Individual Work Behavior Research Articles

Driving Organizational Innovation in Public Healthcare: The Strategic Impact of Inclusive Leadership

In the public sector, it is essential to prioritize innovation and adaptation to efficiently tackle intricate and ever-changing difficulties. The objective of this study is to analyze how inclusive leadership affects the innovative work behavior of employees in the public healthcare sector and to determine the function of public service motivation and leader-member exchange theory in regulating this relationship. To evaluate the study’s hypotheses, data was collected from a field study of 300 public healthcare workers. The data was gathered via structured surveys and analyzed using Hayes' technique with the help of Mplus. The testing was combined with bootstrapping to analyze mediation and moderation relationships in the study. The results show a strong and positive connection between inclusive leadership and employees’ innovative work behavior in the public healthcare sector. Furthermore, the variables of autonomy and competence played a mediating role in the connection between inclusive leadership and individual work behavior. The study also includes a rigorous investigation of its results, as well as an analysis of their implications, limitations, and recommendations for future research endeavors.

The role of innovative work behavior and organizational support for business model innovation

While innovative work behavior sets the stage for organizational innovativeness, little is known about how innovative work behavior is related to business model innovation. This study analyzes how employees' innovative work behavior leads to business model innovation. Following the organizational support theory, we further examine that business model innovation is a function of individual innovative work behavior of the employee and the firm's ability to create an organizational environment in which these work behaviors can unfold and be translated into innovative output, such as business model innovation. Based on survey data from 154 firms, this study empirically finds that employee innovative work behavior is positively related to business model innovation. Further, we find that the effect of innovative work behavior on business model innovation is moderated through organizational support for innovation. However, the moderation reveals different results for low levels of innovative work behavior than for high values. For high values, we find that additional organizational support does not lead to more business model innovation.

Relationship of Cultural Intelligence, Student’s Innovative Work Behavior and The Influence of Interpersonal Trust

Rapidly shifting market due to globalization increases the nation's demand for young innovators. Innovators from Generation Z are needed to support the future growth of Indonesia. There are several Indonesian Government initiatives to elevate Indonesian education to grow innovations, such as establishing an international student mobility scholarship program. However, research on how the program can increase innovative work behavior for Indonesian students is still unclear. This research aims to investigate how Indonesian students perceive the impact of international student mobility on their innovative work behavior, focusing on the role of cultural intelligence and its effect on innovative work behavior through interpersonal trust. A quantitative approach was adopted for this study to examine the relationships between the variables with the assistance of SmartPLS 4.0 software. An online questionnaire was distributed to 302 respondents consisting of Indonesian students who had completed the Indonesian International Student Mobility Awards program in 2022 from all host country regions. This study demonstrates that students with higher cultural intelligence positively influence their individual innovative work behavior. Interpersonal trust also influences the process as a mediating role in the relationship between cultural intelligence and innovative work behavior among students in multicultural environments. This study can be a reference for future research and stakeholders to improve education quality by focusing on the impact of cultural intelligence on students' innovative work behavior in the context of cross-cultural interaction, specifically Indonesian students that participate in international student mobility programs from the Indonesian government. Such research has not been explored extensively beforehand, making this study valuable addition to the pedagogy and management science field.

Perceived innovation-oriented human resource system and innovative work behavior: the chain mediating role of innovative culture and intrinsic motivation

PurposeThis study investigated the effect of individual perceptions of innovation-oriented human resource system (IHRS) on individual innovative work behavior (IWB) and how this effect is realized.Design/methodology/approachThe authors conducted an online questionnaire survey at three time points with 481 employees in three Chinese organizations. Structural equation modeling was used to test the hypothesized relationships among the variables.FindingsPerceived IHRS was found to positively influence IWB, and this effect was sequentially mediated by individual perceptions of innovative culture and intrinsic motivation.Practical implicationsIn order to elicit IWB, HR systems should be constructed around the strategic objective of innovation. Moreover, there should be a match between IHRS and innovative culture to trigger intrinsic motivation and ultimately IWB.Originality/valueThis study examines the effect of perceptions of IHRS on individuals' IWBs; Moreover, it integrates organizational culture and individual motivation and finds a chain mediating role of individual perceptions of innovative culture and intrinsic motivation in the relationship between IHRS and IWB.

