Employee Innovation Research Articles

Ambidextrous leadership as a catalyst for employee innovation: Its impact on the competitive advantage

The aim of this study is to explore the relationship between ambidextrous leadership and employee innovation, as well as its impact on competitive advantage. The respondents participating in this research included 147 individuals comprising employees and branch leaders of the Small and Medium Enterprises Bank of East Java. The collected data were analyzed using SEM PLS version 3.0. The findings of this study indicate that ambidextrous leadership has a significant effect on employee innovation and competitive advantage. Furthermore, employee innovation also exerts a significant influence on competitive advantage. This research enriches the literature on ambidextrous leadership by emphasizing the importance of this leadership style in fostering employee innovation and enhancing competitive advantage. It reinforces the assumption that leaders who can balance exploration and exploitation are likely to achieve better outcomes.

The role of bystander behavior and employee resilience in mitigating workplace cyberbullying impacts on employee innovative performance

Background Workplace cyberbullying significantly impacts employee well-being and innovation. Unlike traditional bullying, cyberbullying’s digital nature makes it pervasive and challenging to address. Objective This study investigates how workplace cyberbullying affects employee innovation performance, focusing on the mediating role of work disengagement and the moderating roles of bystander behavior and employee resilience. Methods Snowball sampling was used to identify 263 victims of workplace cyberbullying in the IT sector of Pakistan. The data collected through an online survey was analyzed using structural equation modeling to examine the relationships between workplace cyberbullying, work disengagement, innovation performance, and the moderating effects of bystander behavior and resilience. Results Workplace cyberbullying negatively impacts innovation performance directly and through increased work disengagement. Active bystander behavior mitigates, while passive bystander behavior exacerbates the adverse effects of workplace cyberbullying on work disengagement. Contrary to expectations, employee resilience did not significantly moderate the relationship between workplace cyberbullying and disengagement. Conclusions Workplace cyberbullying undermines employee innovation performance by increasing work disengagement. Active bystander intervention can reduce these negative impacts, highlighting the need for organizational policies to encourage supportive behavior. The lack of a moderating effect of resilience suggests that tailored resilience training is necessary for high-pressure environments like the IT sector in Pakistan.

Evaluating the Influence of Environmental, Social, and Governance (ESG) Performance on Green Technology Innovation: Based on Chinese A-Share Listed Companies

In the context of the rapid development of the global economy, promoting corporate economic development while taking into account sustainable development has gradually become the focus of attention of countries around the world. The ESG performance reflects the differences in the assessment of enterprises’ sustainable development potential by capital market information intermediaries. These differences affect the internal governance and external financing of enterprises, thereby influencing corporate green innovation. This research is based on 1500 Shanghai-Shenzhen A-share listed companies in China from 2012 to 2022. Using green technology innovation quantity (GINUM) and green technology innovation quality (GICIT) as the measures of corporate green innovation capabilities, and by constructing a DiD model and a benchmark regression model, the dynamic relationship between ESG performance and green innovation is explored. At the same time, the mediation effect model is introduced to examine the impact of ESG performance on corporate green innovation capabilities from three perspectives: financing constraints, management’s green development awareness, and employee innovation efficiency. In addition, endogenous analysis methods and robustness test methods are employed to further ensure the reliability of the research results. The research findings show that ESG performance can significantly promote corporate green innovation capabilities. Heterogeneity analysis reveals that ESG performance significantly enhances the green technology innovation capabilities of enterprises, especially among non-state-owned small and medium-sized enterprises (SMEs) and enterprises in the eastern region. The regression coefficients for GINUM and GICIT are 0.019, 0.021, 0.084, and 0.086, respectively, all of which are statistically significant at the 1% level. The mechanism analysis shows that in terms of alleviating financing constraints, enhancing management’s green development awareness, and improving employee innovation efficiency, the regression coefficients of ESG performance for GINUM and GICIT are −1.559, −1.953, 0.018, 0.011, 0.427, and 0.495, respectively, indicating a certain promoting effect. The results of this study enrich and expand the relevant research on the relationship between ESG and corporate green innovation capabilities to a certain extent. This research is expected to provide some new practical directions for promoting green innovation capabilities within the ESG framework.

