Creating innovative work behaviour: the roles of self efficacy, leader competency, and friendly workplace

Santoso, Henny; Heng, Connie

doi:10.1504/ijebr.2019.102732

Cited by 5 publications

(6 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Dari penelitian terdahulu telah membuktikan bahwa innovative work behavior memberi kontribusi positif untuk meningkatkan inovasi dan kreatifitas pekerja (Influence of Transformational Leadership on Employees' Innovative Work Behavior in Sustainable Organizations: Test of Mediation and Moderation Processes). Oleh sebab itu, innovative work behavior merupakan sebuah perilaku komprehensif yang terkait ide generasi, dukungan ide dalam organisasi dan juga memberikan implementasi ide-ide (Santoso & Heng, 2019) Innovative work behavior juga didefinisikan sebagai perilaku pekerja yang mengacu pada sebuah kemampuan untuk menciptakan sebuah ide-ide dari sudut pandang baru yang dapat diubah menjadi inovasi. (Dysvik, Kuvaas, & Buch, 2014).…”

Section: Innovative Work Behaviorunclassified

Innovative Work Behavior pada Pegawai di DKI Jakarta: Pengaruh Learning Agility, Work Engagement, dan Digital Readiness

Riswan

Salsabila

Mulya

et al. 2021

SIMO

View full text Add to dashboard Cite

Purpose: This paper aims to examine innovative work behavior and the impact of learning agility, work engagement, and digital readiness on employees at DKI Jakarta. Research Methodology: This paper is based on the quantitative study by using a survey method through questionnaire distribution with 407 respondents of employees who work in DKI Jakarta. As for the data analysis technique, this analysis used SPSS with regression technique in simple regression. Results: This paper proves statistically there are significant and positive impacts from each variable (work engagement, digital readiness, and learning agility) on the innovative work behavior of employees in DKI Jakarta. Also, there are significant and positive impacts from each variable (work engagement and digital readiness) on learning agility. But learning agility does not have a role as an intervening variable in influencing the relationship between work engagement, digital readiness, and innovative work behavior. Limitations: This paper is using nonprobability sampling and also limited to employees who work in DKI Jakarta. Contribution: This paper shows how work engagement and digital readiness affect learning agility which has an impact on the innovative work behavior of employees in DKI Jakarta.

show abstract

Section: Innovative Work Behaviorunclassified

Innovative Work Behavior pada Pegawai di DKI Jakarta: Pengaruh Learning Agility, Work Engagement, dan Digital Readiness

Riswan

Salsabila

Mulya

et al. 2021

SIMO

View full text Add to dashboard Cite

show abstract

“…There are many individual factors have been studied on IWB. Among the individual related factors that have been studied relating to IWB include perceived role clarity (Kundu et al, 2020), emotional intelligence (Andrabi & Rainayee, 2020), psychological capital (Yonla et al, 2019), self-efficacy (Santoso & Heng, 2019;Siregar et al, 2019), personal values (Purc & Lagun, 2019). Among all the factors studied psychological empowerment is one of the most studied factors on employee IWB due to its different findings (Abdullatif, 2016;Almulhim, 2020;Helmy et al, 2019;Kustanto et al, 2020;Nasir et al, 2019;Rahman et al, 2014;Sinaga et al, 2021;Yasir et al, 2021).…”

Section: Messmann and Mulder (2012)mentioning

confidence: 99%

“…Among all the factors studied psychological empowerment is one of the most studied factors on employee IWB due to its different findings (Abdullatif, 2016;Almulhim, 2020;Helmy et al, 2019;Kustanto et al, 2020;Nasir et al, 2019;Rahman et al, 2014;Sinaga et al, 2021;Yasir et al, 2021). Meanwhile self-efficacy is proven to be one of the most influential factors of IWB (Siregar et al, 2019;Santoso & Heng, 2019).…”

