The Relationship Between Ethical Leadership and Innovative Work Behaviour

2020 ◽  
pp. 133-147
Author(s):  
Anubhuti Saxena ◽  
Asha Prasad
Keyword(s):  
Ethical Leadership ◽  
Positive Impact ◽  
Power Sharing ◽  
Control Beliefs ◽  
Positive Attitudes ◽  
Collective Levels ◽  
People Orientation ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
And Control

Innovative work behaviour forms an important origin for obtaining competitive advantage, and its development gives a commanding challenge being faced by several organizations. In this chapter, the positive impact of ethical leadership at individual and collective levels is proposed to positively impact IWB by employing the theory of decomposed planned behavior. The authors present that appreciative inquiry plays an important role in development of EL, which leads to fairness, power sharing, role clarification, people orientation, integrity, ethical guidance, and concern for sustainability, which strengthens an individual's positive job attitudes, subjective norms, and perceived behavioral controls by affecting the underlying behavioral, normative, and control beliefs. In putting forward a holistic and multi-level framework linking EL (at individual and collective levels) with IWB, this chapter contributes to both positive attitudes and EL literatures. At the end, the authors discuss the theoretical and pragmatic implications of the proposed model.

Impact of Workplace Spirituality on Knowledge Sharing Intention: A Conceptual Framework

2017 ◽  
Vol 23 (1) ◽  
pp. 27-39 ◽  
Author(s):  
Chitra Khari ◽  
Shuchi Sinha
Keyword(s):  
Knowledge Sharing ◽  
Meaningful Work ◽  
Workplace Spirituality ◽  
Working Environment ◽  
Control Beliefs ◽  
Positive Role ◽  
Collective Levels ◽  
Multi Level ◽  
And Control

Knowledge forms a crucial source for gaining competitive advantage and its sharing a dominant challenge facing several organizations. In this paper we propose a positive role of workplace spirituality (WPS) (at individual and collective levels) on knowledge sharing intention (KSI) by employing the theory of decomposed planned behaviour. We argue that WPS with its focus on inner spirit, meaningful work, sense of interconnectedness and alignment with organizational values and mission positively strengthens an individual’s knowledge sharing attitude, subjective norms and perceived behavioural controls (thereby, strengthening their KSI) by affecting the underlying behavioural, normative and control beliefs. We also take into account the role of transformational leadership (TL) in creating a pro-social working environment, which facilitates knowledge sharing. In proposing a holistic and multi-level framework linking WPS (at individual and collective levels) and TL with KSI, this paper contributes to both, knowledge sharing and WPS literatures.

scholarly journals The Role of Ethical Leadership in Managing Occupational Stress to Promote Innovative Work Behaviour: A Cross-Cultural Management Perspective

2021 ◽  
Vol 13 (17) ◽  
pp. 9608
Author(s):  
Adnan ul Haque ◽  
Fred A. Yamoah
Keyword(s):  
Occupational Stress ◽  
Ethical Leadership ◽  
Vital Role ◽  
Cross Cultural ◽  
Cultural Management ◽  
Management Context ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
Cross Cultural Management

This study examines the role of ethical leadership in managing occupational stress to engender innovative work behaviour (IWB) in cargo logistic SMEs in a contrasting cross-cultural management context of Canada and Pakistan. We draw on Trait Activation Theory to develop the conceptual and theoretical framework of the study. Using connections and a networking approach, a proportionate equal sample of nine SMEs were selected for the study. Analysis of the data from the semi-structured Skype and face-to-face interviews with 38 supervisors and 97 employees showed that ethical leadership plays a vital role in reducing occupational stress and increasing employees’ IWB in both countries. Employees in both countries perceiving ethical leadership exhibit more creative-constructive behaviour. The results further demonstrate that males relative to females in both countries have a higher tendency of exhibiting risk-taking behaviour and IWB, resulting from leaders’ support. Similarly, males have higher tendency of challenging the prevailing “status quo” within the organisations than females. Generally, the Pakistani workforce scored higher in contrast to the Canadian workforce in demonstrating IWB due to ethical leadership support, despite higher perception of occupational stress. Cross-cultural management implications are duly outlined.