Employee innovation behavior, technology adoption, and process innovation among public universities: Basis for digitalization construction framework

Employee innovation behavior, technology adoption, and process innovation among public universities: Basis for digitalization construction framework

The ANP method to relate innovative personal competencies in sustainable development in Ecuadorian fruit exporting SMEs

The development of the personal innovative competences in workers is of capital importance for the competitiveness of organizations, where the ability of the employees must respond in an innovative way to diverse situations that arise in specific contexts. Considering this, the question arises: How do innovative employees’ competences affect the sustainable development of Micro, Small and Medium Enterprises (MSMEs)? Therefore, the objective of this work is to present a multi-criteria method based on the Analytic Network Process (ANP), to relate innovative personal competences and the sustainable development of MSMEs. An instrument was applied to groups of experts from 31 Ecuadorian fruit-exporting MSMEs, to develop a multi-criteria decisional network that allowed identifying the innovative personal abilities that have the greatest impact on the sustainable development of these organizations. The results demonstrate the relevance of the elements of innovative personal competencies, with a cumulative participation of 39.15%, Sustainable Export Development with 32.18% and Improvements with 28.66%. It also presents three types of analysis: i) Global to establish the weight of each variable; ii) Influences, to establish solid cause-effect relationships between the variables and iii) Integrated. The most relevant innovative personal competences for sustainable development and improvements for exporting SMEs are teamwork, critical thinking, and creativity within the international context.

The impact of network centrality on employee innovation on a digital experimentation platform

The impact of network centrality on employee innovation on a digital experimentation platform

The Influence of Upskilling, Communication Capability and Digital Capability on Employee Performance with Innovation as an Intervening Variable at PT PLN (Persero) Pusmanpro

PT PLN (Persero) Project Management Center or called (PLN Pusmanpro) in carrying out its activities managing electricity project management, both power plant projects, transmission, substations and rehabilitation projects, opens opportunities for its employees to innovate in the fields of technology and information systems. The problems that arise in the implementation of the use of the Assignment Monitoring and Reporting System (SIMPP) are that the implementation of this application has been running since 2015 and is still using the old version, then there is no indicator that the use of SIMPP can provide work enthusiasm for employees, because the development of the use of information technology is rapidly changing and increasingly sophisticated, and the level of employee communication and innovation is still relatively poor because there are still limitations to the features in this SIMPP application. The purpose of this study was to determine the effect of upskilling, communication and digital capability on employee performance with innovation as an intervening variable. This study uses a quantitative method with primary data sources obtained from distributing questionnaires. The population of this study were all employees at PLN Pusmanpro. The selection of respondents was carried out using the saturated non-probability sampling method with a total of 126 respondents. The data analysis method uses descriptive analysis and SEM-PLS analysis. The results of the study indicate that the variables of upskilling, communication and digital capability have a positive and significant effect on employee performance through employee innovation at PT PLN Pusmanpro.

Employee Intrapreneurial Orientation and Small Enterprise Performance

Purpose: This research examines the influence of employee intrapreneurial orientation on the performance of small businesses in Ghana, explicitly emphasising the moderating effect of social networks. Design/Methodology/Approach: This research employed a quantitative approach, employing a cross-sectional survey to gather data from 571 key informants in small enterprises in the regions of Greater Accra, Ashanti, and Bono in Ghana. SmartPLS structural equation modelling and Hayes' PROCESS techniques were utilised to examine the relationships among the variables. Findings: The analysis indicated that employee proactiveness and competitive aggressiveness significantly enhance small enterprise performance, while employee innovativeness and risk-taking propensity showed no direct effect. On the other hand, employee autonomy demonstrated a negative correlation. Furthermore, social network ties positively moderated the association between employee intrapreneurial orientation and small enterprise performance. Research Limitation: The cross-sectional design used in the study restricts the capacity to determine definitive causal relations, and findings may not be generalisable beyond the Ghanaian context. Practical Implication: Managers should foster a culture that promotes proactivity and competitive behaviour among employees while encouraging strong social networks to optimise firm performance. Social Implication: Enhancing social networks within small enterprises can improve economic outcomes, supporting broader economic growth and job creation in developing regions. Originality: This research advances the body of research by indicating how different aspects of intrapreneurial orientation have different effects and emphasising how important social networks are for improving small businesses' performance in underdeveloped economies.

