Impact of diversity management on innovative work behavior: mediating role of human resource management and affective commitment

Tajeddini, Kayhan; Budur, Taylan; Gamage, Thilini Chathurika; Demir, Ahmet; Zaim, Halil; Topal, Ramazan

doi:10.1108/jmd-06-2022-0154

Cited by 12 publications

(12 citation statements)

References 129 publications

(254 reference statements)

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“…Consequently, it can assist a company in overcoming new obstacles in a complicated setting. Therefore, numerous studies have concentrated on IWB employees in different work environments (Javed et al, 2018;Di Vincenzo and Iacopino, 2022;Tajeddini et al, 2023). IWB entails unconventional conduct that includes implementing and promoting ideas (Javed et al, 2018).…”

Section: Introductionmentioning

confidence: 99%

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The impact of inclusive leadership on innovative work behavior: a mediated moderation model

AlMulhim,

Mohammed

2023

LODJ

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PurposeApplicable to telecom companies operating in Saudi Arabia, this study aims to investigate the mediating role of workplace dignity (WD) in the relationship between inclusive leadership and innovative work behavior (IWB) as well as the moderate role of workplace inclusion (WI) in said relationship.Design/methodology/approachA total of 364 telecom companies in Saudi Arabia participated in the survey study. SmartPLS was employed to evaluate the data and test the research variables.FindingsAccording to this study, inclusive leadership has a favorable impact on IWB. Additionally, the study concluded that inclusive leadership enhances WD. Furthermore, the authors discovered that WD has a favorable impact on IWB. The findings showed that the association between inclusive leadership and IWB is mediated by WD. Finally, WI has a statistically positive moderating effect between WD and IWB on the moderation side of the analysis.Originality/valueThis study is the first to consider WD as a mediator in the relationship between inclusive leadership and IWB. Examining WI's role as a moderator also deepens the authors' comprehension of the connection between WD and IWB.

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Section: Introductionmentioning

confidence: 99%

“…Therefore, numerous studies have concentrated on IWB employees in different work environments (Javed et al. , 2018; Di Vincenzo and Iacopino, 2022; Tajeddini et al. , 2023).…”

Section: Introductionmentioning

confidence: 99%

The impact of inclusive leadership on innovative work behavior: a mediated moderation model

AlMulhim,

Mohammed

2023

LODJ

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“…CFA is a helpful method for determining how effectively measured variables represent the number of constructs (Tajeddini et al. , 2023).…”

Section: Resultsmentioning

confidence: 99%

“…CFA is a helpful method for determining how effectively measured variables represent the number of constructs (Tajeddini et al, 2023). Researchers can use CFA to identify the number of components needed in the data as well as which measurable variable is associated with which latent variable (Islam et al, 2016).…”

Section: Validation Of Measuresmentioning

confidence: 99%

The effects of knowledge sharing on innovative behaviours of academicians; mediating effect of innovative organization culture and quality of work life

Budur

Demirer

Rashid

2023

JARHE

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PurposeCurrent article aims to investigate the positive link between knowledge sharing (KS), innovative culture (IC), quality of work life (QWL) and innovative behaviours (IB) at higher education institutions in Iraq's Kurdistan Region.Design/methodology/approachThe study's data was gathered from academic staff at various universities in Iraq's Kurdistan Region. A total of 212 data were collected via survey questionnaire and analysed using structural equation modelling.FindingsIt was discovered that KS has direct and significant positive effects on IC, QWL and IB; IC had direct positive effects on IB; QWL had no considerable influence on IB and IC had a significant mediation and moderation roles between KS and IB. As a result, it is advised that universities in the region are strongly support IC to increase IB among academicians.Research limitations/implicationsFirstly, the data has been collected during the crises time that the lecturers were not receiving regular salary. This might change their quality work life perception. Secondly, data has been collected only from Sulaymaniyah city; other parts of the Iraq could have different perceptions. Lastly, sample size might be another limitation of the study.Practical implicationsIt is recommended that universities in the region should strongly support IC to increase IB among academicians, in terms of providing flexible working schedule and conditions, fair opportunities for promotion, and share decision making responsibilities.Social implicationsKS and IC has significant impacts on IB among the academicians. Accordingly, university administrative should improve policies increase KS behaviours and provide IC that academicians feel more comfortable culture to be innovative. Therefore, current paper recommends, tolerance to failure, openness to new ideas and participation to the decisions to improve IB among the academicians.Originality/valueThe paper is important that investigate KS and IC at the higher education institutions in Kurdistan region. Further, QWL perception has been investigated respectively. However, it has been observed that lecturers do not have quality of life perception at the investigated period of time.

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“…AC had a relative strength and influence on other organizational commitment components (Lee, Allen, Meyer & Rhee, 2001;Meyer & Allen, 1997). Furthermore, local research discovered that AC plays a significant role in the creativity of residential employees in the area (Hadžiahmetovi c, Demir & Budur, 2022;Tajeddini et al, 2022). The mainstream earlier studies looked into the relationships between OSTs, AC and IWB distinct rather than treating AC as a mediator between OSTs and IWB.…”

Section: Introductionmentioning

confidence: 99%

Links connecting organizational socialization, affective commitment and innovative work behavior

Torlak,

Budur,

Khan

2023

TLO

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Purpose This study aims to investigate the relationships between affective commitment (AC), innovative work behavior (IWB) and organizational socialization strategies (training, coworker support, understanding and future prospects) to ensure the viability and prosperity of businesses in Iraq. Design/methodology/approach The methodology includes demographic analysis, confirmatory factor analysis and structural equation modeling. Findings An analysis of survey data based on a random sample of participating employees shows that training, understanding and future prospects all significantly and positively affect employee AC. Coworker support does not significantly affect AC. Employees’ AC to their companies significantly positively affects their IWB. Employees’ AC to their companies significantly mediates the relationships between training, understanding, future prospects and IWB. Company practices regarding training, understanding, coworker support and future prospects do not affect employees’ IWB. Research limitations/implications The authors conducted the study in Sulaymaniyah. The results may not apply to Iraq and other nations. Researchers from various industries and countries can evaluate the model. The research ignores company age, size and fit between individuals and organizations. Originality/value The study closes a research gap in organizational behavior by exploring the association between managerial socialization strategies, AC and creative work behavior in Iraq.

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Impact of diversity management on innovative work behavior: mediating role of human resource management and affective commitment

Cited by 12 publications

References 129 publications

The impact of inclusive leadership on innovative work behavior: a mediated moderation model

The impact of inclusive leadership on innovative work behavior: a mediated moderation model

The effects of knowledge sharing on innovative behaviours of academicians; mediating effect of innovative organization culture and quality of work life

Links connecting organizational socialization, affective commitment and innovative work behavior

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