proposed relationships in the conceptual model, we used structural equation modeling (SEM) through AMOS-21. The outcomes of this study confirmed that workplace ostracism and workplace incivility had a negative impact on innovative work behavior. It was also confirmed that job anxiety mediates in the relationship between workplace ostracism, workplace incivility, job anxiety, and innovative work behavior. At the end of the study, we thoroughly discussed the conclusions, practical implications, limitations, and future research directions of the study.

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Trickle-down effect of CEO transformational leadership on employee’s innovative work behaviors

International Journal of Business Ecosystem & Strategy (2687-2293) ◽

10.36096/ijbes.v1i2.114 ◽

2019 ◽

Vol 1 (2) ◽

pp. 01-14

Author(s):

Bruce Gashema ◽

Juniter Kwamboka Mokua

Keyword(s):

Transformational Leadership ◽

Structural Equation ◽

Work Behavior ◽

Equation Modeling ◽

Organizational Setting ◽

Innovative Work Behavior ◽

Innovative Work ◽

The Impact ◽

The Relationship ◽

Innovation Behavior

Despite the theoretical foundation that links Transformational leadership (TFL) with innovation behavior, previous studies have overlooked on Transformational leadership and innovation behavior at the individual level relationship but paid less attention to how transformational leadership qualities of top leaders would advance innovative work behavior within the organizational setting. To date, the impact of Transformational leadership at a top executive level on employee’s innovative work behavior (IWB) within an organizational setting has not been dealt with in-depth. However, using transformational leadership theory, this study uncovers the pivotal role of innovation culture (IC) and managerial innovation (MI) in the relationship between CEO transformational leadership and employee’s innovation behavior in SMEs. A cross-sectional design with a total of 434 employees from 24 SMEs operating from Rwanda was analyzed using structural equation modeling to evaluate the relationship between the variables developed in the study. The findings of this study support our hypothesized model.

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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 Behavior ◽

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.

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THE IMPACT OF PROACTIVE-PERSONALITY ON INNOVATIVE WORK BEHAVIOR AND WORK ENGAGEMENT IN THE UAE AVIATION INDUSTRY.

International Conference on Advances in Business Management and Law (ICABML) ◽

10.30585/icabml-cp.v2i1.245 ◽

2019 ◽

Vol 2 (1) ◽

pp. 108-112

Author(s):

Sultan Salem Alshamsi ◽

Kamarul Zaman Bin Ahmad

Keyword(s):

Work Engagement ◽

Structural Equation ◽

Proactive Personality ◽

Work Behavior ◽

Aviation Industry ◽

Innovative Work Behavior ◽

Significant Relationships ◽

Innovative Work ◽

The Impact ◽

The Relationship

The objective of this research is to examine the relationship between Proactive Personality, innovative work behavior, and work engagement. The sample consists of 220 respondent managers in the Aviation Industry in the UAE. Results of Structural Equation Modelling using SmartPLS revealed that there are significant relationships between Proactive Personality and innovative work behavior, and between Innovative Work Behavior and Work Engagement.

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Leading the innovation: role of trust and job crafting as sequential mediators relating servant leadership and innovative work behavior

European Journal of Innovation Management ◽

10.1108/ejim-05-2020-0187 ◽

2020 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Muhammad Mumtaz Khan ◽

Muhammad Shujaat Mubarik ◽

Tahir Islam

Keyword(s):

Servant Leadership ◽

Structural Equation ◽

Work Behavior ◽

Job Crafting ◽

Equation Modeling ◽

Content Type ◽

Innovative Work Behavior ◽

Mediating Role ◽

Innovative Work

PurposeThe purpose of the study is to ascertain the role of servant leadership in causing innovative work behavior. The study also examines the mediating role of job crafting and sequential mediating role of trust and job crafting between servant leadership and innovative work behavior.Design/methodology/approachThe data were collected from 258 knowledge workers employed in software houses in Pakistan through survey design. The data analysis was done through structural equation modeling.FindingsThe results of the analysis of 258 respondents show that servant leadership is related with trust, job crafting and innovative work behavior. The mediation analysis revealed that job crafting mediates the relation between servant leadership and innovative work behavior. Finally, the relation between servant leadership and innovative work behavior was found to be sequentially mediated by trust and job crafting.Originality/valueThe current study contributes to delineating the linking mechanism between servant leadership and innovative work behavior. The main contributions of the study are exploring the mediating role of job crafting along with the sequential mediating role of trust and job crafting.

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Exploring the Existence of Innovative Work Behavior among Government Employee: Have Been There?