The Nexus Between Idea Management, Innovation Accounting, and Firm Value: A theoretical perspective

Many companies are facing an urgent need to exploit new ideas and opportunities to meet increasing competitive pressures and changing customer demands. The recent economic downturn has accelerated the need for innovation across industries and globally. But where do you get those great ideas that are so urgently needed to drive growth, productivity and value creation? As innovation becomes more important than ever, collaborative idea management can help organizations generate and refine new ideas and ensure they reach the right people. It is also a way to empower and recognize innovative employees, measure and incentivize creative activity and foster a more open and collaborative innovation culture in the company. Key Words: Idea Management, Innovation Accounting, Firm Value

The Relationship between Ethical Leadership and Employee Innovative Behavior: The Mediating Role of Personality Traits

The organization must rely on new approaches and ways to succeed in current environments. One of these methods is to improve ethical leadership behavior to create a more expressive and productive work environment. Employee innovative behavior is a key factor contributing to businesses' long-term survival and growth. This study focuses on the impact of ethical leadership on the link between employee innovative behavior and considering personality as a mediator. Data were collected from 220 employees in the construction industry. The data were analyzed using partial least square structural equation modeling (PLS-SEM) to assess the measurement and structural models. The study findings show that ethical leadership has a significant positive influence on employee innovative behavior. Personality mediates the relationship between ethical leadership and employee innovative behavior. This study has implications for officials who desire to identify and promote leadership techniques that encourage employee innovative behavior. By understanding the significance of ethical leadership, management can improve from this study, which can assist in strengthening and developing essential employee innovative behavior, which can eventually have a beneficial effect on organizational performance. This research provides a significant practical impact on construction industry management executives. Additionally, this research contributed to the literature for scholars concentrating on the outcomes of ethical leadership.

Empowering Leaders and Innovative Employees: Unraveling the Mediating Mechanisms of Role-Breadth Self-Efficacy and Harmonious Work Passion

Empowering Leaders and Innovative Employees: Unraveling the Mediating Mechanisms of Role-Breadth Self-Efficacy and Harmonious Work Passion

Does employee innovation matter in the UK hotel industry? The mediating role of psychological safety

PurposeIn the current turbulent and highly competitive environment, hotels’ management is under pressure to be innovative and improve their products and services continuously to meet and exceed guests’ expectations. Therefore, the primary objective of this study is to develop and test a framework of the factors that can promote employee psychological safety and help drive employee innovation in hotels in the UK.Design/methodology/approach A survey questionnaire was constructed and distributed to employees in four- and five-star hotels in the UK. Non-probability convenience sampling was performed in this study. Structural equation modeling (SEM) was used to test the research’s model and hypotheses.Findings The findings revealed a positive and significant association between psychological safety and employee innovation. Furthermore, psychological safety was found to fully mediate the influence of leader inclusiveness, respectful relationships at work and autonomy on employee innovation. Also, leader inclusiveness and role clarity were discovered to be associated with autonomy, whereas proactive personality was found to be related to employee innovation directly. The outcomes also showed that a proactive personality fully mediates the impact of autonomy and respectful relationships on employee innovation.Originality/value This study presents an original chain-mediation model that illustrates the mechanism of how employee innovative behavior can be encouraged by focusing on the mediation of psychological safety. To the best of the authors’ knowledge, this study is among the first attempts to shed light on the role of psychological safety in promoting employee innovation in the hotel sector.

Online knowledge sharing and employee innovation: the role of job self-efficacy and innovative climate

PurposeThis paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.Design/methodology/approachThis briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.FindingsA study from Vietnam of 353 IT workers showed online knowledge sharing positively influenced employee innovation both directly and indirectly through job self-efficacy. The results also revealed that the innovative climate positively affected employee innovation, as well as moderated the relationship between online knowledge sharing and employee innovation.Originality/valueThe briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

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.

