Antecedents of innovative work behaviour: a systematic review of the literature and future research agenda

Alfy, Shahira El; Naithani, Pranav

doi:10.1504/wremsd.2021.10034238

Cited by 7 publications

(6 citation statements)

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“…Regardless of sector, individuals are the main source of innovation, especially in education institutions where new knowledge, which fuels the innovation process, is created. In the education sector, contextual, institutional, and personal factors influence faculty members' IWB (Alfy & Naithani, 2021; Ayoub et al, 2021). Ongoing competitive pressures highlight the need to develop administrative and faculty members' IWB (Ayoub et al, 2021; Lambriex‐Schmitz et al, 2020b).…”

Section: Literature Reviewmentioning

confidence: 99%

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

Almahamid

Ayoub

2022

Creat Innov Manage

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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.

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Section: Literature Reviewmentioning

confidence: 99%

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

Almahamid

Ayoub

2022

Creat Innov Manage

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“…Positive emotions expressed by employees about their work engagement served as a mediator between the beneficial effect of supervisors expressing positive emotions about employees' work engagement on their innovative behaviour and the positive emotions expressed by employees about their work engagement (Wu & Wu, 2019). The variables that influence creative work behaviours are institutional and employee-related (Alfy & Naithani, 2021;Kanapathipillai et al, 2021). Employee learning orientation is favourably associated with innovative work behaviour, and these associations are mediated by creative self-efficacy (Atitumpong & Badir, 2018).…”

Section: Innovative Work Behaviourmentioning

confidence: 99%

The Impact of Self-Efficacy and Creative Process Engagement on Innovative Work Behaviour in the Telecommunication Industry in Malaysia

Harun¹,

Yunhendri²,

Shaharudin³

et al. 2022

EJEFR

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This study aimed to illuminate the influence of self-efficacy and creative process engagement on employees' innovative work behaviour in the telecommunication industry in Malaysia. To determine whether these two variables are linearly related, the researchers have applied the quantitative method to test the hypothesis developed for this study. The correlation procedure was used to test the strength of association, and the linear regression procedure was used to test the relationships between the quantitative variables. The population of this study was 45,093 employees working for 214 telecommunication employers in the southern and western regions of Malaysia. A self-administered survey was utilised to gather the data for this research. A total of 424 respondents provided the data to derive the analysis and conclusion for this study. It was shown that self-efficacy directly influences employees' cooperation and efforts, indicating that self-efficacy has a motivating potential for innovative work behaviours. Innovative work behaviour requires strong self-efficacy and involvement in the creative process. Commitment is a huge concern since the causes and consequences of inventive working behaviour may differ greatly depending on whether the emphasis is on self-efficiency or creative process engagement. It seems from the outcomes of this study that self-efficacy and participation in the creative process may help increase creativity and innovation. According to this research, innovative thinking is more likely to be associated with employees who are confident in their abilities to execute challenging tasks and multitask. Employees' capacity to innovate will improve if they have a sense of self-efficacy and participation in the creative process. This will help employees solve problems, enhance their creativity, and create new ideas. JEL: L20, L23, L96 Article visualizations:<img src="/-counters-/edu_01/0942/a.php" alt="Hit counter" />

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“…Due to the increased uncertainty of business environments, greater competition and technological advancement, prearranged behaviours and formalised procedures cannot yield anticipated results (Alfy & Naithani, 2021). Organisations, This article is part of the Topical Collection on Enhancing the Adaptability of Family Businesses to the Knowledge-based Economy therefore, need to be innovative to respond to the abrupt shifts in their business environment (Alfy & Naithani, 2021;Katz, 1964). Employee-driven innovations can help organization to differentiate itself from its rivals and achieve competitive advantage (Alfy & Naithani, 2021).…”

Section: Introductionmentioning

confidence: 99%

“…Organisations, This article is part of the Topical Collection on Enhancing the Adaptability of Family Businesses to the Knowledge-based Economy therefore, need to be innovative to respond to the abrupt shifts in their business environment (Alfy & Naithani, 2021;Katz, 1964). Employee-driven innovations can help organization to differentiate itself from its rivals and achieve competitive advantage (Alfy & Naithani, 2021). Innovative Work Behaviour (IWB) refers to the contribution of individuals and groups in the organizations to introduce novel services/products, task, or work-related ideas to contribute to the overall innovativeness and produces desirable outcomes (Farrukh et al, 2021).…”

Section: Introductionmentioning

confidence: 99%

Nurturing Innovative Work Behaviour through Workplace Learning among Knowledge Workers of Small and Medium Businesses

Shah

El-Gohary

2022

J Knowl Econ

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Organisations need to be innovative to be able to face the complexity and turbulence of the environmental forces and factors surrounding them. This is true in the case of all types of organisations, including SMEs, where innovations are essential for their survival and growth. As such, organisations need to nurture Innovative Work Behaviour (IWB) among their employees through different means. To achieve such ultimate goal, Workplaces Employees Learning can benefit many companies. Meanwhile, Workplace Learning (WPL) can improve the competencies and skills of employees and help their IWB. This research focuses on the role of WPL as a predictor of IWB among knowledge workers of SMEs in developing countries (i.e. Pakistan). Through convenient sampling technique, questionnaires were distributed among employees of 173 SMEs, resulting in 311 useable questionnaires. Data were analysed using Smart-PLS 3. The results indicated that WPL facilitated IWB among SME employees, with informal and incidental learning being the most critical predictors compared to formal means of learning. The research results reinforce the importance of WPL and IWB, and their implications are beneficial for SMEs and the academic society.

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Antecedents of innovative work behaviour: a systematic review of the literature and future research agenda

Cited by 7 publications

References 0 publications

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

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

The Impact of Self-Efficacy and Creative Process Engagement on Innovative Work Behaviour in the Telecommunication Industry in Malaysia

Nurturing Innovative Work Behaviour through Workplace Learning among Knowledge Workers of Small and Medium Businesses

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