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Journal articles on the topic 'Serial mediation innovative work behavior'

Author: Grafiati

Published: 4 June 2025

Last updated: 1 August 2025

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1

Lee, Myoung-Soung, and Gap-Yeon Jeong. "The Effects of Internal Market Orientation on Service Providers’ Service Innovative Behavior: A Serial Multiple Mediation Effect on Perceived Social Capital on Customers and Work Engagement." Sustainability 14, no. 23 (2022): 15891. http://dx.doi.org/10.3390/su142315891.

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The purpose of this study is to understand the process through which internal market orientation leads to service innovative behavior via a serial multiple mediator model, with perceived social capital on customers and work engagement. It set and verified perceived social capital on customers and work engagement as serial multiple mediation factors between internal market orientation and service innovative behavior. To achieve this, surveys targeting service providers working in the finance and insurance industries in South Korea were conducted. A total of 270 data were collected and used for

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Suppra, Samina, Amiya Bhaumik, and Sultan Adal Mahmood. "Exploring the Link Between Servant Leadership, Procedural Justice, Conflict Management, and Innovative Work Behavior in the Pakistani Textile Industry." International Journal of Professional Business Review 8, no. 8 (2023): e03129. http://dx.doi.org/10.26668/businessreview/2023.v8i8.3129.

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Purpose: The drive of this study is to explore the serial mediation role of procedural justice (PJ) and organizational conflict management (OCM) between servant leadership (SL) and innovative work behavior (IWB). Theoretical framework: Previous studies have proved that there is a positive relationship between SL & PJ, OCM & SL, PJ & IWB, and SL & IWB. But there is a gap in validation for a serial mediation role of PJ and OCM between SL and IWB. Design/methodology/approach: A sample of approximately 250 personnel employed in the textile industry in Pakistan was graphed to gather

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Bratianu, Constantin, Dan Florin Stanescu, Rares Mocanu, and Ruxandra Bejinaru. "Serial Multiple Mediation of the Impact of Customer Knowledge Management on Sustainable Product Innovation by Innovative Work Behavior." Sustainability 13, no. 22 (2021): 12927. http://dx.doi.org/10.3390/su132212927.

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Customer knowledge management (CKM) is a relatively new research domain, aiming at exploring the potential of customer knowledge for the open innovation process of companies. The present paper aims at performing a complex analysis of the serial mediation phenomenon of the impact of CKM on sustainable product innovation (SPI) by innovative work behavior (IWB). The dimensions considered for IWB in the present research are the following: idea exploration, idea generation, idea championing, and idea implementation. In the first phase of our research, we performed a semantic analysis of the main co

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Qotrunnada, Rifdah, and Arum Etikariena. "How School Principal’s Humility Encourages Teachers to Be More Innovative : The Role of Informal Learning and Psychological Safety as Mediators." Jurnal Kependidikan: Jurnal Hasil Penelitian dan Kajian Kepustakaan di Bidang Pendidikan, Pengajaran dan Pembelajaran 11, no. 2 (2025): 469. https://doi.org/10.33394/jk.v11i2.14980.

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This study aims to examine how principals’ leader humility influences teachers’ innovative work behavior through the mediating roles of psychological safety and informal learning. This study used a quantitative survey method. There were four instruments used, including Teacher Innovative Work Behavior Scale, Expressed Humility Scale, Individual Psychological Safety Scale, and Informal Learning Scale. Data were collected from 221 teachers in Indonesia using a convenience sampling technique. Hypotheses were tested using Model 6 of the Hayes PROCESS macro. All hypotheses were supported by the dat

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Lee, Wang Ro, and Suk Bong Choi. "The Change-oriented Leadership and Innovative Work Behavior* - A Serial Mediation Effect Model -." Journal of Human Resource Management Research 32, no. 1 (2025): 215–35. https://doi.org/10.14396/jhrmr.2025.32.1.215.

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Arasli, Huseyin, Hasan Evrim Arici, and Ezel Kole. "Constructive Leadership and Employee Innovative Behaviors: A Serial Mediation Model." Sustainability 12, no. 7 (2020): 2592. http://dx.doi.org/10.3390/su12072592.

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This study aims to examine the influence of constructive leadership practices on the service innovative behaviors of hotel employees by a serial mediation system that treats employee psychological safety and employee creativity as mediators. Empirical data were collected from full-time frontline hotel employees in Antalya, Turkey. By using both convenience and judgmental sampling methods, this study included 357 hotel employees. The results provide empirical evidence for all suggested hypothesized associations. In particular, the findings display that psychological safety and engagement in cre

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Li, Hui, Nazir Sajjad, Qun Wang, Asadullah Muhammad Ali, Zeb Khaqan, and Shafi Amina. "Influence of Transformational Leadership on Employees’ Innovative Work Behavior in Sustainable Organizations: Test of Mediation and Moderation Processes." Sustainability 11, no. 6 (2019): 1594. http://dx.doi.org/10.3390/su11061594.