Analisis Kinerja Guru Dayah Daruss’dah Cot Puuk Kabupaten Bireuen Berdasarkan Karakteristik Individu Budaya Organisasi Dan Perilaku Kerja

This study analyzes the performance of teachers at Dayah Daruss'dah Cot Puuk in Bireuen District, Aceh Province. The analysis is based on aspects of the individual characteristics of the teacher, the organizational culture of the dayah and work behavior. This type of quantitative research with descriptive and verification methods. While the analysis tool with multiple regression approach. The results of research on 55 Islamic boarding school teachers where data were collected through questionnaires, it is known that the relationship between variables is expressed by the equation: Kj = 4.742 + 0.477 Ki + 0.553 Bo + 0.314 Pk, based on statistical tests stating a). Teacher performance is influenced by individual characteristics (Ki), organizational culture (Bo) and work behavior (Pk) with a contribution of 40.3%. So that there is an influence of 55.7% on variables not examined such as teacher competence, compensation and Dayah leadership factors and work facilities. b). Partially the three variables studied have a significant effect with a positive impact on improving the performance of dayah teachers. And the biggest factor is the influence of the dayah organizational culture variable.

Factors Affecting Employability of Patients with Schizophrenia who had First Participated in Vocational Training: A Pilot Study.

While vocational training may offer financial and health benefits for patients with schizophrenia (PwS), further empirical research is required to investigate the effectiveness of this intervention for PwS, as well as the factors influencing their employability. This study aimed to (i) identify the factors affecting the employability of PwS who had participated in vocational training and (ii) examine the effectiveness of vocational training. This prospective cohort study was conducted in a community rehabilitation center attached to a psychiatric hospital in southern Taiwan that provides vocational training. The participants completed two questionnaires: (i) a pre-test that served as the study's baseline; (ii) a post-test during a follow-up 12 months later. The questionnaire was divided into three parts: (i) participants' basic information, (ii) the work performance scale, and (iii) the mental state measure. The participants included 35 males and 30 females, with the average age being 45.85 years. The significant factors affecting their employability were social support, work behavior, thinking disorder, and cognitive impairment. In other words, participants with better social support, work behavior, and fewer thought disorders and cognitive impairment were more employable. Their work attitude and ability were found to have significantly improved after having participated in vocational training for 12 months. In conclusion, when conducting vocational training in the future, it is necessary to pay attention to individual participants' social support and work behavior and reduce thinking disorders and cognitive impairments. This may help improve the employability of PwS.

A model of abusive supervision, self-efficacy, and work engagement among Chinese registered nurses: The mediating role of self-efficacy.

Abusive supervision could negatively influence individual work attitudes, behaviors, and work outcomes. Self-efficacy and work engagement can help to increase nursing performance. But few studies have attempted to determine the specific mechanism between them in China. The objective is to analyze the levels of abusive supervision, self-efficacy, and work engagement, and to explore the relationship between these three variables among Chinese clinical registered nurses. A predictive, cross-sectional quantitative survey was performed in a convenience sample of 923 Chinese clinical nurses. The instruments included the Demographic Data Questionnaire, Abusive Supervision Scale, Self-efficacy Scale and Work Engagement Scale. A total of 702 valid questionnaires were returned, yielding a favorable response rate of 76.1%. The level of abusive supervision was at the mid-low level, with a mean of 1.55. The nurses presented a relative high level of self-efficacy (M = 4.97) and work engagement (M = 5.01). A statistically significant negative correlation between abusive supervision and self-efficacy (r = -0.21, p < 0.01). A statistically significant negative correlation between abusive supervision and work engagement (r = -0.32, p < 0.01), and a statistically significant positive correlation between self-efficacy and work engagement (r = 0.43, p < 0.01). Abusive supervision had a directly negative effect on self-efficacy (β = -0.23, p < 0.01) and work engagement (β = -0.24, p < 0.01). Self-efficacy positively predicted work engagement (β = 0.41, p < 0.01). The results indicated that abusive supervision could negatively predict nurses' work engagement directly and that abusive supervision could also indirectly influence work engagement partly through the mediation of self-efficacy. Nursing managers should take effective measures to prevent and control the abusive management and leadership behavior of head nurses, and improve nurses' self-efficacy, so that nurses can experience full respect, support, and self-confidence. They can devote themselves to work with the greatest enthusiasm.

