Innovative Behavior Research Articles

Transformational leadership: A poor fit for proactive employees in a quick-commerce context

Orientation: As quick-commerce emerges as an evolving extension within the broader e-commerce landscape, it requires a deeper understanding of how to effectively manage employees to sustain continuous innovation. Implementing appropriate leadership practices has been shown to promote the development of employees from varied backgrounds and personalities, thereby enhancing innovation and driving organisational success.Research purpose: This study explored how transformational leadership influences the relationship between employees with proactive personality and the frequencies of innovative work behaviour (IWB) within a quick-commerce organisation, offering insights for organisations to enhance team performance.Motivation for the study: Quick-commerce organisations present novel work processes and environments. This research examines how to effectively translate and implement appropriate leadership approaches that sustain IWB in these dynamic settings.Research approach/design and method: Online questionnaires were utilised for data collection involving 200 employees working at a quick-commerce organisation. This quantitative research approach utilised SEM-PLS (Structural Equation Modelling Partial Least Squares) to conduct moderation analysis on processed data.Main findings: The analysis indicated that proactive personality had a significant positive effect on IWB, whereas transformational leadership was found to negatively moderate the relationship between proactive personality and IWB.Practical/managerial implications: The transformational leadership approach is not well-suited for encouraging employees with proactive personalities to engage in innovative behaviour within a quick-commerce environment.Contribution/value-add: The study shows that transformational leadership is not necessarily the best leadership approach for stimulating IWB in a quick-commerce context, potentially opening the door for further exploration and discussion on this topic.

Perilaku Inovatif Guru Melalui Kepemimpinan Transformasional, Knowledge Sharing, dan Kompetensi Digital

This study focuses on the problem of low innovative behavior of teachers that can hinder effective learning processes. The purpose of this study was to analyze the influence of transformational leadership, knowledge sharing, and digital competence on innovative behavior of teachers. The research method used was quantitative involving a sample of 143 teachers at the Nurul Iman Islamic Boarding School in Bogor. Data collection technique used an instrument with a Likert scale distributed to respondents, while inferential statistics were used to analyze the data. The results showed that there was a significant positive effect between transformational leadership and innovative behavior of teachers, where support and motivation from educational leaders contributed to increased creativity and innovation in teaching. In addition, knowledge sharing was shown to increase collaboration between teachers, while digital competence facilitated the application of technology in more innovative learning. The implications of these findings emphasize the importance of developing inspirational leadership and improving teachers' digital skills to create a more dynamic and responsive learning environment to students' needs. Thus, schools need to design training programs that focus on these aspects to support teacher professional development and improve the quality of education

From Knowledge to Action: Exploring Green Intellectual Capital’s Role in Sustainable Organizational Performance for Millennials

In today’s competitive landscape, the role of Green Intellectual Capital in driving Sustainable Organizational Performance is receiving increasing attention. Organizations are under pressure to adopt sustainable practices, so exploring the influence of intellectual capital on performance is important. This study aims to examine the effect of Green Intellectual Capital consisting of Green Human Capital, Green Relational Capital and Green Structural Capital on Sustainable Organizational Performance, with Green Innovation Behavior as a mediating variable and Perceived Green Organizational Support as a moderating factor. The research design used was quantitative involving 200 millennial managers and the data was analysed using Partial Least Squares (PLS). The results show that to achieve sustainable organizational performance, millennial managers need to focus their efforts on improving Green Structural Capital and encouraging Green Innovation Behavior. In addition, the development of Gren Human Capital and Green Relational Capital should be geared towards increasing Green Innovation as a pathway to achieving sustainability goals. Perceived Green Organizational Support is not enough to strengthen the relationship of innovation and performance, so a more holistic approach in promoting sustainability across the organization is needed. The novelty of this research lies in its focus on millennial managers and the complex interconnectedness of different components of Green Intellectual Capital. The findings suggest that organizations should prioritize increasing Green Structural Capital and encouraging Green Innovation Behaviors. Future research should explore other moderating factors, such as leadership style, to deepen understanding of the conditions that amplify the impact of green innovation on sustainable performance.

