Drivers of Innovative Behaviors: The Moderator Roles of Perceived Organizational Support and Psychological Empowerment

Yıldız, Bora; Uzun, Sümeyra; Coşkun, Serdar Semih

doi:10.2139/ssrn.3335714

Cited by 12 publications

(16 citation statements)

References 86 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…The last two activities are referred to as implementation-oriented work behavior, where individuals try to promote their new ideas and work on those ideas in their organization. Studies have shown that those who are innovative, work beyond their requirements, and enlarge their contribution generate continuous innovation (Yildiz et al, 2017).…”

Section: Innovative Work Behavior and Employee Performancementioning

confidence: 99%

The Role of Digital Literacy in Supporting Performance Through Innovative Work Behavior: The Case of Indonesia’s Telecommunications Industry

Santoso¹,

Abdinagoro²,

Arief³

2019

IJTech

View full text Add to dashboard Cite

The so-called "fourth industrial revolution" that is developing at an exponential pace today is characterized by several new technologies, such as robotics, artificial intelligence, and the Internet of Things (IoT). Especially in Indonesia's telecommunications industry, there is a change in the use of telecommunications services with a greater need to provide innovative data services. This research aimed to investigate the relationship among transformational leadership, innovative work behavior, performance, and digital literacy (as a moderator of the relationship between innovative work behavior and performance). This illustrates how innovation in technology can serve as a core element to drive the competitiveness of a company, especially in high-tech industries. The role of innovation is becoming increasingly significant and can determine the survival and growth of a company. This study surveyed 230 managerial-level and above employees from three telecommunication companies in Indonesia. Structural equation modeling (SEM) was performed with LISREL to analyze the data in this quantitative research. The results showed that there was a significant and positive relationship between transformational leadership and innovative work behavior, innovative work behavior was also significantly and positively related to performance, and digital literacy significantly moderated the relationship between innovative work behavior and performance.

show abstract

Section: Innovative Work Behavior and Employee Performancementioning

confidence: 99%

The Role of Digital Literacy in Supporting Performance Through Innovative Work Behavior: The Case of Indonesia’s Telecommunications Industry

Santoso¹,

Abdinagoro²,

Arief³

2019

IJTech

View full text Add to dashboard Cite

show abstract

“…Drawing upon social learning and self-determination theories, Sun et al (2012) clarified the mediating role of structural and psychological empowerment in the relationship between transformational leadership and creativity. Grounded on social exchange theory, Yildiz, Uzun, and Coşkun (2017) found that organizational support and psychological empowerment facilitate innovative behaviors of proactive employees, as they are more attached to their organizations and behave more innovatively. Abukhait, Bani-Melhem, and Zeffane (2019) highlighted that empowerment promotes employee innovative behavior through knowledge sharing but, based on social role theory, found gender differences.…”

Section: Hypothesesmentioning

confidence: 99%

Leaders who empower: a gateway to radical innovation

Domínguez-Escrig¹,

Broch²,

Alcamí³

et al. 2019

Journal of Management & Organization

View full text Add to dashboard Cite

The main goal of the current study is to analyze the relationship between leaders' empowerment, radical innovation and organizational performance. A total of 300 Spanish companies participated in the study. In total, 600 valid questionnaires were obtained. Structural equations were used to validate the proposed hypotheses. Two different respondents in each company were selected to provide information. All the hypotheses proposed in the theoretical model were confirmed. This research provides empirical evidence of the relationship between leaders' empowerment and organizational performance, highlighting the mediation role played by radical innovation. Leaders who empower, promote radical innovation and, in turn, performance. To our knowledge, this is the first empirical study that analyzes the effect of leader's empowerment on radical innovation. Although in the former literature there are evidences of a positive relationship between empowerment and innovation, there are no studies that differentiate between innovation typologies.

show abstract

“…Perceived organizational support (POS) can be considered an environmental factor; it refers to employee perception of how much the organization values their contributions and cares about their well-being ( Eisenberger et al, 2001 ). Prior studies have revealed that POS is one of the most strongly predictable innovative behavior of an employee ( Yildiz et al, 2017 ; Qi et al, 2019 ; Fan et al, 2022 ). According to social exchange theory (SET), when employees believe that they are being encouraged, they tend to yield returns for their organization by putting in extra effort, such as by demonstrating innovative behavior ( Eisenberger et al, 1990 ; Nazir et al, 2018 ).…”

Section: Introductionmentioning

confidence: 99%

Impact of Agile Learning on Innovative Behavior: A Moderated Mediation Model of Employee Engagement and Perceived Organizational Support

Hong

2022

Front. Psychol.

View full text Add to dashboard Cite

This study analyzed learning agility, employee engagement, perceived organizational support (POS), and innovative behavior related to the development of innovative environment and the mental and psychological health of employees. A substantial body of research has examined the antecedents of innovative behavior of employees in their work environment, but our current understanding of how learning and motivational aspects of employees synthetically influence the innovative behavior remains incomplete. To address this gap, we developed and tested a moderated mediation model of the relationship between learning agility and employee engagement, POS, and innovative behavior. Following the job-demand resource model, componential theory, and social exchange theory, our postulated model predicted that the mediating effect of employee engagement on the relationship between learning agility and innovative behavior would be moderated by POS. The result of the analysis of the data on 331 corporate employees in South Korea supported this model. Specifically, learning agility was related to innovative behavior, while employee engagement mediated the relationship between learning agility and innovative behavior; POS strengthened the positive effect of learning agility on innovative behavior via employee engagement. We also discuss the implications of the results, future direction, and limitations of this study based on these findings.

show abstract

Drivers of Innovative Behaviors: The Moderator Roles of Perceived Organizational Support and Psychological Empowerment

Cited by 12 publications

References 86 publications

The Role of Digital Literacy in Supporting Performance Through Innovative Work Behavior: The Case of Indonesia’s Telecommunications Industry

The Role of Digital Literacy in Supporting Performance Through Innovative Work Behavior: The Case of Indonesia’s Telecommunications Industry

Leaders who empower: a gateway to radical innovation

Impact of Agile Learning on Innovative Behavior: A Moderated Mediation Model of Employee Engagement and Perceived Organizational Support

Contact Info

Product

Resources

About