Innovative Work Behavior Research Articles

Teachers’ autonomy and innovative work behavior: the mediating role of schools’ innovation climate

Teachers’ autonomy and innovative work behavior: the mediating role of schools’ innovation climate

Fostering Innovative Work Behavior to Improve Organizational Performance

Fostering Innovative Work Behavior to Improve Organizational Performance

Unveiling Sustainable Innovative Work Behavior: Scale Development & Microfoundations Investigation

Unveiling Sustainable Innovative Work Behavior: Scale Development & Microfoundations Investigation

Workplace Belongingness and Management Support as Prerequisites for Innovative Work Behavior

Workplace Belongingness and Management Support as Prerequisites for Innovative Work Behavior

The influence of psychological capital on innovative work behavior in islamic bank employees x

Background: In the face of intense business competition, organizations need continuous innovation in technology and services to remain competitive. This study explores how psychological capital—including self-efficacy, optimism, hope, and resilience—influences innovative work behaviour in the Islamic banking sector in Indonesia. This study aims to look at the effect of psychological capital on innovative work behaviors in employees of Bank Syariah X. Method: The sample used in the study was 135 employees working at Bank Syariah X. Innovative Work Behavior was measured using Innovative Work Behavior Indonesia version (2014). Psychological capital was measured using Psychological capital Questionnaire-24 (PCQ-24) (2007) with reliability coefficient 0.87. Findings: The results showed that there are two components of psychological capital that significantly influence the behavior of innovative work, namely self efficacy (β = .33, R2 = .21, p = .00) and hope (β = .21, R2 = .03, p = .00). Conclusion: This suggests that the components of self efficacy was the biggest influence on the innovative work behavior among employees who work at the Bank Syariah X. Novelty/Originality of this study: This research framework provides practical and measurable strategies that can be implemented by HR managers in the Islamic banking sector to drive innovation, improve employee performance, and ultimately enhance organizational competitiveness in the dynamic financial industry.

Relationship between learning agility and innovative work behavior among undergraduate student of University of Indonesia

Background: Previous research has shown that university graduates in Indonesia face significant skill gap and behind from any country, spesifically among ASEAN countries, in term of innovation ability. Innovative ability can be developed for university students with the right variables. Thus, it might help student to focus on their self-development. Method: Quantitative and correlational research conducted to know how learning agility might related to innovative work behavior. Innovative Work Behavioral Scale developed by Janssen (2000) and Learning Agility Assessment Scale, developed and published by Gravett and Caldwell (2016), were used in study. Both scales were adapted and translated so they would fit with the undergraduates’ context. Result: In result, 539 of minimum Second year/3rd semester University Indonesia students were chosen. The statistics analysis technique used for hypothesis testing was Pearson’s Correlation. The result showed that learning agility is positively correlated with the innovative work behavior, r(537) = 0,61, p < 0,001. Conclusion: After this study, the result might be used as one of the references for university to develop program where student could develop their learning agility and become more innovative. Novelty/Originality of this study: This study reveals a significant relationship between learning agility and innovative work behaviour among Indonesian students, providing new insights into developing innovation capabilities at the higher education level. The findings offer an empirical basis for universities to design programs that enhance graduate competitiveness in the ASEAN context.

Transformational Leadership and Innovative Work Behavior: The Mediation-Moderation Model of Ambidextrous Culture

Transformational Leadership and Innovative Work Behavior: The Mediation-Moderation Model of Ambidextrous Culture

Psychological contract fulfilment and innovative work behaviour: A mediated moderation model of work engagement and social support

This paper aims to research the impact of psychological contract fulfilment on employee innovative work behaviour, and the mediating role of work engagement and the moderating role of social support. A quantitative analysis was adopted to address in research. Two-wave data were collected from 332 respondents working in China. Hierarchical regression analyses were conducted to assess the proposed hypotheses. Results revealed that psychological contract fulfilment positively impacted innovative work behaviour. In addition, engagement partially mediated the relationship between psychological contract fulfilment and innovative work behaviour. Furthermore, the findings suggest that social support moderates the relationship between work engagement and innovative work behaviour, and, in turn, moderates the indirect effect of psychological contract fulfilment on innovative work behaviour through work engagement. This research extends the generalizability of findings in the psychological contract literature. The results bear significant implications for the management of employees’ innovative work behaviour.

