Mediating Effects of Empowerment on the Relationship between on the Servant Leadership and Innovative Behavior

2021 ◽  
Vol 18 (1) ◽  
pp. 1-22
Author(s):  
Moonl Sil Kang ◽  
Yoon soo Kim
Keyword(s):  
Servant Leadership ◽  
Innovative Behavior ◽  
Mediating Effects ◽  
The Relationship

Effects of servant leadership on the leader's innovative behavior

2021 ◽  
Vol 49 (10) ◽  
pp. 1-13
Author(s):  
Yuanyuan Lan ◽  
Yuhuan Xia ◽  
Lin Yang
Keyword(s):  
Servant Leadership ◽  
Organizational Behavior ◽  
Leadership Behaviors ◽  
Northern China ◽  
Self Determination Theory ◽  
Innovative Behavior ◽  
Broaden And Build Theory ◽  
The Impact ◽  
The Relationship ◽  
Practical Implications

Servant leadership has become an increasingly popular construct in organizational behavior research because of its effectiveness in organizations. Using self-determination theory and broaden-and-build theory, we proposed a moderated mediation framework in which the leader's sense of accomplishment would mediate the relationship between servant leadership behaviors and the leader's innovative behavior. The leader's extraversion was used as the boundary condition of the relationship. Participants comprised 232 leaders and their immediate supervisors, working in firms based in northern China. Results show that servant leadership behaviors indirectly influenced leaders' innovative behavior via their sense of accomplishment. In addition, leaders' extraversion strengthened the impact of sense of accomplishment on their innovative behavior, as well as the indirect effect of servant leadership behaviors on their innovative behavior. Theoretical and practical implications are discussed.

How and when team reflexivity influences employee innovative behavior

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zhining Wang ◽  
Tao Cui ◽  
Shaohan Cai
Keyword(s):  
Affective Commitment ◽  
Normative Commitment ◽  
Innovative Behavior ◽  
Moderating Effects ◽  
Mediating Effects ◽  
Content Type ◽  
Personal Lives ◽  
Benevolent Leadership ◽  
The Relationship

PurposeBased on affective events theory, this study explores the cross-level effect of team reflexivity on employee innovative behaviors. Specifically, the authors examine the mediating effects of affective and normative commitment on this relationship, as well as the moderating effects of benevolent leadership.Design/methodology/approachThe authors surveyed 341 employees and their direct supervisors in 74 work units and utilized multilevel path analysis to test a model of cross-level moderated mediation.FindingsThe study analysis results suggest that team reflexivity significantly contributes to employee innovative behavior. Both affective commitment and normative commitment mediate this relationship. Benevolent leadership not only enhances the relationship between team reflexivity and affective/normative commitment, but also reinforces the linkage of team reflexivity→affective commitment→employee innovative behavior.Practical implicationsThe current study suggests that organizations should invest more in promoting team reflexivity and benevolent leadership in workplace. Furthermore, managers need to develop appropriate employees training programs and pay more attention to employees' work and personal lives. They need to make efforts to enhance employees' affective and normative commitment, thereby facilitating their innovative behavior.Originality/valueThis research identifies affective commitment and normative commitment as key mediators that link team reflexivity to employee innovative behavior and reveals the moderating role of benevolent leadership in the process.

Proactive personality and innovative behavior: The mediating roles of job-related affect and work engagement

2018 ◽  
Vol 46 (3) ◽  
pp. 431-446 ◽  
Author(s):  
Yangtao Kong ◽  
Mingjun Li
Keyword(s):  
Positive Affect ◽  
Middle School Teachers ◽  
Work Engagement ◽  
Proactive Personality ◽  
Western China ◽  
Future Research ◽  
Innovative Behavior ◽  
Mediating Effects ◽  
Behavior Scale ◽  
The Relationship

We examined the potential effects of job-related affect and work engagement as mediators in the relationship between proactive personality and innovative behavior. The Proactive Personality Scale, Positive and Negative Affect Schedule, Work Engagement Scale, and Innovative Behavior Scale were completed by 320 primary- and middle-school teachers in western China. Results showed that proactive personality was significantly and positively related to the teachers' innovative behavior. The effect of proactive personality on innovative behavior was partly mediated by both positive affect and work engagement in simple mediator roles, and by the sequential mediating effects of positive affect and work engagement. Possible explanations are discussed in light of previous findings. Limitations and suggestions for future research are discussed.

scholarly journals Training Perception and Innovative Behavior of SME Employees: Examining the Mediating Effects of Firm Commitment

SAGE Open ◽  
2021 ◽  
Vol 11 (4) ◽  
pp. 215824402110672
Author(s):  
Muhammad Farhan Jalil ◽  
Wasim Ullah ◽  
Zeeshan Ahmed
Keyword(s):  
Structural Equation ◽  
Management Strategies ◽  
The Body ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Innovative Behavior ◽  
Mediating Effects ◽  
Calculative Commitment ◽  
Managerial Implications ◽  
The Relationship

Many critical decisions about an employee’s innovative performance are significantly based on the training results, as they are accountable for a variety of behavioral-related consequences. Training is among the most important human resource management strategies. The aim of this study is to examine the relationship between employees’ perceptions of training and their innovative behavior in the Malaysian SME sector, as well as the mediating effect of affective and calculative commitment on this relationship. Structured questionnaires were used to collect the data. A total of 635 employees from 200 SMEs were selected through a stratified random sampling method, and structural equation modeling was applied to test the relationship. The findings of the study supported the hypothesized relationships, as training in Malaysia significantly engaged SME employees in innovative behavior. Furthermore, the study discovered that affective and calculative commitment have partial mediating effects on the association between training and innovative behavior. In the context of the SME sector, theoretical and managerial implications have been addressed. The originality of the study is that it examines the relationship between employees’ perceptions of training and their innovative behavior in SMEs. The relationship was measured using a multidimensional approach in the study. The research also adds to the body of knowledge by identifying the mediating effect of affective and calculative commitment.

Servant leadership and innovative behavior: a moderated mediation

2019 ◽  
Vol 34 (8) ◽  
pp. 505-518 ◽  
Author(s):  
Zhining Wang ◽  
Lijun Meng ◽  
Shaohan Cai
Keyword(s):  
Servant Leadership ◽  
Organizational Development ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Innovative Behavior ◽  
Content Type ◽  
Moderated Mediation Model ◽  
The Relationship ◽  
Thriving At Work

Purpose The purpose of this paper is to explore the cross-level effect of servant leadership on employee innovative behavior by studying the mediating role of thriving at work and the moderating role of team reflexivity. Design/methodology/approach This research collected data from 199 dyads of employees and their direct supervisors in 55 work units, and tested a cross-level moderated mediation model using multilevel path analysis. Findings The findings suggest that thriving at work mediates the relationship between servant leadership and innovative behavior. The results also show that team reflexivity positively moderates the relationship between servant leadership and thriving at work and the mediating effect of thriving at work. Practical implications The empirical findings suggest that organizations should make efforts to promote servant leadership and encourage team reflexivity. Moreover, managers should make efforts to stimulate employees’ thriving at work, thereby facilitating employee and organizational development. Originality/value This research identifies thriving at work as a key mediator that links servant leadership to innovative behavior and reveals the role of team reflexivity in strengthening the effect of servant leadership on employee innovative behavior.

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