Enhancing innovative work behaviour through work engagement: examining the role of psychological empowerment and social support

Monica, R.; Krishnaveni, R.

doi:10.1504/ijbir.2019.10024858

Cited by 4 publications

(6 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Inconsistent with previous studies (Abukhait et al, 2020;A. Brown, 2015;Monica & Krishnaveni, 2019;Suseno et al, 2020), the direct effects of social support (also indirect) and career adaptability on innovative behavior were statistically insignificant. One of the reasons for this result may be that the social environment such as family, friends, and others may not provide the right type of support to individuals because they do not know the work environment exactly (Todt et al, 2018).…”

Section: Theoretical Implicationscontrasting

confidence: 81%

“…It is considered that these interesting results may be due to the fact that learning and development requires intense effort, innovative behaviors are not rewarded, and problems in person-job fit. Although significant relationships between variables have been determined in limited studies conducted separately in the literature (Abukhait et al, 2020;Monica & Krishnaveni, 2019;Suseno et al, 2020), no research has been found that examines these variables within a model.…”

Section: Discussionmentioning

confidence: 99%

See 1 more Smart Citation

Linking perceived social support, career adaptability, and innovative behavior: A two‐wave study

RENÇBER

Baş

2023

The Career Development Quart

View full text Add to dashboard Cite

Based on the career construction model of adaptation, this study examined the relationships of career adaptability with measures of adaptivity, and adaptation results. Specifically, we investigated the link among perceived social support, career adaptability, and innovative behavior in the Turkish context. Data were collected from 171 employees. Results indicated that perceived social support positively affected career adaptability, as expected. Contrary to expected, there was no significant relationship between innovative behavior and career adaptability and social support. In addition, career adaptability did not act as a mediator in the association of social support and innovative behavior. Implications and directions for future research were discussed.

show abstract

Section: Theoretical Implicationscontrasting

confidence: 81%

Section: Discussionmentioning

confidence: 99%

Linking perceived social support, career adaptability, and innovative behavior: A two‐wave study

RENÇBER

Baş

2023

The Career Development Quart

View full text Add to dashboard Cite

show abstract

“…Increased decision authority improves invention (Theurer et al, 2018;Cerne et al, 2017). Social support at work also enhances innovation and creativity (Monica and Krishnaveni, 2019). Autonomy is crucial to innovative work culture (Theurer et al, 2018;Ramamoorthy et al, 2005).…”

Section: Discussionmentioning

confidence: 99%

Workplace spirituality to cultivate innovative work behaviour: the moderating role of perceived working conditions

Garg¹,

Saini²

2023

IJSSP

View full text Add to dashboard Cite

PurposeThe purpose of the present study is to contribute to the debate on innovative work behaviour (IWB). Employees are expected to exhibit innovative behaviour that can realize, sustain and implement new ideas. This study explores the role of workplace spirituality (WPS) in advancing employees' innovative work behaviour (IWB). Furthermore, this study investigates how employees' perceived working conditions moderate the relationship between WPS and IWB.Design/methodology/approachThe sample comprised 516 employees working in different supply chain companies in India. The researchers used correlation, hierarchical regression analysis and the PROCESS macro in SPSS.FindingsThe results highlighted that the four measurements of WPS (Swadharma, a sense of community, authenticity and Lokasangraha) significantly predict IWB among employees of selected companies. Also, the results suggested the significant moderating effects of decision authority, social support and autonomy on IWB.Originality/valueDrawing from broaden and build theory and theory of intangible resources, the present study demonstrates that WPS positively impacts the employee's IWB. Further, this paper also shows the moderating effects of three dimensions of perceived working conditions between WPS and IWB, which is under-explored in previous research.

show abstract

“…• the ability to submit new ideas and proposals: Taking into unique consideration the amount of effort that employees dedicate to the effective production of new and useful ideas that, once implemented, aim to facilitate the achievement of envisioned future states (Montani et al,2015). Employees who not only use their competencies but also demonstrate discretionary behavior, in turn, create and enhance the implementation of new ideas into practice (Shakil et al,2021).…”

Section: B -Innovative Work Behaviorsmentioning

confidence: 99%

Effect of Happy Work Environment on Innovative Work Behaviours: Analytical Research in the Ministry of Higher Education and Scientific Research

Hasan Ghafil Jawad Al Issawi,

Ali Hassoon Altaee

2024

Eximia

View full text Add to dashboard Cite

The current research aims to test the effect of a happy work environment on Innovative work behaviors, as a stratified random sample of (328) employees of the departments of the Ministry of Higher Education and Scientific Research was selected from the study population of (2229). Relying on the questionnaire in collecting data, the questionnaires suitable for statistical analysis were (322) questionnaires, as the happy work environment variable includes five dimensions: (credibility, respect, fairness, pride, true friendship), while the Innovative work behavior variable dealt with four dimensions (ability Providing Innovative solutions to problems, the ability to come up with new ideas and proposals, change, initiative, and the spirit of risk), and the idea of the research revolves around providing a happy work environment that contributes to and supports Innovative work behaviors. The researcher used several statistical methods to analyze the questionnaire results, including a simple linear regression coefficient. Simple and descriptive analysis using the program (SPSS.v23, AMOS.v23), and the hypotheses were proven correct by finding an effect of a happy work environment in its dimensions on Innovative work behavior in its dimensions. A set of results has also been reached, among which are doubts or concerns about the reliability of management information and procedures, as well as some gaps or deficiencies in the control processes and the audit system, it appears that the responsible management is not at a good level in managing work and fulfilling commitments and promises towards its employees, as well as being informed. On issues and tasks related to work, and from this perspective it is due to several reasons, including the managerial skills possessed by managers that are not sufficient or inconsistent with the specialty of the work assigned to them, and that management capabilities are limited and rely on performing their tasks in a normal or average manner without skill or exceptionality.

show abstract

Enhancing innovative work behaviour through work engagement: examining the role of psychological empowerment and social support

Cited by 4 publications

References 0 publications

Linking perceived social support, career adaptability, and innovative behavior: A two‐wave study

Linking perceived social support, career adaptability, and innovative behavior: A two‐wave study

Workplace spirituality to cultivate innovative work behaviour: the moderating role of perceived working conditions

Effect of Happy Work Environment on Innovative Work Behaviours: Analytical Research in the Ministry of Higher Education and Scientific Research

Contact Info

Product

Resources

About