Innovation Behavior Research: Global Trends and Emerging Themes in Entrepreneurial Business Practices

Innovation behavior research has emerged as a critical field due to its role in enhancing business competitiveness and organizational performance. This bibliometric analysis aims to provide a comprehensive understanding of global trends and emerging themes in innovation behavior research from 2015 to 2024. Using the Dimensions database, 11,798 articles were identified and analyzed with VOSviewer software. The results reveal that Australia, China, the United Kingdom, and the United States are the top contributors to this research, with strong international collaboration networks highlighting its global nature. Brock University, Jiangsu University, and Erasmus University Rotterdam stand out for their collaborative networks and strategic research directions. In the author-based analysis, research efforts primarily focus on the relationship between entrepreneurial orientation, transformational leadership, and innovation behavior. Frontiers in Psychology and Sustainability emerge as influential journals, covering topics such as digital transformation, organizational behavior, and sustainable business practices. Groundbreaking studies have developed frameworks linking innovation behavior with knowledge sharing, digital transformation, and conflict management. Keyword co-occurrence analysis highlights "innovation", "performance", and "leadership" as frequently occurring terms, reflecting a core focus on understanding how innovation directly impacts organizational outcomes and the importance of transformational leadership in fostering innovation behavior. The findings provide valuable insights into global innovation behavior research, identifying emerging interdisciplinary themes like digital transformation and sustainability. Future research should explore global collaboration networks, interdisciplinary approaches, and the influence of leadership styles on innovation behavior.

Driving mechanism of innovative behavior of college students——A study of grounded theory based on Chinese college students

Driving mechanism of innovative behavior of college students——A study of grounded theory based on Chinese college students

Job crafting and employees’ innovative behaviour in hotels: Exploring the role of employees’ psychological state and workplace gossip

Grounded by the Job Crafting Theory, along with the JD-R model, this work examines how job crafting impacts innovative behaviour, considering the impact of psychological distress, resilience, and negative gossip at the workplace. A self-administrated questionnaire was used to collect data from employees at hotels in Antalya, Turkey, and analysed using PLS-SEM. Results showed job crafting significantly influenced both innovative behaviour and psychological distress. Individual crafting does not significantly impact resilience, but collaborative crafting substantially affects it. Psychological distress significantly impacts resilience, innovative behaviour, and negative gossip. Resilience affects both innovative behaviour and negative gossip, the latter significantly influences innovation. This research enriches theory by exploring how job crafting influences employees’ innovation amidst factors (i.e., psychological distress, resilience, and gossip) in hotels. Additionally, it provides managers of hotels with strategies to enhance innovation and diminish negative workplace dynamics.

Research on the influence of teachers' innovative behavior on organizational development in Chengdu-Chongqing area of China

In the context of the Big Data era, especially with the emergence of AI, various industries are facing enormous challenges. The advent of big data has also allowed humans to access and deeply use system data in a wider range, exploring knowledge and information that had never been seen before. Knowledge and information resources are crucial factors in promoting social and economic development. At the same time, innovative behavior is an essential skill closely linked to AI and big data in the 21st century, and it is one of the most important human resources. With the rapid development and widespread application of AI and big data technologies, how teachers in traditional education can avoid being replaced by machines, effectively stimulate their innovative behavior, improve their work performance, and contribute to organizational development has become a core issue that needs to be urgently addressed in the current era of rapidly acquired knowledge and breaking traditional education models. In the rapidly developing Chengdu-Chongqing economic zone, as one of the four poles of China's economic development, universities serve as a hub for talent cultivation, scientific and technological innovation, and industrial upgrading. The importance of the innovative behavior of Chengdu-Chongqing region's university teachers for organizational development is evident. Based on this, this article provides suggestions and explorations.

