Innovative Work Research Articles

Beyond a buzzword: the agile mindset as a new research construct in organizational psychology

PurposePrevious research on agility has focused on investigating agile practices as external structures (e.g. Scrum, Kanban) that make people do agile. A new line of research is increasingly examining internal structures (e.g. mindsets, attitudes) that cause people to be agile. The purpose of this study is to critically evaluate the agile mindset as a new construct in psychological research.Design/methodology/approachThis two-wave study (N = 411) examined the agile mindset’s factorial, discriminant, and incremental validity. The authors tested whether the agile mindset adds predictive value for occupational behavior (performance and innovative work behavior) and well-being at work (vigor and emotional exhaustion), above well-established internal dispositions, namely core self-evaluation, proactive personality, and prevention vs promotion focus.FindingsThe results indicate that the agile mindset positively predicts performance and innovative work behavior beyond core self-evaluation, proactive personality, and prevention vs promotion focus. Concerning well-being, only positive effects for vigor were found in comparison with prevention vs promotion focus.Practical implicationsThe findings are useful for organizations looking to improve their agility to increase competitiveness in complex environments.Originality/valueThis study underscores the importance of further exploration into the agile mindset, emphasizing its significance in organizational psychology.

What Happens to Unused Symptom Response Kits in the Community: A Narrative Review.

Introduction: It is a common practice in Ontario to prescribe patients with advanced life-limiting illness a Symptom Response Kit (SRK), an emergency medication and medical supply kit, to manage distressing symptoms in the community toward the end of life (EOL). These are hugely beneficial to patients; however, the medications included have high risk profiles, and there is no uniform procedure in place for the return or disposal of SRKs. This narrative review aims to identify what happens to unused SRKs when no longer needed. Methodology: The literature search was conducted on Medline Ovid, Embase, and CINAHL databases in early 2022 and re-conducted from 2022 to September 15, 2023. Ontario Health at Home (OHAH) websites were also searched in early 2022 and again in January 2024. We included conference abstracts, systematic reviews, scoping reviews, and clinical trials published in the English language that discussed the use of SRK (or equivalent) in community palliative care. Results: Twenty-six studies were included, 12 (46.2%) of which originated from the United States and 3 (11.5%) from Canada. Few studies (34.6%) discussed safety. One study provided instructions given to patients and families regarding return or disposal of unused kits. There was no consistent terminology for SRKs in studies or throughout OHAH organization websites. Three OHAH organizations' websites had instructions available on procedures for disposal or return of unused kits. Conclusions: There is a paucity of research on the use of SRK, although the practice is common. There is no consensus on SRK terminology and no studies evaluating the return or safe disposal of SRKs in the community when no longer needed. Future work should establish safety regulations, disposal monitoring, supervision of use, and terminology standardization. OHAH organizations provincially are conducting innovative work in this area.

Transformational leadership: A poor fit for proactive employees in a quick-commerce context

Orientation: As quick-commerce emerges as an evolving extension within the broader e-commerce landscape, it requires a deeper understanding of how to effectively manage employees to sustain continuous innovation. Implementing appropriate leadership practices has been shown to promote the development of employees from varied backgrounds and personalities, thereby enhancing innovation and driving organisational success.Research purpose: This study explored how transformational leadership influences the relationship between employees with proactive personality and the frequencies of innovative work behaviour (IWB) within a quick-commerce organisation, offering insights for organisations to enhance team performance.Motivation for the study: Quick-commerce organisations present novel work processes and environments. This research examines how to effectively translate and implement appropriate leadership approaches that sustain IWB in these dynamic settings.Research approach/design and method: Online questionnaires were utilised for data collection involving 200 employees working at a quick-commerce organisation. This quantitative research approach utilised SEM-PLS (Structural Equation Modelling Partial Least Squares) to conduct moderation analysis on processed data.Main findings: The analysis indicated that proactive personality had a significant positive effect on IWB, whereas transformational leadership was found to negatively moderate the relationship between proactive personality and IWB.Practical/managerial implications: The transformational leadership approach is not well-suited for encouraging employees with proactive personalities to engage in innovative behaviour within a quick-commerce environment.Contribution/value-add: The study shows that transformational leadership is not necessarily the best leadership approach for stimulating IWB in a quick-commerce context, potentially opening the door for further exploration and discussion on this topic.

