Innovative Behavior Research Articles

Exploring complexities of innovation capability in Vietnam’s IT firms: Insights from an integrated MCDM model-based grey theory

This study addresses the complexities of fostering innovative behavior in Vietnam’s IT firms, a critical aspect of maintaining competitive advantage in the rapidly evolving IT sector. Using an integrated Grey theory incorporating Delphi and Decision-Making Trial and Evaluation Laboratory (DEMATEL) methods, we explore the interdependencies among critical factors driving innovation within organizational contexts. The research draws on a comprehensive literature review and insights from 16 Vietnamese experts, identifying 21 critical factors across five dimensions: leadership and vision, culture and environment, learning and development, management and support, and technological resources. Our findings emphasize the paramount importance of visionary leadership and a risk-taking culture in enhancing innovation capability, with technological infrastructure also playing a significant role. Consequently, we recommend that IT companies prioritize visionary leadership and cultivate a culture that embraces risk to bolster innovation ecosystems. Hence, this study contributes significantly to the theoretical discourse on innovation capabilities within IT environments and offers practical recommendations for organizations in emerging markets like Vietnam.

Teacher Autonomy, Creative Self-efficacy, and Innovative Behavior: Perspectives from Chinese University EFL Teachers

Teachers’ innovative behavior contributes to students’ academic achievements, school innovation, and even the quality of education. This study aims to investigate the correlations between teacher autonomy, creative self-efficacy, and innovative behavior from the perspectives of Chinese university EFL teachers. The significance of the current study lies in exploring how different motivational mechanisms influence teachers’ innovative behavior, providing references for improving their teaching effectiveness and professional development. The main research question that guided this study was: What are the interrelationships between teacher autonomy, creative self-efficacy, and innovative behavior among EFL teachers? This study recruited 297 Chinese university EFL teachers as the sample, inviting them to fill in a self-reported questionnaire to assess teacher autonomy, creative self-efficacy, and innovative behavior. Results showed that teacher autonomy positively predicted teachers’ creative self-efficacy and innovative behavior; creative self-efficacy partially mediated the relationship between teacher autonomy and innovative behavior. The findings suggest that education administrators should offer teachers autonomous support and tailored training programs to inspire their innovation. Additionally, teachers may work collaboratively with their colleagues and obtain peer support to execute innovative practices, which facilitates both students’ innovative performance and teachers’ professional development. Finally, as innovative behavior is complex and dynamic, future research may add other organizational and individual factors while considering cultural differences and institutional systems to explore teachers’ innovative behavior.

The Role of Job Satisfaction in Mediating the Influence of Transformational Leadership on Innovative Behavior in Employees of Pt. Xyz

The role of job satisfaction as a mediator of transformational leadership on employees' innovative behavior is crucial in the context of modern business competition. In the current era of globalization, competition between companies is increasingly strong, it requires companies to understand and optimize these factors to improve their performance and competitiveness. Therefore, this research aims to analyze the relationship between transformational leadership, job satisfaction, and employees' innovative behavior. This research was conducted at PT. XYZ , with a total sample of 60 employees determined based on saturation sampling. Data was collected through interviews and distributing questionnaires to research subjects. The data were analyzed using path analysis technique with SPSS. This research aims to analyze the mediating role of job satisfaction on the influence of transformational leadership on innovative behavior. The results of this research show that transformational leadership and job satisfaction significantly influence innovative behavior with a positive direction, transformational leadership significantly influences job satisfaction with a positive direction, and job satisfaction is able to mediate the influence of transformational leadership on innovative behavior as a partial . The implications of this research theoretically support the findings of previous research. The practical implications for PT. XYZ is to maintain innovative behavior, transformational leadership, and job satisfaction among its employees.

