Innovative Work Behavior Research Articles

The mediating role of workplace spirituality: Exploring the relationship between, self-transcendence, spiritual transcendence, and innovative work behavior

This study aims to investigate the intricate interplay between self-transcendence, spiritual transcendence, innovative work behavior, and the mediating role of workplace spirituality. Utilizing structural equation modeling, it examines the associations among these variables. Mediation analysis explores the extent to which workplace spirituality mediates these relationships. The findings reveal positive connections between self-transcendence, spiritual transcendence, workplace spirituality, and innovative work behavior. Specifically, workplace spirituality partially mediates the relationship between self-transcendence and innovative work behavior while fully mediating the connection between spiritual transcendence and innovative work behavior. These results underscore the pivotal role of spirituality in the workplace in nurturing innovative behavior among employees. The practical implication emphasizes cultivating workplace spirituality to foster innovative work behavior. This study contributes to existing literature by elucidating the underlying mechanisms linking self-transcendence, spiritual transcendence, workplace spirituality, and innovative work behavior, underscoring the significance of workplace spirituality as a catalyst for enhancing innovative work behavior.

The Relationship Between Intellectual Capital, Innovative Work Behavior, and Business Performance

The Relationship Between Intellectual Capital, Innovative Work Behavior, and Business Performance

Does Innovative Work Behavior Matter for Performance? Green Talent Management and Green Servant Leadership in the Healthcare Industry

This study aims to analyze the influence of green talent management and green servant leadership on employee performance while also considering the mediating role of innovative work behavior and the moderating role of green servant leadership in the relationship between green talent management and innovative work behavior. It was carried out in the context of employees in the health industry in Bandung. This study utilized a quantitative approach with a causal explanation to test the hypotheses. The respondents were employees who worked in private hospitals in Bandung, with 190 sample sizes selected using purposive sampling. The data were collected and processed using structural equation modeling with the help of Smart PLS software. The results revealed that green talent management and green servant leadership influenced employees’ innovative work behavior, leading to job performance. Moreover, green servant leadership could also strengthen the influence of green talent management on innovative work behavior. This study contributes to the understanding of the concept of environmentally-friendly business through innovative work behavior so it can improve work performance by adopting green practices, thereby reducing the damage caused by the organization. Furthermore, organizations must also consider that environmentally-friendly business practices are a concern and that a strong sensitivity must be instilled.

Innovative Work Behavior of Santri: The Influence of Proactive Personality and Boarding School Climate

Islamic boarding schools as Islamic education institutions in Indonesia have an important role in developing students holistically. Santri in addition acquire religious knowledge but must also be able to adapt to the times. For this reason, innovation and proactive behavior are the qualities needed by santri. An adequate boarding school environment should support the innovation of students, and the school climate in the boarding school has an important role in this. Islamic boarding schools also have a uniqueness in shaping the behavior of students by emphasizing the religious and moral character of Islam. Fulfillment of a comfortable school climate in Islamic boarding schools is important to achieve this goal. This study aims to examine the effect of proactive behavior and the school climate on santri’s innovative work behavior. The sampling technique uses non-probability sampling with purposive sampling technique. Data collection used three questionnaires consisting of an innovative work behavior scale, a proactive personality scale and an organizational climate scale. Data analysis was performed using multiple regression analysis. A total of 219 santri at Boarding school Gontor participated in this research, as a pesantren known for its characteristics and potential for developing student innovation. The results indicate that there is a significant effect of proactive behavior and the school climate for santri’s innovative work behavior (sig < .05) and the proportion of variance by 14.9%. Suggestion implications, there is a need for the development of proactive behavior programs among santri and the creation of a physical and psychological environment within Boarding school that supports santri innovation.

Effectiveness Transformational Leadership, Compensation, Innovative Work Behavior on Employee Performance

Employees play an important role in the company, especially in operational processes and activities. The purpose of this study is to be able to test the effectiveness of transformational leadership, compensation, innovative work behavior on employee performance. The location of this research was conducted at CV. Gembira Abadi Jaya. The total population of this study were all employees of CV. Gembira Abadi Jaya which amounted to 43 respondents. In this study, the non-probability sample method and saturated sample were used, with a total sample equivalent to the population as a whole. The data collection technique used a questionnaire. The data analysis technique used in this research is Structural Equation Modeling with the Partial Least Squares method. The results of this study indicate that transformational leadership has a significant effect, while compensation has no significant effect and innovative work behavior has a significant effect on employee performance.