The Effect of Work Involvement on Work Performance, the Role of Citizenship Behaviour Mediation and Innovation Capabilities and Government Support Moderation in Baznas of West Kalimantan Province

The increasing complexity of business competition has forced almost all organizations to place human resources as an important instrument for improve the quality of products and services. Innovation capability, government support and work performance is an important factor that is suspected to affect the optimal collection of zakat funds from muzaki. Even though innovation has been carried out digital related to zakat socialization and BAZNAS fundraising, but the performance of collecting Zakat funds have not been optimal, which is marked by the low participation and awareness of the muzaki to distribute zakat, infaq and shadaqah. Low engagement employees, poor Organizational Citizenship Behavior, and low The ability to innovate and the lack of government support are suspected to have contributed to to this problem. This study uses a correlational method with Quantitative approach, samples were drawn by a stratified random method of 284 from 580 population of West Kalimantan BAZNAS employees. Data analysis using SEM-PLS. The results of the study show that Work Engagement has an influence significant positive on Organizational Citizenship Behavior and Job Performance, either directly or indirectly. Perception of Government Support, Although important, it does not function effectively as a moderation variable in the relationship between Innovation Capability Perception and Job Performance. Implication: These findings contribute to the literature on zakat management and the non-profit, providing new insights into how internal factors and externals contribute to the effectiveness of the organization. In addition, these results trigger the need for theoretical and managerial revisons, particularly in the context of effectiveness government support as a moderation variable. Limitations: This study is limited in a specific geographical and organizational context, namely BAZNAS in Kalimantan Province West, and does not include other variables that may be influential, such as culture organization or leadership. In addition, cross-time research limits the ability to make causal inferences or identify trends over time.

Impact of Inclusive Leadership on Innovative Work Behavior with Mediating Role of Work Engagement and Moderating Role of Perceived Job Autonomy

This study aims to investigate the effect of inclusive leadership on innovative work behavior in the field of education. It was hypothesized that inclusive leadership will positively affect innovative work behavior, which will be mediated by work engagement and moderated by perceived job autonomy. A sample of workers is drawn from public educational institutions in Rawalpindi and Islamabad. A total of 300 samples participated in a questionnaire survey, the results of which were utilized to analyze the final data. Online surveys were used to get information from public sector workers. In this research, a non-probability sampling method is used. The imbalance between productivity, learning rate, quality, and performance is Pakistan's biggest problem. Our education system should support inclusive leadership. Because of authoritarian leadership, employees face numerous challenges and problems, and their creativity is harmed in this way, so in the context of Pakistan, this study has a significant impact. So, in employees' creativity, leadership plays a vital role, specifically inclusive leadership, and this research helps to understand this relationship. The idea of this research is unique: to understand the relationship between inclusive leadership and creativity so that organizations would be able to survive in a more complex environment. This research has a few limitations as well. The first limitation is that not all of them should have been included in this research. Small sample size is the second limitation, as data is collected only from one source. Cross-sectional data was the third limitation. The fourth limitation is that not all aspects of perceived job autonomy were used. Strategies that not only promote and elevate employee engagement but also make it a regular part of work should be put into place by organizations. Executives ought to recognize each worker's capacity for creativity.

The innovation of engineering project management in the context of big data

ABSTRACT With the development of China’s economy and society, the society continues to move forward. Related to this, the scale of China’s engineering construction is also increasing. With the development of the times and the continuous growth of demand, the complexity and specialisation of engineering projects continue to improve. This has put forward more stringent requirements for the construction of engineering projects. As the traditional engineering project construction management in China, the innovation is mainly through the practice of construction projects and the research of the engineering problems that arise. So, in today’s environment of big data background, the innovation of construction project management is to combine with the actual situation of construction projects, from the construction characteristics of the project, using a variety of advanced scientific technology, for the project data collection, calculation and storage applications and other aspects of optimisation and innovation, so that more convenient to achieve The modern construction engineering project management innovation work of diversified needs, for the final completion of the entire construction project can be expected to provide a strong guarantee and support the comprehensive benefits of the goal. The results show that our innovative scheme outperforms other comparative methods and achieves a 23% improvement in project management efficiency.