Does Technostress Moderate Between Intention to Use ICT and Innovative Behavior: Exploring Antecedents of Digital Mindset

This study aims to identify the factors influencing innovative behavior and digital mindset in Pakistani software houses while also examining the moderating role of technostress and the mediating role of the intention to use ICT. Data was collected longitudinally from 320 IT professionals employed in software houses in Pakistan, utilizing incremental and entity theories. A structured questionnaire based on a Likert scale was used to gather data, which was then analyzed using Smart-PLS to ensure accuracy and reliability. The findings reveal that a digital mindset, characterized by disruptive, generative, exponential, and combinational thinking, significantly impacts innovative behavior. Furthermore, the study shows a substantial mediating effect of the intention to use ICT on the relationship between digital mindset and innovative behavior. Additionally, perceived technostress is found to have a significant moderating impact on the intention to use ICT and innovative behavior. This research empirically develops and tests an integrated model of technostress, illustrating how a digital mindset can promote innovative behavior. The study’s conclusions offer valuable insights for future research on employee behavior and technostress.

Leadership styles, team innovative behavior, and new green product development performance

PurposeEmployee’s innovative behavior as a team allows the organization to achieve its goals; however, team green creativity requires transformational and entrepreneurial leader support. Therefore, the study explores the impact of green transformational and entrepreneurial leadership on team innovative behavior and green new product development with the mediating role of team green creativity.Design/methodology/approachA survey was conducted to collect data from 455 employees working in the hospitality industry via a self-administered questionnaire, and hypotheses were analyzed using the partial least squares structural equation modeling PLS-SEM technique using Smart-PLS 4.0.FindingsThe results indicate that green transformational and entrepreneurial leadership styles positively and significantly affect team innovative behavior and new green product development performance. Furthermore, findings show that team green creativity partially mediates the relationship between green transformational and entrepreneurial leadership on team innovative behavior, and new green product development performance.Research limitations/implicationsThe results of this study provide insights to hospitality professionals pursuing the improvement of team innovative behavior and new green product development performance through team green creativity and leadership styles.Practical implicationsThis study is useful for organizations that target new green product development performance and establish higher green innovative behavior cohesively among its team members through these robust leadership styles.Originality/valueThis study is the first attempt to provide a valuable contribution to the growing field of green leadership styles on team innovative behavior and new green product development performance through team green creativity.

Do proactive peers inhibit employee innovative behavior? The roles of team cooperative climate and sense of power

Drawing on approach–inhibition theory and proactivity research, this study examines the potential dark side of peer proactive personality for employee innovative behavior by exploring the mechanism through which peer proactive personality hinders employee innovative behavior and the underlying boundary condition. To test the hypotheses, we conducted a three-wave field study using a nested dataset (i.e., 861 employees and their 122 leaders) in China and an experimental vignette study with a U.S. sample. The results supported our hypotheses that peer proactive personality has a negative effect on employee innovative behavior via reduced employee sense of power, depending on the level of team cooperative climate. This study shifts research attention from the focal employees' proactive personality to peer proactive personality and advances the proactive personality literature by highlighting the potential dark side of peer proactive personality.

Does psychological safety matter for innovative behaviour in hybrid workforce? The role of proactive personality, inclusive leadership and affective climate

Purpose The study aims to understand the impact of psychological safety on employee creativity leading to innovative behaviour in a hybrid workforce. It further examines the drivers of psychological safety: inclusive leadership and affective climate as well as the interaction of employee creativity and proactive personality on innovative behaviour at remote work. Design/methodology/approach Using multi-source survey-based data, the study has been conducted in two phases for independent variables (IV) and dependent variables (DV). The first phase has gathered data for IVs from 515 team members and DVs from 105 teams’ leaders from various software development teams in the information technology and information technology enabled services sectors. The study has used component-based partial least square structural equation modelling to test various arguments developed in the paper. Findings The results of the study confirm the positive association of affective climate and inclusive leadership to psychological safety, which facilitates employee creativity leading to innovative behaviour. However, the results show there is no interaction of a proactive personality with employee creativity on innovative behaviour. Also, the results have supported the social network theory, which says that the strong ties among employees promote innovative behaviour. Practical implications According to the study, psychological safety might help strengthen and increase the social ties that bridge structural holes and improve collaboration across business units. This may encourage employee creativity, especially in remote work. Further, it highlights how employee creativity and proactive personality are important independent factors that facilitate innovative behaviour. Originality/value The study is a unique attempt to explore the role of psychological safety in enhancing creativity and innovative behaviour in hybrid mode of work setting.

Environmental regulation and enterprise behavior in China: rent-seeking or innovation?