Leadership Styles, Self-Efficacy, and Innovative Work Behaviour of Software Developers

"Research Aims: The primary aims of this study involve examining the effect of leadership styles on self-efficacy and the effect of self-efficacy on innovative work behaviour. Design/Methodology/Approach: Quantitative research was conducted by collecting data from 242 randomly selected software developers in four software development companies in Yangon using structured questionnaires. Regression analysis was used to attain the research objectives. Research Findings: The results showed that transactional and ambidextrous leadership styles have a significant effect on increasing the self-efficacy of software developers. This study also revealed that self-efficacy is an antecedent of the innovative work behaviour of software developers. Theoretical Contribution/Originality: The study confirmed that transactional leadership significantly impacts self-efficacy and validated the role of ambidextrous leadership in self-efficacy. Moreover, self-efficacy was found to have an impact on innovative work behaviour. Managerial Implication in the South East Asian Context: This study suggests that transactional and ambidextrous leadership styles can create enabling environments by encouraging and empowering team members to increase their self-efficacy and engage in more innovative endeavours. Research Limitation & Implications: Data was collected once using a questionnaire from a sample of four companies. The insights can help leaders maintain a sustainable competitive advantage, leading to more job opportunities and long-term economic growth in Myanmar and other developing countries."

Total quality management implementation practices and customer satisfaction: the role of innovative employee behavior and employee empowerment

This study shed additional understanding on how Total Quality Management (TQM) practices affect customer satisfaction through the innovative behavior of employees. Based on quantitative data from the 5 Teaching Hospitals in Ghana, this study employed a multistage sampling procedure to analyze the relationship between innovative employee work behavior and total management commitment, Training and Education, Performance Management System, Supplier Management, and innovative employee work behavior. We find that these relationships are positive and that the relationship between TQM practices and customer satisfaction is mediated by innovative employee work behavior. In addition to theoretical contributions to the field of TQM and healthcare systems, these results have managerial implications for hospital professionals who work at prioritizing the adaptation of TQM practices.

Antecedents of Innovative Work Behavior and its Impact on Business Performance

Antecedents of Innovative Work Behavior and its Impact on Business Performance

The Effect of Job Passion on Innovative Work Behaviors: Analytical Research in the Ministry of Higher Education and Scientific Research

The current research aims to test the impact of Job passion on innovative work behaviors, and the idea of the research revolves around providing a job passion that contributes and supports the innovative work behaviors among the employees of the Ministry of Higher Education and Scientific Research, as the job passion variable includes four dimensions (enjoyment at work, self-motivation, self-identity, and a sense of learning). The innovative work behavior variable has addressed four dimensions (the ability to provide creative solutions to problems, the ability to new ideas and proposals, the ability to change as well as initiate, and the spirit of risk), A sample of the employees of the Ministry of Higher Education and Scientific Research, where a random stratified sample of 328 employees were selected from the study community (2229) relied on the questionnaire for collecting data, and the questionnaires valid for statistical analysis were 322 questionnaires. The research used a number of statistical methods to obtain the results of the questionnaire, especially the simple correlation coefficient (Pearson) and descriptive analysis methods using the SPSS.v23 and AMOS.v23). It has proved the validity of the hypotheses through which a set of results were reached, the most prominent of which is the existence of a relationship between the impact of job passion and its dimensions on innovative work behaviors. The dimensions of the variable of innovative work behaviors above are available, but they do not be at the required level, where the ability to change and generate creative solutions. This requires focusing on them in addressing problems and making appropriate decisions that are based on a correct scientific basis, and the management's view of employees is not limited because they represent essential capabilities and tools for implementing decisions and policies. Paper type: Research paper.