Maurice Elvey and Hindle Wakes: ‘the greatest English play ever written’

ABSTRACT Maurice Elvey (1887–1967) was Britain’s most prolific filmmaker, with a long career lasting over 40 years, yet little critical attention has been paid to his work. He was a significant figure in the British film trade, particularly in the 1910s and 1920s, operating in a fast growing but financially challenged industry that faced overwhelming competition from the United States. Before turning his attention to film, Elvey worked in the theatre, taking small roles in mainstream productions, and later gaining the confidence to stage more innovative work. His radical theatrical experiments of the early 1910s were not replicated in his films, where he tended to focus on adaptations of popular melodramas, songs, paintings, and biographies. However, his two adaptations of Stanley Houghton’s Hindle Wakes (1912), which he considered to be ‘the greatest English play ever written’, provide a tangible link between his theatrical and filmmaking careers. This article outlines Elvey’s early experiments with radical theatre, in which he was active around the same time as the first staging of Hindle Wakes; explores his persistence in staging controversial subjects; and suggests that Houghton’s play provided a suitable vehicle for retaining some of that controversy once Elvey was established as a filmmaker. It also offers a close analysis of both Elvey’s lost 1918 film adaptation, based on surviving evidence, and his second 1927 version, which he named as one of the handful of his 1920s films worthy of preservation.

Impact of Expatriate Well-being on Innovative Work Behaviour with Mediating Role of Expatriate Engagement

This research examines the influence of expatriate wellbeing on innovative work behavior with specific reference to the moderating effects of expatriate engagement. The study further evaluates the negative impact of human capital flight due to skilled workers’ migration and the positive impact of remittances on Pakistan’s current account. Essentially, the study seeks to help elucidate how the innovation of expatriates can be fully utilised and the impact of emigration on the socio-economic subsystems of the originating societies with reference to Pakistani expatriates. In this regard, a quantitative research method was adopted, and questions were generated by Google to administer questionnaires from 470 Pakistani expatriates working in Western countries. The study applied descriptive analysis, correlation, reliability, Validity as well as hypothesis testing using SPSS and AMOS. Expatriate shows that well-being has a positive and significant relationship with innovative work behavior and expatriate engagement has a mediating role on the relationship. For the expatriates to be innovative, high well-being and engagement were suggested to be vital. The study therefore underscores the need to intervene and support expatriates for them to have a positive impact on innovation in organizations that host them. Such revelations are invaluable in designing interventions geared towards SDG 8 (decent work and economic growth), and SDG 10 (reducing inequality) bearing in mind brain drain. The study lacks generalization due to its sample which was restricted to Pakistani expatriates living in Western countries and the use of cross-sectional design. Another limitation involves self-reporting and the elimination of potential other influences, which could be cultural, as well. Subsequent studies should involve expatriates from different nations, use cross-sectional designs, and consider other factors such as organizational support and cultural dissimilarity to provide comprehensive knowledge of expatriates’ nuanced dynamics of innovation.

Building an innovative climate: The impact of leadership and well-being on innovative work behavior in educational settings

Innovative work behavior is important for organizational success, influenced by leadership, engagement, and creativity. Principals lead by creating an innovative climate, leveraging technology, and encouraging student ideas. Employee innovative behavior is key to driving organizational innovation. Research shows that factors such as self-efficacy, empowering leadership, and well-being play an important role in enhancing innovative behavior, which in turn can improve the quality of education and the work environment. This study examines the effect of empowering leadership on teacher innovation, highlighting the mediating role of self-efficacy and its interaction with well-being. This study uses a quantitative approach with a moderated survey design. The sample in this study consisted of 165 respondents, namely certified civil servant teachers at public junior high schools throughout Kediri Regency, taken using the Slovin method with a margin of error of 0.075. The research procedure includes testing data quality through validity and reliability using Smart PLS. Validity is tested with Pearson Correlation (>0.138) and reliability with Cronbach Alpha (>0.400). Convergent validity and AVE are also tested to ensure the measuring instrument is effective. Discriminant validity, inner model, and hypothesis testing using T-table (>1.96) are important steps. The results are expected to provide in-depth insights into teaching innovation and recommendations to improve the motivation and teaching practices of civil servant teachers in public junior high schools. This study aims to create a productive and innovative learning atmosphere. This study shows that Empowering Leadership (X2) has no significant effect on Innovative Work Behavior (Y) with Original Sample (O) = -0.037, T = 1.014, and P = 0.311. In contrast, Work Self-Efficacy (X1) shows a strong positive effect with O = 0.593, T = 9.233, and P = 0.000. The interaction between Empowering Leadership (X2) and Wellbeing (M) is not significant (O = 0.011, T = 0.386, P = 0.700), and the direct impact of Wellbeing (M) on innovation is also not visible (O = 0.020, T = 0.576, P = 0.565). However, Work Self-Efficacy (X1) significantly affects Innovative Work Behavior (Y) with a value of O = 0.964, T = 52.013, and P = 0.000. The interaction between Work Self-Efficacy (X1) and Wellbeing (M) is also not significant (O = 0.015, T = 0.606, P = 0.545). The mediation path shows that Work Self-Efficacy (X1) significantly mediates the relationship between Empowering Leadership (X2) and Innovative Work Behavior (Y) with a value of O = 0.571, T = 8.746, and P = 0.000. This study suggests the development of Work Self-Efficacy among civil servant teachers of junior high schools in Kediri Regency to improve innovation.