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The main objective of this research was to examine how transformational leaders boost their followers’ innovative work behavior through trust in a leader, empowerment, and work engagement. Data were collected from 281 multinational organization employees in China. The Statistical Package for the Social Sciences (SPSS) macro process was utilized to test the proposed hypothesis. The findings revealed that transformational leadership and work engagement were significantly related to innovative work behavior. The findings also demonstrated the significant impact of transformational leadership on t

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Lecic, Milan S., Bojana Milic, Ruzica Visnjic, and Jelena Culibrk. "Leadership, Innovative Behavior and the Case of Innovative Climate—When the Mediator Becomes the Mediated." Behavioral Sciences 13, no. 1 (2023): 40. http://dx.doi.org/10.3390/bs13010040.

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This study investigates how leadership, more precisely leader–member exchange (LMX), affects innovative behavior through an innovative climate as well as, indirectly, through organizational commitment and internal trust. A total of 1114 samples were collected from employees working in firms in Slovenia and Serbia. The quantitative data and the proposed model were analyzed with the partial least squares—SEM technique. The results indicate that an innovative climate is a mediator in the relationship between leadership and innovative behavior, and this relationship is also further mediated by int

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Kundu, Subhash C., Sandeep Kumar, and Kusum Lata. "Effects of perceived role clarity on innovative work behavior: a multiple mediation model." RAUSP Management Journal 55, no. 4 (2019): 457–72. http://dx.doi.org/10.1108/rausp-04-2019-0056.

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Purpose The purpose of this study is to assess the effect of perceived role clarity on innovative work behavior (IWB) through the mediation of intrinsic motivation and job involvement. Design/methodology/approach The data were gathered from 613 employees belonging to 196 organizations operating in India. Data were analyzed using statistical tools such as exploratory and confirmatory factor analysis, multiple regressions and bootstrapping via PROCESS. Findings Initially, the results of correlation and multiple regression analyses indicated that the perceived role clarity has positive relation w

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COSTA LOURO, ALAMIR, Mariana Melo, and Marcelo Brandão. "Behavior intention in coping cloud adaptation." International Journal of Business and Marketing 9, no. 1 (2024): 62–74. http://dx.doi.org/10.18568/ijbmkt.9.1.275.

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This study investigates the indirect impact of perceived technology complexity on the adoption of cloud platforms by data scientists in Brazil. Specifically, it examines the mediating role of perceived work-related opportunities and behavioral intentions, as well as the use of exploration-to-innovate coping strategies. The research employs an online questionnaire survey and uses Confirmatory Factor Analysis, SEM, and OLS to analyze the data. The findings suggest that a serial mediation effect focused on behavioral aspects can better explain the adoption of cloud computing technology. The study

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Choudhary, Suman, Nazia Zabin Memon, and Kirti Mishra. "Examining the Influence of Human Capital on Employees’ Innovative Work Behaviour: A Moderated Serial Mediation Model." South Asian Journal of Human Resources Management 7, no. 2 (2020): 189–213. http://dx.doi.org/10.1177/2322093720942660.

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Organisations invest in human capital to achieve favourable organisational performance. The purpose of this research is to explain how organisational human capital investments influence an individual’s human capital and innovative work behaviour (IWB). Drawing on Social Exchange Theory and its subset Affect Theory of Social Exchange, this study empirically examines how the human resource management activity of human capital investments manifests at the individual level by developing and testing a moderated serial mediation model. A total of 115 employees working in a diverse set of industries,

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Ok, Chihyung “Michael”, and SangGon (Edward) Lim. "Job crafting to innovative and extra-role behaviors: A serial mediation through fit perceptions and work engagement." International Journal of Hospitality Management 106 (September 2022): 103288. http://dx.doi.org/10.1016/j.ijhm.2022.103288.

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Palumbo, Rocco. "Engaging by releasing: an investigation of the consequences of team autonomy on work engagement." Team Performance Management: An International Journal 27, no. 5/6 (2021): 425–45. http://dx.doi.org/10.1108/tpm-03-2021-0021.

