A Framework for Research and Practice: Relationship among Authentic Leadership, Employee Well-Being, Organizational Innovative Climate and Innovative Behavior

Abstract

In this research, we propose to use literature research method to explore a new research model to explain the relationship between authentic leadership and innovative behavior. Research result shows that authentic leadership is positively related to innovative behavior via employee well-being. What's more, when organizational innovative climate is high, the relationship between employee well-being and innovative behavior would be strengthened, on the contrary, it is weakened. We believe that these findings are important for guiding future empirical research in employee's innovative behavior.

Workplace Without Walls: An Investigation Into Remote Working and Employee Well-Being at Maybank, Malaysia

“…Prevailing literature from (Huang, 2017;Jindal & Shashank, 2017) illuminated the positive correlation between engagement and well-being, with engaged employees often experiencing heightened levels of job satisfaction, morale, and reduced stress (Ramalaksana et al, 2018;Harter et al, 2003). These sentiments were further underlined by the revelations that such employees also experience an enriched sense of purpose, commitment, and connection (Amalia et al, 2023;Jutengren et al, 2020).…”

“…Workers' Involvement is essential to an organization's effectiveness, especially when faced with severe events like the COVID-19 outbreak. The relationship between employee engagement and employees' well-being has been the subject of extensive study and research (Huang, 2017). Numerous scholars and organizational researchers have examined the link between employee engagement and employees' well-being in various cultural and organizational contexts (Jindal & Shashank, 2017).…”

“…The literature pervasively points to the crucial relationship between employee engagement and well-being. As Huang (2017) and Jindal & Shashank (2017) highlighted, the realm of organizational research has witnessed burgeoning attention on the correlation between these two aspects. The overwhelming consensus, as underscored by studies like those of (Ramalaksana et al, 2018;Caldwell et al, 2021;Harter et al, 2003), showcases a vivid link where engaged employees tend to experience enhanced wellbeing.…”

How Authentic Leadership Promotes Job Performance? The Mediating Role of Organizational Climate

“…Qureshi & Hassan [23] and Walumbwa et al [24] claim that the concept of authentic leadership is quite complex and often causes controversy to understand and assess the responsibility that ideally attaches to a leader, where their leadership and ethical roles are highlighted. At least, Huang [25] shows that behavioral patterns in leaders who promote and use the capacity of a positive ethical and psychological climate will bring about big changes. Authentic leadership characteristics will encourage them to compete through self-development, collaboration with followers, revitalizing relational transparency, balancing information processing, and improving the internalization of moral perspectives.…”

Take Action and Innovate! Mediated and Moderated Impact of Psychological Capital on the Innovative Work Behavior

“…These self-constructed questionnaires are derived from combinations of tools widely used to measure IWB (e.g., de Jong & Den Hartog, 2010; , and consequently measure the two stages that we consider fundamental to IWB, idea generation and idea implementation. In one article the authors used Huang's (2006) IIBM scale, which refined the scale by applying it to research in Taiwan and showing good internal consistency and reliability. Finally, this review includes two tools that measure IWB in specific groups.…”