Exploitative leadership and green innovative behavior of hospitality employees: mediation of emotional exhaustion and moderation of perceived organization support

PurposeThis study aimed to investigate the relationship between exploitative leadership (EL) and employee green innovative behavior (GIB) in the hospitality sector organizations of Pakistan. The relationship between EL and GIB is mediated by emotional exhaustion (EE). Perceived organizational support (POS) is used as a moderator between EL and EE.Design/methodology/approachThe study used convenience and purposive sampling techniques from the population, and the data collected on the structured questionnaire were analyzed through structural equation modeling (SEM) using SmartPLS. The data analysis involved the assessment of the measurement model and structural model.FindingsThe results of the data analysis show that EL has a significant and negative influence on employee GIB, and EE mediates the relationship, meaning EE caused by EL lowers GIB. The moderating effect of perceived organization support between EL and EE also lowers the effects of EL and diminishes EE leading to increased GIB.Practical implicationsThe findings of the study suggest that organizations in the hospitality sector like hotels and resorts need to focus on the POS to curb EE in employees due to EL to accelerate positive attitudes at work. Investments of resources in this avenue can enhance employee engagement and improve organizational performance while contributing to environmentally sustainable goals.Originality/valueThe originality of the study lies in the findings that in the presence of higher perceived organization support, the negative effects of EL are mitigated, and this leads to the replenishment of the emotional resources of employees, which allows them to engage in GIBs. GIB is a term that is being researched by the scholars in the hospitality industry of Pakistan. Conservation of natural resources is only possible through individual efforts, especially the efforts of individuals whose livelihoods depend on environmentally related industries, such as hospitality.

Innovation potential scale (IPS): construction and validity evidence of a measure for the work context

PurposeThis article aims to develop a measure that assesses and maps the behaviors and traits of an individual with potential for innovation in the work context. To do so, it gathers evidence of factor validity and internal consistency.Design/methodology/approachIn the work context, innovation is often linked with the idea of intrapreneurship. Some experts have pointed out that intrapreneurial activities are essential for promoting innovation. However, it is not just about the activities – the key is to create an environment that supports innovation, fostering a culture where new ideas can thrive. To achieve the objectives of this research, we conducted two studies. The first study involved the construction of the innovation potential scale (IPS). In a theoretical, empirical way, the second study involved the administration of the IPS and a sociodemographic questionnaire to a sample of 621 Brazilians from 25 different occupations.FindingsThe results introduce a nine-item measure for the innovative behavior assessment, along with its validity and psychometric properties. Furthermore, the results suggest that innovation potential is a unidimensional construct. Moreover, the study highlights the role of intrapreneurship as an explanatory axiom. This concept helps to understand the entrepreneurial behavior of various professionals and managers within their work context.Practical implicationsThis study contribute with as instrument that serves as a new powerful tool for understanding of the mechanisms that lead to innovation in the work context and stimulate the innovative potential of professionals and organizations.Originality/valueThis study helps fill gaps in the literature on self-report assessment of innovative behavior. The traits linked with the construct have a contingent nature and are only potential.

Innovative behavior and structural empowerment among the Chinese clinical nurses: the mediating role of decent work perception

BackgroundClinical nurses play a vital role in healthcare. Their innovative behavior is crucial for improving patient care, advancing the profession, and ensuring the healthcare industry’s continued success. Many studies have highlighted the importance of nurse innovative behavior, but the link between their innovative behavior, structural empowerment, and decent work perception remains unclear.ObjectivesThis study aimed to investigate the relationship between innovative behavior, structural empowerment, and decent work perception among the Chinese clinical nurses and identify the mediating role of decent work perception.MethodsA cross-sectional correlational design was employed, and from July 2023 to April 2024, 1,513 clinical nurses were recruited from 8 tertiary grade-A hospitals across three cities in China. Data from the Demographic Characteristics Questionnaire, the Nurse Innovation Behavior Scale, the Conditions of Work Effectiveness Questionnaire-II, and the Decent Work Perception Scale were collected through convenience sampling and analyzed using descriptive statistics, univariate correlation, and process plug-in mediation effect analyses.ResultsThe total scores of innovative behavior, structural empowerment, and decent work perception were 28.36 ± 6.25, 51.15 ± 12.63, and 42.97 ± 9.25, respectively. Innovative behavior was significantly, moderately and positively correlated with structural empowerment (r = 0.657, p < 0.01) and decent work perception (r = 0.618, p < 0.01); decent work perception played a partial mediating role between innovative behavior and structural empowerment (52.5%).ConclusionThe innovative behavior, structural empowerment, and decent work perception among the Chinese clinical nurses were relatively moderate, indicating a need for improvement. Structural empowerment perception can, directly and indirectly, impact innovative behavior through decent work perception among Chinese clinical nurses. Nursing managers should promote innovative behavior of clinical nurses by raising structural empowerment and decent work perception to improve the quality of clinical nursing. Thus, it can be improved by creating a positive empowerment climate for clinical nurses and providing them with the information, resources, support, and opportunities for their jobs and improving their level of structural empowerment and decent work perception.