Leading innovation in public sector: Exploring the mediating role of motivation to learn and the moderating role of power distance

Innovation is crucial for the performance, success, and long-term survival of organizations. Despite its importance, studies on factors influencing the emergence of innovative work behavior remain inconsistent. This study, grounded in the interactionist perspective of creativity theory, explores the role of motivation to learn as a mediator and Hofstede's national culture dimension of power distance as a moderator in the relationship between transformational leadership and innovative work behavior. The study sampled 210 public sector employees in Indonesia using convenience sampling. Data were collected through an online self-report survey, employing the multifactor leadership questionnaire, the innovative work behavior scale, the motivation to learn scale, and the power distance scale. Analysis conducted using the PROCESS macro for SPSS version 26 revealed that motivation to learn fully mediates the relationship between transformational leadership and innovative work behavior. However, power distance does not moderate this relationship, either directly or through the motivation to learn. This is due to the fact that the desire to learn and innovate remains effective regardless of hierarchical differences. Thus, no matter how authority is structured within the organization, the crucial factor for fostering innovation is the motivation to learn.

HOW ARE MSMES PERFORMING FOLLOWING THE COVID-19 PANDEMIC? THE ROLE OF MSME ACTORS’ CREATIVE SELF-EFFICACY, DYNAMIC CAPABILITY, AND INNOVATIVE WORK BEHAVIOR

This research aims to analyze the effect of Micro, Small, and Medium Enterprise (MSME) actors’ creative self-efficacy, dynamic capability, and innovative work behavior on the MSME performance. The data was collected through questionnaires distributed to 100 MSMEs spread across several regencies and cities in West Kalimantan Province. Referring to the results of statistical tests, it can be concluded that the MSME actors’ creative self-efficacy has a positive and significant effect on both their innovative work behavior and MSME performance. However, the MSME actors’ dynamic capability only has a positive and significant effect on their innovative work behavior, and not on the MSME performance. In addition, the MSME actors’ innovative work behavior also has a positive and significant effect on the MSME performance. Furthermore, the MSME actors’ innovative behavior is proven to mediate the effect of their creative self-efficacy and dynamic capability on the MSME performance. These findings indicate that the higher the MSME actors’ creative self-efficacy, dynamic capability and innovative work behavior, the higher the MSME performance.JEL: L26, M12, O30.

Psychological Safety and Innovative Work Behavior: Does Socially Responsible Leadership Matter?

Purpose – The present study investigates the relationship between innovative work behavior (IWB) and socially responsible leadership (SRL). The role of psychological safety in this relationship is also further explored in this study.Design/methodology/approach – Data were gathered from Ugandan public universities for this study. For this study, 214 employees were invited to take part. The research hypotheses were evaluated using Processes Macro and Amos.Findings – SRL has been found to effectively improve followers' Innovative work behaviour using data from Ugandan public universities. Furthermore, the primary impact of SRL on IWB of staff in public universities is mediated by psychological safety.Originality/value – This is one of the first studies to look into the relationship between followers' IWB and SRL and the mediating role of psychological safety among employees. Secondly, by investigating the mediation of psychological safety, this study expands our knowledge that binds SRL to IWB. In conclusion, our study draws from data gathered in Uganda and may offer novel perspectives to the predominantly western literature currently in circulation.

The relationship between work environment and employees’ innovative work behaviours: A proposed model

Employees’ innovative work behaviours (IWB) emphasize the multifaceted nature of employee contributions to organizational innovation, encompassing both the ideation stage and the necessary implementation behaviours that translate innovative ideas into tangible performance improvements. Fostering a work environment that encourages and celebrates IWB becomes crucial for organizations seeking to maximize their innovation potential. This study delves into the intricate relationship between work environment, encompassing both its social and physical facets, and IWB. Building upon theoretical foundations in innovation, innovative behaviour, and work environment research, the article presents an analytical framework to unravel the influence of these factors. The proposed framework leverages an integrated approach by combining insights from Affective Events Theory (AET) and Expanded Person-Environment Fit (PEF) theory. This integrated lens posits that IWB are shaped by both the social and physical environment, mediated by innovation trust, with personal innovativeness acting as a moderator. This framework paves the way for further research in the fields of innovation management.

