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Drawing from a social network perspective on innovation, this study aims to explore the relationship between advice network centrality, and innovative work behaviour by focusing on the mediating role of voice behaviour and the moderation of organizational tenure. Hypotheses were tested using a sample of 478 employees in an Italy‐based aerospace organization. The results indicated that a central position in the advice network was positively associated with innovative work behaviour and that voice behaviour mediated this relationship. Additionally, moderated mediation analysis highlighted that the path between advice network centrality and voice behaviour was stronger for individuals with shorter organizational tenure. These findings offer guidance for organizations that aim to strengthen employee‐driven innovation by highlighting the importance of a social network approach. Several implications for theory and practice are discussed.

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Entrepreneurship is crucial for promoting innovation, creating employment opportunities and generating social and economic wealth in a country's economy. In order to increase entrepreneurial activity, it is important to investigate entrepreneurial behavior by analyzing the process of businesses creation and the set of factors that favor the development of entrepreneurial aspirations, intentions and actions, which is a central goal ofpsychology of entrepreneurship. This research aims to deepen the knowledge about the relationship between the entrepreneurial self-efficacy, belief, motivation, family support and entrepreneurial intentions by developing a moderated mediation model. This study suggests that entrepreneurial self-efficacy partially mediates the effect of beliefs and motivations on entrepreneurial intention. This mediation is moderated by family support, which is also directly related to the intentions. The study was conducted on a sample of 446 students from four different high schools, and results support our hypotheses. Theoretical and practical implications from this research are further examined in the study.

PurposeHow to design jobs to support innovation is an issue that has received plenty of consideration over the past years. Building on the job characteristics model, the present study is set up to identify configurations of perceived job characteristics for innovation.Design/methodology/approachBy adopting a fuzzy-set configurational approach (fsQCA), the research question is addressed through a two-wave self-report survey of 199 employees of an Italian manufacturing company.FindingsResults reveal four compatible configurations of job characteristics leading to high levels of innovative work behavior and two for low levels.Practical implicationsThe results offer guidance for managers and organizations that aim to strengthen employee-driven innovation by offering different recipes of job design to maximize the chance of boosting innovative behaviors among their workers.Originality/valueThis research is one of the first to empirically test the relation of job characteristics for innovative behavior using a configurational approach. By doing so it contributes to the literature by advancing the notion that innovative endeavors are determined by the holistic effects of different interdependent configurations of job characteristics.

PurposeThis study aims to explore whether expected image outcomes (risk and gain) represent a mechanism through which perceived organizational climates, in the dimensions of tradition and reflexivity, affect key components of the innovation process (idea generation and idea realization).Design/methodology/approachStructural equation models have been conducted to empirically analyse 3 waves of longitudinal survey data from an Italian military organization (N = 410).FindingsResults confirmed that image outcome expectations mediated the effects of perceived climate on idea generation, and that a serial mediation of image expectations and idea generation those on idea realization. Additionally, reflexivity was directly associated with idea generation.Practical implicationsThe findings offer guidance for organizations that aim to strengthen employee-driven innovation, highlighting the importance of organizational climate and image outcomes expectations.Originality/valueAdvancing from existing organizational behaviour and individual innovation literature, this article contributes to extend knowledge about the role of organizational climate and image outcome expectations in enhancing innovative work behaviours.

Purpose Employees turnover is considered a prevailing worldwide problem (Vasquez,2014). This study aims to test the impact of job resources on employees’ work engagement and turnover intentions of different ages, gender and organizational hierarchy. Design/methodology/approach This study used an online survey method using the job demands-resources (JD-R) theory. Data were collected from 408 hotel employees. The analysis was conducted through structural equation modeling. Findings This study finds that job resources positively impact work engagement. Moreover, work engagement negatively influences employees’ turnover intention. In addition, work engagement is found as an underlying psychological mechanism between job resources and turnover intentions. Further, age, gender and organizational hierarchy play a significant role in moderating the relationship between work engagement and turnover intentions. Originality/value This study suggests that job resources can overcome turnover intentions among employees concerning diverse age, gender and organizational hierarchy for reciprocal relationships. Based on JD-R theory, this study empirically tests the neglected role of ages, gender and the organizational hierarchy on employees’ work engagement and turnover intentions in the hospitality sector in a developing country context.

S’appuyant sur la perspective de la conception du travail orientée vers la cognition, la présente étude visait à élaborer et à tester un modèle de médiation modérée lié à la résolution de problèmes. Dans ce modèle, l’apprentissage par l’expérimentation jouerait un rôle médiateur reliant la résolution de problèmes à la génération d’idées, et l’ancienneté organisationnelle jouerait un rôle modérateur sur la relation indirecte. Les résultats de l’étude menée auprès de 212 travailleurs d’une industrie manufacturière opérant dans le centre de l’Italie supportaient le modèle hypothétique. La résolution de problèmes était ainsi liée à la génération d’idées et l’apprentissage par l’expérimentation médiait bien cette relation de façon significative. De plus, l’ancienneté organisationnelle interagissait avec la résolution de problèmes, montrant une association plus forte pour les employés ayant une plus grande ancienneté. Cette recherche met en évidence le rôle de l’apprentissage en tant que mécanisme expliquant les effets des caractéristiques de l’emploi sur le développement de la créativité et de l’innovation, ainsi que le rôle de l’ancienneté en tant que facteur contextuel. Elle fournit également des informations sur les pratiques managériales à mettre en œuvre pour aménager les tâches afin de maximiser l’apprentissage informel et la génération d’idées des employés.