Enhancing Employee Outcomes Through Common Good Human Resource Management: Exploring the Role of Meaningfulness and Thriving

ABSTRACTIn the evolving landscape of human resource management (HRM), common good HRM (CG‐HRM) practices are increasingly recognized for their potential to align organizational goals with societal sustainability. Despite their importance, how CG‐HRM influences employee outcomes remain underexplored. Drawing on Conversation of Resources (COR) theory, this research explores the impact of CG‐HRM practices, conceptualized as critical organizational‐level resources, on employees' perception of meaningfulness of work. This perception significantly affects employee thriving, which in turn fosters innovative behavior. Employing a multi‐wave, multisource survey design, we collected data from 45 firms in China, involving 82 executives and 206 employees, to test our conceptual model. The findings from a multilevel path model reveal that organizational CG‐HRM practices contribute to employees' perceived meaningfulness of work, which promotes employee thriving and subsequently innovative behavior at the organizational level, while meaningfulness also contributes to thriving and, thus, innovative behavior at the employee level. Our research enriches the COR theory and contributes to the HRM, thriving, and innovation literature, offering insights for future research and practical implications for organizations striving to align their goals with societal and environmental sustainability while nurturing a thriving workforce.

Building an innovative climate: The impact of leadership and well-being on innovative work behavior in educational settings

Innovative work behavior is important for organizational success, influenced by leadership, engagement, and creativity. Principals lead by creating an innovative climate, leveraging technology, and encouraging student ideas. Employee innovative behavior is key to driving organizational innovation. Research shows that factors such as self-efficacy, empowering leadership, and well-being play an important role in enhancing innovative behavior, which in turn can improve the quality of education and the work environment. This study examines the effect of empowering leadership on teacher innovation, highlighting the mediating role of self-efficacy and its interaction with well-being. This study uses a quantitative approach with a moderated survey design. The sample in this study consisted of 165 respondents, namely certified civil servant teachers at public junior high schools throughout Kediri Regency, taken using the Slovin method with a margin of error of 0.075. The research procedure includes testing data quality through validity and reliability using Smart PLS. Validity is tested with Pearson Correlation (&gt;0.138) and reliability with Cronbach Alpha (&gt;0.400). Convergent validity and AVE are also tested to ensure the measuring instrument is effective. Discriminant validity, inner model, and hypothesis testing using T-table (&gt;1.96) are important steps. The results are expected to provide in-depth insights into teaching innovation and recommendations to improve the motivation and teaching practices of civil servant teachers in public junior high schools. This study aims to create a productive and innovative learning atmosphere. This study shows that Empowering Leadership (X2) has no significant effect on Innovative Work Behavior (Y) with Original Sample (O) = -0.037, T = 1.014, and P = 0.311. In contrast, Work Self-Efficacy (X1) shows a strong positive effect with O = 0.593, T = 9.233, and P = 0.000. The interaction between Empowering Leadership (X2) and Wellbeing (M) is not significant (O = 0.011, T = 0.386, P = 0.700), and the direct impact of Wellbeing (M) on innovation is also not visible (O = 0.020, T = 0.576, P = 0.565). However, Work Self-Efficacy (X1) significantly affects Innovative Work Behavior (Y) with a value of O = 0.964, T = 52.013, and P = 0.000. The interaction between Work Self-Efficacy (X1) and Wellbeing (M) is also not significant (O = 0.015, T = 0.606, P = 0.545). The mediation path shows that Work Self-Efficacy (X1) significantly mediates the relationship between Empowering Leadership (X2) and Innovative Work Behavior (Y) with a value of O = 0.571, T = 8.746, and P = 0.000. This study suggests the development of Work Self-Efficacy among civil servant teachers of junior high schools in Kediri Regency to improve innovation.