Strengthening Person Organization Fit and Innovative Work Behavior Through Psychological Capital and Leader-Member Exchange

This study investigates the interrelationships among Psychological Capital, Leader-Member Exchange (LMX), Person-Organization Fit (POF), and Innovative Work Behavior (IWB) within the context of the construction industry in Makassar. The research aims to determine the direct and indirect effects of Psychological Capital and LMX on POF and, subsequently, on IWB among employees. Specifically, the study poses the following research questions: (1) Does Psychological Capital influence Person-Organization Fit among construction company employees? (2) What is the impact of Leader-Member Exchange on Person-Organization Fit in this setting? (3) How do Psychological Capital and Leader-Member Exchange directly affect Innovative Work Behavior? (4) Do Psychological Capital and Leader-Member Exchange indirectly influence Innovative Work Behavior through Person-Organization Fit? The significance of this research lies in its potential to enhance understanding of key human resource constructs and their interplay, which could inform the development of HR management practices. Moreover, the findings are expected to provide actionable insights for construction companies aiming to foster a culture of innovation among their workforce. The methodology encompasses the collection of primary data from 397 employees across various construction companies, employing proportional stratified random sampling to select 199 respondents based on the Slovin Formula with a 5% precision level. Path analysis is conducted using the AMOS 24 software to analyze the data. The anticipated outcomes of this research include the establishment of significant relationships between Psychological Capital and both Person-Organization Fit and Innovative Work Behavior, as well as between Leader-Member Exchange and Person-Organization Fit. Furthermore, the study seeks to explore whether Psychological Capital and Leader-Member Exchange can enhance Innovative Work Behavior mediated by Person-Organization Fit. The results aim to contribute both theoretically to academic discourse and practically as a resource for organizational development in the construction sector.

PENGARUH KEPEMIMPINAN DIGITAL PADA KEUNGGULAN BERSAING GENERASI Z JAWA TENGAH

Digital Leadership which able to accommodate current digital activities, is one of the variables that can build competitive advantage. The aims of this research is to test the influence of digital leadership in competitive advantage on generation Z. The hypothesis testing method uses simple linear regression because it only has one independent variable, Digital Leadership, which is then tested on the dependent variable, Competitive Advantage. The results obtained show that Digital Leadership has a significant positive influence on Competitive Advantage. In future research, the author suggests that testing needs to add other independent variables, such as innovative work behavior.

The effect of managerial coaching on psychological capital and the effect of psychological capital on innovative work behavior and thriving at work

The effect of managerial coaching on psychological capital and the effect of psychological capital on innovative work behavior and thriving at work

Impact of TOC (Teacher Organizational Commitment) and VTLE (Virtual Teaching Learning Environment) on Teachers' Innovative Work Behavior (TIWB) Influencing ICT Skills and Employees Creativity

The use of technology in education has challenged traditional paradigms of teaching and learning, resulting in instructor adaptability and creativity. The rapid advancement of digitalization has resulted in an unparalleled array of tools and platforms that educators can employ to augment the learning process. Consequently, the objective of this study was to examine the relationships among teacher organizational commitment (TOC), teachers' innovative work behavior (TIWB), virtual teaching-learning environments (VTLE), employee creativity and ICT abilities. It also explored how technology readiness and virtual integration play a moderating influence. A quantitative study approach was used, with a broad sample of teachers from various educational institutions participating. Data was collected from 502 teachers using validated self-report surveys that measured the dimensions under research. The variables' relationships were examined using structural equation modeling. The results showed that teacher organizational commitment and creative work behavior are positively correlated. Virtual teaching-learning environments were discovered to have a considerable impact on innovative work behavior. ICT skills and employee creativity strongly were associated with innovative work behavior. Furthermore, virtual integration and technological readiness were recognized as important moderators that shape the interactions between commitment, virtual environments, innovation, and creativity. This study advances our understanding of the interactions between technology, commitment, innovation, and virtual worlds in influencing instructors' behavior. It emphasizes the significance of dedication and technological integration in promoting innovative teaching techniques. The study provides guidance for educators, educational organizations, and legislators who want to improve education in the digital era.

