Abstract
Innovations are based on the good ideas of individuals; therefore, it is very important to better understand the role that individuals and their personal characteristics play in innovative initiatives. The aim of the current study was to test the relationships between employees’ personal values and their innovative behavior. It was hypothesized that these relationships are mediated by an employee’s job autonomy. We integrated Schwartz’s basic human values theory with the notion that job autonomy is an important job characteristic that can be redesigned to better fit employees’ preferences. The study results (obtained from 263 employees in different branches) showed that openness to change and self-enhancement values are positively related to job autonomy, whereas conservation and self-transcendence values are negatively related to job autonomy, which confirms that personal values are important in explaining autonomy in the workplace. In addition, employees’ self-enhancement values are positively related to their innovative behavior, while conservation and self-transcendence values are negatively related to innovative behavior. Mediation analysis with a bias-corrected bootstrapping method showed that job autonomy is a significant mediator of the relationships between employees’ personal values (except for openness to change) and their innovative behavior. Our research extends the theory of basic human values, showing that values serve as a personal basis for innovative behavior. Our results also contribute to the innovation research by demonstrating the importance of personal values and job autonomy for innovative behavior in organizations.
Highlights
Innovation is widely recognized as important for the effectiveness and success of organizations (Yuan and Woodman, 2010; Anderson et al, 2014; Razmus and Laguna, 2018)
We examined whether employees’ personal values have a direct relationship with their job autonomy, which was postulated in hypotheses H2a–H2c
The present study aimed to investigate the relationships between personal values, job autonomy, and innovative behavior of employees
Summary
Innovation is widely recognized as important for the effectiveness and success of organizations (Yuan and Woodman, 2010; Anderson et al, 2014; Razmus and Laguna, 2018). It is important to better recognize the psychological mechanisms that are conducive to employee innovation, extending the knowledge gained from management. Values and Innovative Behavior of Employees research investigating organizational variables. In their recent review, Anderson et al (2018) called for more research to broaden our understanding of individual innovation in organizations. Addressing this gap in the literature, we explain employees’ innovative behavior in our study
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