Abstract
Drawing on the Conservation of Resources and Social Exchange Theories, this study examines the relationship between employee engagement for innovation (EEI) and innovative performance (IP) through discretionary efforts (DE) and knowledge sharing (KS). We collected data from 202 peer dyads of 15 universities in Pakistan and used SmartPLS 4 for hypotheses testing. Results indicated a significant positive relationship between EEI, DE, KS and IP. In contrast, mediation mechanism via DE and KS did not show the expected mediation effects. This outcome can be attributed to the unique socio-cultural context in which we collected the data. This work focussed on employees working in a collectivist culture within a patriarchal society, where traditional hierarchical structures and values influence the dynamics between EEI, DE, KS and IP. We also discuss the theoretical and practical implications and the directions for future research.
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