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Purpose Team autonomy involves empowering employees to achieve greater control over organizational dynamics. Such empowerment may augment the employees’ vigor, dedication and absorption at work. However, there is limited evidence on the contents of the relationship between team autonomy and work engagement. This paper aims to fill in this gap, shedding light into the manifold implications of team autonomy on employees’ work engagement. Design/methodology/approach A serial mediation analysis was designed to collect evidence of the effects of team autonomy on work engagement. Drawing on self-det

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Pradhan, Sajeet, and Prashant Gupta. "Abusive supervision and work-family conflict: an empirical investigation of Indian professionals." International Journal of Conflict Management 32, no. 3 (2021): 493–513. http://dx.doi.org/10.1108/ijcma-07-2020-0130.

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Purpose The study aims to investigate the direct and indirect effect of subordinate’s perceived abusive supervision (AS) on his/her work–family conflict (WFC) and family–work conflict (FWC). Although prior studies have empirically explored the direct effect, but the role of mediators like compulsory citizenship behavior, burnout and stress transfer explaining the indirect effect has seldom been reported. Design/methodology/approach The study draws cross-sectional dyadic data from multiple sources (both job incumbent and the spouse). A final sample of 188 was used to test the hypotheses using S

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Uppathampracha, Rachadatip, and Guoxin Liu. "Leading for Innovation: Self-Efficacy and Work Engagement as Sequential Mediation Relating Ethical Leadership and Innovative Work Behavior." Behavioral Sciences 12, no. 8 (2022): 266. http://dx.doi.org/10.3390/bs12080266.

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This research investigated the link between ethical leadership and innovative work behavior by examining the role of self-efficacy as a mediating factor and the sequential mediation of self-efficacy and work engagement. Using a survey approach, data were collected from 441 bank employees in the southern region of Thailand. The findings of the structural equation modeling (SEM) analysis revealed an association between ethical leadership and innovative work behavior and self-efficacy, respectively. Work engagement and innovative work behavior were both linked to self-efficacy. Work engagement wa

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Muhammad, Sophian Tawar, and Syahrizal. "The Effect of Proactive Personality and Entrepreneurial Leadership on Innovative work Behavior Mediated by work Engagement in State Civil Apparatus at the Cooperative Service in West Sumatera." Effect of Proactive Personality and Entrepreneurial Leadership on Innovative work Behavior Mediated by work Engagement in State Civil Apparatus at the Cooperative Service in West Sumatera 08, no. 01 (2025): 231–52. https://doi.org/10.5281/zenodo.14621242.

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This study aims to analyze the effect of proactive personality and entrepreneurial leadership on innovative work behavior mediated by work engagement in state civil apparatus at the cooperative service in West Sumatera. The type of research uses explanatory research. While the research approach uses an explanatory survey that emphasizes quantitative research methods. The entire population Civil Service of the Cooperatives Department in West Sumatera totaling 664 people, with a sample size of 250 people. The sampling technique used proportionate stratified random sampling. Data analysis using P

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Muhammad, Sophian Tawar, and Syahrizal. "The Effect of Proactive Personality and Entrepreneurial Leadership on Innovative work Behavior Mediated by work Engagement in State Civil Apparatus at the Cooperative Service in West Sumatera." Journal of Economics, Finance And Management Studies 08, no. 01 (2025): 231–52. https://doi.org/10.5281/zenodo.14626056.

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This study aims to analyze the effect of proactive personality and entrepreneurial leadership on innovative work behavior mediated by work engagement in state civil apparatus at the cooperative service in West Sumatera. The type of research uses explanatory research. While the research approach uses an explanatory survey that emphasizes quantitative research methods. The entire population Civil Service of the Cooperatives Department in West Sumatera totaling 664 people, with a sample size of 250 people. The sampling technique used proportionate stratified random sampling. Data analysis using P

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Pilav-Velić, Amila, Matej Černe, Peter Trkman, Sut I. Wong, and Anela Kadić Abaz. "Digital or Innovative: understanding “Digital Literacy – Practice – Innovative Work Behavior” Chain." South East European Journal of Economics and Business 16, no. 1 (2021): 107–19. http://dx.doi.org/10.2478/jeb-2021-0009.

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Abstract Digital transformation has put tremendous pressure on employees to innovate with the use of information technology (IT). This paper explores the extent to which digital literacy and personal innovativeness contribute to individual’s innovative work behavior (IWB). To test our hypotheses, we apply double bootstrapping chained mediation analyses paired with relative importance analysis on a dataset collected from employees (N = 167) in a pharmaceutical company. The results showed the existence of a double-mediation chain whereby digital practices and attitude toward digitalized innovati

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Wang, Zhining, Lijun Meng, and Shaohan Cai. "Servant leadership and innovative behavior: a moderated mediation." Journal of Managerial Psychology 34, no. 8 (2019): 505–18. http://dx.doi.org/10.1108/jmp-11-2018-0499.