scholarly journals Enhancing Innovative Work Behaviour of Malaysian Public Sector Employees

2021 ◽  
Vol 6 (2) ◽  
pp. 253-265
Author(s):  
Kamarul Liza Hashim
Keyword(s):  
Public Sector ◽  
Ethical Leadership ◽  
Self Efficacy ◽  
Quantitative Method ◽  
Organisational Commitment ◽  
Public Sector Employees ◽  
Primary Driver ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
Future Reference

One primary driver to boost organisations’ competitiveness and efficiency lies in employees’ innovative work behaviour. The goal of this study is to investigate the direct influence of ethical leadership, organisational commitment, and self-efficacy on innovative work behaviour of Malaysian public sector employees. This study adapted a quantitative method. Data were collected from 347 civil servants working in public sector organisations. Results revealed that ethical leadership, organisational commitment, and self-efficacy affect employees’ innovative work behaviour in public sector organisations. This research paper is expected to benefit the industry, practitioners, and academicians for future reference.

Taiwanese study shows job crafting is positively related to innovative work behaviour and relationship is mediated by team psychological Capital

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Psychological Capital ◽  
Positive Impact ◽  
Positive Influence ◽  
Job Crafting ◽  
Content Type ◽  
Team Members ◽  
Mediating Role ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
High Level

Purpose This study aimed to test the cross-level effects of team job crafting on individual innovative work behaviour (IWB) and the mediating role of team psychological capital (PsyCap). Design/methodology/approach Data were collected in two waves from 163 employees of 45 teams in 12 Taiwanese companies. The employees came from financial, IT and administration services. There were 73 women and 90 men. One questionnaire concerned team job crafting and the second questionnaire concerned PsyCap and IWB. Findings Results showed that team-level job crafting had a significant positive effect on IWB. Results also showed that team job crafting had a significant positive influence on the mediator, team PsyCap. Meanwhile, Team PsyCap had a positive impact on IWB. Finally, while testing the mediator, the main effect between team job crafting and IWB was found to be not significant. An indirect effect was found between team-level job crafting and IWB through team PsyCap. The results indicated that team PsyCap mediated the relationship between team job crafting and IWB. Originality/value The study highlighted a few recommendations for organizations to encourage positive behaviours in the workplace from a team perspective. Job crafting at the team level would encourage team members to display a high level of initiative. When job crafting received support from team members, employees were more likely to gain high self-efficacy, hope, resilience and optimism. The findings suggested that increasing job resources and challenging job demands might be an effective strategy for increasing innovation or creativity.

scholarly journals The Influence of Organizational Climate on Innovative Work Behaviour

2021 ◽  
Vol 20 (1) ◽  
pp. 22-34
Author(s):  
Arum Etikariena ◽  
Shanindya Bias Imaji Kalimashada
Keyword(s):  
Organizational Climate ◽  
Quantitative Research ◽  
Positive Impact ◽  
Three Dimensions ◽  
Work Behaviors ◽  
Innovative Behavior ◽  
Mining Company ◽  
Analysis Technique ◽  
Innovative Work ◽  
Innovative Work Behaviour

This study discusses about the effect of organization climate on innovative work behaviour. The respondents ofthis study were 124 employees who work in a mining company which implement innovation. This research wasa quantitative research and used Innovative Work Behaviour Scale by Janssen (2000) and Organizational ClimateMeasurement by Patterson et al. (2005). The data analysis technique used multiple regression analysis. The resultshowed that there was an influence of organizational climate on innovative behavior in the workplace by 12.1%,R2 = .121; F(1, 122) = 16,721, p < .05.The results also showed from the three dimensions of organizational climate,only two has significant effects, they are flexibility & innovation, t(120) = 2.433, p < .05, and outward focus,t(120) = 2.113, p < .05. Dimension which not significantly affect innovation work behaviour is reflexivity, t(120)= -.143, p = .886. The implications of this study can be considered by organizations to develop a supportiveorganizational climate so that employees feel comfortable to display innovative work behaviors and at the endwill ultimately have a positive impact for the organization.

