Examining the effect of training and employee creativity on organizational innovation: a moderated mediation analysis

Abstract

Purpose The purpose of this study to understand the effects of training and creativity on organizational innovation under the moderating influence of the organizational climate. Design/methodology/approach The theoretical model is grounded in the contingent resource-based view. To test the research hypotheses, this paper has gathered the cross-sectional data using a single informant pre-tested questionnaire. The data were collected from respondents working in Indian automotive manufacturing organizations. The data were further tested for the normality criteria followed by hypotheses testing using co-variance-based structural equation modelling Statistical Package for Social Sciences (SPSS), 2010. Findings The relationship between training and organizational innovation was leveraged by employee creativity, which acts as a mediator between the two. Moreover, the organizational climate augments the mediation process by coherently creating a positive moderating influence. Practical implications This study provides prospective insights to management leaders and practitioners by establishing how training can bring about positive change in the innovative front of the organization. It also offers keys to the organizations for an active engagement of the employees through a supporting climate conducive for harnessing of individual creativity and innovative potential. Originality/value This is the first endeavour made to examine the moderated mediation influence of organizational climate on training and employee creativity, by studying the mediating effect of employee creativity between training and organizational innovation.

The Relationship Between Personality Traits and Entrepreneurial Intention Among College Students: The Mediating Role of Creativity

“…Abdulaal and Nordin (2020) found that creativity has a mediating role between knowledge and human resource management. Creativity also plays a significant mediating role between training and organizational innovation ( Chaubey et al, 2021 ). In addition, creativity plays a mediating role between participatory management and teacher job satisfaction ( Zavvar et al, 2021 ).…”

“…Previous studies on entrepreneurial intentions have reported a mediating role of creativity (Imran et al, 2018;Danish et al, 2019;Chaubey et al, 2021). Murad et al (2021) found that creativity significantly and positively impacts entrepreneurial intentions.…”

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“…Drawing from job demand resource theory (Bakker & Demerouti, 2007;Demerouti et al, 2001) and the essential role of innovation (Areed et al, 2021;Chaubey et al, 2022;Colclough et al, 2019), the present study is crucial in grasping dynamic scenarios and providing proper examination in explaining employee's innovation capability based on types of knowledge as drivers of creativity.…”

“…First, creativity and innovation are fascinating issues in recent literature (Jin & Shao, 2022;Tsouri et al, 2021;Zhao et al, 2020) because managing and improving innovation capability is increasingly crucial in the knowledge-based economy era (Bhatti et al, 2020;Chaubey et al, 2022;Ferreira et al, 2020). Creativity and innovation play an essential role in organizational sustainability by building a strong culture and climate (Aboramadan et al, 2020;Dabic et al, 2019) and a dynamic capability for competitive advantage (Ferreira et al, 2020;Mady et al, 2022).…”

Analisis pengaruh pelatihan dan kepemimpinan terhadap kinerja karyawan

“…Dengan demikian pelatihan akan meningkatkan pengetahuan dan kemampuan yang berhubungan dengan pekerjaan karyawan. Studi sebelumnya menunjukkan bahwa pelatihan yang efektif dapat menghasilkan kepuasan dan produktivitas kerja yang lebih tinggi, peningkatan kualitas kerja, peningkatan motivasi dan komitmen, semangat kerja dan kerja tim yang tinggi serta kreativitas karyawan (Chaubey et al, 2022;Hanaysha & Tahir, 2016). Secara tegas beberapa penelitian memberikan keterangan bahwa pelatihan dapat berkontribusi secara positif dan signifikan dalam peningkatan kinerja karyawan (Mihardjo et al, 2020;Mira & Odeh, 2019;Sendawula et al, 2018).…”