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.

scholarly journals The Impact of Employees’ Psychological Capital on Innovative Work Behavior: The Chain Mediating Effect of Knowledge Donating and Knowledge Collecting

2021 ◽  
Vol 12 ◽  
Author(s):  
Weijing Chen ◽  
Xiaoyun Zhu ◽  
Shan Sun ◽  
Shudi Liao ◽  
Zhiwen Guo
Keyword(s):  
Knowledge Sharing ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Psychological Capital ◽  
Mediating Effect ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Mediating Role ◽  
Innovative Work ◽  
The Impact

This study aimed to test the mediating role of knowledge sharing, which includes two central processes of knowledge collecting and knowledge donating, in the relationship of psychological capital and innovative work behavior (IWB). The proposed theoretical framework was based on the theory of reasoned action and social exchange theory. In a field study, using a research sample of 345 valid leader-subordinate matching data, we tested three competitive models to explore the different mediating effects of knowledge collecting and donating. Results indicated that knowledge donating and knowledge collecting played a chain mediating role between psychological capital and IWB, and the independent mediating effect of knowledge collecting was also significant. From the perspective of knowledge sharing, the present study deeply analyzes the psychological processing mechanism of psychological capital on IWB, confirms the positive significance of knowledge donating at the individual level, and provides a new perspective for organizations to promote employees’ knowledge sharing and stimulate their IWB.

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.

How Do Leaders Influence Innovation and Creativity in Employees? The Mediating Role of Intrinsic Motivation

2021 ◽  
pp. 009539972199742
Author(s):  
Saeed Siyal ◽  
Chunlin Xin ◽  
Waheed Ali Umrani ◽  
Seerat Fatima ◽  
Debajyoti Pal
Keyword(s):  
Intrinsic Motivation ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Positive Impact ◽  
Work Behavior ◽  
Future Research ◽  
Innovative Work Behavior ◽  
Mediating Role ◽  
The Social ◽  
Innovative Work

Drawing on the social exchange theory, this research examines how inclusive leaders foster innovative work behavior and creativity in employees. Data were collected in two steps from the 320 employees working in Chinese R&D organizations to draw the result for this research. The findings indicate a positive impact of inclusive leadership on innovative work behavior and creativity. In addition, intrinsic motivation mediates this relationship. The implications and future research are also discussed.

Do HR practices facilitate innovative work behaviour? Empirical evidence from higher education institutes

2020 ◽  
pp. 1-10
Author(s):  
Aneeqa Zreen ◽  
Muhammad Farrukh ◽  
Nagina Kanwal
Keyword(s):  
Social Exchange ◽  
Structural Equation ◽  
High Performance ◽  
Social Exchange Theory ◽  
Service Sector ◽  
The Social ◽  
High Performance Work Practices ◽  
Innovative Work ◽  
Innovative Work Behaviour

BACKGROUND: Nothing we do is more important than hiring and developing people. At the end of the day, you bet on people, not on strategies,” Lawrence Bossily. OBJECTIVE: Drawing on the above quote, this study investigates the role of High-performance work practices (HPWP) in fostering innovative work behaviour (IWB) of service sector employees. METHODOLOGY: Data collected by structured questionnaires were analysed through the structural equation modelling technique. RESULTS: Findings showed that selection and training & development play a significant role in fostering innovative work behaviour. Moreover, self-efficacy proved to be a significant mediator in the mechanism of HPWP-IWB. CONCLUSION: The finding of the study underpins the reciprocity perspective of the social exchange theory (SET). Additionally, the study also endorses that human resources are not a thing companies do. It is the thing that runs businesses.

Linking ethical leadership to followers' innovative work behavior in Pakistan: the vital roles of psychological safety and proactive personality

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Israr Ahmad ◽  
Yongqiang Gao ◽  
Fangguo Su ◽  
Muhammad Kamran Khan
Keyword(s):  
Ethical Leadership ◽  
Leadership Behavior ◽  
Psychological Safety ◽  
Proactive Personality ◽  
Work Behavior ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
The Relationship

PurposeThis study examines the link between ethical leadership and innovative work behavior. Also, drawing on the substitute for leadership theory, this study investigates the role of a follower's proactive personality in the relationship between ethical leadership and innovative work behavior (IWB). Similarly, this study further explores the role of psychological safety in this relationship.Design/methodology/approachThe data for this study were collected from software development companies based in Islamabad, Pakistan. A total of 240 employees and their immediate supervisors were asked to participate in this study. Processes Macro and Amos were used to assess study hypotheses.FindingsUsing data from software companies in Pakistan, this study found that ethical leadership can be effective to enhance IWB in followers whose proactive personality is low, while this effect is limited in high proactive individuals. Furthermore, psychological safety mediates the main effect of ethical leadership on IWB as well as the interactive effect between ethical leadership and follower's proactive personality on IWB.Originality/valueThis study is among the first to investigate the moderating role of employees' proactive personality in the relationship between ethical leadership and followers' IWB. Secondly, draws on the substitute for leadership perspective, this study explains that how the role of ethical leadership can be less effective for high proactive individuals or how individual characteristics can substitute leadership behavior. Thirdly, this study deepens our understanding of the mechanisms linking ethical leadership to IWB by exploring the role of psychological safety as a mediator. Finally, our research is based on data collected from Pakistan might also add some new insights to the existing west-dominated literature.

