scholarly journals Gender of transformational school principals and teachers’ innovative behavior

2021 ◽  
Vol 10 (3) ◽  
pp. 747
Author(s):  
Aziah Ismail ◽  
Nor Shafrin Ahmad ◽  
Rahimi Che Aman
Keyword(s):  
Transformational Leadership ◽  
Secondary Schools ◽  
School Principals ◽  
Work Behavior ◽  
Innovative Behavior ◽  
Male And Female ◽  
Innovative Work Behavior ◽  
Female Principals ◽  
Innovative Work ◽  
Different Levels

The purpose of this paper is to examine the different levels of transformational leadership between male and female principals and their relationships with teachers' Innovative Work Behavior (IWB) in Malaysian secondary schools. In total, 477 teachers from various secondary schools were randomly selected as respondents (218 are working under female principals, while 259 of them are under male principals). This study revealed that the respondents agree that male principals practice transformational leadership higher than female principals. However, the female principals were highly influential on the teachers’ IWB compared to their male counterparts. This study provides a glimpse of the teachers' innovative behavior improvement resulted from transformational leadership by male and female school principals.

scholarly journals Influence of Transformational Leadership on Employees’ Innovative Work Behavior in Sustainable Organizations: Test of Mediation and Moderation Processes

2019 ◽  
Vol 11 (6) ◽  
pp. 1594 ◽  
Author(s):  
Hui Li ◽  
Nazir Sajjad ◽  
Qun Wang ◽  
Asadullah Muhammad Ali ◽  
Zeb Khaqan ◽  
...  
Keyword(s):  
Transformational Leadership ◽  
Work Engagement ◽  
Organizational Context ◽  
Positive Impact ◽  
Work Behavior ◽  
Innovative Behavior ◽  
Multinational Organization ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Sustainable Organizations

The main objective of this research was to examine how transformational leaders boost their followers’ innovative work behavior through trust in a leader, empowerment, and work engagement. Data were collected from 281 multinational organization employees in China. The Statistical Package for the Social Sciences (SPSS) macro process was utilized to test the proposed hypothesis. The findings revealed that transformational leadership and work engagement were significantly related to innovative work behavior. The findings also demonstrated the significant impact of transformational leadership on trust in a leader, and its subsequent positive impact on the work engagement of the employees. Furthermore, the results supported a significant serial mediation between transformational leadership, trust, work engagement, and employees’ innovative behavior. The results also showed a significant moderating effect of empowerment on transformational leadership and innovative work behavior. For boosting employees’ innovative work behavior, leaders in the organization should strive to engage them effectively in their work by gaining their trust, which could help them participate in creative activities. This is the key study to investigate the different perspectives of how transformational leadership can stimulate followers’ innovative behavior through trust in the leader and work engagement within the Chinese organizational context.

Women Entrepreneurial Innovative Behavior: The Role of Lean start-up and Business Coaching

2021 ◽  
Vol 39 (8) ◽  
Author(s):  
Rimsha Khalid ◽  
Mohsin Raza ◽  
Anusara Sawangchai ◽  
Wendy July Allauca-Castillo ◽  
Rosario Mercedes Huerta-Soto
Keyword(s):  
Deep Understanding ◽  
Mediating Effect ◽  
Work Behavior ◽  
Innovative Behavior ◽  
Business Coaching ◽  
Innovative Work Behavior ◽  
Start Up ◽  
Innovative Work ◽  
Entrepreneurial Action

The main objective of a startup is to discover a suitable plan of action that can create value for growth in the economy. This research provides evidence and allied vision engrossed on three perspectives: business coaching, lean start-up approach, and innovative work behavior of women's context in solar energy entrepreneurial action. Moreover, the study is based on a quantitative method, and results indicated that it has a significant impact on the lean start-up approach on innovative work behavior and has a significant mediating effect on business coaching. This study helps researchers and practitioners cope with the entrepreneurial incubation programs for women entrepreneurs in the lean start-up approach. Moreover, this also contributes to the deep understanding of women's exploring, building, and implementing business ideas. Additionally, the study argues that guidance and directions are important for innovative entrepreneurial actions.

