A predictive structural model of new ways of working on innovative work behaviour: Higher education perspective in the Gulf Cooperation Council

Abstract

This study examined the relationship between compulsory new ways of working (flexible work design, workplace design at home, advanced information and communication technology [ICT]‐based communications and culture of innovation) and faculty members' innovative work behaviour. The mediating role of work–life balance and employees' satisfaction with new ways of working in the relationship between new ways of working and innovative work behaviour was also examined. Building on established measurement scales, a questionnaire‐based deductive approach was used to collect data. In total, 457 faculty members were randomly selected from universities in countries in the Gulf Cooperation Council. New ways of work and innovative work behaviour were confirmed as multidimensional concepts. The study participants were clustered in three profiles according to their level of perception of the research variables. New ways of working practices apart from advanced ITC‐based communications were significantly positively related to innovative work behaviour, and work–life balance was significantly positively related to satisfaction. Satisfaction with new ways of working and work–life balance is a vital mechanism of innovative work behaviour, and satisfaction mediates work–life balance and innovative work behaviour. Our research theoretically extends understanding of the compulsory new ways of working and innovative work behaviour in higher education institutions. It provides insights into how new ways of working affect innovative behaviour via two mediating mechanisms: work–life balance and satisfaction. This contingent perspective has not yet been explored in prior studies. Educational policy and decision makers can benefit from the results of this study by reorganizing their work activities according to faculty members' need to foster innovative educational solutions.

Intrinsic and extrinsic reward synergies for innovative work behavior among South African knowledge workers

“…Recent research on the antecedents of innovative work behavior abounds, and has focused on a wide range of determinants such as cognitive processes (Kmieciak, 2021), psychological processes including self-efficacy (Bak et al, 2022;Nilasari et al, 2022) and psychological thriving (Kim and Beehr, 2022), interpersonal processes of knowledge sharing (Abualoush et al, 2022) and organizational practices such as job design (Almahamid and Ayoub, 2022) and support for creativity (El-Kassar et al, 2022). Because the research domain of innovative work behavior is extensive, we limit the scope of this research to the interaction of intrinsic and extrinsic motivating factors of innovative work behavior.…”

“…, 2022) and psychological thriving (Kim and Beehr, 2022), interpersonal processes of knowledge sharing (Abualoush et al. , 2022) and organizational practices such as job design (Almahamid and Ayoub, 2022) and support for creativity (El-Kassar et al. , 2022).…”

Extra-role behaviour of non-family employees in private family firms through job crafting: mediating role of workplace flourishing

“…de Gennaro, 2019;Demerouti et al, 2015), show that such autonomy from the employer to alter complexity and effort of tasks, leads the employees to believe that the organization is likely to consider them for more responsible and senior roles, thus paving a path to a better future for them. Allowing employees to seek challenges has been shown to have a positive effect on constructs that somewhat resemble ERB, such as organizational citizenship behaviour (Andrade and Neves, 2022), and innovative work behaviour (Almahamid and Ayoub, 2022). Therefore, this component of job crafting influences ERB both directly and also partially through workplace flourishing.…”

“…Moreover, factors such as job satisfaction and perceived work-life balance reported by employees have led to innovative work behaviour and ERB assessed by their supervisors (Almahamid and Ayoub, 2022). Therefore, it is posited that workplace flourishing will have similar influence on ERB of NFEs that work in family firms.…”

Repatriates’ Job Dimensions, Career Ambition, Career Expectation, and Work Adjustment in the Gulf Cooperation Council Countries

“…As prior studies exhibited that the number of GCC outbound students is substantial, repatriated students and their adjustment challenges, particularly in the work environment, should be examined and improved. Nevertheless, research on the labor market in the GCC (Bokhari 2020;Almahamid and Ayoub 2022;Al-Asfour et al 2022) revealed that outbound students from the GCC prefer and continue to pursue degrees that do not correlate with their labor market demands, making research on repatriates' adjustment to work environment a realistic option.…”