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Purpose The purpose of this paper is to explore the cross-level effect of servant leadership on employee innovative behavior by studying the mediating role of thriving at work and the moderating role of team reflexivity. Design/methodology/approach This research collected data from 199 dyads of employees and their direct supervisors in 55 work units, and tested a cross-level moderated mediation model using multilevel path analysis. Findings The findings suggest that thriving at work mediates the relationship between servant leadership and innovative behavior. The results also show that team re

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Annisa Grandisia Forza and Sidiq Permono Nugroho. "The Influence Of Remote Work On Innovation Work Behavior With Work Life Behavior And Technostress As Moderating Variables." INTERNATIONAL CONFERENCE ON DIGITAL ADVANCE TOURISM, MANAGEMENT AND TECHNOLOGY 1, no. 1 (2023): 457–66. http://dx.doi.org/10.56910/ictmt.v1i1.89.

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Currently, the advent of presence technology has significantly transformed human lifestyle patterns. Technological advancements have brought about changes and innovations in work systems, leading to the creation of new tools that simplify user experiences in social media. The aim of of this research is to examine and analyze the influence of remote work on innovative work behavior, with work-life balance and technostress as intervening variables. This research method uses research quantitative using a sampling technique, namely purposive sampling. Meanwhile, samples studied as many as 209 resp

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Mahwish Amjad and Dr. Muhammad Haroon. "Impact of Transformational Leadership on Innovative Work Behavior: Exploring the Mediating Role of Online Knowledge Sharing." Journal of Business and Management Research 4, no. 2 (2025): 538–59. https://doi.org/10.64105/jbmr.04.02.429.

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The aim of the study is to investigate the direct impact of transformational leadership on innovative work behavior as well as the indirect impact through mediation of online knowledge sharing in the HEIs of Islamabad. This study also examines the role of perceived supervisor support that strength or weaken the relationship between transformational leadership and online knowledge sharing. Regression, correlation, mediation and moderated mediation analysis have been conducted. The result demonstrates that transformational leadership affects innovative work behavior both directly and indirectly

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Rao Jada, Umamaheswara, Susmita Mukhopadhyay, and Rohit Titiyal. "Empowering leadership and innovative work behavior: a moderated mediation examination." Journal of Knowledge Management 23, no. 5 (2019): 915–30. http://dx.doi.org/10.1108/jkm-08-2018-0533.

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Purpose The purpose of the paper is to investigate the relationship between empowering leadership and the innovative work behavior of employees. Utilizing a moderated mediation mechanism, the study additionally uncovers the mediating impact of knowledge sharing and the moderating influence of role clarity in the proposed model. Design/methodology/approach Cross-sectional design was used in the study, and developed questionnaires were administered to 235 supervisor-subordinates dyads working in Indian organizations to test the proposed relationships. SPSS 20 and AMOS 20 were used for statistica

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Rajak, Adnan, and Rusman Soleman. "The Effect of Learning Organization, Work Engagement, Work Motivation, and Work Stress on Innovative Work Behavior: Work Motivation and Work Stress as Mediation and Moderation." MIX: JURNAL ILMIAH MANAJEMEN 12, no. 2 (2022): 210. http://dx.doi.org/10.22441/jurnal_mix.2022.v12i2.003.

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Objective: This study uses a quantitative approach or post-positivism, which is looking at the influence between variables. Therefore, the main problems in this study are: Does learning organization, work engagement, work motivation, and work stress affect innovative work behavior, how is the learning organization, and work stress on work engagement, how learning organization affects work motivation, how work motivation and work engagement mediate the relationship between learning organization and Innovative Work Behavior, and the relationship between work stress and Innovative Work Behavior,

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Kim, Jungsik, and Zhou Fan. "Influences of power distance and uncertainty avoidance on innovative work behavior." Korean Journal of Industrial and Organizational Psychology 31, no. 3 (2018): 669–94. http://dx.doi.org/10.24230/kjiop.v31i3.669-694.

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This study examines the relationships between employees’ cultural value orientations and their innovative work behaviors and the mediation effects of self-leadership in the relationships. Four hundred and eighty two employees working at various firms in Korea and China responded to a questionnaire consisting of measures designed to assess uncertainty avoidance, power distance, and innovative work behavior. Analyses of the data revealed that power distance was negatively related to innovative work behavior for both respondents while uncertainty avoidance was positively related to innovative wor

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Khalid, Bilal. "The Conditional Indirect Effect Model of Employees' Innovative Work Behavior." IBT Journal of Business Studies 17, no. 2 (2021): 116–33. https://doi.org/10.46745/ilma.jbs.2021.17.02.02.