Section: Messmann and Mulder (2012)mentioning

confidence: 99%

A Conceptual Review of the Determinants of Employee Innovative Work Behavior

Ebrahim,

Ismail,

Kassim

2023

IMBR

View full text Add to dashboard Cite

The increasing prevalence of digitalization, competitive markets, quick environmental changes, and the imperative of organizational sustainability have necessitated business organizations to adopt innovative practices. Hence, all organizations must foster a culture of innovative work behavior among their employees to ensure the organization's ongoing survival and advancement. Nonetheless, comprehensive studies that methodically scrutinize the different factors affecting IWB within a unified theoretical model are insufficient. This research is a literature review to find and analyze factors that influence innovative work behavior. The findings of the literature review or existing research indicate that psychological empowerment, employee engagement, self-efficacy, knowledge sharing, perceived organizational support, climate for innovation, HRM practices, and transformational leadership have consistently demonstrated strong associations with employee IWB in various studies. This study additionally proposes a novel conceptual framework that examines the interplay between psychological empowerment, employee engagement, self-efficacy, knowledge sharing, perceived organizational support, climate for innovation, HRM practices and transformational leadership, with a specific focus on their impact on IWB. This framework holds potential for future investigations conducted by other scholars.

show abstract

“…Individuals with high level of selfefficacy are likely to attach a high value to the possibility that effort will lead to performance, which helps the individuals sustain their goal-directed effort (Carter, Nesbit, Badham, Parker, Sung, 2018). Self-efficacy has been found to positively predict innovative work behaviors (Jose, Mampilly, 2016;Santoso, Heng, 2019).…”

Section: Self-efficacymentioning

confidence: 99%

“…Draw upon social cognitive theory, it was proposed that high self-efficacy people are likely to accept challenging and risky tasks than their low self-efficacy counterparts who tend to avoid uncertainty (Mielniczuk, Laguna, 2020). In addition, high-efficacious workers often take initiative and show autonomy at work in order to achieve good results (Santoso, Heng, 2019). The authors also argued that people high in self-efficacy have good understandings of their strengths and weaknesses, and therefore, are able to deal well with demanding situations.…”

Section: The Mediating Impacts Of Relational Psychological Contract A...mentioning

confidence: 99%

High performance work system and intrapreneurial behavior: the role of relational psychological contract, self-efficacy and boundaryless career orientation

Phuong¹

2022

OrgPsy

View full text Add to dashboard Cite

Purpose. The current study investigates the impact of high-performance work system (HPWS) on intrapreneurial behavior (IPB) with mediating effects of self-efficacy and relational psychological contract. In addition, boundaryless career orientation is expected to moderate the relationship between HPWS and IPB. Design. Employees were asked to indicate the extent to which they understood and experienced each HR practice within their firms. The final list of HPWS consists of 13 practices detailed in Appendix 1. The Employee Intrapreneurship Scale (EIS) consists of eight items, measuring two dimensions of IPB, namely strategic renewal behavior and venture behavior. Quantitative research design was applied with data collected from 283 employees using Partial Least Square Structural Equation Modelling (PLS-SEM). Findings. The results confirmed the direct impact of HPWS on IPB as well as the indirect impacts of both relational psychological contract and self-efficacy. Mobility Preference moderated the above relationship while Boundaryless Mindset did not. Theoretical implications. This research confirms the relationship between HPWS and IPB and the mechanisms through which HPWS influences IPB. Practical implications. Building a long-term trust-based relationship between employees and the firm is vital in fostering IPB. Value of results. This study explores the role of general self-efficacy and relational psychological contract as mediators of the link between HPWS and IPB. In addition, it introduces boundaryless career orientation as a moderator of the HPWS-IPB linkage.

show abstract

Creating innovative work behaviour: the roles of self efficacy, leader competency, and friendly workplace

Cited by 5 publications

References 0 publications

Innovative Work Behavior pada Pegawai di DKI Jakarta: Pengaruh Learning Agility, Work Engagement, dan Digital Readiness

Innovative Work Behavior pada Pegawai di DKI Jakarta: Pengaruh Learning Agility, Work Engagement, dan Digital Readiness

A Conceptual Review of the Determinants of Employee Innovative Work Behavior

High performance work system and intrapreneurial behavior: the role of relational psychological contract, self-efficacy and boundaryless career orientation

Contact Info

Product

Resources

About