The Influence of Knowledge-Oriented Leadership on Innovative Work Behavior in SMEs with Knowledge Sharing as a Mediator

Micro, Small, and Medium Enterprises (MSMEs) have been one of the business sectors significantly affected by the changes brought about by Covid-19. Many MSMEs have successfully overcome the challenging period of the Covid-19 pandemic. Particularly, leadership patterns focusing on knowledge, or knowledge-oriented leadership, have emerged as one of the key factors for MSME leaders to develop their businesses. In addition to leadership patterns, MSMEs also emphasize innovative work behavior within the workplace environment, complemented by communication systems focused on knowledge sharing. This study examines the relationship between leadership patterns and knowledge-focused communication towards innovative behavior within the workplace environment. The research involved 600 MSME employees scattered across Indonesia. The study utilized Structural Equation Modeling (SEM) with the assistance of SmartPLS in data management processes. The findings of this study indicate that knowledge-oriented leadership significantly and positively impacts the development of innovative work behavior within the MSME workplace environment. Furthermore, knowledge sharing significantly serves as a mediator for the relationship between knowledge-oriented leadership and the enhancement of innovative work behavior within the MSME workplace environment.

How Employee Career Sustainability Affects Innovative Work Behavior under Digitalization

The increasing adoption of cutting-edge technologies, such as cloud computing and machine learning by robots that replace human workers, has posed serious challenges to employees’ career sustainability (CS), affecting their innovative work behavior (IWB). As the digitalization of the workplace continues to progress as normal, further investigations into the relationship between CS and IWB are urgently required. In response, we investigate the relationships among CS, IWB, human capital (HC), and user resistance (UR). Using data collected from 537 employees in Chinese high-tech enterprises, structural equation and regression analyses were performed. Our results reveal that (1) three dimensions of CS (career renewability, career flexibility, and career integrity) are positively related to IWB, while the fourth dimension of CS (career resourcefulness) exerts inverted U-shaped influences on IWB, and (2) there is a significant dual moderating effect between UR and HC on the four dimensions of CS and IWB, with the former demonstrating a negative effect and the latter showing a positive effect. These findings offer valuable insights for global managers and policymakers to more appropriately implement HR practices in this highly competitive international market. Adopting a conservation of resources theory (COR) framework and the Job Demands–Resources model (JD-R), we theoretically elucidate how different dimensions of CS serve as personal resources for IWB in the digitalized context, thereby enriching the literature on innovative behavior and career development.

The Impacts of the Servant Leadership on the Innovative Work Behaviors: Looking at the Role of Public Service Motivation and Employee Engagement

The Impacts of the Servant Leadership on the Innovative Work Behaviors: Looking at the Role of Public Service Motivation and Employee Engagement

Psychological Capital and Innovative Work Behavior in Small and Medium Entrepreneurs

Small and medium entrepreneurs (SMEs) often face challenges in running their businesses. Not a few SMEs have gone bankrupt due to the lack of innovation in running and developing their businesses. This study aims to determine the role of psychological capital in innovative work behaviors of SMEs entrepreneurs. The research method is a quantitative non-experimental, correlational, and cross-sectional design and using simple linear regression analysis. The study included 70 SMEs entrepreneurs from Banjarmasin, South Kalimantan. The results of the analysis show that psychological capital plays a role in increasing the innovative work behavior of SMEs entrepreneurs. The implication of this research is to increase the psychological capital of SMEs entrepreneurs so that they can create innovations in running their businesses and can compete internationally.Pelaku UMKM sering kali menghadapi tantangan dalam menjalankan usahanya. Tidak sedikit UMKM yang bangkrut dikarenakan minimnya inovasi dalam menjalankan dan mengembangkan usahanya. Penelitian ini bertujuan untuk mengetahui peran modal psikologis terhadap perilaku kerja inovatif pelaku UMKM. Metode penelitian yang digunakan adalah kuantitatif non eksperimen dengan desain korelasional dan cross-sectional serta menggunakan analisis regresi linear sederhana. Responden penelitian adalah pelaku UMKM di Banjarmasin, Kalimantan Selatan yang berjumlah 70 orang. Hasil analisis menunjukkan bahwa perilaku kerja inovatif pelaku UMKM dapat ditingkatkan melalui modal psikologis. Implikasi penelitian ini adalah meningkatkan modal psikologis para pelaku UMKM sehingga mereka mampu menciptakan inovasi-inovasi dalam menjalankan usahanya dan bisa bersaing secara internasional.