While the Porter hypothesis posits that well-functioning markets and government regulations can promote enterprise innovation, it remains less clear in developing and transition economies. To address this gap, we utilize enterprise data from China’s A-share market between 2005 and 2017 to empirically examine whether implementing more stringent environmental regulation will prompt regulated enterprises to engage in rent-seeking or innovative behavior. Our findings reveal that regulated enterprises increase both their rent-seeking and innovation efforts in response to environmental regulation. Importantly, enterprises exhibiting lower levels of rent-seeking demonstrate more substantial increases in rent-seeking expenditure when confronting environmental regulation. Furthermore, we discover that state-owned enterprises are more inclined to implement innovative behaviors, while foreign enterprises significantly reduce their innovative activities. This study highlights the complex relationship between environmental regulation and enterprise behavior in developing or transition economies.

Performance shortfalls and innovative search: Evidence from the biopharmaceutical firms in China

ABSTRACT Performance feedback literature acknowledges that firms’ innovative behaviour in response to performance shortfalls. However, it overlooks the impact of multidimensional heterogeneity in innovative activities on the direction of search following performance shortfalls. Based on the framework of gain and loss, we propose that underperforming firms are inclined to minimise breadth search and are more likely to engage in depth search, influenced by varying perceptions of risk associated with different innovative search strategies. This hypothesis is tested using a panel dataset of 234-listed biopharmaceutical firms in China from 2008 to 2022. Our findings indicate a negative relationship between performance shortfalls and innovative search breadth, and a positive relationship between performance shortfalls and innovative search depth. Furthermore, we found that both knowledge diversity and knowledge distance negatively moderate the relationship between performance shortfalls and innovative search breadth. Conversely, knowledge distance positively moderates the relationship between performance shortfalls and innovative search depth. This study enriches the understanding of performance feedback mechanisms and their influence on innovative search strategies.

Exploring the relationship between institutional legitimacy and teachers’ innovative behavior: the serial mediating effects of psychological empowerment and normative commitment

Exploring the relationship between institutional legitimacy and teachers’ innovative behavior: the serial mediating effects of psychological empowerment and normative commitment

Pengaruh Budaya Organisasi terhadap Penciptaan Perilaku Inovatif dalam Meningkatkan Kinerja Organisasi Publik

This study examines the role of organizational culture in fostering innovative behavior within public organizations. The context highlights the increasing necessity for public entities to adapt and innovate in response to evolving societal needs and challenges. The research question addresses how specific cultural attributes within these organizations influence employees' propensity to engage in innovative behaviors. Utilizing a mixed-methods approach, the study combines quantitative surveys with qualitative interviews to gather comprehensive data from various public sector employees. The findings reveal that a supportive culture characterized by openness, trust, and encouragement of risk-taking significantly enhances innovative behavior. Additionally, leadership practices that model and reward innovation further strengthen this relationship. The conclusion posits that cultivating such a culture is essential for public organizations aiming to remain relevant and effective in a dynamic environment. The study underscores the critical role of organizational culture as a catalyst for innovation, suggesting targeted strategies for public sector leaders to foster an environment conducive to creative and progressive thinking.

How transformational leadership impact on employee service innovation: the moderating effect of employee creative role identity

PurposeThis study examines the impact of transformational leadership on employees' service innovation behaviors in service firms and explores the moderating effect of employees' creative role identity on the relationship between the two from an employee psychological perspective.Design/methodology/approachThis study designed two questionnaires to be distributed to supervisors and employees as a means of conducting a questionnaire survey, which resulted in a sample of 328 leader–employee matches. The hypothesized relationships were tested using structural equation modeling and regression analysis.FindingsTransformational leadership has a significant positive effect on employee service innovation. The analyses further confirmed that creative role identity plays a moderating role between transformational leadership and employee service innovation.Originality/valueThis study confirms the effect of transformational leadership on employee innovative behavior and extends the theoretical basis of this relationship. It also hopes to provide inspiration and reference for local management in China.