The Impact of Pay and Perquipment on Worker Performance at UD Nilam Sari Nganjuk

This study examines the impact of pay and perquisites on worker performance at UD. Nilam Sari Nganjuk. The research aims to identify the extent to which financial compensation and non-financial benefits influence employees' productivity and job satisfaction. Using a quantitative research design, data were collected through surveys distributed to 50 employees of the company. The findings indicate a significant positive relationship between pay and worker performance, suggesting that competitive salaries motivate employees to perform better. Similarly, the provision of perquisites, such as bonuses, allowances, and welfare benefits, was found to enhance employee satisfaction and overall productivity. The study concludes that optimizing both pay and perquisites can serve as a strategic tool to boost worker performance and organizational effectiveness. Recommendations for the company include periodic salary reviews and the introduction of innovative employee benefits to sustain motivation and improve performance. Keywords : Worker Performance, Financial Compensation, Non-Financial Benefits, Job Satisfaction, Productivity

Blockchain Technology and Improving Human Resource Development Processes Field study on Jordanian Banks

The study examined the impact of blockchain technology on four human resource development processes in Jordanian banks. A quantitative approach was used, relying on a questionnaire survey of 158 employees from Jordanian banks, to test four hypotheses related to the relationship between blockchain technology and human resource development processes. The results showed that blockchain technology had a moderately positive relationship with all four human resource development processes, and all four hypotheses were partially accepted. The findings were consistent with previous studies on the role of blockchain technology in human resource management and development. The study revealed that blockchain technology can enhance the security, efficiency, and transparency of human resource development processes, as well as improve the performance, accountability, and innovation of both employees and organizations. However, the study also pointed out that blockchain technology presents certain challenges and barriers to human resource development processes, which require organizations to invest in resources, training, and communication to overcome. The study concludes that blockchain technology is a valuable and innovative tool for human resource development, though its generalizability is limited due to the focus on Jordanian banks.

The Impact of High-Tech Policies on Corporate ESG Performance: Evidence from China

In light of resource and environmental constraints, the economic growth model is undergoing significant transformations. New quality productivity is the latest high-tech policy in China’s current development. Comprehensively improving the new quality productivity level of enterprises is the core driving force behind promoting productivity progress and sustainable development. The objective of this study was to employ machine learning techniques to comprehensively assess the level of new quality productivity exhibited by enterprises and to identify the spatiotemporal evolution characteristics thereof. Additionally, the study sought to investigate the impact and the specific mechanism of new quality productivity on the ESG performance of enterprises from a micro perspective. The study revealed that new quality productivity has a considerable impact on the ESG performance of enterprises, particularly in cases where the enterprise has a long history and is engaged in significant pollution. The underlying mechanism is that new quality productivity can enhance an enterprise’s ESG performance by alleviating financing constraints and improving the efficiency of employee innovation. Additionally, further research indicated that new quality productivity primarily influences the environmental and social ratings of enterprises.

Introduction: confronting the challenges of adopting algorithmic management in China: employee innovation and proactive behaviour and leader management transparency

ABSTRACT Algorithmic management (AM) has become a vital aspect of organizational and people management across industries. However, organizational research about AM and its impact is still at an infancy stage. Existing studies tend to result in potential biases when estimating their effects and miss important implications. Drawing on the relevant literature, this introductory piece to this collection presents a brief review of the emerging literature on the employee responses towards AM, especially investigating its impact on employee innovative behaviour. It also shows how the contributions included respond to the literature and how they add to our understanding of the implications of AM for organizations and employees. Finally, we propose an agenda for future research to further investigate the impact of AM on employee behaviour.

Socially responsible human resource management and employee innovation performance: the roles of person-organization fit, work engagement and individualism orientation

Socially responsible human resource management and employee innovation performance: the roles of person-organization fit, work engagement and individualism orientation

Determinants of Employee Innovative Work Behavior

The objective of this study is to examine the direct and indirect effects of resilience, transformational leadership, competence, and religious attitudes on innovative work behavior. The data were collected using a questionnaire. The population in this study was 1491 employees. A total of 579 employees participated were subjected to statistical analysis using Partial Least Square-Structural Equation Modeling (PLS-SEM). The findings indicate that the resilience, transformational leadership, and competence have a direct effect on the innovative work behaviour. Similarly, the competence and transformational leadership are also found to have a direct effect on the resilience. However, the religious attitudes have no direct effect on either transformational leadership or resilience. Further, the resilience plays a mediating role in the indirect effect of competence and transformational leadership on the innovative work behavior. In contrast, the resilience fails to mediate the indirect effect between religious attitudes and innovative work behavior. These empirical findings highlight the significant influence of determinants of innovative work behavior.