Journal of Indonesian Economy and Business ◽

10.22146/jieb.v36i3.1404 ◽

2021 ◽

Vol 36 (3) ◽

pp. 272-282

Author(s):

Dediek Tri Kurniawan ◽

Yesiana Ihda Kusnayain ◽

Fatwah Inna Aulisaina ◽

Muhamad Arif Rahman Hakim

Keyword(s):

Organizational Justice ◽

Work Engagement ◽

Structural Equation ◽

Work Behavior ◽

Equation Modeling ◽

Government Employees ◽

Government Employee ◽

Innovative Work Behavior ◽

Innovative Work

Introduction/Main Objectives: This study aims to determine the existence of innovative work behavior ecosystems for Indonesia’s government employees Background problems: The quality of individual employees partially determines the quality of the organization. The abilities of the different employees who work in the same system will undoubtedly deliver the government employee and possibly produce results which are less than were expected. Novelty: The previous studies have examined innovative work behavior, focusing on the external factors and ignoring the internal factors of individual traits. This study focused on investigating the interrelationship among the factors that will be affected by innovative behavior, especially in government employees in Indonesia. Methods: This study examines the relationship among these variables using structural equation modeling (SEM) with LISREL 8.8 as the statistical tool. Finding/Result: This study found that transformational leadership and work engagement positively influence innovative work behavior. Unexpectedly, this research indicates an insignificant relationship between organizational justice and innovative work behavior among government employees. Besides, this study also found that transformational leadership and organizational justice have an impact on work engagement. Conclusion: These findings provide managerial implications about the need to strengthen employees’ innovative work behavior to ensure the organization’s continuity. Additionally, the results prove that innovative work behavior by government employees is supported by government’s role such as the style of leadership and work engagement.

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Entrepreneurial Leadership and Innovative Work Behavior: The Role of Creative Self-efficacy

Journal of Economics Business and Accountancy Ventura ◽

10.14414/jebav.v23i2.2282 ◽

2020 ◽

Vol 23 (2) ◽

Author(s):

Endi Sarwoko

Keyword(s):

Self Efficacy ◽

Cognitive Theory ◽

Work Behavior ◽

Equation Modeling ◽

Entrepreneurial Leadership ◽

Innovative Work Behavior ◽

Innovative Work ◽

Creative Self ◽

The Relationship

Several previous studies have tested the relationship between leadership type and innovative work behavior. However, there have been only a few empirical studies examining the mediating role of creative self-efficacy on the relationship between entrepreneurial leadership and innovative work behavior. This study was conducted to fill this gap to understand the relationship between entrepreneurial leadership and innovative work behavior and the role of creative self-efficacy as a mediating variable for the relationship between entrepreneurial leadership and innovative work behavior. Data were collected using a questionnaire distributed to 190 employees of the Astra Honda Authorized Service Station (AHASS) and analyzed using Structural equation modeling with SmartPLS software. The results indicate that entrepreneurial leadership increases the innovative work behavior of employees. Besides, entrepreneurial leadership increases creative self-efficacy and leads to increased employee innovative work behavior. This study contributes to the development of the literature by providing empirical evidence on the relationship between entrepreneurial leadership and innovative work behavior and the role of creative self-efficacy in innovative behavior. This study confirms Social Cognitive Theory (SCT) that a person's self-efficacy will generate creative ideas in the workplace and produce innovative work. The practical implication is that leaders must provide greater opportunities for employees to develop creative ideas in the workplace to achieve an increase in innovative work behavior.

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Developing Optimal Distinctive Open Innovation in Private Universities: Antecedents and Consequences on Innovative Work Behavior and Employee Performance

International Journal of Higher Education ◽

10.5430/ijhe.v9n5p19 ◽

2020 ◽

Vol 9 (5) ◽

pp. 19

Author(s):

Luhgiatno Luhgiatno ◽

Christantius Dwiatmadja

Keyword(s):