Mediating-moderating effect of employee creativity and team potency on expatriate innovative work behaviour

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hanan AlMazrouei ◽  
Robert Zacca ◽  
Ghulam Mustafa
Keyword(s):  
Goal Orientation ◽  
United Arab Emirates ◽  
Positive Impact ◽  
Moderating Effect ◽  
Partial Least Square ◽  
Least Square ◽  
Employee Creativity ◽  
Content Type ◽  
Innovative Work ◽  
Innovative Work Behaviour

Purpose This study aims to investigate how learning goal orientation (LGO), participative decision-making (PDM) and leadership member exchange (LMX) influence innovative work behaviour (IWB) through expatriate employee creativity (EC). This research study further contributes to the extant literature by investigating team potency’s (TP) potential interaction effect on the expatriate EC–IWB relationship. Design/methodology/approach Data were gathered via survey from 175 expatriate employees in non-managerial positions in the United Arab Emirates. Partial least square structural equation modelling was used for analysing the collected data. Findings The statistical results show that PDM, LGO and LMX have a direct positive impact on IWB. The statistical findings also reveal that EC mediates the LGO and IWB relationship. Furthermore, TP has a significant positive moderating effect on the EC and IWB relationship. Originality/value This work adds to the literature in the field on innovation work behaviour and its antecedents by analysing data within the expatriate employee context, where empirical examinations are limited.

Eliciting salient beliefs of engineers in Malaysia on migrating abroad

2017 ◽  
Vol 14 (2) ◽  
pp. 221-236
Author(s):  
Balu Ramoo ◽  
Chong Yee Lee ◽  
Cheng Ming Yu
Keyword(s):  
Qualitative Analysis ◽  
Brain Drain ◽  
Theory Of Planned Behaviour ◽  
Control Beliefs ◽  
Behavioural Intervention ◽  
Planned Behaviour ◽  
Salient Beliefs ◽  
Tpb Model ◽  
And Control

Despite various government efforts incorporating economic, social and political considerations in curbing emigration problem, brain drain remains an issue in Malaysia. This paper examines the determinants of migration from behavioural perspectives. Using Theory of Planned Behaviour (TPB) model, the engineers’ salient beliefs on migrating abroad were elicited using qualitative analysis. A number of new behavioural, normative and control beliefs were identified. The elicitation of the engineers’ salient beliefs is essential in developing appropriate behavioural intervention programmes to reduce their intention to migrate abroad. The methodology developed in this study can also assist future researchers to identify the salient beliefs of people who have high intention to migrate abroad.

Tourism Marketing Stimulus Characteristics: A Self-Validation Analysis of Iran

2020 ◽  
pp. 004728752098114
Author(s):  
Arghavan Hadinejad ◽  
Anna Kralj ◽  
Noel Scott ◽  
Brent D. Moyle ◽  
Sarah Gardiner
Keyword(s):  
Least Squares ◽  
Cognitive Processing ◽  
Source Credibility ◽  
Positive Impact ◽  
Emotional Arousal ◽  
The Self ◽  
Three Dimensions ◽  
Multigroup Analysis ◽  
Tourism Marketing ◽  
Positive Attitudes

Prior self-validation hypothesis studies suggest that an individual’s attitude toward advertising is affected by the cognitive processing of the message and the valence of emotion. Yet, the effect of emotional arousal and stimulus credibility on attitudes toward a destination has not been discerned. This study employs the self-validation hypothesis to investigate the effect of the three dimensions of thinking on attitudes toward Iran. Participants (N = 416) were randomly assigned to a two (high vs. low arousal) × two (high vs. low source credibility) experiment. The partial least squares multigroup analysis results indicated that the emotionally arousing stimulus led to a greater influence of the amount and confidence of thought on attitudes. The effect of the amount of thought on attitude was greater in response to a credible stimulus. This research advances knowledge by revealing that emotional arousal has a significant positive impact on three dimensions of thinking and positive attitudes.

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