Innovative work behavior in high-tech enterprises: Chain intermediary effect of psychological safety and knowledge sharing.

This study aims to explore the relationship between organizational innovation climate (OIC) and innovative work behavior (IWB), using psychological safety (PS) and knowledge sharing (KS) as mediating variables. Based on the social cognitive theory (SCT), this study proposes a conceptual framework to explore innovative work behavior. The structural model of the extended SCT model was tested using sample data from 446 R&D staff of high-tech enterprises in China. SPSS 25.0 and AMOS 23.0 were used to test the hypothetical model. The results indicated that organizational innovation climate was positively correlated with psychological safety and innovative work behavior. Psychological safety was positively correlated with innovative work behavior. Knowledge sharing was significantly and positively correlated with innovative work behavior. Moreover, Psychological safety and knowledge sharing play a significant mediating role in the relationship between organizational innovation climate and innovative work behavior, and psychological safety further improves individual innovative work behavior by influencing knowledge sharing among research team members. At the end of the study, this study thoroughly discussed the conclusions, practical implications, limitations, and future research directions of the study.

PENGARUH FAKTOR INDIVIDU, BUDAYA ORGANISASI DAN PERILAKU KERJA TERHADAP KINERJA GURU SEKOLAH DASAR (SD) NEGERI KECAMATAN BANDAR BARU KABUPATEN PIDIE JAYA

This study aims to explore further and provide empirical information about the influence of individual factors, organizational culture and work behavior on teacher performance. This research was conducted on public elementary school teachers in Bandar Baru District, Pidie Jaya Regency. With descriptive and associative methods. The data analysis tool uses the path model. The results of the analysis show, 1) There is a direct and indirect influence of individual factors on teacher performance by 29.53%. 2) There is a direct and indirect influence of organizational culture on the performance of S teachers by 22.47%. 3) There is a direct and indirect effect of work behavior on teacher performance by 25.4%. 4) Simultaneously individual factors, organizational culture and work behavior contributed 43.9% to the performance of elementary school teachers in Bandar Baru District, Pidie Jaya Regency

From curiosity to innovativeness: the mediating mechanisms of cultural intelligence and knowledge sharing behaviour

PurposeThis study aimed to examine the effects of curiosity on expatriates' innovative work behaviour and job satisfaction in a cross-cultural setting, with the sequential mediating effects of cultural intelligence (CQ) and knowledge-sharing behaviour.Design/methodology/approachData were collected by distributing an online survey to 465 Taiwanese expatriates living and working abroad. Structural equation modelling was used to test the hypotheses via AMOS v.22.FindingsThe results indicate that curiosity is an antecedent of an individual's CQ and both CQ and knowledge-sharing behaviour are sequential mediators in the relationships between curiosity and innovative work behaviour and between curiosity and job satisfaction.Originality/valueThe study expands the existing body of research to analyse personal traits as meaningful factors that enhance CQ and the mechanisms of CQ and knowledge sharing behaviour in the relationship between curiosity and innovative work behaviour and between curiosity and job satisfaction. It offers novel empirical evidence for the important role of curiosity, CQ and knowledge-sharing behaviour in enhancing an individual's innovative work behaviour and job satisfaction in a cross-cultural setting.

Multiple sclerosis and COVID-19: Assessing risk perception, patient behaviors and access to disease-modifying therapies

