Innovative Behavior Research Articles

Unravelling green innovative behavior in pilgrimage tourism: the role of learning climate and green self-efficacy

This study assesses the impact of spiritual adherence on green innovative behavior in pilgrimage tourism contexts. From the notion of COR (conservation of resource) theory, the research examines how green self-efficacy and learning climate influence the relationship between spiritual adherence and green innovative behavior. The researcher gathered data from 362 pilgrims and then conducted a mediation and mediation–moderation path analysis as part of a two-step structural equation modeling approach. The results showed that spiritual adherence positively influenced green innovative behavior, and the association was partially mediated by green self-efficacy and moderated by perceived learning climate. To explain the tested hypotheses, this study used semi-structured interviews and media sources to supplement the quantitative results and further explore pilgrims’ experience with and engagement in green innovative behavior. This study extends our comprehension that how spirituality promotes green innovative behavior, thus contributing to the limited research on sustainability issues in emerging economies and tourism markets, including those in Africa. Lastly, this study offers implications for theory and practice and directions for future research.

How leader bottom-line mentality impedes employee innovative behavior: a Pygmalion effect perspective

How leader bottom-line mentality impedes employee innovative behavior: a Pygmalion effect perspective

Green inclusive leadership and hospitality employees’ green service innovative behavior in the Chinese hospitality context: The roles of basic psychological needs and employee traditionality

With the Chinese hospitality industry’s continuous emphasis on environmental sustainability and meeting customers’ needs for eco-friendly services, how to motivate employees to implement green service innovative behaviors has become an important topic in the hospitality sector. Based on self-determination theory, this study investigates the motivational path that green inclusive leadership affects hospitality employees’ green service innovation behavior through the satisfaction of basic psychological needs and further verifies the moderating effect of employees’ traditionality in the Chinese hospitality context. Using a three-wave longitudinal design, we collected data from 367 full-time hospitality employees in 11 Chinese hotels. The results demonstrated that green inclusive leadership is positively associated with green service innovative behavior, mediated by the satisfaction of their basic psychological needs. Additionally, we confirmed that employee traditionality weakened the impact of green inclusive leadership on hospitality employees’ green service innovative behavior through basic psychological needs satisfaction (at least for the satisfaction of autonomy and competence needs).

Analysis of the influential factors on innovative behaviors among ophthalmic specialty nurses in China: a cross-sectional study

ObjectiveTo investigate the current situation of innovative behavior and organizational structure authorization of ophthalmic specialty nurses in China, and analyze the influencing factors of innovative behavior.MethodsA cross-sectional survey was carried out among 301 ophthalmic specialty nurses in China, representing Representing 82 hospitals in 25 provinces, using a general data questionnaire, Innovative Behavior Scale(IBS), and conditions of work effectiveness questionnaire(CWEQ-II).ResultsThe mean total score for innovative behavior among Chinese ophthalmic specialty nurses was (4.73 ± 1.14), and the mean total score for organizational structure authorization was (61.65 ± 14.69). The logistic regression analysis revealed that organizational structure authorization, hospital grade, and ophthalmic specialty nurses primarily engaged in clinical care and clinical research had statistically significant impacts on the level of innovative behavior (P < 0.05). The higher the organizational structure authorization score, the higher the innovative behavior level of ophthalmic specialty nurses, the level of innovation behavior of grade-B tertiary hospitals is higher than that of grade-A tertiary hospitals. The main positions are low level of innovative behavior in clinical care and high level of innovative behavior in clinical research.ConclusionsThe innovative behavior and organizational structure authorization of Chinese ophthalmic specialty nurses are at a medium level, the innovative behavior of ophthalmic specialty nurses is influenced by factors such as organizational structure empowerment level, hospital grade, and main job position. Nursing managers are advised to develop tailored training programs based on the influencing factors of innovative behavior among Chinese ophthalmic specialty nurses, in order to enhance their level of innovation and improve the quality of nursing services provided by Chinese ophthalmic specialty nurses.

The relevance of vision sharing and innovative behavior on transformational leadership, charismatic influence and organizational citizenship behavior (OCB)

The growing emphasis on quality of life has propelled the development of and attention to the tourism and hospitality industry. However, this focus has also led to competitive challenges due to globalization and rapid market changes. This study employed a three-stage questionnaire method to distribute surveys and conducted a comparative analysis of 370 hotel employees. The research aimed to expand the literature by exploring the relationship between transformational leadership styles and organizational citizenship behaviour (OCB) theory in hotel management. The study revealed that transformational leadership indirectly influences organizational citizenship behaviour through the mechanisms of charm influences and individualized care. With regard to moderating effects, shared vision in the second stage positively moderated the relationship between charisma attribution and individualized consideration, and innovative behaviour positively moderated the relationship between individualized consideration and organizational citizenship behaviour. This relationship was evident in the third stage. Finally, a comparative analysis was conducted between the alternative and original models to reinforce the findings.

