scholarly journals Leadership and Employees’ Innovative Work Behavior: Test of a Mediation and Moderation Model

2017 ◽  
Vol 13 (9) ◽  
pp. 9 ◽  
Author(s):  
Francoise Contreras Torres ◽  
Juan C. Espinosa ◽  
Utz Dornberger ◽  
Yonni Angel Cuero Acosta
Keyword(s):  
Organizational Climate ◽  
Work Behavior ◽  
Equation Modeling ◽  
Moderator Effect ◽  
Innovative Work Behavior ◽  
Proposed Model ◽  
Innovative Work ◽  
Moderation Model ◽  
The Relationship ◽  
Mediation And Moderation

The aim of this study is to determine the relationship between Transformational (TFL)/ Transactional (TSL) leadership and employees’ Innovative Work Behavior (IWB), through a mediation and moderation model. The proposed model postulates that Organizational Climate for Innovation (OCI) and Organizational Absorptive Capacity (OAC) exert a mediating role whereas Employees´ Work Engagement (EWE) has a moderating effect in such relationship. A total of 267 Colombian workers from different kind of companies completed a reliable battery of questionnaires. The sample was collected through the MBA programs from two recognized universities located in Bogotá, Colombia. Structural equation modeling and hierarchical regression analyses were used to test the proposed model. According to the results, there is a direct and positive relationship between TFL and IWB as was expected. However, contrary to what had been hypothesized, TSL demonstrated to exert the same positive linkage. OCI and OAC showed its mediator effect in the relationship between TFL/TSL and IWB, nevertheless, this effect was less strong than when the relationship between theses variables was direct. On the contrary, EWE does not exert a moderator effect in this relationship as it was posited, but shows a significant and direct relationship with IWB. This research allows assert that leadership influences IWB, either directly or mediated by organizational variables. These results contribute to extent the literature in a scarcely studied field, by testing an empirical model.

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.

scholarly journals Entrepreneurial Leadership and Innovative Work Behavior: The Role of Creative Self-efficacy

2020 ◽  
Vol 23 (2) ◽  
Author(s):  
Endi Sarwoko
Keyword(s):  
Self Efficacy ◽  
Cognitive Theory ◽  
Work Behavior ◽  
Equation Modeling ◽  
Entrepreneurial Leadership ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Creative Self ◽  
The Relationship

Several previous studies have tested the relationship between leadership type and innovative work behavior. However, there have been only a few empirical studies examining the mediating role of creative self-efficacy on the relationship between entrepreneurial leadership and innovative work behavior. This study was conducted to fill this gap to understand the relationship between entrepreneurial leadership and innovative work behavior and the role of creative self-efficacy as a mediating variable for the relationship between entrepreneurial leadership and innovative work behavior. Data were collected using a questionnaire distributed to 190 employees of the Astra Honda Authorized Service Station (AHASS) and analyzed using Structural equation modeling with SmartPLS software. The results indicate that entrepreneurial leadership increases the innovative work behavior of employees. Besides, entrepreneurial leadership increases creative self-efficacy and leads to increased employee innovative work behavior. This study contributes to the development of the literature by providing empirical evidence on the relationship between entrepreneurial leadership and innovative work behavior and the role of creative self-efficacy in innovative behavior. This study confirms Social Cognitive Theory (SCT) that a person's self-efficacy will generate creative ideas in the workplace and produce innovative work. The practical implication is that leaders must provide greater opportunities for employees to develop creative ideas in the workplace to achieve an increase in innovative work behavior.

