Abstract
Purpose In the backdrop of job demands-resources model, the purpose of this paper is to investigate the effect of selected job resources (job autonomy and rewards and recognition) and job demands (problem with work) on innovative work behaviour through the mediation of employee engagement in the higher education sector of India. Design/methodology/approach The sample consists of randomly selected 275 teachers from higher education institutions from a city in India. This study used PLS-SEM for data analysis. Findings The results suggest that employee engagement associates closely with innovative work behaviour. Job autonomy, one of the resources, affects innovative work behaviour directly and its effect does not move via employee engagement. Further, reward and recognition does not impact innovative work behaviour directly, rather, its effect moves through employee engagement. Finally, the work suggests that employee engagement mediates between selected job resources and job demands and innovative work behaviour. Research limitations/implications This study can be extended to include more demands and resources which are unique to academic institutions. For example, a transparent career path to all teachers or a high-octane research culture can serve as a boon. Additionally, their interaction effect can also be studied. The present study being a cross-sectional study, at best, offers a snap-shot view of relationship among the variables. Practical implications This study shall help organizations to use job resources and job demands to enhance teachers’ engagement and innovative work behaviour. Specifically, results of this study offer a reason to academic institutions to give more autonomy and rewards to their teachers to eke out innovative work behaviour. Social implications Firstly, this study will have a positive outcome for students who will be the prime beneficiaries of innovative work behaviour of teachers. Secondly, broadly the society and its constituents will get benefited by improvement in research outcomes. Originality/value The outcome of this study proposes that job autonomy and reward and recognition do not connect with employee engagement and innovative work behaviour in a known way.
Highlights
Research contributions suggest innovation as a means to establish and uphold lasting competitive advantage (Drucker, 1985; Kanter, 1988)
The present study aims at the identification of drivers of IWB of teachers serving in higher education sector in the backdrop of JD-R model
Though Cronbach alpha of job autonomy is less than 0.70, based on its composite reliability value, we decided to continue with the variable
Summary
Research contributions suggest innovation as a means to establish and uphold lasting competitive advantage (Drucker, 1985; Kanter, 1988). Innovation is considered as a RAUSP Management Journal Vol 56 No 2, 2021 pp. Considering the critical role of innovations, organisations regard employees as a key resource and, expect their creative contribution in all the areas in which they are serving. We lately observe an attempt to identify factors that promote research, which signifies IWB, at higher education institutions (Fussy, 2018). Such attempts are very few in quantum
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