High performance work practices for innovative work behavior: mediating effect of workplace support and job embeddedness in IT-based service industry

High performance work practices for innovative work behavior: mediating effect of workplace support and job embeddedness in IT-based service industry

Scene reconstruction techniques for autonomous driving: a review of 3D Gaussian splatting

As the latest research result of the explicit radiated field technology, 3D Gaussian Splatting (3D GS) replaces the implicit expression represented by Neural Radiated Field (NeRF) and has become the hottest research direction in 3D scene reconstruction. Given the innovative work and vigorous development of 3D GS in autonomous driving, this paper comprehensively reviews and summarizes the existing related research to showcase the evolution of the 3D GS technology and possible future development directions. First, the overall research background of 3D GS is introduced based on two aspects 3D scene reconstruction methods and 3D GS research progress. Second, the relevant knowledge points of 3D GS and the core formulas to clarify the mathematical mechanism of 3D GS are presented. Third, the primary applications of the 3D scene reconstruction technology based on 3D GS in automatic driving are presented through new perspective synthesis, scene understanding, and simultaneous localization and map building (SLAM). Finally, the research frontier directions of 3D GS in autonomous driving are described, including structure optimization, 4D scene reconstruction, and cross-domain research. This paper may provide an effective and convenient pathway for researchers to understand, explore, apply this novel research method, and promote the development and application of 3D GS in automatic driving.

Innovative Work Behavior in Response to Technology Readiness: The Role of Career Adaptability in the Ghanaian Public Sector

Background: In an era where technological advancements are reshaping the global workforce, understanding the dynamics of technology adoption within the public sector becomes paramount. This study examines how employees in the Ghanaian public sector respond to technology readiness (TR) in terms of their career adaptability (CA) and innovative work behavior (IWB). The uniqueness of this research lies in its empirical investigation of how TR’s motivational and inhibitory dimensions influence CA and, subsequently, IWB, within a context marked by rapid digital transformation. This study is essential due to the key role of Ghana’s public sector employees in national development, especially with ongoing digitization. It fills a research gap by assessing how these employees’ psychological readiness for technology affects their careers and innovation. Method: The study used a cross-sectional survey design and collected data from 484 public sector employees and their supervisors. Partial least squares structural equation modeling (PLS-SEM) was used to test the hypotheses. Results: Findings reveal that optimism, insecurity, and discomfort — components of TR — exert a significant influence on CA, which in turn fosters IWB. Interestingly, innovativeness did not predict CA, suggesting a nuanced interplay between TR dimensions and adaptability. Implications: By elucidating the factors that drive CA and IWB in response to TR, this study offers valuable insights for policymakers and organizational leaders seeking to enhance employee adaptability and innovation amidst technological changes. It underscores the importance of nurturing an optimistic and secure technological environment to cultivate a resilient and forward-thinking public sector workforce. Originality/Value: This study pioneers the exploration of TR’s impact on CA and IWB, utilizing the career construction model of adaptation as a theoretical lens. The findings provide actionable strategies for bolstering the public sector’s technological and innovative capacity, informed by the empirical evidence from the surveyed sample.