BackgroundFollowing the outbreak of COVID-19, global healthcare systems have had to rapidly adapt. People with multiple sclerosis (pwMS) were required to make decisions about their individual risk and consequent work and social behaviors. This study aimed to evaluate risk perception and patterns of shielding behavior amongst pwMS at the onset of the COVID-19 pandemic and the subsequent impact on patients’ employment and access to disease modifying therapies (DMTs). MethodsPostal surveys were sent to 1690 people within a UK population-based MS cohort during the first wave of the COVID-19 pandemic. Patients were surveyed on: (i) perceived vulnerability to COVID-19; (ii) isolation behavior; (iii) interruption to DMT; (iv) employment status; (v) level of satisfaction with their current working arrangement. ResultsResponses were received from 1000 pwMS. Two thirds of patients reported isolating at home during the first wave of the pandemic. This behavior was associated with increased age (p<0.0001), higher disability (p<0.0001) and use of high-efficacy DMTs (p = 0.02). The majority of patients reported feeling vulnerable (82%) with perceived vulnerability associated with higher EDSS (p<0.0001) and receiving a high-efficacy DMT (p = 0.04). Clinician-defined risk was associated with shielding behavior, with those at high-risk more likely to self-isolate/shield (p<0.0001). Patients on high-efficacy DMTs were more likely to have an interruption to their treatment (50%) during the first wave of the pandemic. Most pwMS experienced a change to their working environment, and most were satisfied with the adjustments. ConclusionThis study highlights the risk perception, social behavioral practices and changes to treatment experienced by pwMS during the first wave of the COVID-19 pandemic in a large, well-described UK cohort. The results may help inform management of pwMS during future pandemic waves.

Why do multi-child mothers suffer from employment exclusion? Analysis based on Chinese women’s evidence

PurposeThe purpose of this study is to examine the lasting effect of reproductive behaviour on career cycles for women. Women are the main bearers of population reproduction and family division of labour and a source of innovation for social and economic construction. However, few studies have used a comprehensive theoretical framework to research why female employees suffer from employment exclusion (EE) after multiple births. Therefore, structured equation modelling is used to test the degree of fit between the theoretical model and the data, to verify whether the hypotheses are valid and then make an appropriate interpretation of the theoretical model.Design/methodology/approachThe paper focusses on working mothers with two or more children and is based on questionnaire surveys, with 306 pieces of primary data obtained. This paper constructed the chained mediation model on the theoretical basis of the conservation of resources theory to examine and analyse the mechanisms of family–work conflict (FWC) and human capital depreciation (HCD) on EE.FindingsEmpirical results suggested that FWC has a significant positive impact on EE, while HCD does not. Chain mediation variables of family orientation (FO) and work engagement (WE) mediated the relationship between FWC and EE significantly, as well as between HCD and EE. Each antecedent positively predicted FO and, through FO, indirectly affected WE, then indirectly affected EE.Research limitations/implicationsIn the context of fertility policy adjustment and population structural imbalance, research from the perspective of females may better reflect reality and deepen understanding of EE to avoid it.Originality/valueFrist, relevant studies mostly study the factors affect in women’s equal employment from the macro levels, and focus on qualitative research, and lack sufficient empirical analysis. Second, this study locates the research object in the group of working mothers with two or more children. The focus of the research objects makes the research conclusions help to improve the work dilemma of special groups. Third, this study has opened up the “black box” between employees’ individual resources and work attitudes and behavior tendencies. Fourth, this study expands the possible outcome variables of FWC.

A Decision Support System For Selecting Innovative Employee

Technological innovations (artificial intelligence, IoT, robotics, etc.) have begun to change the way companies do business. Businesses will need to develop a change management plan in personnel qualifications, leadership structure, organizational climate, and many other aspects to keep up with these changes. Recruiting people who are open to innovation and to change, assigning employees with the appropriate innovativeness level to jobs that require being innovative, and encouraging employees to behave innovatively in the organization will be the most important parts of the plan. Therefore, both the individual innovativeness and innovative work behavior (IWB) of employees and leaders will become even more important for businesses in the near future. Based on this view, this study was carried out with the aim of developing a decision support system (DSS) that will support organizations in recruiting highly innovative employees and managing innovative behaviors of employees. To achieve this, DSS measures the individual innovativeness of job applicants and the IWB of corporate employees. Individual innovativeness and IWB are evaluated in the DSS by scoring based on statistical analysis methods. The DSS developed in this study helps the company to stay on an innovative line by increasing its innovation potential and to keep up with the destructive changes predicted that the future will require. This paper makes a contribution to linking the HRM literature and innovation literature.