Open Innovation ◽

Structural Equation ◽

Private Universities ◽

Work Behavior ◽

Superior Performance ◽

Equation Modeling ◽

Job Fit ◽

Innovative Work Behavior ◽

Innovative Work ◽

Person Organization Fit

The purpose of this study is to analyze the effect of the concept of optimal distinctive open innovation as mediating variable in relationship between Person-Job Fit and Person-Organization Fit and work innovation behavior and lecturer performance. The method used in this study are through Structural Equation Modeling (SEM) analysis with the object of the study conducted on 193 lecturers determined by purposive random sampling technique at private universities in Central Java. The findings showed significant effects of person-organization fit on the optimal distinctive open innovation and on innovative work behavior. Moreover, person-job fit is of significant on optimal distinctive open innovation, and on innovative work behavior. In testing the effect of mediating variables, optimal distinctive open innovation is of significant on innovative work behavior which in turn affecting the significant influence of innovative work behavior on lecturer performance. The findings emphasize that the success-oriented way of thinking requires the expertise of employees to always create creative, superior and unique ideas. Private universities must always pay attention to the principles of industrial management and professionalism in human resource management, in order to survive and develop. Superior skills will produce superior performance, and superior skills are distinctive competence that supports the company to achieve positional advantage.

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Leadership and Employees’ Innovative Work Behavior: Test of a Mediation and Moderation Model

Asian Social Science ◽

10.5539/ass.v13n9p9 ◽

2017 ◽

Vol 13 (9) ◽

pp. 9 ◽

Cited By ~ 5

Author(s):

Francoise Contreras Torres ◽

Juan C. Espinosa ◽

Utz Dornberger ◽

Yonni Angel Cuero Acosta

Keyword(s):

Organizational Climate ◽

Work Behavior ◽

Equation Modeling ◽

Moderator Effect ◽

Innovative Work Behavior ◽

Proposed Model ◽

Innovative Work ◽

Moderation Model ◽

The Relationship ◽

Mediation And Moderation

The aim of this study is to determine the relationship between Transformational (TFL)/ Transactional (TSL) leadership and employees’ Innovative Work Behavior (IWB), through a mediation and moderation model. The proposed model postulates that Organizational Climate for Innovation (OCI) and Organizational Absorptive Capacity (OAC) exert a mediating role whereas Employees´ Work Engagement (EWE) has a moderating effect in such relationship. A total of 267 Colombian workers from different kind of companies completed a reliable battery of questionnaires. The sample was collected through the MBA programs from two recognized universities located in Bogotá, Colombia. Structural equation modeling and hierarchical regression analyses were used to test the proposed model. According to the results, there is a direct and positive relationship between TFL and IWB as was expected. However, contrary to what had been hypothesized, TSL demonstrated to exert the same positive linkage. OCI and OAC showed its mediator effect in the relationship between TFL/TSL and IWB, nevertheless, this effect was less strong than when the relationship between theses variables was direct. On the contrary, EWE does not exert a moderator effect in this relationship as it was posited, but shows a significant and direct relationship with IWB. This research allows assert that leadership influences IWB, either directly or mediated by organizational variables. These results contribute to extent the literature in a scarcely studied field, by testing an empirical model.

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

European Journal of Innovation Management ◽

10.1108/ejim-02-2021-0091 ◽

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.

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The impact of person-organization fit on innovative work behavior

International Journal of Health Care Quality Assurance ◽

10.1108/ijhcqa-01-2015-0017 ◽

2016 ◽

Vol 29 (2) ◽

pp. 104-122 ◽

Cited By ~ 17

Author(s):

Bilal Afsar

Keyword(s):

Structural Equation ◽

Work Behavior ◽

Perceived Fit ◽

Content Type ◽

Innovative Work Behavior ◽

Government Hospitals ◽

Innovative Work ◽

Person Organization Fit ◽

The Impact ◽

The Relationship

Purpose – The direct relationship between person-organization (P-O) fit and employee’s positive work attitudes and behaviours have been well researched. However, there has been no study on the impact of P-O fit on innovative work behaviour (IWB) of the nurses. The purpose of this paper is to fill this gap in the literature. In order to give a complete understanding of the psychology surrounding P-O fit, this study has longitudinally analysed the relationship between P-O fit and IWB along with the impact of a potential mediator, i.e. knowledge sharing behaviour (KSB) on this relationship. Design/methodology/approach – A total of 357 nurses and 71 doctors from three government hospitals of Thailand filled out the questionnaires. Structural equation modelling was used to analyse the relationships. Findings – Results of the study indicate that a nurse’s P-O fit is positively associated with both self and doctor ratings of innovative behaviours; and KSB acts as a partial mediator between P-O fit and IWB at both Times 1 and 2. These results imply that a nurse’s perceived fit in the hospital impacts his/her engagement into IWB. As nurses share knowledge with their co-workers frequently, it tends to strengthen the relationship between P-O fit and IWB. Originality/value – Study findings begin to explain how P-O fit impacts IWB of nurses. Specifically, the author find that KSB explains the relationship between P-O fit and IWB.

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