Analysis on Influencing Factors of Innovation Behavior of Specialized and New Enterprise Small and Micro Enterprises

As China continues to strengthen the cultivation of specialized and ultra-new small and micro enterprises, and promote the development of related enterprises in China's basic industries, now "specialization and innovation" enterprises have become a new power to enhance the industrial chain power and high-quality development pattern. However, the development of all kinds of "little giant" enterprises is still in the middle and low end of the industrial chain, the core creativity is still very lacking, and it is easy to be eliminated and replaced in the fierce competition of existing technology and innovation. In this regard, from the perspective of "innovation", this paper will use Probit model to empirically analyze the internal and external factors and constraints that affect the innovation behavior of small and medium-sized enterprises, among which government subsidies and human capital cultivation have significant negative and positive effects on enterprise innovation respectively. At the end of the paper, we try to find a way to solve the core problem of "innovation difficulty" of small, medium and micro enterprises under the background of "specialization and innovation" from multiple perspectives.

Is the green innovation under the pressure of new environmental protection law of PRC substantive green innovation

China's economy is developing rapidly, and the environmental pressure brought by it has attracted much attention. New amendment comes amid growing emphasis on “green hills and clear waters “. From the new perspective of whether the new Environmental Protection Law plays a practical role in the capital market, this paper divides green innovation behavior to study the impact of the new Environmental Protection Law (EPL) pressure on green innovation of heavily polluting enterprises. And it takes the change of environmental information through enterprise green innovation as a point of penetration to study that under the pressure of EPL, the green innovation of heavy pollution enterprises become substantive green innovation or instrumental green innovation. Based on the green innovation data from 2012 to 2016, this paper uses multiple regression model and generalized least square method to analyze the data, and finds that the green innovation of heavy polluting enterprises increased significantly under the pressure of the new EPL; after the green innovation, the environmental information disclosure of these enterprises did not significantly increase, indicating that the green innovation under the pressure of the EPL is not substantive green innovation, it is an instrumental green innovation in response to the law.

Research on collaborative innovation behavior of enterprise innovation ecosystem under evolutionary game

Establishing an innovation ecosystem revitalizes enterprises by fostering collaboration with other entities within the system. This collaboration results in increased resources for innovation and development, further strengthening participants' innovation and survival capacities. As the existing literature on collaborative innovation behavior within innovation ecosystems is relatively limited, the primary objective of this study is to investigate the evolutionary process and impact factors of players' collaborative innovation behavior in the enterprise innovation ecosystem (EIE). This study establishes an evolutionary game (EG) model that includes three players in an EIE to analyze their collaborative innovation behaviors in scenarios where their initial strategic probabilities are low, medium, and high. The simulation results indicate the existence of six potential evolutionary stable strategies (ESSs) within the system. The ideal ESS identified in this three-party evolutionary game model is characterized by “active collaboration, active collaboration, participation”. Furthermore, the player's behaviors in different states are affected by initial probability, synergy sensitivity, transformation efficiency, output elasticity, subsidy, punishment, and public impact. The results of this study reveal the mechanism of collaborative innovation behavior among different players in the EIE, providing beneficial references for its sustainable development.

An Empirical Study on Project Managers’ Leadership Behavioral Practices Impacting Project Success – The Australian Construction Sector

ABSTRACT The study aims to bridge the gap for an in-depth empirical analysis by investigating the project managers’ leadership behavioral practices, helping practitioners tackle unique challenges in the Australian construction sector. A quantitative approach was employed using a survey questionnaire to collect responses from (66) project managers/leaders. Exploratory factors/multivariate regression has identified four key success factors: (1) Relationship Management, (2) Leading by Example, (3) Self-Management, and (4) Interpersonal Sensitivity and thirteen contributing leadership practices, emphasizing inclusiveness, relationship-building, self-feedback objectivity, sharing information, and controlling emotions that significantly impact project success. Synthesizing information indicated transformational, transactional, and authentic styles of leadership practices and an inclination to adopt innovative behaviors promoting positive change for achieving project success. Besides, the study found remarkable differences in the project leadership practices from those extracted from global research studies, suggesting future investigation. The study’s results addressed the challenges experienced in the construction industry: delays and inefficiencies, supply chain management, communication barriers with a multicultural workforce, stringent government regulatory and safety compliance, infrastructure demands, skills shortages, sustainability, organization culture, and new technology adoption. It will significantly contribute to the body of knowledge by generating valuable insights and perspectives for a deeper understanding of construction-related practices for the practitioners.