Job Insecurity Mediates the Influence of Organizational Culture on Innovative Work Behavior among Manufacturing Employees in Achieving Sustainable Development Goals

Today's professional world is moving towards increasing productivity by involving technological developments in the workplace. With technology, employees are required to do things that current technology cannot do, such as providing innovation. Innovative work behavior is behavior that employees are expected to be able to carry out in order to survive in the world of work. This research aims to examine the relationship between organizational culture and innovative work behavior and the role of job insecurity in this relationship. This research uses quantitative correlational methods. A total of 144 manufacturing employees in Surabaya were involved as respondents in this research. The analytical technique used for analysis is mediation analysis and Spearman's rho correlation. The research results show that job insecurity is able to mediate the relationship between organizational culture and innovative work behavior. There is a positive relationship between organizational culture, job insecurity, and innovative work behavior.

THE role of Artificial Intelligence in industry 5.0: Enhancing human-machine collaboration

The emergence of Industry 5.0 marks a transformative shift in the manufacturing landscape, emphasizing a synergistic relationship between humans and machines. This paper explores the pivotal role of Artificial Intelligence (AI) in enhancing human-machine collaboration within this paradigm. By leveraging AI technologies, industries can foster a more personalized, efficient, and innovative work environment. AI systems facilitate seamless communication and decision-making processes, thereby augmenting human capabilities rather than replacing them. This collaboration allows for the optimization of workflows, reduction of operational risks, and enhancement of product quality through advanced predictive analytics and real-time data processing. Furthermore, the integration of AI in Industry 5.0 supports sustainability initiatives by minimizing waste and energy consumption, aligning with the global push for greener manufacturing practices. Case studies demonstrate the successful implementation of AI-driven solutions across various sectors, showcasing improvements in productivity and employee satisfaction. As Industry 5.0 continues to evolve, the interplay between AI and human labour will redefine traditional roles, empowering workers with augmented intelligence tools. The findings indicate that embracing AI not only enhances operational efficiency but also contributes to a more resilient and adaptive workforce. Ultimately, this paper posits that the future of industry lies in the harmonious collaboration between human intellect and artificial intelligence, which together will drive innovation, productivity, and sustainable practices in the manufacturing sector.

Analysis of influencing factors on cognition of organizational innovation climate among clinical nurses in China.

Establishing a positive organizational innovation climate can enhance nurses' innovative performance and work quality. This study aims to explore the cognitive status and influencing factors of the organizational innovation climate among clinical nurses. The findings of this study will provide a scientific basis for developing innovative nursing talent teams and strengthening innovative management. This is a cross-sectional study. From July 2024 to September 2024, we conducted a paper questionnaire survey of 210 clinical nurses in 3 tertiary hospitals in China. Participants self-reported on general demographic questionnaires and organizational innovation climate scales. The collected data were analyzed using various statistical methods, including descriptive analysis, independent sample t-tests, one-way analysis of variance (ANOVA) tests, and multiple linear regression analysis. Multicollinearity was tested using the variance inflation factor and tolerance test. All analyses were performed using the SPSS software (version 26.0). P < .05 indicated that the difference was statistically significant. In this study, the score for organizational innovation climate among 210 clinical nurses was (73.70 ± 9.25). Organizational innovation incentive was the dimension having the highest score. Resource supply was the dimension having the lowest score. Multiple regression analysis showed that gender, highest education level, years of work experience, position, job satisfaction, and academic conference participation experience were the main factors influencing clinical nurses' cognition of the organizational innovation climate (P < .05). In this study, the cognitive level of nurses' organizational innovation climate was moderate level. To improve this level, nursing managers should develop targeted intervention measures for various influencing factors. It is recommended that nursing managers strategically integrate scientific research innovation training into their vocational training programs to stimulate nurses' innovation consciousness and improve the quality of clinical nursing services.

