scholarly journals Cognitive diversity and innovative work behaviour: The mediating roles of task reflexivity and relationship conflict and the moderating role of perceived support

2019 ◽  
Vol 92 (3) ◽  
pp. 671-694 ◽  
Author(s):  
Xingwen Chen ◽  
Jun Liu ◽  
Haina Zhang ◽  
Ho Kwong Kwan
Keyword(s):  
Perceived Support ◽  
Relationship Conflict ◽  
Cognitive Diversity ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
Moderating Role

scholarly journals Authentic and transformational leadership and innovative work behaviour: the moderating role of psychological empowerment

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Matej Grošelj ◽  
Matej Černe ◽  
Sandra Penger ◽  
Barbara Grah
Keyword(s):  
Transformational Leadership ◽  
Authentic Leadership ◽  
Psychological Empowerment ◽  
Added Value ◽  
Content Type ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of this paper is to analyse the moderating role of psychological empowerment on the relationships between authentic leadership and innovative work behaviour, as well as transformational leadership and innovative work behaviour.Design/methodology/approachWe have applied the mixed-method research on the selected case study. The quantitative field study was conducted on a sample of 126 employees in a multinational technological company. A series of paired sample t-tests were followed by a hierarchical regression analysis to test the hypotheses. The qualitative study consists of a content analysis of in-depth semi-structured interviews with four leaders.FindingsThe research provides further confirmation of the positive relationship between leadership and innovative work behaviour. Specifically, the results showed that psychological empowerment moderates the relationship between leadership (authentic as well as transformational leadership) and innovative work behaviour.Originality/valueThis paper contributed to leadership and innovation literature and provided insights in studying the boundary conditions on the relationship between authentic leadership, as well as transformational leadership, in stimulating innovative work behaviour through the moderating role of psychological empowerment. The added value is expanded by introducing the comparison of the two leadership theories.

scholarly journals Work Autonomous and Controlled Motivation on Chinese Employees' Work Performance and Innovative Work Behaviour: The Moderating Role of Financial Stress

2021 ◽  
Vol 12 ◽  
Author(s):  
Feifei Ren ◽  
Qian Zhang ◽  
Xing Wei
Keyword(s):  
Work Performance ◽  
Work Motivation ◽  
Financial Stress ◽  
Autonomous Motivation ◽  
Positive Role ◽  
Controlled Motivation ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
Moderating Role

This study applied self-determination theory (SDT) to investigate the relationships between work motivation and work behaviour of Chinese employees and the moderating role of financial stress. Data were obtained from 245 employees of five organisations in China using a convenience sampling technique. The results indicated that autonomous motivation positively predicted work performance and innovative work behaviour, while controlled motivation had a positive effect only on work performance of employees. In addition, financial stress moderated the relationships between autonomous motivation and work performance and innovative work behaviour of employees. Specifically, the beneficial effect of autonomous motivation on work performance and innovative work behaviour disappeared when financial stress was high. The findings of the present study supported cultural similarities in the positive role of autonomous motivation and showed cultural differences in the role of controlled motivation. The implications of this study are also discussed.

scholarly journals Innovative Work Behavior—A Key Factor in Business Performance? The Role of Team Cognitive Diversity and Teamwork Climate in This Relationship

2021 ◽  
Vol 14 (4) ◽  
pp. 185
Author(s):  
Nadežda Jankelová ◽  
Zuzana Joniaková ◽  
Juraj Mišún
Keyword(s):  
Business Performance ◽  
Main Tool ◽  
Work Behavior ◽  
Cognitive Diversity ◽  
Staff Perceptions ◽  
Innovative Work Behavior ◽  
Positive Effects ◽  
Key Factor ◽  
Innovative Work

The aim of our paper is to examine whether the support of innovative work behavior by management is positively related to business performance and at the same time, whether this relationship is mediated by the teamwork climate and cognitive diversity of teams. Cognitive diversity is defined as differences in knowledge and perspective, which arise from professional diversity and account for its positive effects. A teamwork climate represents staff perceptions of collaboration between personnel. Business performance is defined by the level of sales. Our sample consisted of 211 managers of companies operating in Slovakia, and data collection took place in the form of a questionnaire. The main tool for examining the mechanism of operation of the investigated relationships is mediation using regression analysis and the Sobel test to determine the significance of the indirect effect of mediation variables. The findings point to a significant direct relationship between the innovative work behavior of company employees and business performance. The intensity of this relationship can be partly influenced by promoting cognitive diversity, especially in the area of knowledge and ways of thinking. The significant role of a teamwork climate was not demonstrated in the examined model.