Research on the Impact of Organization Commitment on Traditional Chinese Medicine University Teachers' Innovative Work Behaviour

As a result of an imbalance of innovation, several countries' increase in productivity has stopped, which is why Education 4.0 promotes development. A world-class system of education that develops outstanding learners and cutting-edge concepts is essential, and talented teachers serve a key role in development—results from the current study on Innovative Work Behaviour (IWB) at Traditional Chinese Medicine University. Professors are discussed online. These research outcomes show that HE institutions significantly impact Organisation Commitment (OC) and IWB, with OC functioning as an initial step towards IWB. The paper intended to provide insight into how Higher Education (HE) institutions in the nation of China employ the principles of Traditional Chinese Medical Education Innovative Work Behaviour (TCMEWB) along with factors that might impact IWB analysis. The medical education on-the-job teachers' TCMEWB is investigated regarding their respective emotions, strengths, and adaptability. Similar to previous studies and current hypotheses, outcomes show that stress and unreasonable assumptions affect the relationship between self-confidence and TCMEWB, with both theoretical and practical impacts. The investigators in the southwest region of China analysed 500 teachers (F=75.5%; M = 24.5% ) and reported that IWB and the impact of OC dramatically improved academic achievement. The results of the study were examined using Multiple Linear Regression (MLR) and SPSS. Studies from the two statistical tests of weight (t-test and analysis of deviation) indicate that the mean OC of teachers at China's Traditional Chinese Medicinal Higher Education Institutions depends on demographic factors such as Experience, Education, and Salary. In order to figure out the level of OC among teachers, investigators evaluated several factors, including emotions, strength, and adaptability. The correlation and coefficients for these factors vary from 0.24 to 0.57.

The Role of Work Environment and Change Resistance on Innovative Work Behavior through Job Satisfaction: Moderating Effects of Emotional and Spiritual Intelligence

This study examined the impact of work environment and resistance to change on employees' innovative work behavior, with job satisfaction as a mediator and emotional and spiritual intelligence as moderators. The population consisted of 85 employees of PT. SBM, using a convenience sampling approach. The results showed that work environment and resistance to change significantly affected innovative work behavior, while job satisfaction had no direct effect but mediated the relationships. Emotional intelligence did not moderate, but spiritual intelligence positively moderated the relationships between work environment, resistance to change and innovative work behavior. These findings provide insights into how organisational factors interact to influence employee innovation.

Is leader humor a discursive resource for predicting innovative behavior? Examining the role of pro-social motivation and personal need for structure in hospitality industry

PurposeThis research aims to extend the research on humorous leadership and the hospitality industry by using the theoretical framework of affective events theory (AET). This research aims to close this gap by recognizing that leaders' humor may inspire pro-social motivation in tourism workers and can harness the ability of employees to offer innovative ideas. The effect of leaders' humor on employees’ pro-social motivation is moderated by the personal need for structure (PNS).Design/methodology/approachA multi-source time-lagged design was employed in this research. The researchers used survey instruments to collect data from frontline employees and their immediate supervisors working in Pakistan’s two- to five-star hotels. The current study considers 279 useable responses and tested them through Hayes process macros.FindingsResults show that humorous leadership has a significant direct impact on the innovative work behavior (IWB) of hotel employees. Pro-social motivation significantly mediates the relationship between humorous leadership and IWB. Further, the PNS significantly buffers the relationship between humorous leadership and pro-social motivation.Practical implicationsFindings are vital for hotel managers to adopt a more flexible leadership style to promote the pro-social motivation and IWBs of hotel employees.Originality/valueThis is one of the first studies to use pro-social motivation to explain the relationship between humorous leadership and creative work behaviors. Employees' individual needs for structure have also been utilized as a novel boundary condition. The results are essential for hotel managers to adopt a more adaptable leadership style to encourage the staff’s pro-social motivation and creative work behaviors.