Evaluation of competency dimensions for employee performance assessment: evidence from micro, small, and medium enterprises

PurposeIn recent years, there has been a growing emphasis on competency-based systems as a means of assessing employee performance. These systems assess the degree to which the competencies of employees align with the requirements of their employment positions. This study aims to identify, prioritize, and make contextual interrelationships of the competency dimensions that are relevant for evaluating employees in the context of Indian manufacturing MSMEs.Design/methodology/approachThese dimensions were identified through an extensive literature review and interviews with industry experts. Further, a mixed-methods approach, including the “Bayesian Best-Worst Method” (BBWM), is applied for prioritizing important dimensions, whereas for making mutual relationships, the “Interpretive Structural Modeling” (ISM) method is utilized. “Matrice d'impacts croisés multiplication appliquée á un classment” (MICMAC) is also known as “cross-impact matrix multiplication applied to classification” is used for clustering competency dimensions based on their “driving power” and “dependence power”.FindingsThe findings reveal that among the primary dimensions, “creative performance,” and among the sub-dimensions, “innovative behaviors,” are the most critical competency dimensions for an employee assessment. The study also found that “smart working”, “factual and theoretical knowledge”, “empathy at work”, “understanding of specific knowledge”, and “engagement ideas and activities” are the main dimensions driving employees' competency.Originality/valueThis paper provides contribution to the competence literature by identifying and evaluating competency dimensions for assessing employees' performance within manufacturing MSMEs in an emerging economy such as India. The study also assesses the rank and contextual relationship between the identified dimensions as no past research focused on the same by using BBWM and ISM in the Indian manufacturing MSMEs context.

THE INFLUENCE OF LEARNING ORGANIZATIONS AND EMPLOYEE INNOVATION BEHAVIOR ON EMPLOYEE PERFORMANCE AT THE SURABAYA CITY CULTURE, YOUTH AND SPORTS AND TOURISM OFFICE WITH THE INTERVENING VARIABLE OF EMPLOYEE COMPETENCE

This study examines and demonstrates the impact of Learning Organizations and Employee Innovation Behavior on Employee Performance in the Department of Culture, Youth and Sports and Tourism of the City of Surabaya. The research design employed in this study is explanatory research, which aims to explain the causes and consequences of existing problems. Path Analysis, along with two multiple linear regression analysis models and SPSS ver 17.0, was utilized to analyze the data. Furthermore, this study is classified as associative research. The findings of this study confirm that learning organizations have a positive and significant influence on employee competence. Furthermore, employee innovation behavior also has a positive and significant impact on employee competence. Moreover, learning organizations positively and significantly affect employee performance, while employee innovation behavior also has a positive and significant influence on employee performance. Additionally, employee competence is found to have a positive and significant effect on employee performance. However, employee competence does not act as a mediating variable in the relationship between learning organizations and employee performance. On the other hand, employee competence does serve as a mediating variable in the relationship between employee innovation behavior and employee performance.

Analysis of collaborative innovation behaviour and its influencing factors in scientific research crowdsourcing platforms: based on the fsQCA method

Introduction. This study aims to explore the influencing factors and their combined effects on the benefits of knowledge innovation, and to explore the impact of factors on the effects of knowledge innovation from a configuration perspective. Method. This study constructed a knowledge innovation ecosystem for scientific research crowdsourcing platforms, as well as a configuration model that affects the knowledge innovation benefits of scientific research crowdsourcing. Based on this, we collected data through a survey questionnaire. Then, we used the method of fuzzy set qualitative comparative analysis to identify the configuration effects of influencing factors and analyse the core configuration. Analysis. Five core configurations were constructed, which are shown as internal and external linkage based on environmental dynamics, individual and environment interlocking based on team maintenance, individual initiative to supplement weaknesses, external drive driven, and individual led based on team and platform support. Results. The configurations have different focuses, but all highlight the core conditions for individual innovation investment as the configuration. Conclusion. The results indicate that individual driving factors are worth considering. Meanwhile, by referring to the core components of the five configurations, researchers can combine various factors to better form knowledge innovation.

Why pro-organizational unethical behavior contributes to helping and innovative behaviors: the mediating roles of psychological entitlement and perceived insider status

Why pro-organizational unethical behavior contributes to helping and innovative behaviors: the mediating roles of psychological entitlement and perceived insider status