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.

scholarly journals The mediational role of intimate partner acceptance and psychological adjustment in the relationship between intimate partner control and marital adjustment

2021 ◽  
Author(s):  
Ayşegül Aracı İyiaydın ◽  
Zeynep Hatipoğlu Sümer
Keyword(s):  
Psychological Adjustment ◽  
Structural Equation ◽  
Marital Adjustment ◽  
Behavioral Control ◽  
Intimate Partner ◽  
Equation Modeling ◽  
Perceived Behavioral Control ◽  
Psychological Maladjustment ◽  
The Relationship

AbstractGrounded in Interpersonal Acceptance-Rejection Theory (IPARTheory), this exploratory study investigated the associations among perceived intimate partner rejection, intimate partner control, psychological maladjustment, and marital adjustment. Perceived behavioral control in intimate partner relationships has been under-researched within the context of IPARTheory. Although the role of behavioral control in child/adolescent-parent relationships has been well-established, insufficient exploration of the phenomenon in marriage relationships calls for new empirical findings. The conveniently selected sample consisted of 624 (360 female, 264 male) married individuals living in big cities of Turkey. Intimate Partner Acceptance-Rejection/Control Questionnaire, Personality Assessment Questionnaire, Dyadic Adjustment Scale, and Demographic Form were utilized to gather data. Structural Equation Modeling was utilized as the primary analysis to test the proposed sequential mediational model of the study. The results indicated that intimate partner behavioral control was significantly and indirectly associated with marital adjustment through the mediating effects of intimate partner rejection and psychological maladjustment. Moreover, intimate partner rejection had direct effects on psychological maladjustment and marital adjustment. The indirect effect of intimate partner rejection on marital adjustment via the mediation of psychological maladjustment was found to be significant. Lastly, the sequential mediation by intimate partner rejection and psychological maladjustment in the relationship between intimate partner control and marital adjustment was also significant. This study adds to the existing literature on IPARTheory by showing that perceived intimate partner behavioral control is quite negatively related to marital adjustment. Results underscore how perceived behavioral control by a spouse triggers rejection and diminishes the psychological adjustment of the controlled partner.

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.

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.

Leading the innovation: role of trust and job crafting as sequential mediators relating servant leadership and innovative work behavior

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Mumtaz Khan ◽  
Muhammad Shujaat Mubarik ◽  
Tahir Islam
Keyword(s):  
Servant Leadership ◽  
Structural Equation ◽  
Work Behavior ◽  
Job Crafting ◽  
Equation Modeling ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Mediating Role ◽  
Innovative Work

PurposeThe purpose of the study is to ascertain the role of servant leadership in causing innovative work behavior. The study also examines the mediating role of job crafting and sequential mediating role of trust and job crafting between servant leadership and innovative work behavior.Design/methodology/approachThe data were collected from 258 knowledge workers employed in software houses in Pakistan through survey design. The data analysis was done through structural equation modeling.FindingsThe results of the analysis of 258 respondents show that servant leadership is related with trust, job crafting and innovative work behavior. The mediation analysis revealed that job crafting mediates the relation between servant leadership and innovative work behavior. Finally, the relation between servant leadership and innovative work behavior was found to be sequentially mediated by trust and job crafting.Originality/valueThe current study contributes to delineating the linking mechanism between servant leadership and innovative work behavior. The main contributions of the study are exploring the mediating role of job crafting along with the sequential mediating role of trust and job crafting.

From conventional to digital leadership: exploring digitalization of leadership and innovative work behavior

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tuğba Erhan ◽  
Hasan Huseyin Uzunbacak ◽  
Erhan Aydin
Keyword(s):  
Textile Industry ◽  
Technological Progress ◽  
Work Behavior ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Reducing Costs ◽  
Leadership Research ◽  
The Relationship

Purpose The leadership shift from conventional to digital comes from the compulsory digitalization of the workplace because the technological progress provides the opportunity of doing work remotely, and this is a great advantage of reducing costs that stem from the offline workplace. Thus, this research aims at demonstrating the relationship between digitalization of leadership and innovative work behavior. Design/methodology/approach Data were collected from 320 Turkish department managers in the Textile Industry through digital leadership and innovate work behavior scales. The hypotheses were tested using path analysis. The analyses were conducted by using SPSS and AMOS package programs. Findings The results show that the employees’ perceptions of digital leadership have a positive and significant effect on all dimensions of an employee innovative work behavior. Also, the leaders with high digital skills were perceived positively by the employees and the employees tend to adapt innovative behaviors when they have the digitally skilled leaders. Originality/value This study contributes to leadership research by providing evidence for the role of leadership shift in innovative work behavior. Extending the verification of leadership shift in innovative work behavior that can be adopted in Turkey has also been considered.

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 The Antecedents of Innovative Work Behavior: The Roles of Self-Monitoring

2017 ◽  
Vol 15 (4) ◽  
pp. 263-270 ◽  
Author(s):  
Jovi Sulistiawan ◽  
Nuri Herachwati ◽  
Silvia Dwi Permatasari ◽  
Zainiyah Alfirdaus
Keyword(s):  
Individual Differences ◽  
Work Behavior ◽  
Innovative Behavior ◽  
Self Monitoring ◽  
Innovative Work Behavior ◽  
Positive Image ◽  
Innovative Work ◽  
The Relationship

In this study, the authors examined why employees engage in innovative behavior even though innovation is a risky behavior. Employees tend to engage in innovative behavior since they expect positive image gains. Besides, employees tend to avoid innovative behavior because it forfeits their image inside organization (expected image risks). Furthermore, the willingness to engage in innovative behavior depends on individual differences. Therefore, the authors tried to examine the role of individual differences, drawing from self-monitoring theory. The surprising findings were the quality of relationship between employees and their peers did not affect employee image risk and self-monitoring did not moderate the relationship between expected image gain and innovative work behavior.

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