The evaluation of a lean healthcare concept to improve the implementation of Digital Health innovations in secondary health care: a qualitative study within a Dutch hospital setting

BackgroundDigital health innovations are considered a promising avenue in transforming the resourcing, organization and delivery of healthcare services and are often nurtured in organization-based innovation labs. One of their biggest challenges is developing effective processes for sifting through ideas. To improve the existing work process, innovation management is often rooted in lean thinking principles. To illustrate the optimization of the efficiency of innovation processes, an example of a lean innovation process concept will be evaluated in this study.MethodsThe setting of this study was the Health Innovation Lab (HIL) of the Maastricht University Medical Center + (MUMC +) in the Netherlands. The aim was to evaluate its lean “speed dating” concept to improve the implementation of Digital Health innovations in secondary health care. A qualitative study was performed based on a focus group and semi-structured interviews. 36 stakeholders were selected by purposive sampling. Data was collected from 11 respondents. The transcripts of the focus group and interviews were coded according to the open and axial coding phases of the methods of Grounded Theory.ResultsFive major themes emerged during the thematic analysis of the transcriptions: (1) Preparation before the Sign in, (2) Mapping out the process between Sign in and Sign out, (3) Defining the roles and deliverables of experts, (4) Guiding the idea owner, and (5) Supporting capacity of resources.ConclusionsThrough multidisciplinary interaction, by encouraging creative thinking and by fostering innovative behavior, innovation labs cultivate the development of innovative solutions. While the creative phase of innovation commonly exhibits non-linearity, most innovation pilots and implementations follow a linear path. This linearity seems to contradict the importance of flexible approaches to prevent waste in the context of innovation. However, our results suggest that improving cooperation between stakeholders may be a strategy to mitigate this effect. This paper broadens the knowledge on how multidisciplinary interaction during a lean innovation process can be improved, thereby enhancing the implementation of DH innovations.

The relationship between principal inclusive leadership, teacher efficacy and teachers’ innovative behavior

The relationship between principal inclusive leadership, teacher efficacy and teachers’ innovative behavior

Head Nurses’ Leadership Behavior and its Influence on Staff Nurses’ Innovative Behavior

Head Nurses’ Leadership Behavior and its Influence on Staff Nurses’ Innovative Behavior

How can we boost learning and vitality? the influence of perceived organizational support on innovative behavior

How can we boost learning and vitality? the influence of perceived organizational support on innovative behavior

How and why does inner resignation (quiet quitting) impact service innovation behavior? A moderator role of ethical leadership

Tourism enterprises are labor-intensive, and the service innovation behavior of employees plays an important role in keeping these enterprises ahead of their competitors. Inner resignation (IR) is a relatively new concept in organizational life, and it is a situation that should be prevented due to its negative impact on the organization. In this study, the moderating role of ethical leadership (EL) in reducing the negative effect of inner resignation on service innovation behavior (SIB) was examined with a cross-cultural comparison for Turkish and German tourism employees. A total of 743 employees working in hotels in Turkey and Germany were surveyed using a questionnaire. The results of the research show that employees’ inner resignation has a negative impact on their service innovation behavior. On the other hand, ethical leadership plays a moderating role in the effect of inner resignation on service innovating behavior. The moderator role of ethical leadership perceptions in this relationship was also examined separately for German and Turkish employees due to cultural differences. While the moderating role of ethical leadership in the effect of German employees’ inner resignation on service innovating behavior was found to be statistically significant, this role was found to be insignificant for Turkish employees.