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The basic determination of the current study is to investigate the effect of employees’ proactive personality in relation with their innovative work behaviors through mediation and moderation of employee engagement and long-term orientation respectively at workplace. The data collected from 220 employees working in hospitality industry through purposive sampling technique and analyzed through Smart-PLS, furthermore, the moderated-mediation index calculated through PROCESS-macro. The results show that the indirect outcome of proactive personality on innovative work is stronger than the direct e

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Ahmad Tisman Pasha, Muhammad Kamran, Seemab Zahra Chishti, and Muhammad Hasnain Ali. "Fostering Innovative Work Behaviour in SMEs Exploring Ecopreneurship Perspective." iRASD Journal of Management 4, no. 2 (2022): 423–33. http://dx.doi.org/10.52131/jom.2022.0402.0089.

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The research analyzes the mediational impact of creative self-efficacy through which Ecopreneurship impacts the behaviors of employees at work. The discretion behind the research is founded on using Bandura's social learning theory and a mediation model is presented to show the innovative effects of Ecopreneurship on employees’ Innovative Work Behavior (IWB) through the mediation of creative self-efficacy (CSE). The present research focuses on Innovation by developing a model that seeks to investigate the association among Ecopreneurship and Innovation Work Behavior in industrial SMEs of Pakis

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Az Zahra, Afifah Chusna, and Arum Etikariena. "The role of transformational leadership on innovative work behavior: A moderated-mediation study." Jurnal Psikologi 23, no. 1 (2024): 81–96. https://doi.org/10.14710/jp.23.1.81-96.

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Background: Innovative work behavior is crucial in enhancing governmental organizations' efforts to community services. Innovation among employees could be enhanced by transformational leadership that fosters a sense of meaningful work. However, the effectiveness may be moderated by the power distance culture within the organization.Purpose: This study explores the relationship of transformational leadership and innovative work behavior through mediator and moderator mechanisms.Method: 125 civil servants at government organizations X and Y in Indonesia participated by completing Innovative Wor

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Ma Prieto, Isabel, and Ma Pilar Pérez-Santana. "Managing innovative work behavior: the role of human resource practices." Personnel Review 43, no. 2 (2014): 184–208. http://dx.doi.org/10.1108/pr-11-2012-0199.

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Purpose – The purpose of this paper is to examine the role of high-involvement human resource practices in the innovative work behavior of employees, with the mediation of supportive work environment conditions. Design/methodology/approach – The study uses regression analysis to test the hypotheses in a sample of 198 Spanish firms. Findings – The results indicate that ability-enhancing and opportunity-enhancing human resource practices are positively related to innovative work behaviors with the mediation of two work environment variables: management support and coworkers support. This study d

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Sarmawa, I. Wayan Gde, Ida Ayu Oka Martini, Ida Ayu Putu Widani Sugianingrat, Anak Agung Dwi Widyani, and Ni Ketut Karwini. "Innovative Work Performance as Mediation Organizational Culture On Employee Performance." Jurnal Economia 18, no. 2 (2022): 186–203. http://dx.doi.org/10.21831/economia.v18i2.34445.

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AbstractThe purpose of this study was to analyze (1) the influence of organizational culture on positive work behavior; (2) the influence of organizational culture and innovative work behavior on employee performance; and (3) the role of innovative work behavior in mediates the relationship of organizational culture with employee performance. The study was conducted at the Rural Credit Bank (RCB) in Badung Regency, Bali Province. The number of research samples is 52 RCB. The respondents in this study are 156 employees. The data is analyzed using SmartPLS 3.2.8 program. The result shows that or

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Putra, Isnandar, Laura Syahrul, and Yulihasri. "The effect of digital literacy and transformational leadership on employee performance mediated by innovative work behavior at the Padang city population and civil registration service." Enrichment : Journal of Management 12, no. 6 (2023): 5014–22. http://dx.doi.org/10.35335/enrichment.v12i6.1124.

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This study aims to see the effect of digital literacy and transformational leadership on employee performance with innovative work behavior as a mediating variable. Research conducted on Department of Population and Civil Registration of the City of Padang. The population in this study were all employees of the state civil apparatus (ASN) and non-state civil servants (Non ASN) of the Padang City Population and Civil Registration Service. The sample collection technique is a saturated sample, that is the entire population is used as a sample 74 people. The data analysis technique uses Structura

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Putri, Deviyanti Anggini, and Arum Etikariena. "The Relationship between Knowledge Sharing Behavior and Innovative Work Behavior through Innovation Self-Efficacy as Mediator." Jurnal Humaniora dan Ilmu Pendidikan 1, no. 2 (2022): 97–108. http://dx.doi.org/10.35912/jahidik.v1i2.1178.