Good tools are essential to do the job: A study of impact of digital competencies on innovative work behavior of Chinese remote work employees

Good tools are essential to do the job: A study of impact of digital competencies on innovative work behavior of Chinese remote work employees

Effect of team-member exchange on team innovative work behavior: a chained double mediation model

Effect of team-member exchange on team innovative work behavior: a chained double mediation model

Impact of Abusive Supervision on Innovative Work Behavior in Turkey: Who Is More Affected?

Researchers have focused on the dark side of managers in recent years, wherein studies discuss the effects of abusive supervision styles on employees and organizations. This research aims to elucidate the influence of abusive supervision on innovative work behaviors of new and former employees. The study focuses on two different employee characteristics. The first group includes the employees with a two-year or less tenure. The second group includes employees with a five-year or more tenure. A simple random sampling technique is used to determine the sample. The research sample includes 345 employees in a manufacturing firm in Istanbul, Turkey. According to regression analysis results, abusive supervision negatively affects innovative work behavior. In addition, abusive supervision affects the innovative work behaviors of new employees more than those of former employees. The findings are consistent with the social exchange theory, conservation of resources theory, and power approach. The research findings are important in demonstrating how destructive abusive supervision affects new employees. In conclusion, suggestions are presented for companies, managers, and researchers.

The moderating role of ethical awareness in the relationship between nurses’ artificial intelligence perceptions, attitudes, and innovative work behavior: a cross-sectional study

BackgroundArtificial intelligence is rapidly advancing and being integrated into healthcare, potentially revolutionizing patient care and improving outcomes by leveraging large datasets and complex algorithms.AimInvestigate the moderating role of ethical awareness between nurses’ artificial intelligence perceptions, attitudes, and innovative work behaviors.Design and MethodsA cross-sectional descriptive correlational design adhering to STROBE guidelines. A non-probability convenience sample of 415 Alexandria Main University Hospital nurses was analyzed. Statistical methods included one-way ANOVA, the student t-test, and the Pearson coefficient, with results evaluated for significance at the 5% level and internal consistency assessed via Cronbach’s α. Linear regression assessed the predicting and moderating effect between ethical awareness, nurses’ artificial intelligence perceptions, attitudes, and innovative work behavior. The perceptions of using the Artificial Intelligence Scale, general attitudes towards the Artificial Intelligence Scale, ethical awareness of Using Artificial Intelligence, and the Employee Innovative Behavior Scale were used to respond to the research aim.ResultsThe study revealed that perception of AI use among nurses has a mean score of 50.25 (SD = 3.49), attitudes towards AI have a mean score of 71.40 (SD = 4.98), ethical awareness regarding AI use shows a mean score of 43.85 (SD = 3.39), and nurses innovative behavior exhibits a mean score of 83.63 (SD = 5.22). Attitude and ethical awareness were statistically significant predictors of innovation. Specifically, for every one-unit increase in attitude, innovative work behaviors increase by 1.796 units (p = 0.001), and for every one-unit increase in ethical awareness, innovative work behaviors increase by 2.567 units (p = 0.013). The interaction effects between perception, ethical awareness, attitude, and ethical awareness were also examined. Only the interaction between attitude and ethical awareness was found to be significant (p = 0.002), suggesting that the effect of attitude on innovative work behaviors depends on the level of ethical awareness. In other words, ethical awareness moderates the relationship between attitudes and innovative work behaviors rather than perception and innovation.ConclusionThere is a statistically significant correlation between attitude, ethical awareness, and creativity, highlighting that ethical awareness moderates the relationship between attitudes and innovative work behaviors. These findings emphasize the importance of ethical awareness in fostering positive attitudes towards AI and enhancing innovative practices in nursing, ultimately contributing to nurses’ well-being.

Fostering Innovative Work Behaviour of Public Sector Employees: A Nominal Group Technique

Innovative work behaviour has received significant attention in research that benefits individuals, groups and organisations. However, factors that affect innovative work behaviour, specifically among public sector employees, are rarely studied. Hence, this paper proposes solutions to increase innovative work behaviour using the Nominal Group Technique (NGT). The experts provided an overview of 11 potential solutions to enhance the public sector employee's innovative work behaviour. The NGT approach facilitated the quick and readily validation of literature elements that experts subsequently discussed and voted on. This paper references future studies on human resource management and practices.