The Relationship between Knowledge Sharing Behavior and Innovative Work Behavior through Innovation Self-Efficacy as Mediator

Abstract: Purpose: This study focuses on the role of innovation self-efficacy as a mediator in the relationship between knowledge sharing behavior and innovative work behavior. Research methodology: This research was conducted on 306 students from 14 faculties who were taking second to last semester. This study was measured using the Innovative Work Behavior (IWB) scale developed by (Janssen, 2000) Knowledge Sharing Behavior (KSB) developed by (Chen, Chen, &amp; Kinshuk, 2009), and Innovation Self-Efficacy (ISE.6) developed by (Dungs, Sheppard, &amp; Chen, 2017) The sampling method in this study used non-probability sampling with a convenience sampling technique. The statistical analysis technique used PROCESS through IBM SPSS version 21. Results: The results showed that innovation self-efficacy had a partial mediating effect on the relationship between knowledge sharing behavior and innovative work behavior. Limitations: The limitation in this study is that the effect of mediation is still partial mediation so it is hoped that further research can examine other mediator variables that have a stronger influence. Contribution: This research contributes to institutions, companies, or governments to develop programs or activities that aim to improve an individual's innovative work behaviors. Keywords: 1. Innovative Work Behavior 2. Knowledge Sharing Behavior 3. Innovation Self-Efficacy

Unpacking Psychological Ownership: How Transactional and Transformational Leaders Motivate Ownership

Psychological ownership represents feelings of responsibility for and possession over a target, which can be both tangible in terms of physical resources, or intangible regarding one's relationships. Here we examine how two well-established leadership styles can trigger six different facets of psychological ownership and their corresponding ownership behaviors, by using regulatory focus and identity theory to explain how psychological ownership emerges and influences an individual's work behavior. We provide specific propositions that link two leadership styles to an individual's activated regulatory focus and self-identity, which results in six different facets of ownership. We use these different facets of ownership to examine how each contributes to explaining how leaders motivate their followers to engage in and take on different work challenges and opportunities, thus advancing both the leadership and psychological ownership literatures. We combine leadership style and psychological ownership to determine the type of ownership behavior and work performance that results based on which ownership facets are triggered.

Dark triad and situational variables and their relationship to career success and counterproductive work behaviors among employees in Turkey

PurposeThe purpose of this paper is to examine the relationship between dark triad personality (DTP) and organizational and individual counterproductive work behaviors (CWB) and perceived career success among employees in Turkey. Additionally, the study examined the effects of four situational variables: perceived organizational politics, transparency, psychological contract breach, and accountability.Design/methodology/approachData were collected from 156 employees across five service organizations in Sakarya, Turkey, using the survey method.FindingsThe regression analysis findings showed that the three traits of the DTP, Machiavellianism, and psychopathy were significantly related to both organizational and interpersonal dimensions of the CWB. Narcissism was not related to any of the dimensions of CWB. The findings showed no significant relationship between any of the four situational variables and the two forms of CWB. However, three of the situational variables were related to perceived career success, while the three dimensions of DTP were not.Research limitations/implicationsThe main limitations of this study are its cross-sectional design and the self-reported measures of the dependent variables. Interestingly, the study showed that having high levels of DTP does not necessarily promote their careers.Originality/valueThis study contributes to examining career success as a dependent variable in addition to CWB. The findings showed that situational variables are related to career success, and DTP is related to CWB. This finding has both conceptual and practical implications.

Job crafting and psychological capital: a multi-level study of their effects on innovative work behaviour

Purpose This study aims to test the cross-level effects of team job crafting on individual innovative work behaviour (IWB) and the mediating role of team psychological capital (PsyCap). Design/methodology/approach This longitudinal study tested a multilevel design in a sample of 163 employees, clustered into 45 teams. Job crafting and PsyCap were aggregated to the team level to examine the effects of team job crafting Time 1 on individual IWB Time 2. In addition, mediation analysis was tested to determine whether team-level job crafting Time 1 can affect individual IWB Time 2 through team PsyCap Time 2. Findings Results found that team job crafting was positively related to individual IWB, and the relationship was mediated by team PsyCap. Practical implications This study includes implications for adopting job crafting behaviour at the team level to improve individual IWB. Originality/value This cross-level study is the first to verify the effects of team job crafting on individual IWB and team PsyCap as a mediator. This study extends the literature on job crafting by using a multilevel design in the analysis.