Leadership and innovative work behaviour within Ghanaian metropolitan assemblies: mediating role of resource supply

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Frank Baafi ◽  
Abraham Ansong ◽  
Kennedy Etse Dogbey ◽  
Nicodemus Osei Owusu
Keyword(s):  
Transformational Leadership ◽  
Local Government ◽  
Transactional Leadership ◽  
Structural Equation ◽  
Public Servants ◽  
Content Type ◽  
Innovative Behaviour ◽  
Innovative Work ◽  
Innovative Work Behaviour

PurposeThis study explores the role of transformational leadership, transactional leadership and resource supply in enhancing innovative work behaviour using the mediation model.Design/methodology/approachSurvey data was gathered from 314 local government staff from the six metropolitan assemblies in Ghana. Structural equation modelling was used for the analysis.FindingsThe results suggest that transformational and transactional leadership behaviours provided an impetus for innovative behaviours. Also, resource supply was found to mediate the relationship between transformational leadership behaviours and innovative work behaviour.Practical implicationsPublic managers can improve the innovative behaviour of public servants by providing resources for innovation, setting up proper reward structures, communicating vision clearly and clarifying performance expectations.Originality/valueThis is the first study to investigate innovative work behaviour within the Ghanaian local government sector and the context of a developing country in Africa. The study extends the literature on innovative work behaviour by exploring the role of leadership and resource supply.

Vocational education teachers’ personal network at school as a resource for innovative work behaviour

2018 ◽  
Vol 30 (3) ◽  
pp. 174-185 ◽  
Author(s):  
Gerhard Messmann ◽  
Regina H. Mulder ◽  
Tuire Palonen
Keyword(s):  
Vocational Education ◽  
Descriptive Analysis ◽  
Network Size ◽  
Survey Study ◽  
Boundary Crossing ◽  
Personal Network ◽  
Content Type ◽  
Innovative Work ◽  
Innovative Work Behaviour

Purpose This paper aims to investigate the role of characteristics of vocational education teachers’ personal network at the workplace for determining the resources that enable them to cope with innovation-related demands at work. Design/methodology/approach A survey study with 48 vocational education teachers is carried out. Social network analysis, correlation analysis, and a comparative descriptive analysis of cluster profiles of teachers’ personal network at the workplace are carried out. Findings This study provides evidence for the role of network size as a facilitator of innovative work behaviour (IWB) outside the classroom. However, smaller networks can also support the development of innovations if they contain dense interactions with experienced, innovative professionals. Research limitations/implications This study implies to further investigate the role of network size in relation to the kind of network interactions (e.g. density of interactions and experience of members) in the context of larger and versatile work contexts. Practical implications This study implies that organisations should provide structures, tasks and events (e.g. interdisciplinary work teams and boundary crossing events) that enable employees to build network connections that help them to manage work-related demands. Employees themselves should reflect on their personal interaction preferences, their specific needs for support and the availability of co-workers who can provide this support. Originality/value This study contributes to the discourse on the relationship between professional networks and the development of innovations. Especially, the social work context and its role for IWB have hardly been investigated from a network perspective.

Moderating role of employee engagement on conflict–politics relationship

2019 ◽  
Vol 26 (6) ◽  
pp. 1781-1798 ◽  
Author(s):  
Poonam Mishra ◽  
Amitabh Deo Kodwani
Keyword(s):  
Employee Engagement ◽  
Negative Relationship ◽  
Intention To Leave ◽  
Self Report ◽  
Relationship Conflict ◽  
Content Type ◽  
The Relationship ◽  
Moderating Role ◽  
Openness To Diversity

Purpose The purpose of this paper is to explore the relationship between relationship conflict and the perception of organization politics (POP) and the moderating role of employee engagement. The study hypothesizes that the conflict results in the presence of POP only for those employees who are relatively less engaged with the organization. The paper further explores the mediating role of perceived politics between the relationship conflict and job-related outcome variables including openness to diversity, turnover intent and perception of justice. In sum, the authors contend that employee engagement will act as a moderator between relationship conflict and POP, and POP further will act as a mediator between relationship conflict and its job-related outcomes. Design/methodology/approach A descriptive study was carried on to conduct this research. Data were collected at two different points of time from the employees of two public sector undertakings (n=206). About 80 questionnaires were not returned by the respondents, reducing the sample size to be 126. Of these, 115 were usable, resulting in a 55.83 percent response rate. SEM was employed to test the hypotheses with the help of Smart PLS 3.0. A two-step process was followed to test the hypothesized model. Testing the significance of proposed relationships in the structural model was followed by the evaluation of the measurement model. Findings The results of the study highlighted a positive association between the relationship conflict and POP. A moderating effect of employee engagement on relationship conflict and perceived organizational politics (POP) was observed. Further, POP was found to have a positive relationship with the intention to leave and a negative relationship with openness to diversity and perception of justice was observed. POP mediated the relationship between relationship conflict with the intention to leave and the perception of justice. Research limitations/implications The very first limitation of the present study is its cross-sectional design. Since the data were gathered from the same respondents, the causal relationships between variables are subject to biases (Bobko and Stone-Romero, 1998). Further, the data were gathered with the help of self-report questionnaires, and the findings of this study might have been influenced by the social desirability response bias (Podsakoff et al., 2003). Hence, future work should focus on using a combination of sources for data collection. This study also proposes a possible role of emotional intelligence in employee engagement and their POP, which can be tested in future studies. Practical implications The study suggests that relationship conflict leads to POP, which eventually results in adverse job-related outcomes. In order to control the negative effects of politics perception, organizations should undertake conflict prevention and conflict management techniques. To further reduce the level of POP, organizations shall take steps to better engage their employees because even when the level of relationship conflict is high, people perceive less politics if they are highly engaged with the organization. Originality/value The study is an original work carried out to understand the relationship between relationship conflict and the POP, and the moderating role of employee engagement.

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