참여적 리더십이 혁신행동에 미치는 영향: 심리적 임파워먼트의 매개효과와 심리적 안전분위기의 조절효과

This study focuses on participative leadership as an important factor influencing employees' innovative behavior. In recent years, participative leadership has begun to receive attention as an useful leader behavior that can explain employees’ innovative behavior. Based on social cognitive theory, we hypothesized the mediating effect of psychological empowerment in the relationship between participative leadership and innovative behavior as well as the moderating effect of perceived psychological safety climate in the relationship between psychological empowerment and innovative behavior. Both psychological empowerment and psychological safety are considered to relate to innovative behavior, but their interaction effect have not been adequately discussed and tested. This study tested their interaction effect in innovative behavior. Data were collected using questionnaires from 280 employees to test three hypotheses. Hierarchical regression analyses and SPSS Macro analysis were performed and the results supported all the hypotheses. First, participative leadership positively related to employees' innovative behavior. Second, the relationship between participative leadership and innovative behavior was mediated by psychological empowerment. Third, perceived psychological safety climate positively moderated the relationship between psychological empowerment and innovative behavior. The positive moderating effect means that the higher the perceived psychological safety climate is, the greater the impact of psychological empowerment on innovative behavior. Fourth, the conditional indirect effect was supported, indicating that the indirect effect is stronger when psychological safety climate is high than when psychological safety climate is low. The results of this study confirmed the importance and usefulness of participative leadership by showing the motivational effect of participative leadership on employee innovative behavior. In addition, this study confirmed the mediating effect of psychological empowerment and the moderating effect of psychological safety based on social cognitive theory, which provides the theoretical basis for participatory leadership research. Based on the results of this study, academic and practical implications were further discussed and suggestions for future research were presented.

THE EFFECT OF HUMAN RESOURCE MANAGEMENT STRENGTH ON EMPLOYEES' INNOVATIVE BEHAVIOR: BASED ON RESOURCE PRESERVATION THEORY AND INNOVATION PATH MODEL

This study investigates the impact of human resource management (HRM) intensity on employee innovation behavior in technology companies located in the western and southwestern regions of China. The research specifically examines how psychological safety and psychological capital mediate the relationship between HRM practices and innovation behavior, drawing on the Conservation of Resources (COR) theory and the Innovative Path Model. We employed a quantitative research methodology, administering structured surveys to employees in selected technology firms to collect data. The study focuses on HRM as the independent variable, with psychological safety and psychological capital serving as mediators, and employee innovation behavior as the dependent variable. The findings suggest that robust HRM practices contribute to creating a supportive environment that fosters psychological resources, which in turn enhances innovation behavior among employees. This study highlights the critical role of HRM in promoting innovation within technology firms in China's western and southwestern regions. By prioritizing HRM strategies that enhance psychological safety and capital, companies can effectively stimulate innovative behaviors, thereby gaining a competitive edge in the industry.

Learning Environment, Classroom Participation and Innovative Behavior of Chinese College Students

The competition for knowledge and talent has become increasingly fierce in the 21st century. The innovative consciousness and ability of college students are of great significance for improving the level of talent cultivation and enhancing comprehensive national strength in China. Among the many factors that affect the innovative behavior of college students, their learning environment and classroom participation play a positive role in promoting their innovative behavior. This research aims to explore the relationship between classroom involvement and creative conduct among Chinese university students, how the learning environment influences this interaction. The study technique adopted a literature analysis and empirical inquiry. A total of 425 college students from four colleges and universities in Hebei Province in China consisting of freshmen, sophomores, and juniors from Humanities, Sciences, and Engineering majors were the respondents of the study. Data were collected through a survey questionnaire and were treated using correlational analysis. Descriptive statistical results show that participants in this study are more inclined to establish good teacher-student relationships in the learning environment, exhibited a more positive state of cognitive participation in classroom participation, and more positive attitudes towards academic learning and thinking patterns in their innovative behavior. In addition, the results of the Mann-Whitney Test found that there were differences in the three variables at the grade level, majors and family location. Students from cities and lower grades have a better learning environment; Science majors, and lower grade students have more active classroom participation; Boys, younger students, science majors, and urban students have better innovative behaviors. In addition, correlation analysis indicates a highly significant correlation between these three variables.