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Abstract: Purpose: This study focuses on the role of innovation self-efficacy as a mediator in the relationship between knowledge sharing behavior and innovative work behavior. Research methodology: This research was conducted on 306 students from 14 faculties who were taking second to last semester. This study was measured using the Innovative Work Behavior (IWB) scale developed by (Janssen, 2000) Knowledge Sharing Behavior (KSB) developed by (Chen, Chen, & Kinshuk, 2009), and Innovation Self-Efficacy (ISE.6) developed by (Dungs, Sheppard, & Chen, 2017) The sampling method in this stu

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Bak, HyeonUk, and Soodong Yoo. "Transformational Leadership and Innovative Work Behavior: A Moderated Mediation Model." Korean Journal of Public Administration 61, no. 1 (2023): 215–49. http://dx.doi.org/10.24145/kjpa.61.1.7.

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Nugroho, Atfa Suryo, and Desti Ranihusna. "A Model for Enhancing Innovative Work Behavior." Management Analysis Journal 9, no. 2 (2020): 132–39. http://dx.doi.org/10.15294/maj.v9i2.36885.

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This study aims to examine and determine the relationship between organizational learning and perceived organizational support for innovative work behavior through work engagement mediation. The study was conducted on 210 employees of CV. Laksana the sampling technique using incidental sampling technique. This study uses data collection techniques using a questionnaire. Using analysis tools, namely SmartPLS 3.0. Researchers tested the relationship with various tests, namely the validity test, reliability test, hypothetical and simultaneous hypothesis testing. From the results of this study it

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Khizzir, Muhammad, Amri, and Halimatussakdiah. "The Influence of Transformational Leadership on Innovative Work Behavior with Employee Motivation and Knowledge Sharing As Mediation in the Government of Aceh Jaya District." International Journal of Scientific Research and Management (IJSRM) 13, no. 06 (2025): 9256–68. https://doi.org/10.18535/ijsrm/v13i06.em12.

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The purpose of this study is to examine the extent to which the influence of transformational leadership on innovative work behavior with employee motivation and knowledge sharing as mediation in the Government of Aceh Jaya District. The study population comprised all civil servants within the Aceh Jaya District Government, totaling 498 individuals. A sample of 190 civil servants was selected for analysis. Data were analyzed using the Structural Equation Modeling approach with AMOS software. The findings reveal that transformational leadership has a significant positive effect on innovative wo

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Liu, Xin, Yan Huang, Jaehyoung Kim, and Sanggyun Na. "How Ethical Leadership Cultivates Innovative Work Behaviors in Employees? Psychological Safety, Work Engagement and Openness to Experience." Sustainability 15, no. 4 (2023): 3452. http://dx.doi.org/10.3390/su15043452.

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In this study, social exchange theory and social learning theory are integrated to explain how and when ethical leaders promote innovative work behaviors among employees. Specifically, this research developed a moderated mediation model to examine the mediating effect of psychological safety and work engagement and the moderating effect of openness to experience. The survey data were collected from 397 full-time employees of various service industry companies operating in China in two stages with a two-week gap. SPSS and AMOS were used to assess the study hypotheses. First, SPSS 22.0 was used

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Astutik, Mardi, Maria Febrianti, and Widy Taurus Sandy. "THE ROLE OF KNOWLEDGE SHARING AS A MEDIATION OF THE INFLUENCE OF ORGANIZATIONAL CULTURE ON WORK BEHAVIOR." International Conference of Business and Social Sciences 3, no. 1 (2024): 685–94. http://dx.doi.org/10.24034/icobuss.v3i1.438.

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Based on the research conducted on employees at Perumda Aneka Usaha Seger Jombang regarding the influence of organizational culture on innovative work behavior through knowledge sharing as a mediator, the following conclusions can be drawn: Organizational culture can contribute significantly to innovative work behavior. The presence of a positive organizational culture implemented within the company can enhance employees' innovative work behavior. Organizational culture can enhance knowledge sharing activities. A positive organizational culture fosters active knowledge sharing among employees.

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Liu, Yanjun, Shiyong Xu, and Bainan Zhang. "Thriving at Work: How a Paradox Mindset Influences Innovative Work Behavior." Journal of Applied Behavioral Science 56, no. 3 (2019): 347–66. http://dx.doi.org/10.1177/0021886319888267.

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A paradox mindset indicates the extent to which individuals embrace and are energized by tensions. The adoption of a paradox mindset can help people leverage tensions and produce creative outputs. We propose a multilevel model based on self-determination theory that examines the effects of a paradox mindset on individuals’ innovative work behavior. We use data collected at two points in time from 369 employees in 90 teams; the multilevel data analysis shows that employees’ paradox mindset has a positive influence on their innovative behaviors via thriving at work. In addition, the cross-level

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Prasetyo, Yoseph Doni, and Lukas Purwoto. "Work Autonomy on Elementary School Teachers’ Innovative Work Behavior: Mediation of Intrinsic Motivation and Organizational Commitment." Journal of Innovation in Educational and Cultural Research 5, no. 4 (2024): 594–603. https://doi.org/10.46843/jiecr.v5i4.1774.

