Purpose In modern times, innovation is considered as a vital component of sustainable competitive advantage. The purpose of this paper is to identify how innovation at the individual level [innovative work behavior (IWB)] and at the organizational level [innovative organizational climate (IOC)] affects the chances of success of a particular project. Additionally, the moderating effect of gender and work culture on the relation between innovative climate and behavior is tested in the study. Design/methodology/approach Survey technique was used to collect data from 425 employees working in project departments at the executive, middle level and senior level management in the paint manufacturing industry of Pakistan. Multiple regression, as well as Preacher and Hayes (2004) tests, were applied to test the hypotheses. Findings The result of the data analysis showed that IWB acts as a mediator between IOC and project success (PS), thereby supporting the hypothesized model of innovation and PS. Work culture was supported as a moderator; however, no moderating effect of gender was validated by the results. Research limitations/implications The management must make sure that to maximize the rate of success of projects, innovative work climate within the organizations and departments be given due importance. In addition to this, personnel’s individual innovation capabilities must also be enhanced by taking steps toward improvement through training and development. Originality/value Though attention has been given to research in innovation in light of other related variables, its relation to PS remains yet to be studied. The effect of gender and work culture on innovation in Pakistani paint industry was long over-due which has been addressed by this study.
In the present study, we first examined the relationship between ethical leadership and frontline employees’ (FLEs’) service recovery performance (SRP) and then tested the mediating role of organizational virtuousness in the relationship between ethical leadership and SRP in service contexts. Finally, we examined the moderating effect of FLE trait mindfulness on the direct relationship between ethical leadership and organizational virtuousness, as well as the indirect relationship between ethical leadership and SRP, via organizational virtuousness. Three-waved survey data collected from 273 supervisor-employee dyads in different service sector organizations supported our hypothesized relationships. In addition to important theoretical implications, the study carries useful practical implications, particularly for managers who are concerned about improving SRP in the service contexts.
Purpose The purpose of this paper is to examine the influence of cyberbullying at work on employee creativity with moderating role of family social support (FSS) and mediating role of job burnout. Design/methodology/approach Using convenience sampling technique, data were collected from 212 employees working in manufacturing sector. The partial least square-structural equation modeling (PLS-SEM) was used to test the hypotheses. Findings Results reveal that cyberbullying has found to be negatively associated with employee creativity and positively linked with job burnout. Furthermore, job burnout has negative connection with employee creativity; however, job burnout does not mediate the link between cyberbullying and creativity. Research limitations/implications This study provides comprehensive insights in the literature about the negative workplace context (cyberbullying) as antecedent, job-linked psychological exhaustion (job burnout) as mediation and generation of original thoughts by employees (employee creativity) as consequence. Originality/value Examination of FSS as coping strategy and job burnout as underlying mechanism between the cyberbullying and employee creativity is the novelty of the present research.
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