Core Self-Evaluations and Innovative Behavior Among Microentrepreneurs: The Mediating Effect of Proactive Personality

Purba, Debora Eflina; Paundra, Joshua

doi:10.7454/proust.v1i1.30

Cited by 7 publications

(4 citation statements)

References 31 publications

(46 reference statements)

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“…The results of this study indicate that there is a positive and significant relationship between those two variables, so it is consistent with the previous results. The effect size in this study (r = 0.64) is also more or less the same as in the previous studies that have the coefficients ranging from 0.31 to 0.58 [16,20,24]. Thus, it appears that the effect size trend of this relationship is in the range of medium to large effects.…”

Section: Resultssupporting

confidence: 86%

“…From these variables, the construct of personality that is considered most suitable in a situation full of changes is a proactive personality [17]. The relationship between proactive personality and IWB has been studied in diverse populations, such as employees in the company [16,[18][19][20], teachers [21][22], the millennial generation [23], entrepreneurs [24], but still not widely found in the student population. Therefore, this study wants to see whether proactive personality is also positively related to IWB in college students.…”

Section: Introductionmentioning

confidence: 99%

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Encouraging innovative work behavior among college students through quality education to succeed the SDGs

Winarsih

Etikariena

2020

E3S Web Conf.

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Employee innovation plays an important role in organizational performance and survival, consequently, today’s students are expected to be able to cultivate Innovative Work Behavior (IWB) before they become workers. This research aimed to investigate the correlation between one of the internal individual factors, namely proactive personality, and its relationship with IWB. This quantitative research was conducted on 539 undergraduate students at Universitas Indonesia, with ages ranging from 18-25 years. The students should at least in their second year of study. Proactive personality was measured using a scale developed by Bateman and Crant (1993). IWB was measured using a scale developed by Janssen (2000) with some modifications to ensure that the scale was suitable for college students. Pearson Product-moment Correlation is used to test the hypothesis. This study finds that there is a positive and significant relationship between proactive personality and IWB, r(539) = 0,64, p < 0,01, one-tailed.

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Section: Resultssupporting

confidence: 86%

Section: Introductionmentioning

confidence: 99%

Encouraging innovative work behavior among college students through quality education to succeed the SDGs

Winarsih

Etikariena

2020

E3S Web Conf.

View full text Add to dashboard Cite

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“…For employees, this action reflects individual job behaviors and attitudes, and can increase the potential for innovative work behaviors that require voluntary efforts. Although some empirical studies have shown that core self-evaluation can promote favorable work outcomes such as innovative work behavior (e.g., Attiq et al, 2017;Purba and Paundra, 2018;Zhang et al, 2020), there is a comparative lack of empirical evidence and theories on the underlying mechanism. In order to reveal the complex relationship between core self-evaluation and innovative work behavior, further research on intervening variables (i.e., mediators and moderators) based on sound theories needs be conducted.…”

Section: Introductionmentioning

confidence: 99%

Relationship between core self-evaluation and innovative work behavior: mediating effect of affective organizational commitment and moderating effect of organizational learning capacity

Choi,

Kim,

Cho

2023

Front. Psychol.

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Focusing on employees, this study examined the respective mediating and moderating effects of affective organizational commitment and organizational learning capacity in the relationship between core self-evaluation and innovation work behavior. We collected data via an online survey from 330 office workers at midsize and large companies in a metropolitan area of South Korea. The results of analyzing the data using PROCESS macro were as follows: (1) core self-evaluation was positively related to innovative work behavior; (2) the relationship was mediated by affective organizational commitment; (3) the relationship was buffered by organizational learning capacity, such that a higher level of organizational learning capacity diminished the impact of core self-evaluation on innovative wok behavior; and (4) the conditional effect of core self-evaluation on innovative work behavior existed only in the group of a low level of organizational learning capacity. Based on these findings, we suggested implications for theory building, research, and practice.

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“…Previous studies have shown how individual characteristics influence innovative behavior [ 16 , 17 ]. For example, workers with high self-esteem tend to learn or seek change [ 18 ], extroversion is associated with innovative behavior [ 19 ], and positive people are highly likely to engage in innovative behavior [ 20 ].…”

Section: Introductionmentioning

confidence: 99%

Self-Leadership and Innovative Behavior: Mediation of Informal Learning and Moderation of Social Capital

Kang

Song

2022

Behavioral Sciences

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As the business environment is rapidly changing, interest in the innovation of organizational members is accelerating. Therefore, this study investigated how individual-level resources, particularly self-leadership, affect workers’ innovative behavior. Many studies have emphasized that employee initiative can lead to job performance at the individual level and organizational performance improvement. Self-leadership is a spontaneous and an active behavior, or mindset, defined as the ability to lead an individual in challenging situations characterized by learned behaviors that can be augmented by training. It is of interest to many researchers and practitioners. Further, we tested the mediation of informal learning, another individual-level resource, in this relationship and the moderation of social capital, a social resource, in the mediation. We analyzed the responses of 551 employees of South Korean companies using Model 6 and 14 of PROCESS Macro. The results revealed that self-leadership positively influenced workers’ innovative behavior, and informal learning mediated this relationship. We also confirmed that social capital strengthened the positive mediating effect of informal learning. This study empirically verifies the role of self-leadership, informal learning, and social capital as the determinants of innovative behavior and expands the discussion on leadership by highlighting the significance of self-leadership as opposed to traditional leadership approaches.

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Core Self-Evaluations and Innovative Behavior Among Microentrepreneurs: The Mediating Effect of Proactive Personality

Cited by 7 publications

References 31 publications

Encouraging innovative work behavior among college students through quality education to succeed the SDGs

Encouraging innovative work behavior among college students through quality education to succeed the SDGs

Relationship between core self-evaluation and innovative work behavior: mediating effect of affective organizational commitment and moderating effect of organizational learning capacity

Self-Leadership and Innovative Behavior: Mediation of Informal Learning and Moderation of Social Capital

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