Can human resource flexibility disentangle innovative work behavior among hospitality employees? The roles of harmonious passion and regulatory foci

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tuan Trong Luu
Keyword(s):  
Human Resource ◽  
Work Behavior ◽  
Equation Modeling ◽  
Innovative Behavior ◽  
Promotion Focus ◽  
Harmonious Passion ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Hospitality Organizations ◽  
Innovative Work

Purpose The ongoing improvement of hospitality services stems from innovative behavior among employees. This study aims to investigate how and when human resource (HR) flexibility promotes hospitality employees’ innovative work behavior. Design/methodology/approach The data were garnered from 438 employees and 67 managers from 19 hotels operating in Vietnam. Multilevel structural equation modeling was used to analyze the data. Findings The positive association was observed between HR flexibility and innovative work behavior. Harmonious passion functioned as a mediator for such a relationship. While promotion focus was found to positively interact with HR flexibility to predict employee harmonious passion, prevention focus demonstrated an attenuating effect on the association between HR flexibility and harmonious passion. Practical implications The findings suggest that hospitality organizations can promote innovative work behavior among employees through building skill and behavioral flexibility, as well as flexibility in HR practices. Hospitality organizations should also realize the role of harmonious passion as a mechanism that can channel HR flexibility into innovative work behavior and the interactive effect of promotion focus and HR flexibility on fostering harmonious passion and, in turn, innovative work behavior. Originality/value This inquiry advances the strand of research on the HR management-innovative behavior linkage by offering insights into how and when HR flexibility promotes innovative work behavior among hotel employees.

Innovative work behavior in SMEs: the role of transformational leadership

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Emil Knezović ◽  
Amina Drkić
Keyword(s):  
Transformational Leadership ◽  
Organizational Justice ◽  
Work Behavior ◽  
Decision Making Process ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Convenience Sampling ◽  
The Relationship

PurposeThe purpose of this paper is to investigate the determinants of innovative work behavior (IWB) by examining the moderating role of transformational leadership in the context of small and medium enterprises (SMEs).Design/methodology/approachThe study surveyed 371 employees from SMEs in Bosnia and Herzegovina by adopting convenience sampling. Hierarchical regression was used to test the hypotheses.FindingsThe findings supported the authors’ assumptions that IWB determinants such as psychological empowerment, participation in the decision-making process and organizational justice are positively related to IWB. Besides, transformational leadership moderates the relationship between organizational justice and IWB.Research limitations/implicationsThe data for this study was collected by using convenience sampling as well as a cross-sectional survey method, which limits the generalization of results.Practical implicationsTo spur the IWB among the employees in SMEs, an organization has to create an environment where psychological empowerment is high, employees have a chance to participate in the decision-making process and organizational rules and procedures are fair. In the case of organizational justice, the relationship shall be stronger if transformational leadership is present.Originality/valueIn SMEs, transformational leadership plays an important role. To the best of the authors' knowledge, this is the first study that demonstrates the moderating effect of transformational leadership on the relationship between one specific IWB determinant and IWB.

Public managers’ networking and innovative work behavior: the importance of career incentives

2017 ◽  
Vol 85 (2) ◽  
pp. 286-303 ◽  
Author(s):  
Tjeerd Zandberg ◽  
Fernando Nieto Morales
Keyword(s):  
Social Network ◽  
Public Management ◽  
Middle Managers ◽  
Work Behavior ◽  
Innovative Behavior ◽  
Innovative Work Behavior ◽  
Positive Effects ◽  
Public Managers ◽  
Innovative Work ◽  
Career Motives

From theories on middle managers’ entrepreneurship in private organizations, it is known that the structural network position of middle managers influences their innovative work behavior. Our study investigates if in a governmental setting, the intra-organizational networking behavior of public managers has a similar positive influence on innovative work behavior. As networking mechanisms may depend on the particular context and organizational norms, we also investigate the influence of networking motivations. According to social network research in private enterprises, social network links can be used to advance individual careers. According to public management and Public Service Motivation theories, public managers have a collective orientation aimed at producing public goods. Therefore, we investigate if, next to intra-organizational networking, an individual career motive or a collective motivation for networking explains innovative work behavior. In a case study on public managers of a municipality in Mexico City, we find a strong influence of networking on innovative work behavior. We also find support for additional influences of individual career motives, but no evidence for collective motivations. Points for practitioners Intra-organizational networking of public managers leads to increased innovative behavior in a governmental setting. In addition, when aiming at increasing innovative behavior, individual career motives seem to have stronger positive effects than collective motivations (such as teamwork-related motivations).