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Education plays an important role in forming a quality generation that contributes positively. This research pays attention to work autonomy and innovative work behavior in education. The research aims to understand the role of intrinsic motivation and organizational commitment in the relationship between work autonomy and innovative work behavior in school teachers. This research took a sample of 183 elementary school teachers from various school branches in various cities, namely Tangerang, Central Jakarta, West Jakarta, South Jakarta, North Jakarta, and East Jakarta. Data was collected thro

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Singh, Manjari, and Anita Sarkar. "The Relationship Between Psychological Empowerment and Innovative Behavior." Journal of Personnel Psychology 11, no. 3 (2012): 127–37. http://dx.doi.org/10.1027/1866-5888/a000065.

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Past studies have established the importance of psychological empowerment in fostering innovative behavior. This paper broadens the conceptual understanding by exploring the mechanisms of this linkage through dimensional analysis. The study also examines the mediating role of job involvement in this relationship. In this study of 401 women primary school teachers in India, the dimensions of psychological empowerment were self-rated whereas innovative behavior and job involvement were assessed by colleagues. Our findings show partial mediation for the meaning dimension and complete mediation fo

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Jankelová, Nadežda, Zuzana Skorková, Zuzana Joniaková, and Ildikó Némethová. "A Diverse Organizational Culture and Its Impact on Innovative Work Behavior of Municipal Employees." Sustainability 13, no. 6 (2021): 3419. http://dx.doi.org/10.3390/su13063419.

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Representatives of municipalities and their management are invited to develop new managerial skills in order to implement modern approaches to management. Diversity management means using the diverse potential of employees to meet the innovation and development goals of the offices. The aim of our research is to examine the context of beliefs, values, and rules of diverse organizational culture (DOC) and innovative work behavior (IWB) through the mediation effect of teamwork climate, transmitting and moderating this direct effect in the environment of Slovak municipalities. A mediation model w

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Aboagye-Dapaah, Emily Opoku, Michael Karikari Appiah, and Joshua Caleb Dagadu. "Smart Manufacturing and Pro-Environmental Behavior: Moderated Serial Mediation Modelling and Analysis." Sustainability 16, no. 17 (2024): 7663. http://dx.doi.org/10.3390/su16177663.

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Smart manufacturing encompasses a category of manufacturing that employs computer-integrated capabilities and technologies to enhance supply chain optimization, production efficiency, and recyclability. Yet, limited studies have been conducted to optimize these prospects from the perspective of low-resource countries where such innovative studies have not been adequately explored. This paper aims to examine the implications of smart manufacturing practices (Smart Procurement, Smart Supply Chain, Smart Production Planning and Control, Automation and Industrial Robot, and Supply Chain Configurat

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Xu, Lingyan, Jianguo Du, Xiying Lei, and Keith W. Hipel. "Effect of locus of control on innovative behavior among new generation employees: A moderated mediation model." Social Behavior and Personality: an international journal 48, no. 10 (2020): 1–12. http://dx.doi.org/10.2224/sbp.9379.

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We recruited 211 new generation employees in research and development teams to examine how internal and external locus of control (LOC) are related to innovative behavior, both directly and indirectly, and to examine the moderated mediation roles of innovation climate and work engagement in this relationship. Results show that internal (vs. external) LOC had direct and indirect positive (vs. negative) effects on innovative behavior. Further, work engagement mediated the LOC–innovative behavior relationship, and innovation climate strengthened the internal LOC–innovative behavior relationship.

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Mutmainnah, Dhyah, Tjutju Yuniarsih, Disman Disman, Janah Sojanah, Muji Rahayu, and Iman Sidik Nusannas. "The Impact of Directive Leadership on Innovative Work Behavior: The Mediation Role of Continuance Commitment." Journal of Indonesian Economy and Business 37, no. 3 (2022): 268–86. http://dx.doi.org/10.22146/jieb.v37i3.3377.

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Introduction/Main Objectives: The aim of this study is to test the effect of directive leadership and continuance commitment on innovative work behavior while also explaining the mediating role of continuance commitment and the effect of directive leadership on innovative work behavior. Background Problems: Managing innovative employee behavior is an integral component of sustainable organizational development. Innovative work behavior (IWB) is very important for improving organizational performance. Many studies have identified the antecedent factors of IWB. Novelty: The novelty of this res

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Lin, Qingjin, Loo-See Beh, and Nurul Liyana Mohd Kamil. "Perceived organizational justice and support facilitate employee innovation: A moderated mediation model of work engagement and empowerment." Social Behavior and Personality: an international journal 52, no. 3 (2024): 1–14. http://dx.doi.org/10.2224/sbp.12961.

