Effects of Knowledge-Sharing on Innovative Behavior: The Moderating Effect of Proactive Personality

2021 ◽  
Vol 6 (2) ◽  
pp. 29-49
Author(s):  
Yong-Mei Piao ◽  
Soo-Jin Chung
Keyword(s):  
Knowledge Sharing ◽  
Proactive Personality ◽  
Moderating Effect ◽  
Innovative Behavior

The Effect of Innovative Behavior on Superior Trust - Focused on Moderating Effect of Job Characteristics -

2017 ◽  
Vol 8 (4) ◽  
pp. 131-163 ◽  
Author(s):  
Suk Gon Yang ◽  
◽  
Seong Yong Kim ◽  
Seong Ik Ahn ◽  
◽  
...  
Keyword(s):  
Job Characteristics ◽  
Moderating Effect ◽  
Innovative Behavior

The Role of Team–Member Exchange in Proactive Personality and Employees’ Proactive Behaviors: The Moderating Effect of Transformational Leadership

2021 ◽  
pp. 154805182110348
Author(s):  
Fong-Yi Lai ◽  
Cheng-Chen Lin ◽  
Szu-Chi Lu ◽  
Hsiao-Ling Chen
Keyword(s):  
Transformational Leadership ◽  
Team Member ◽  
Proactive Personality ◽  
Moderating Effect ◽  
Future Research ◽  
Proactive Behavior ◽  
Team Member Exchange ◽  
Member Exchange ◽  
Proactive Behaviors

This study conceptualizes team–member exchange as a mediator and transformational leadership as a moderator to understand the role of proactive personality in two types of proactive behaviors (affiliative and challenging). Considering the issue of common method variance, data were collected following a multitemporal and multisource research design, and the hypotheses were tested on a sample of 210 participants. The results showed that after controlling leader–member exchange, team–member exchange mediated the relationship between proactive personality and employees’ proactive behaviors. In addition, transformational leadership strengthened the positive relationship between the team–member exchange and challenging proactive behavior. Moreover, transformational leadership had a stronger moderating effect on challenging proactive behavior than affiliative proactive behavior. Strengths, limitations, practical implications, and directions for future research are discussed.

Knowledge Sharing, Organizational Climate, and Innovative Behavior: A Cross-Level Analysis of Effects

2013 ◽  
Vol 41 (1) ◽  
pp. 143-156 ◽  
Author(s):  
Chien Yu ◽  
Tsai-Fang Yu ◽  
Chin-Cheh Yu
Keyword(s):  
Organizational Climate ◽  
Knowledge Sharing ◽  
Hierarchical Linear Modeling ◽  
Organizational Innovation ◽  
Positive Association ◽  
Innovative Behavior ◽  
Linear Modeling ◽  
Individual Level ◽  
Innovation Climate ◽  
The Impact

We investigated individual-level knowledge sharing and innovative behavior of employees, organizational innovation climate, and interactions between the individual level of knowledge sharing and the climate of innovation within the organization as a whole. Employees of public corporations in the Taiwanese finance and insurance industries participated in this study. Hierarchical linear modeling (HLM) indicated a positive association between knowledge sharing and innovative behavior and a positive association between organizational innovation climate and innovative behavior. According to the results of HLM organizational innovation climate did not act as a moderator on the impact of knowledge sharing on innovative behavior.

Is innovation behavior congenital? Enhancing job satisfaction as a moderator

2014 ◽  
Vol 43 (2) ◽  
pp. 288-302 ◽  
Author(s):  
Han-Jen Niu
Keyword(s):  
Job Satisfaction ◽  
Service Industry ◽  
Total Sample ◽  
Moderating Effect ◽  
Hierarchical Regression ◽  
Innovative Behavior ◽  
Content Type ◽  
Knowledge Based Economy ◽  
Individual Innovative Behavior ◽  
Business Competitiveness

Purpose – In the age of the knowledge-based economy, innovation has become a significant factor in business competitiveness. The purpose of this paper is to explore the moderating effect of job satisfaction on the relationship between personality and employees' individual innovative behavior in the service industry. Design/methodology/approach – The object of this research is the employee in service industry in Taiwan. A total sample of 626 employees in five service industry categories was taken in Taiwan's service industry. The descriptive statistical analyses and hierarchical regression were adopted. Findings – The results show that job satisfaction positively affects individual innovative behavior, and also has moderating effect on personality traits and innovative behavior. Originality/value – Innovative behavior is not only congenital, that can be stimulated by job satisfaction.

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