The Impact of HR System Perceptions on Innovative Work Behavior and the Role of Work-Life Conflict

2012 ◽  
Vol 2012 (1) ◽  
pp. 11239
Author(s):  
Adriana Abstein ◽  
Sven Heidenreich ◽  
Patrick Spieth
Keyword(s):  
Work Life ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
The Impact ◽  
Work Life Conflict

Impact of Inclusive Leadership on Project Success

2021 ◽  
Vol 12 (1) ◽  
pp. 63-79
Author(s):  
Arslan Mir ◽  
Muhammad Rafique ◽  
Namra Mubarak
Keyword(s):  
Knowledge Sharing ◽  
Project Success ◽  
Work Behavior ◽  
Inclusive Leadership ◽  
Innovative Work Behavior ◽  
Mediating Role ◽  
Innovative Work ◽  
The Impact ◽  
The Relationship

The objective of the present study is to investigate the impact of inclusive leadership on project success with the mediating role of innovative work behavior and moderating role of knowledge sharing. Data were collected from information technology projects in Pakistan. After validating the proposed model, path analysis was conducted. The findings revealed that inclusive leadership is significantly related with innovative work behavior and project success. Further, the findings showed that innovative work mediates the relationship between inclusive leadership and project success. Moreover, knowledge sharing doesn't moderate the relationship between inclusive leadership and innovative work behavior. The theoretical and practical implications and limitations of the study are discussed in detail.

scholarly journals The Impact of Transformational Leadership Effects on Innovative Work Behavior by the Moderating Role of Psychological Empowerment

2019 ◽  
Vol 8 ◽  
pp. 925-938 ◽  
Author(s):  
Arif Md. Khan ◽  
Amer Hamzah Bin Jantan ◽  
Lailawati Binti Mohd Salleh ◽  
Zuraina Dato’ Mansor ◽  
Md Asadul Islam ◽  
...  
Keyword(s):  
Transformational Leadership ◽  
Psychological Empowerment ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
The Impact ◽  
Moderating Role

scholarly journals The impact of organizational justice on employee innovative work behavior: Mediating role of knowledge sharing

2020 ◽  
Vol 5 (2) ◽  
pp. 117-129 ◽  
Author(s):  
Tayyaba Akram ◽  
Shen Lei ◽  
Muhammad Jamal Haider ◽  
Syed Talib Hussain
Keyword(s):  
Knowledge Sharing ◽  
Organizational Justice ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Mediating Role ◽  
Innovative Work ◽  
The Impact

Critical reflection and innovative work behavior: the mediating role of individual unlearning

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Roman Kmieciak
Keyword(s):  
Human Resource Development ◽  
Critical Reflection ◽  
Job Characteristics ◽  
Work Behavior ◽  
Work Behaviors ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
The Impact

PurposeAlthough employees' innovative work behaviors are crucial for innovativeness and the success of modern organization, the impact of individual unlearning and critical reflection on innovative work behaviors is underresearched. This study's goal is to empirically examine relationships between job characteristics, critical reflection, unlearning and innovative work behaviors.Design/methodology/approachThis study uses survey data from 252 Polish employees and the partial least squares method.FindingsThe results indicated that, among three considered job characteristics, only problem-solving demands were related to critical reflection. This study also shows that critical reflection is both direct and indirect, through individual unlearning, related to both idea generation and idea realization. However, nonmanagers have stronger relationships between unlearning and innovative work behaviors than do managers, while managers have stronger relationships between critical reflection and innovative work behaviors.Practical implicationsResults of this study may be used by human resource development managers to improve employees' innovative work behavior.Originality/valueThe study contributes to the limited empirical research on the role of critical reflection and individual unlearning for innovative work behavior. This study also explores which job characteristic affects critical reflection.

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.

Do nurses display innovative work behavior when their values match with hospitals’ values?

2018 ◽  
Vol 21 (1) ◽  
pp. 157-171 ◽  
Author(s):  
Bilal Afsar ◽  
Sadia Cheema ◽  
Bilal Bin Saeed
Keyword(s):  
Psychological Empowerment ◽  
Value Congruence ◽  
Work Behavior ◽  
Public Health Care ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Mediating Role ◽  
Innovative Work ◽  
The Impact

Purpose The purpose of this paper is to draw on organizational psychology, innovation and knowledge management literatures to investigate the impact of a nurse’s person-organization (P-O) fit on his/her innovative work behavior (IWB). Furthermore, in order to understand the psychological mechanisms surrounding this relationship, the authors examine the mediating role of psychological empowerment and the moderating role of knowledge sharing behavior. Design/methodology/approach Data were collected from 441 nurses and 73 doctors through structured questionnaires from four public sector hospitals in Thailand. Findings Results of the study indicate that nurse’s P-O fit is positively related to both self (nurse) and doctor’s ratings of innovative behaviors and that psychological empowerment mediates this relationship. These results imply that a nurse’s perception of value congruence impacts his/her perception about feeling of empowerment, which in turn helps in engaging him/her into acts of innovativeness more often. The results also show that the relationship between P-O fit and IWB is stronger among nurses who frequently share their best practices and mistakes with co-workers. Originality/value Employee involvement in innovative work is of crucial importance for organization’s competitiveness, especially in the nursing profession. The compatibility between personal and organizational values is a vital ingredient of our personal, social and professional worlds. Although research has identified some antecedents of nurses’ IWB, it is unclear how P-O fit influence nurses’ IWB. Nurses with stronger value congruence when empowered psychologically may respond more effectively to display IWBs in current dynamic and challenging public health care work environments.

scholarly journals Examining the External Antecedents of Innovative Work Behavior: The Role of Government Support for Talent Policy

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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