HRM practices and innovative work behavior within the hotel industry in Pakistan: Harmonious passion as a mediator

Jan, Ghulam; Zainal, Siti Rohaida Mohamed; Lee, Michelle Chin Chin

doi:10.1080/15332845.2021.1959803

Cited by 17 publications

(16 citation statements)

References 106 publications

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“…In addition, despite the importance of innovative work behavior to enhance innovation in an organization (Karatepe et al. , 2020), evidence regarding the predictors of innovative work behavior is scarce (Susomrith and Amankwaa, 2019), particularly in the hospitality literature (Jan et al. , 2021; Luu, 2021).…”

Section: Literature Review and Hypothesesmentioning

confidence: 99%

“…Innovative work behavior is defined as the production, promotion and development of novel ideas and solutions (Scott and Bruce, 1994). Due to rising competing demands, globalization and changing business environment, innovative work behavior has become an increasingly significant topic over the last decade (Jan et al, 2021;Susomrith and Amankwaa, 2019). In addition, innovative work behavior is seen to be the foundation of innovation in a firm (Karatepe et al, 2020).…”

Section: Innovative Work Behaviormentioning

confidence: 99%

“…Although innovative work behavior is known to be beneficial to the organizations, employees are not always motivated to display such a behavior (Liu et al, 2020). In addition, despite the importance of innovative work behavior to enhance innovation in an organization (Karatepe et al, 2020), evidence regarding the predictors of innovative work behavior is scarce (Susomrith and Amankwaa, 2019), particularly in the hospitality literature (Jan et al, 2021;Luu, 2021).…”

Section: Voice Behaviormentioning

confidence: 99%

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Linking paradoxical leadership and individual in-role and extra-role performance: a multilevel examination

Kundi

Aboramadan²,

Abualigah³

2023

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PurposeLeaders in the hospitality industry encounter daily conflicting demands and paradoxes which call for adjusting their leadership philosophy from “either/or” to “both/and” leadership style. Therefore, drawing upon paradox, self-determination, social learning and job demands-resources perspectives, the purpose of this article is to examine the relationships between paradoxical leadership and employee in-role and extra-role performance outcomes. It also aims to explore the mediating effect of work engagement on the aforesaid linkages.Design/methodology/approachMultilevel analyses in Mplus 8.0 software were conducted on three-wave data from 238 employees working in 19 Pakistani hotels.FindingsThe authors found that paradoxical leadership influences employee in-role (job performance) and extra-role (innovative work behavior and voice behavior) performance directly and indirectly through employee work engagement.Originality/valueThis study addresses recent calls by highlighting the role of paradoxical leadership, an important yet underexplored leadership style in the hospitality literature. In addition, this is the first study examining the multilevel effect of paradoxical leadership on employees’ in-role and extra-role performance via work engagement.

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Section: Literature Review and Hypothesesmentioning

confidence: 99%

Section: Innovative Work Behaviormentioning

confidence: 99%

Section: Voice Behaviormentioning

confidence: 99%

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Linking paradoxical leadership and individual in-role and extra-role performance: a multilevel examination

Kundi

Aboramadan²,

Abualigah³

2023

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“…On the contrary, employees with lesser autonomy in the workplace may demonstrate limited ability towards innovation as organisational situation restricts employees from trying new procedures at work due to low tolerance towards trial and error. The higher JA inspires the ability of employees to negotiate with their superiors regarding role expectations on innovative works (Jan et al, 2021). The more JA also instigates responsibility in employees in the workplace (Koon and Pun, 2018), and they are more likely to engage in innovativeness due to their creative involvement in work resulting from the social exchange process with their managers.…”

Section: Job Autonomy As a Strong Situationmentioning

confidence: 99%

Section: Theoretical Background and Hypotheses Formulationmentioning

confidence: 99%

Is job autonomy really a blessing for empowering leadership–intrapreneurial behaviour nexus?: empirical evidence for situational strength theory

Alam

Rafiq

Rehman

et al. 2022

JOEPP

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PurposeIn this study, the situation strength theory (SST) has been applied to assess the predictability of empowering leadership (EL) in explaining intrapreneurial behaviour (IB) under the strong situation effect of job autonomy (JA).Design/methodology/approachThe proposed theoretical framework was assessed using cross-sectional survey data from 237 engineers employed in Pakistan's automotive firms. Covariance-based structural equation modelling (CB-SEM) was used to analyse the survey data.FindingsThe study's results revealed a positive relationship of EL with JA and IB. Drawing from the conceptualisation of SST, JA serves as an organisational strong situation by offering sufficient cues and significantly intensifies the relationship between EL and IB.Practical implicationsThe study contributes by establishing the requirement of strong organisational situations for nurturing IB in organisations. The study's outcomes are useful for academia, practitioners and industry to identify strong situations for employees' organisational behavioural outcomes like IB to dampen the personality impacts of employees on organisational processes. Hence, the study offered a major shift or an alternative in existing human resource practices, from personality assessments to creating cues from strong situations for fostering human behaviours. This will impact organisational human resource management scope during talent management, selection, promotion and employment.Originality/valueThe present study is novel from the IB investigation due to situational response in organisations, as assessed by employees. The study contributes towards SST by extending its epistemology to explain IB as an outcome of EL. The present study offers important empirical evidence for the role of the strong organisational situation of JA.

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A psychometric investigation of harmonious and obsessive work passion

2022

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Despite widespread belief that passion is important for workplace success, research has failed to keep pace with theorizing in this domain, particularly as it pertains to measurement. The Dualistic Model of Passion, which is composed of harmonious passion (HP) and obsessive passion (OP), has been frequently adapted by management researchers. Two different versions of its measure, the Passion Scale, are concurrently in use. Therefore, we collected three samples of working adults (total N = 1497) to conduct a comprehensive psychometric evaluation and comparison of the 14-item and 12-item versions of the Passion Scale adapted to work. Despite sharing only five items, both versions demonstrated acceptable internal consistency and incremental validity over other work attitudes. However, the positive correlation between HP and OP is much smaller in magnitude in the 12-item version, which may account for the wide credibility interval reported by meta-analysis. Additionally, item response theory analysis revealed that neither version can assess very high or low levels of HP or OP, indicating that the Passion Scale may be best suited to measuring mid-range levels of passion. We leverage these conclusions to offer future research directions and best practices for passion research using this measure.

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HRM practices and innovative work behavior within the hotel industry in Pakistan: Harmonious passion as a mediator

Cited by 17 publications

References 106 publications

Linking paradoxical leadership and individual in-role and extra-role performance: a multilevel examination

Linking paradoxical leadership and individual in-role and extra-role performance: a multilevel examination

Is job autonomy really a blessing for empowering leadership–intrapreneurial behaviour nexus?: empirical evidence for situational strength theory

A psychometric investigation of harmonious and obsessive work passion

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