How Work–Family Conflict and Work–Family Facilitation Affect Employee Innovation: A Moderated Mediation Model of Emotions and Work Flexibility

This paper aims to verify the effects of work–family conflict and work–family facilitation on employee innovation in the digital era. Based on resource conservation theory, this study regards the work–family relationship as a conditional resource. Employees who are in a state of lack of resources caused by work–family conflict will maintain existing resources by avoiding the consumption of further resources to perform innovation activities; employees who are in a state of sufficient resources are more willing to invest existing resources to obtain more resources. In this study, 405 employees from enterprises in the Chinese provinces of Jiangsu, Anhui, Sichuan, and Guangdong, and in the municipality of Tianjin were selected as the research object. These enterprises are knowledge-based companies, and their employees frequently transfer knowledge at work. We collected questionnaires from the frontline employees of these companies. The results show that negative and positive emotions mediate the effect of work–family conflict and work–family facilitation on employee innovation. Moreover, work flexibility has a significant moderating effect on the mediating role of emotions between work–family facilitation and employee innovation behavior. In the digital era, when facing different work–family situations, employees need to pay attention to and dredge their negative emotions to avoid reducing their innovative behaviors due to self-abandonment; in parallel, they need to guide their positive emotions toward innovation, so as to promote their innovative consciousness and behavior. This paper expands the research perspective of employee innovation behavior.

Human Capital, Organizational Learning and Their Effects on Innovation Behavior and Performance of Banking Employees

This study aims to analyze the effects of human capital and organizational learning on employee performance with innovation behavior as a mediator. This study is conducted at a privately owned bank in Gorontalo City with a sample of 92 respondents. Researchers use purposive sampling with data collection technique that is questionnaires in Google Form. Data analysis is performed using SEM-PLS (Structural Equation Modeling Partial Least Square) with SmartPLS software version 3.0. The results of this study indicate that (1) human capital has positive effect on employee performance and innovation behavior, (2) organizational learning has positive effect on innovation behavior, (3) innovation behavior has positive effect on employee performance, and (4) innovation behavior mediates the effect of organizational learning on employee performance but cannot mediate human capital on employee performance.

Effect Mechanism of Error Management Climate on Innovation Behavior: An Investigation From Chinese Entrepreneurs

Errors are inevitable in an increasingly risky and dynamic entrepreneurial environment. The error management and the error climate perceived by the members are crucial to the subsequent innovation behaviors. Maintaining and improving the psychological capital of entrepreneurs under errors is not only the psychological activities of entrepreneurs themselves but also a critical management process in which an organization can influence the psychological factors and behaviors of entrepreneurs through error management climate. In the context of Chinese culture, this study explores the influence of error management climate on entrepreneurial self-efficacy and innovation behavior under the boundary condition of Zhongyong thinking. Two hundred ninety samples of Chinese entrepreneurs are empirically analyzed in this study, and results show that: (1) error management climate and entrepreneurial self-efficacy have significant positive effects on entrepreneurs’ innovation behavior; (2) entrepreneurial self-efficacy mediates the relationship between error management climate and innovation behavior; and (3) Zhongyong thinking plays moderating roles in the process of error management climate influencing innovation behavior. This study complements the entrepreneurship literature with its focus on error management climate as an essential antecedent of entrepreneurial self-efficacy, and promotes an understanding of how Chinese practitioners promote innovative behavior from a cultural perspective.

An Empirical Study of the Effect of Communication Visibility on Innovation Behavior

The effect of communication visibility on employee behaviors has garnered attention for the widespread use of enterprise social media; yet, this research has rarely considered the typical employee behavior of innovation behavior. This paper explores the relationship between communication visibility and innovation behavior. In addition, the underlying mechanism and boundary conditions are examined drawing on communication visibility theory, regulatory focus theory, and voice literature. Data were collected in a field experiment from a Chinese enterprise. It was found that communication visibility was positively associated with innovation behavior, and the positive association was mediated by voice behavior. Meanwhile, the positive indirect effect of communication visibility on employee innovation behavior was strengthened by promotion regulatory focus. Our research expands our understanding of the outcome behaviors of communication visibility and provides valuable management implications by shedding light on measures to promote innovation behavior.

Research on the Optimization Strategy of Innovation Behavior and Entrepreneurship Intention in Entrepreneurship Teaching

Entrepreneurial intention is a necessary prerequisite for prospective entrepreneurs to start a new business, and today’s college students are the potential entrepreneurs of the future. How to improve students’ willingness to start a business is an important topic that a large number of scholars continue to pay attention to. The purpose of this work is to disentangle how college students’ previous innovative behavior affects their entrepreneurial intention from the view of social psychology. Survey data from a vocational college in China indicate that college students’ previous innovative behavior facilitates flow, which in turn affects their entrepreneurial intention. Our empirical findings flourish the research on antecedents of college students’ entrepreneurial intention, make contributions to the research on flow in entrepreneurship, and provide useful recommendations and suggestions in entrepreneurship teaching.