Role of Personal, Contextual and Psychological Factors on Innovative Work Behavior of Front-Line Employees in Service Sector: A Review Study

2019 ◽  
Vol 10 (1) ◽  
pp. 53-57
Author(s):  
Prof. (Dr.) Pardeep Ahlawat ◽  
Seema Sangwan
Keyword(s):  
Psychological Factors ◽  
Service Sector ◽  
Positive Impact ◽  
Work Behavior ◽  
Service Firms ◽  
Front Line ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
The Impact

Purpose: The purpose of this paper is to understand the Role of Personal, Contextual and Psychological Factors on Innovative Work Behavior of Front-Line Employees in service sector. Design/methodology/approach: Existing research emphasized the importance of innovative work behavior of Front-Line Employees in organizational growth and development. Several research paper, thesis, articles etc. have been reviewed to know impact of Personal, Contextual and Psychological factors. This study is based on secondary data.Findings: For service firms, innovation has turned out to be a significant factor inducing their performance and development due to rapid changing environment (Campo et al., 2014; Rodgers, 2007). Competition in the worldwide economy has progressively become knowledge-based and the same holds for service sectors, to achieve business success through smart NWOW (new ways of working) which can be analyzed and measured by performance analysis (Miikka, Maiju Vuolle, Aki J., H. Laihonen, A. Lönnqvist 2015).Limitations/Implications: Employees gave their different viewpoints on Innovative Work Behavior of Front-Line Employees both positive (gain competitive advantage) and negative (there’s chance of conflict of interest due to attitude problem), this paper covers the positive impact. Researches have been conducted on emphasizing a particular factor rather than collective study of all the factors simultaneously such as personal, contextual and psychological.Originality/Value: The paper studies the concept of Innovative work behavior and in relation to front line employees of service firms. It also analyzes the impact of various factors collectively such as personal, contextual and psychological factors on Innovative Work Behavior of front-line employees.

scholarly journals THE ROLE OF ETHICAL LEADERSHIP IN PROMOTING EMPLOYEE INNOVATIVE WORK BEHAVIOR MEDIATED BY THE PERCEIVED MEANINGFUL WORK AMONG THE ICT SECTOR STAFF IN OMAN

2020 ◽  
Vol 2 (5) ◽  
pp. 401-415
Author(s):  
Dr. Muhammad Tahir
Keyword(s):  
Ethical Leadership ◽  
Convergent Validity ◽  
Discriminant Validity ◽  
Leadership Behavior ◽  
Meaningful Work ◽  
Work Behavior ◽  
Survey Method ◽  
Innovative Work Behavior ◽  
Innovative Work

The ICT sector in Oman has a lot of potentials to grow and contribute to the employment creation and diversification of the economy of the country. The sector also faces global international competition and requires to give greater attention to the creative potential of its staff to compete. In the present study, we investigated how ethical leadership can influence employee innovative work behavior with the mediating role of perceived meaningful work. By using the survey method as a primary method of data collection, we generated a useable sample of 121 participants belonged to the ten selected ICT firms. We utilized the SmartPLS version 3 for data analysis. The analysis included an assessment of the measurement model for testing the reliability, convergent validity, and discriminant validity of the constructs for which we found satisfactory results. The second stage of analysis included an assessment of the structural model for hypothesis testing. We found that ethical leadership has positive and significanteffects on employee innovative work behavior (?=1.77, P<.05); and perceived meaningful work (?=.815, P<.05). We did not find significant effects of perceived meaningful work on employee innovative work behavior (?=-.077, P>.05). The analysis of indirect effects for testing the mediation hypothesis shows that perceived meaningful work does not work as a mediator between the relationship of ethical leadership and employee innovative work behavior (?=-.634, P>.05). Our findings imply that ICT firms should develop ethical leadership behavior among the supervisory staff, line managers, and team leaders to facilitate favorable employee outcomes in this particular context. Keywords:Ethical Leadership, Innovative Work Behavior, Creativity, Meaningful Work, ICT, Oman

The influence of ethical leadership on innovative performance: modeling the mediating role of intellectual capital

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Irfan Ullah ◽  
Bilal Mirza ◽  
Amber Jamil
Keyword(s):  
Intellectual Capital ◽  
Ethical Leadership ◽  
Research Study ◽  
Work Behavior ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Innovative Performance ◽  
Mediating Role ◽  
Innovative Work

PurposeRecent research studies have increasingly suggested leadership as a major antecedent to encourage innovative work behavior among business employees. Empirical studies which investigated the influence of various leadership aspects such as style and ethics on employees' innovative performance and unraveled the mechanism through which leadership exerts its impact on employees' innovative work behavior were restricted. Thus, the purpose of this research was to investigate the relationship between ethical leadership and employees' innovative performance by focusing on the mediating role of two forms of the intellectual capital (IC), i.e. human capital and social capital.Design/methodology/approachData for present research were collected through in person administered questionnaire-based survey from the managerial level employees of the targeted sample of the manufacturing firms. Furthermore, due consideration was given while selecting the individuals from R&D departments of these organizations, who were typically involved in knowledge-intensive jobs and where application of intellectual assets was needed.FindingsEthical leadership was observed as to positively influencing employees' innovative performance. Two forms of IC, i.e. human capital and social capital were observed as playing mediating role in the ethical leadership – employees' innovative performance relationship.Originality/valueThe contemporary research study adds value in the literature of the ethical leadership. The most imperative theoretical contribution of the present research study underlines the psychological process, i.e. IC by which ethical leaders encourage innovative behavior among employees.

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