Examining the Influence of Shared Leadership and Organizational Capacity on Performance and Innovative Work Behavior in Sport for Development and Peace

2019 ◽  
Vol 33 (6) ◽  
pp. 546-559 ◽  
Author(s):  
Per G. Svensson ◽  
Seungmin Kang ◽  
Jae-Pil Ha
Keyword(s):  
Organizational Performance ◽  
Shared Leadership ◽  
Significant Proportion ◽  
Organizational Capacity ◽  
Work Behavior ◽  
Equation Modeling ◽  
Innovative Work Behavior ◽  
Sport For Development ◽  
Innovative Work ◽  
The Relationship

The purpose of this study was to examine the influence of shared leadership and organizational capacity on organizational performance and innovative work behavior (IWB) in sport for development and peace. An electronic survey was distributed to 1,120 sport for development and peace practitioners. A total of 215 completed surveys were recorded for a response rate of 19.2%. Structural equation modeling revealed significant relationships between shared leadership and both organizational performance and IWB. In addition, shared leadership fully mediated the relationship between capacity and IWB, and partially mediated the relationship between capacity and organizational performance. Altogether, the results indicate that shared leadership and capacity combined to explain a significant proportion of variance in performance and IWB. The results provide empirical support for the significant role of shared leadership in sport for development and peace. In addition, the significant direct and indirect effects in the tested model highlight the value of examining both capacity and shared leadership.

scholarly journals Exploring the Relationship between Innovative Work Behavior, Job Anxiety, Workplace Ostracism, and Workplace Incivility: Empirical Evidence from Small and Medium Sized Enterprises (SMEs)

Healthcare ◽  
2020 ◽  
Vol 8 (4) ◽  
pp. 508
Author(s):  
Madeeha Samma ◽  
Yan Zhao ◽  
Samma Faiz Rasool ◽  
Xiao Han ◽  
Shahzad Ali
Keyword(s):  
Structural Equation ◽  
Negative Impact ◽  
Workplace Incivility ◽  
Work Behavior ◽  
Equation Modeling ◽  
Future Research ◽  
Innovative Work Behavior ◽  
Workplace Ostracism ◽  
Innovative Work ◽  
The Relationship

The aim of this study is to explore the relationship between workplace ostracism (WO), workplace incivility (WI), and innovative work behavior (IWB), using job anxiety as a mediating variable. Building on the conservation of resource (COR) theory, this study proposes a theoretical framework. In this framework, workplace ostracism and workplace incivility are theorized to strengthen innovative work behavior, directly and indirectly, through job anxiety. Data were collected from the workers of small and medium sized enterprise (SME) entrepreneurs located in Pakistan. To estimate the proposed relationships in the conceptual model, we used structural equation modeling (SEM) through AMOS-21. The outcomes of this study confirmed that workplace ostracism and workplace incivility had a negative impact on innovative work behavior. It was also confirmed that job anxiety mediates in the relationship between workplace ostracism, workplace incivility, job anxiety, and innovative work behavior. At the end of the study, we thoroughly discussed the conclusions, practical implications, limitations, and future research directions of the study.

scholarly journals Transformational Leadership, Psychological Empowerment, and Innovative Work Behavior of Frontline Employees in the Public Sectors: Empirical Evidence from North Sumatera, Indonesia

2021 ◽  
Vol 3 (4) ◽  
pp. 1-9
Author(s):  
Anggun Tiur Ida Sinaga ◽  
Prihatin Lumbanraja ◽  
Isfenti Sadalia ◽  
Amlysh Syahputra Silalahi
Keyword(s):  
Transformational Leadership ◽  
Psychological Empowerment ◽  
Partial Least Square ◽  
Work Behavior ◽  
Equation Modeling ◽  
Frontline Employees ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
The Impact ◽  
The Relationship

The purpose of this paper is to investigate the impact of transformational leadership (TL) and psychological empowerment (PE) on innovative work behavior (IWB) of frontline employees at public sector in North Sumatera. This study examines the effects of PE as a moderator on the relationship between transformational leadership and innovative work behavior (IWB). The data were collected from 786 frontline employees through an online survey. Partial least square structural equation modeling analysis by the bootstrap method were used for the data analysis. Results indicated that TL and PE have positive influence on innovative work behavior, however specifically, the result showed that PE does not moderates on the relationship between TL and IWB of frontline employees in North Sumatera.