Environmental performance shortfalls and corporate green innovation: The role of green credit regulation

This paper investigates the effects of environmental performance shortfalls on corporate green innovation. On the basis of the theoretical framework of environmental performance feedback and using a sample of eight major energy-consuming industries in China, a negative relationship is confirmed that environmental performance below but in the neighborhood of peer level makes firms more inclined to pursue green innovation. Higher risk-taking willingness for firms with environmental performance below but close to peer level strengthens innovative intention. This correlation is pronounced when corporate financial performance, green innovation performance, and executive compensation are below peer level. We also find that green credit constrained firms prefer to engage in innovation activities when their environmental performance is below but near peer level and they have fewer bank loans simultaneously. The findings offer insights into the innovation behavior of firms in response to environmental underperformance.

E-work self-efficacy and innovative behaviour: a moderated mediation analysis

PurposeBased on self-determination theory, the paper examines the employee’s innovative behaviour in a remote-working context. It explores the relationship between e-skill self-efficacy (ESSE) in developing innovative behaviour (IB) to stay up with the rising rate of change through the mediating mechanism of employee resilience (ER) and considering organisational support (OS) as a potential moderator in these relationships.Design/methodology/approachThe study adopted empirical research tested on 298 remote workers from the Indian IT and Education industry. Structural Equation Modelling (SEM) via Partial Least Squares (PLS) is the statistical methodology used.FindingsThe results identified that ER partially mediates the relationship between ESSE and IB. Further, for the direct effects, it was found that ESSE directly impacts ER and IB. Intriguingly, the moderating role adds depth to our understanding of predicting nuanced conditions under which ESSE and ER influence IB.Originality/valueDue to organisational significance, IB is gaining increasing attention from scholars. There is a dearth of knowledge on how innovative behaviour can be stimulated at the individual level, despite the rising interest of academicians. Hence, this study bridges the gap and intends to analyse the theoretical model linking ESSE and IB mediated by ER and moderated by OS conducive to the future of remote work. Further, the findings add knowledge to the literature on contemporary remote working. It aids in designing, adopting and implementing policies and practices for the organisations that have (or will move) to remote and hybrid work settings.

Work effectiveness of regional inspectorate employees of Riau Islands Province with the determination of digital transformation, self-efficacy and innovative behaviour through work motivation

Work effectiveness of regional inspectorate employees of Riau Islands Province with the determination of digital transformation, self-efficacy and innovative behaviour through work motivation

Could ambidextrous learning improve employees' disruptive innovation behavior? A double-mediation model

This study investigated the influence mechanism of ambidextrous learning on disruptive innovation behavior and the mediating effects of error management climate and creative self-efficacy. I conducted both online and offline surveys with 452 employees in private enterprises, state-owned enterprises, and institutions. The results indicate that ambidextrous learning predicts employees' disruptive innovation behavior, and both error management climate and creative self-efficacy have significant partial mediating effects on the relationship between ambidextrous learning and disruptive innovation behavior. This study contributes to ambidextrous learning and disruptive innovation behavior research and advances scholarship into aspects of employees' disruptive innovation behavior in enterprises.

Sport Entrepreneurship: Definition and Conceptualization

The domain of sport entrepreneurship has become firmly established in the scientific community, but there remains an ongoing debate about the true meaning of sport entrepreneurship. Is sport entrepreneurship a distinct characteristic of sport, or is it a deduction of innovative behavior to create business in sport? Current conceptual progress is limited in important aspects of opportunity exploitation and value creation. This study offers a fundamental reconciliation based on a thorough literature review on the distinct nature of sport and theoretical constructs of entrepreneurial research to decode and recompose the concept of sport entrepreneurship. The presented effort towards a universally accepted definition is based on a process perspective and by integrating sport-related social entrepreneurship, this study is a prelude to improve the coherence of the future paradigm of sport entrepreneurship.

Job insecurity and innovative behavior: the mediating role of impression management and the moderating role of job embeddedness

Job insecurity and innovative behavior: the mediating role of impression management and the moderating role of job embeddedness

Connection is a power: exploring the dynamic interaction between social and psychological capital in fostering innovative behavior

PurposeThe investigation into the influence of psychological capital on innovative behavior has typically been grounded in self-efficacy theory. However, individuals with high self-efficacy may encounter obstacles such as overconfidence and reluctance to accept feedback, potentially hindering successful innovation outcomes. Acknowledging the significance of collaborative efforts among organizational members in promoting innovation success, this study aims to examine the association between psychological capital and innovative behavior, with particular attention to the mediating influence of social capital.Design/methodology/approachThe data utilized in this study were obtained from 6,409 participants enrolled in the Independent Study program “Merdeka Belajar Kampus Merdeka” in 2022. Data collection employed an online survey approach, while data analysis was conducted using Structural Equation Modeling through the SEM-PLS application.FindingsSocial capital serves as a mediator in the relationship between psychological capital and innovative behavior. The results highlight the importance of understanding innovation as an outcome emerging from intricate interactions between psychological and social factors.Originality/valueThis investigation, utilizing social capital theory, furnishes preliminary empirical insights into the intermediary role of social capital between psychological capital and innovative behavior, thereby augmenting the scholarly discourse within this field and paving the way for further scholarly inquiry.