The Moderating Effect of Moral Identity on the Relationship between Emotional Exhaustion and Budget Slack

Emotional exhaustion, as a kind of exhausted negative psychological state, have an impact on individual work behavior, job performance, turnover rate, job satisfaction and so on. In the practice, the negative impact of budget slack on budget management cannot be ignored. The existence of budget slack makes the budget fail to achieve its proper function, which violates the planning function of the budget. The budget slack conceals the real resource demand, profitability and financial situation of the enterprise, which makes it impossible for the owner to make an accurate judgment and decision. However, the impact of emotional exhaustion on budget slack is unknown. This paper introduces the psychological state of emotional exhaustion into budget research and explores the causes of budget slack from internal psychology. Our results imply that when subordinates are emotionally exhausted, they tend to give up their insistence on honesty and prefer a relaxed budget. In addition, the moral identity negatively moderates the relationship between emotional exhaustion and budget slack of subordinate.

What Comes Before Innovation Kicks in: Contemporary Evidence and Future Directions of Innovative Work Behaviour of Individuals — A Conceptual Literature Review

The importance of innovation is widely considered to be of peak importance for today´s enterprises. However, the understanding of one key element leading towards innovation seems to be neglected in scientific research: The innovative work behavior of individuals. Since Scott and Bruce investigated the determinants and introduced a path model of individual innovative work behavior twenty years ago (Scott and Bruce, 1994) much time has passed. New and upcoming trends in management, society and culture therefor could not be considered but influence the concept. This conceptual literature review therefor identifies, evaluates, aggregates and classifies the developments and trends from 2020 and 2021 regarding innovative work behavior. This study analyzed 41 journal articles, which further cited 3,609 publications as references, in EBSCO and Elsevier. The focus of the literature review was studies published in 2020 and 2021 and analyses that covered the topic of individual innovative behavior. The defined research objectives were framed by setting conceptual boundaries. Data was collected by using inclusion/exclusion criteria to then validate and manually review the research results. The results of this review suggest that firstly there is a change visible of the definition of the term itself, which has also influenced the scales being used to be reviewed or shifting. In addition the review shows how changes in working and managing enterprises effect innovative work behavior. They can be grouped into the three areas: role and impact of culture, societal trends and new management trends. Thus the effects of mindfulness, transformational leadership, usage of social media, or corporate social responsibility on innovative work behavior are better understood. This conceptual literature research connects and aggregates the various tendencies and supports new measurement models introduced which might help to identify possible causes of these discrepancies and provide direction for further research. Thereby this conceptual literature review thus sheds light on what otherwise seems to be a familiar concept.

THE EFFECT OF INDIVIDUAL, GROUP AND TEAM WORK BEHAVIOR TOWARD TEACHER PERFORMANCE IN SMAN 3 MEDAN

&lt;p class="Normal1"&gt;This study investigates (1) The influence of Individual Behavior TowardTeacher Performance in SMA 3 Medan; (2) The Influence of Group Behavior on Teacher Performance in SMA 3 Medan; (3) The Influence of team work on Teacher Performance in SMA 3 Medan; (4) the influence among Individual, Group and Team Work behavior toward Teacher Performance in SMA Negeri 3 Medan. The results of the study shows that (1) There is a positive and significant influence between X1 to Y 0.9%. It meant that if individual teacher's behavior is getting better in teaching, it will be followed by the increasing of teacher performance in doing their main tasks; (2) There is a positive and significant effect between X2 and Y 7.1%. It is meant that if the behavior of a teacher group in SMA Negeri 3 Medan gives a good example for students, teachers, and the school environment, it will be followed by the increasing of teacher performance in teaching learning process (3) there is a negative effect between X3 to Y -0.9%. It can be said that if the work team is good and solid it will not affect the improvement of teacher performance; (4) there is a positive and significant influence between X1, X2, and X3 together with Y, the correlation coefficient value is 0.303, R Square 0.092 and Adjusted R Square 0.057. It shows that the influence of X1, X2, and X3 to Y is 5.7% and the remaining 94.3% is influenced by other factors from variables not included in this study.&lt;/p&gt;