Abstract
Drawing from a social network perspective on innovation, this study aims to explore the relationship between advice network centrality, and innovative work behaviour by focusing on the mediating role of voice behaviour and the moderation of organizational tenure. Hypotheses were tested using a sample of 478 employees in an Italy‐based aerospace organization. The results indicated that a central position in the advice network was positively associated with innovative work behaviour and that voice behaviour mediated this relationship. Additionally, moderated mediation analysis highlighted that the path between advice network centrality and voice behaviour was stronger for individuals with shorter organizational tenure. These findings offer guidance for organizations that aim to strengthen employee‐driven innovation by highlighting the importance of a social network approach. Several implications for theory and practice are discussed.
Highlights
Innovation represents a crucial factor for the success and survival of any kind of organization (N. Anderson et al, 2014)
The innovative process originates from the ideas of individuals; for this reason, organizations increasingly rely on their employees' innovative work behaviours to introduce new products/ services, improve business processes and develop new working methods (Potocnik & Anderson, 2016)
Organizational tenure was assessed with the number of years an employee had worked for the organization (e.g., Ng & Feldman, 2013)
Summary
Innovation represents a crucial factor for the success and survival of any kind of organization (N. Anderson et al, 2014). Employees with a high centrality will be more willing to give voice to their ideas by perceiving them as more listened to and feasible, in turn, by making suggestions to encourage positive changes central employees gain new opportunities to acquire additional salient information that can be utilized for their innovative ideas Drawing upon this perspective, the present study set up to explain the mechanism of voice behaviour in the relationship between advice network centrality and IWB. This study argues that the strength of the association of advice network centrality with voice behaviour could vary depending on the length of organizational employment, positing that the relationship will be stronger at short, and weaker at long, tenure.
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