Leveraging social media capabilities and digital fluency to foster employee green innovation behavior: from a social cognitive theory perspective

Leveraging social media capabilities and digital fluency to foster employee green innovation behavior: from a social cognitive theory perspective

Inclusive leadership, psychological empowerment and innovative behavior: Basis for improve employee performance framework

Inclusive leadership, psychological empowerment and innovative behavior: Basis for improve employee performance framework

Organizational support, job engagement and employee innovation behavior: Basis for tourism enterprises performance improvement framework

Organizational support, job engagement and employee innovation behavior: Basis for tourism enterprises performance improvement framework

Organizational support, identity and innovation climate: Basis for employees’ innovative behavior framework in Chinese technology companies

Organizational support, identity and innovation climate: Basis for employees’ innovative behavior framework in Chinese technology companies

Role of human resource practices and job crafting in fostering innovative work behavior: An interaction and resource reinvestment perspective

IntroductionPrior research has focused on management-centric view of HR practices and emphasized employees as passive recipients of such practices. Nevertheless, contemporary research advocates a different perspective by emphasizing that employees can also take self-initiative and proactively engage by redesigning their job contents in order to better translate the impact of HR practices into innovative work behavior (IWB). ObjectiveDrawing upon the conservation of resources (COR) theory, this study aims to examine how job crafting contributes to individuals’ bottom-up proactive responses to HR practices that encourage innovative behaviors at work. To make the results more substantive, the moderating role of creative self-efficacy has also been investigated. MethodThe data were collected from academic staff and their respective department heads representing four universities located in Pakistan. ResultsThe results revealed that job crafting provides an intervening mechanism in the relationship between ability-motivation-opportunity-enhancement human resources practices (AMO-HRMPs), and creative self-efficacy moderates this relationship. ConclusionThese findings have implications for department heads who are interested in creating an environment that encourages innovation through job crafting.

Thriving at work as a mediator between high-performance human resource practices and innovative behavior in the hotel industry: The moderating role of self-enhancement motive

Our study proposes and tests a moderated mediation model. The objectives of our study are to assess: (a) thriving at work as a mediator between high-performance human resource practices (HPHRPs) and innovative behavior; (b) self-enhancement motive as a moderator between HPHRPs and thriving at work; and (c) self-enhancement motive as a moderator regarding the indirect positive effects of HPHRPs on innovative behavior via thriving at work. Data were collected from hotel managers and their frontline employees. The findings from partial least squares structural equation modeling reveal that thriving at work is a mediator between HPHRPs and innovative behavior, while self-enhancement motive strengthens the positive link between HPHRPs and thriving at work. Self-enhancement motive strengthens the indirect positive effects of HPHRPs on innovative behavior via thriving at work. Our study presents implications for managers and theoretical implications that focus on the test of unexplored moderating and moderated mediating effects mentioned above.

가족통제와 혁신투자와의 관계에 대한 연구: 창업가문의 조절효과

In this paper, we attempted to validate the impact of family businesses, a distinct corporate structure, on innovative behavior. The role of family control, which is unique to family businesses, received special attention. In this study, we used agent theory and social-emotional wealth theory to test the effect of family control on creative investment. Furthermore, we attempted to confirm the moderating effect of the negative (-) of political connection, as well as the moderating effect of the definition of entrepreneurship as moderating variables that influence the effect of family control on innovative behavior. To that goal, the research hypotheses were validated using 5,120 samples of 1,024 family businesses listed from 2015 to 2019. According to the study's findings, the family control ratio and innovative behavior have a negative (-) link, and family control in publicly listed family enterprises that have started their own ventures can reduce the negative impact on corporate innovation investment. But, the political connection has been rejected. According to this study, the more the family composition control, the lower the corporate innovation investment; so, if family businesses want to grow, they should encourage innovative behavior and increase their interest in innovation support policies. Furthermore, it should be recognized that family control of self-starting family businesses can minimize negative effects on corporate innovation investment and increase availability.

Aggressivity, information, and happiness of students toward innovation behaviors during COVID pandemic

This study aimed to determine the effect of aggressiveness and information on student happiness in high school student innovation during the COVID-19 pandemic. This study used a quantitative approach with survey research methods. This research uses the simple random sampling technique, and the research subjects were 71 high school students, with 46 male students and 25 female students. The data analysis method used is multiple linear regression analysis to test the hypothesis, path analysis to see the effect of each variable, and factor analysis to find the factors that influence it. The results of hypothesis testing indicated that information, aggressiveness, and happiness together do not have a significant effect on innovation in high school students. Based on the research results, it can be concluded that students' innovation during the pandemic is not determined by the information, aggressiveness, and happiness felt by students. Keywords: Aggressiveness; Covid-19 pandemic; happiness; information; innovation.