scholarly journals Trickle-down effect of CEO transformational leadership on employee’s innovative work behaviors

2019 ◽  
Vol 1 (2) ◽  
pp. 01-14
Author(s):  
Bruce Gashema ◽  
Juniter Kwamboka Mokua
Keyword(s):  
Transformational Leadership ◽  
Structural Equation ◽  
Work Behavior ◽  
Equation Modeling ◽  
Organizational Setting ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
The Impact ◽  
The Relationship ◽  
Innovation Behavior

Despite the theoretical foundation that links Transformational leadership (TFL) with innovation behavior, previous studies have overlooked on Transformational leadership and innovation behavior at the individual level relationship but paid less attention to how transformational leadership qualities of top leaders would advance innovative work behavior within the organizational setting. To date, the impact of Transformational leadership at a top executive level on employee’s innovative work behavior (IWB) within an organizational setting has not been dealt with in-depth. However, using transformational leadership theory, this study uncovers the pivotal role of innovation culture (IC) and managerial innovation (MI) in the relationship between CEO transformational leadership and employee’s innovation behavior in SMEs. A cross-sectional design with a total of 434 employees from 24 SMEs operating from Rwanda was analyzed using structural equation modeling to evaluate the relationship between the variables developed in the study. The findings of this study support our hypothesized model.

scholarly journals The Nexus between Team Culture, Innovative Work Behaviour and Tacit Knowledge Sharing: Theory and Evidence

2021 ◽  
Vol 13 (8) ◽  
pp. 4333
Author(s):  
Cem Işık ◽  
Ekrem Aydın ◽  
Tarik Dogru ◽  
Abdul Rehman ◽  
Rafael Alvarado ◽  
...  
Keyword(s):  
Knowledge Sharing ◽  
Tacit Knowledge ◽  
Work Behavior ◽  
Frontline Employees ◽  
Innovative Work Behavior ◽  
Mediating Role ◽  
Team Culture ◽  
Tacit Knowledge Sharing ◽  
Innovative Work ◽  
The Relationship

Tacit knowledge sharing is an essential intellectual capital for frontline employees in hotel enterprises. While the relationship of knowledge sharing with team culture (TC) and innovative work behavior (IWB) was investigated in the extant literature, little is known about the extent to which tacit knowledge sharing affects TC and IWB. In this regard, the purpose of this study is to investigate the role of tacit knowledge sharing in the relationship between TC and IWB. For this purpose, data were gathered from 360 department managers of Turkish 4–5 star hotels. The results were analyzed utilizing Smart PLS 3 using bootstrapping to determine the level of significance of the relationships between tacit knowledge sharing, TC and IWB. The results show statistically significant relationships between tacit knowledge sharing, TC and IWB. Moreover, tacit knowledge sharing has a mediating role in the relationship between team culture and innovative work behavior.

scholarly journals THE IMPACT OF PROACTIVE-PERSONALITY ON INNOVATIVE WORK BEHAVIOR AND WORK ENGAGEMENT IN THE UAE AVIATION INDUSTRY.

2019 ◽  
Vol 2 (1) ◽  
pp. 108-112
Author(s):  
Sultan Salem Alshamsi ◽  
Kamarul Zaman Bin Ahmad
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Proactive Personality ◽  
Work Behavior ◽  
Aviation Industry ◽  
Innovative Work Behavior ◽  
Significant Relationships ◽  
Innovative Work ◽  
The Impact ◽  
The Relationship

The objective of this research is to examine the relationship between Proactive Personality, innovative work behavior, and work engagement. The sample consists of 220 respondent managers in the Aviation Industry in the UAE. Results of Structural Equation Modelling using SmartPLS revealed that there are significant relationships between Proactive Personality and innovative work behavior, and between Innovative Work Behavior and Work Engagement.

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