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 effect of transformational leadership on innovative work behavior with moderating role of internal locus of control and psychological empowerment

2021 ◽  
pp. 1267-1276 ◽  
Author(s):  
Qing Zhang ◽  
Abdul Rashid Abdullah ◽  
Dalowar Hossan ◽  
Zongxiang Hou
Keyword(s):  
Transformational Leadership ◽  
Locus Of Control ◽  
Psychological Empowerment ◽  
Work Behavior ◽  
Path Coefficient ◽  
Innovative Work Behavior ◽  
Internal Locus ◽  
Internal Locus Of Control ◽  
Innovative Work ◽  
Moderating Role

The current study examined the effect of the style of transformational leadership on innovative work behavior as well as the internal locus of control’s moderating role and psychological empowerment between the relationships of them. We collected data from 422 respondents who are related to family business in Malaysia. Path coefficient analysis was employed to test the hypotheses and SPSS software was used for analyzing descriptive data. The results showed that transformational leadership style, psychological empowerment and internal locus of control have affirmative relationship and significant impact on innovative work behavior. Finally, psychological empowerment and internal locus of control were not found to have moderating effect between innovative work behavior and the style of transformational leadership.

scholarly journals The Hybrid Entrepreneurs Are Still Working Ambiguously: Will They Have Innovative Behavior

2021 ◽  
pp. 52-57
Author(s):  
Tyna Yunita
Keyword(s):  
Work Behavior ◽  
Full Time ◽  
Innovative Behavior ◽  
Competitive Situation ◽  
Innovative Work Behavior ◽  
Entrepreneurial Culture ◽  
Essential Components ◽  
New Business ◽  
Part Time ◽  
Innovative Work

Creativity and innovation are essential components of organizational success in today's economy, a new business advantage. Being innovative is the key so that an organization can continue to survive in a very competitive situation. The work required entrepreneurs to have innovative work behavior. On the other hand, some of them continue to run their business outside of their primary job. This study aims to understand the direct and indirect effects of entrepreneurial culture on innovative behavior in employees who have full-time and part-time jobs. This study identifies entrepreneurial engagement that links the two. The sample of this research was employees of financial institutions with 129 respondents. The research results show that the entrepreneurial culture of hybrid entrepreneurs correlated with entrepreneurial engagement and entrepreneurial engagement has an enormous influence on innovative behavior.

Transformational Leadership and Innovative Work Behavior in an IT Department of a Public Organization in the Kingdom of Bahrain

2019 ◽  
Vol 10 (3) ◽  
pp. 20-32 ◽  
Author(s):  
Minwir M Al-Shammari ◽  
Noof Y Khalifa
Keyword(s):  
Transformational Leadership ◽  
Influence Factor ◽  
Work Behavior ◽  
Public Organization ◽  
Online Questionnaire ◽  
Innovative Work Behavior ◽  
Significant Relationships ◽  
Academic Qualification ◽  
It Department ◽  
Innovative Work

The purpose of this study is to provide an understanding of the role that transformational leadership plays in innovative work behavior of employees in an IT department of a public organization in Bahrain. An online questionnaire hyperlink was sent to 127 randomly chosen employees. The completed and submitted questionnaires were 98, at a response rate of 77%. Results of the Spearman rank correlation tests indicated that there were significant relationships between transformational factors and employees' innovative behavior, except for the idealized influence factor that showed no significant relationships. Furthermore, the study found significant relationships between innovative behaviors and employee demographic variables (gender and academic qualification). Managers need to react positively to the innovative efforts of employees and provide them with resources and rewards needed for innovation.

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