The Influence Of Agile Leadership, Innovative Work Behavior And Organizational Commitment Through Work Productivity On Institutional Performance In The Industrial Era 4.0 (Case Study At Lp3i Jakarta Polytechnic)

Digital revolution and the era of technological disruption are other terms for industry 4.0. One of the unique characteristics of industry 4.0 is the application of artificial intelligence (Tjandrawinata, 2016). Agile leadership is a leadership style that is much needed in this modern era. Technological disruption, global economic turmoil, and climate change, make the challenges of the current era increasingly complex. Innovative Work Behavior describes the behavior of a series of employee activities that implement and conduct exploration in the Company in order to improve the performance of employees and the company where they work. Organizational commitment is also an important factor in organizations. Organizational commitment is a condition of employees who side with the organization with goals that are in accordance with the organization's vision and mission and continue to remain as employees in the company. The population of this research are leaders in the Structural Directorate and Campus of the LP3I Jakarta Polytechnic. This research sample has 5 (five) variables and has 21 indicators, so based on the opinion (Hair et al, 2014) above, a sample of 7 x 21 or the same as 147 is needed, so based on the calculation above the number of samples that will be taken is 147 respondents. The data analysis technique uses SEM-Partial Least Square (PLS). The results of this research show that Agile Leadership, Innovative Work Behavior, Organizational Commitment have a significant influence on the Performance of the LP3I Jakarta Polytechnic Institution. The Agile Leadership variable has a significant effect on the Performance of the LP3I Jakarta Polytechnic Institution through Work Productivity; Innovative Work Behavior has a significant effect on the Performance of the LP3I Jakarta Polytechnic Institution through Work Productivity; Organizational Commitment has a significant influence on the Performance of the LP3I Jakarta Polytechnic Institution through Work Productivity.

Perceived organizational support for the employee engagement of MSMEs with dual mediating effects of innovative work behavior and emotional intelligence

In India, particularly in MSMEs, a strong emphasis is placed on maintaining employee engagement to ensure an organization's success. This study examines how workplace assistance affects employees' effective company participation. This research proposes studying innovation work behaviour (IWB) and emotional intelligence as mediating variables. These factors influence employee satisfaction (ES) and organizational effectiveness (OE). A few years ago, "employee engagement" was essentially unimportant. Today, it defines a considerable organization's success or failure. Then, the structural features including the POS which is vital to functionality, are examined. This research was deepened by the convenient direct sampling of 300 Indian SME employees. This analysis revealed the odd and multifaceted features of the situation. This remark makes sense if organic POS is a system of BWI and EI interactions. They relate to linking BWI and EI. Many employees who find their organizations supportive have greater job engagement. An individual's sphere of influence and impact range is limited to their comprehension of the environment or commercial entrepreneurship; thus, he or she always has high emotional intelligence. Adhering to our leader's ideas has helped us feel like a team and achieve more while enhancing our time management, responsibility, and competitiveness. Funding institutions must recognize and prevent factual disclosure in their complicated structures. This study scrutinizes the complex bonds among emotional intelligence (EI), intrapreneurial behaviour (IB), and organizational efficiency in India's burgeoning MSME sector. Previous research should have shown that these two aspects are linked. This inquiry into the interaction between these two factors will expand the investigation's results. The following research emphasizes the importance of organizational support in MSME operations. We enjoy life by mixing numerous things, even though it is essential. This reveals that creativity, emotional intelligence, and job creation require help. MSMEs can contribute to the sustainable development goals (SDGs) and gain a competitive edge by developing a knowledge system to address environmental uncertainties.

Taking Science Fiction seriously: Unveiling its relationship with employee’s Innovative Work Behavior

While existing literature acknowledges the role of science fiction in foreseeing technological advancements, a notable gap persists in understanding the underlying factors that drive or hinder individuals from the intention to generate and promote ideas gathered through science fiction. Our research model aims to shed novel light on what factors influence employees’ propensity to generate and promote ideas inspired by science fiction, through the lenses of institutional theory. Purposefully, we frame science fiction methodologies inside the Innovative Work Behavior discourse, as science fiction could be a fruitful tool to generate and promote ideas, and we investigate the interplay of rational and institutional influences on such behaviors. The findings provide valuable insights that can be leveraged to design and implement effective methodologies within organizational settings. Our study, based on data from 480 employees, employs Structural Equation Modeling to reveal the pivotal role of normative influence in idea generation, while idea promotion exhibits a robust association with cultural-cognitive influence, pinpointing the dual phase of science fiction methodologies.