Exploring the Role of Knowledge Sharing in Enhancing Innovative Work Behavior in Small Medium-sized Industries

This study investigates the impact of transformational leadership on innovative work behavior, with a focus on the mediating role of knowledge sharing. Data were collected through a questionnaire administered to 126 respondents from small and medium-sized export industries in Bali. The data were analyzed using SmartPLS 3.2.9. The findings indicate that transformational leadership has a significant effect on innovative work behavior. Furthermore, knowledge sharing serves as a mediator between transformational leadership and innovative work behavior. The study acknowledges limitations, such as potential bias from self-assessment methods. The implications suggest that leaders in small and medium-sized industries should gain a deeper understanding of the relationships between these variables and the mediating mechanisms involved. This information can be valuable for enhancing leadership performance and fostering innovative work behavior in these industries. Theoretically, this study contributes to the understanding of how leadership styles can enhance organizational behavior, particularly in promoting innovative work behavior.

The Effect of Collaborative Learning Service Quality on the Innovative Work Behavior of High-Tech Engineers

The Effect of Collaborative Learning Service Quality on the Innovative Work Behavior of High-Tech Engineers

THE ROLE OF INDIVIDUAL CREATIVE MEDIATION IN INNOVATIVE WORK BEHAVIOR TOWARDS SERVICE PERFORMANCE

Public Service is a benchmark for the success of the concept of good governance. Efforts to realize good governance can only be done if there is a balance between the three pillars, namely the government sector, the private sector, and the community that are mutually sustainable in the management of natural resources, the environment, social, and the economy. This study aims to determine and analyze the effect of innovative work behavior on Service performance by analyzing the role of individual creativity as a mediator. The study used a quantitative approach with a case method by collecting data from 87 respondents. The analysis technique used in this study was descriptive analysis and statistical analysis using SmartPLS (Partial Least Square) 3.0 software. The results of the study found that innovative work behavior has a significant relationship with service performance at the Population and Civil Registration Service of Pekanbaru City. Employees who are active in creating new ideas and implementing innovative solutions tend to provide better services to the community. Individual creativity is proven to mediate the relationship between Innovative work behavior and service performance. This means that an individual's ability to generate new ideas and creative solutions not only improves their innovative work practices, but also directly improves the quality and effectiveness of the services they provide.

THE IMPACT OF ENTERPRENURIAL LEADERSHIP ON INNOVATIVE WORK BEHAVIOR USING CREATIVE PROCESS ENGAGEMENT MEDIATION IN PAMEKASAN DISTRICT MSMEs

The aim of this research is to further investigate the relationship between leadership and innovative work behavior by using the mediating role of creative process engagement in Pamekasan Regency MSMEs. This research uses food and beverage MSMEs in Pamekasan Regency as research objects. Determining the sample size for this study used a purposive sampling technique with a sample of 200 respondents. The data collection method uses a questionnaire, the data is analyzed using PLS-SEM. The research results show that entrepreneurial leadership and creative process engagement have an influence on innovative work behavior. Apart from that, creative self-efficacy and creative process engagement can mediate the influence between entrepreneurial leadership and innovative work behavior.

Technological distinct capabilities and innovative work behavior of Omani technopreneurs: influences of strategic flexibility and self-efficacy

PurposeThis study aims to investigate the relationship between technology-distinct capabilities (TDC) and innovative work behavior (IWB) through the mediating effect of strategic flexibility (SF), to examine the behavior toward technopreneurship (BTT) among Omani small and medium-sized enterprises (SMEs). Furthermore, technopreneur self-efficacy (TSE) is investigated as a moderating variable between TDC and SF.Design/methodology/approachBased on the quantitative research design, the survey questionnaire instrument was used to collect data from SMEs’ owners and managers. Using purposive sampling, the study comprised 285 responses from Muscat, Sohar and Al-Buraimi regions. Responses were analyzed through SPSS 25 and Smart PLS 4 using structural equation modeling (SEM).FindingsThe main findings revealed a positive and significant influence of TDC and IWB on SF. In addition, SF mediates the relationship between TDC, IWB and TBB. Results showed no effect of TSE on TDC and SF. The study outlines significant theoretical and practical implications. Dynamic capability (DC) theory provided a framework for understanding the highly competitive Omani business climate. The diffusion of innovation (DOI) provides the way forward to SMEs that how they embrace and induce novel concepts, including SF.Originality/valueThe findings of the study can be used by academics and policymakers to develop policies that support SMEs’ technological innovation and adaptability. In the Omani context, policymakers and public managers can utilize this research to evaluate the different technopreneurship support programs and encourage SMEs to adopt digital technology to capitalize on the nation’s entrepreneurial dynamic.