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In this study we employed a dual theory of social exchange and conservation of resources to examine how individual perceptions of organizational justice and support translate into innovative work behavior via engagement and empowerment. We analyzed data from 367 academic staff and their leaders in 82 public higher education institutions in China, and the results revealed a positive association between perceived organizational support and innovative work behavior, which was mediated by work engagement. A result surprising to us was that although organizational justice indirectly enhanced innova

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Sari, Fara Kartika, and Palupiningdyah Palupiningdyah. "The Effect of Mediation Work Engagement to Procedural Justice and Organizational Learning on the Innovative Behavior." Management Analysis Journal 9, no. 2 (2020): 152–60. http://dx.doi.org/10.15294/maj.v9i2.37011.

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The purpose of this study was to determine the effect of procedural fairness and organization learning on innovative behavior through work engagement. The population in this study were all batik craftsmen in Semarang City IKM Batik, totaling 165 people. Based on this population 117 respondents were taken by proportional random sampling technique. Data collection in this study used a questionnaire, observation and interviews. The analytical method used is SPSS IBM Statistics 25. The results of this study indicate that procedural justice has positive and significant influence on innovative behav

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Wartini, Sri, Fahmi Ainul Hikmah, and Desti Ranihusna. "The impact person-organization fit on innovative work behavior: A mediation role of psychological empowerment." Jurnal Ekonomi dan Bisnis 26, no. 2 (2023): 413–30. http://dx.doi.org/10.24914/jeb.v26i2.8329.

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This research aims to examine the impact of person-organization fit on innovative work behavior and the mediating role of psychological empowerment on the impact of person-organization fit on innovative work behavior. The population of the research was all leaders of savings, loans, and consumer cooperatives in Kebumen regency. A total of 70 respondents were determined using a proportionate random sampling technique. This research tests the hypothesis using SmartPLS version 3. The results showed that person-organization fit did not affect innovative work behavior. However, person-organization

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Yulianah, Desy Mulyani. "The Effect of Humor on The Innovative Output with Innovative Work Behavior as Variable of Medition." Management Analysis Journal 10, no. 1 (2021): 37–44. http://dx.doi.org/10.15294/maj.v10i1.45159.

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The aim of this research is to know the role of innovative work behavior mediation on the relationship of humor to the innovative output. The population in this study is all owners of SMEs in the Semarang city. Methods of data collection using observation, interview, and questioners. Sampling technique using multiple random sampling. The sample size is 201 SMEs actors. Methods of data analysis using descriptive analysis, validity and reliability test, and hypothesis test. Data analysis using WarpPLS software version 7.0. The results showed that humor increases innovative work behavior and inno

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Riaz, Amir, Muhammad Shahid, and Qamar Ali. "A Moderated Mediation Model of Empowering Leadership and Employees’ Innovative Work Behavior." Journal of Management and Research 8, no. 2 (2021): 252–74. http://dx.doi.org/10.29145/jmr/82/09.

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This study examined the moderated mediation model of empowering leadership and employees’ innovative work behavior (IWB) by analyzing the mediating role of employees’ psychological empowerment and high-performance work system (HPWS). Using the convenience sampling technique, time-lagged data was collected from 433 software engineers working in different software companies operating in Pakistan. Hierarchical regression analysis and PROCESS macro were used to perform the analysis. The findings revealed that empowering leadership impacts employees’ IWB directly as well as through their psychologi

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Fatima, Tasneem, Mehwish Majeed, and Imran Saeed. "Does Participative Leadership Promote Innovative Work Behavior: The Moderated Mediation Model." Business & Economic Review 9, no. 4 (2017): 141–58. http://dx.doi.org/10.22547/ber/9.4.7.

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Udin, Udin, and Radyan Dananjoyo. "Exploring three-mediation paths of transformational leadership and innovative work behavior." Journal of Social Economics Research 11, no. 2 (2024): 126–42. http://dx.doi.org/10.18488/35.v11i2.3615.

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The main goals of this in-depth study are to look at how transformational leadership (TL) affects psychological empowerment (PE), knowledge sharing (KS), work passion (WP), and innovative work behaviour (IWB), and how PE, KS, and WP affect the relationship between TL and IWB. The samples in this study were obtained by purposive sampling. This study employed quantitative data, which were collected through questionnaires distributed online to the respondents from functional staff and line managers working in the stone milling company in Indonesia. The 193 respondents' data were subsequently anal

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