Impact of person-environment fit on innovative work behavior: Mediating role of work engagement

Bhattarai, Ganesh; Budhathoki, Prem Bahadur

doi:10.21511/ppm.21(1).2023.34

Cited by 7 publications

(4 citation statements)

References 45 publications

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“…However, research findings by Sari et al (2021) suggest that job engagement does not play a prominent role in shaping employees' IWB. Nevertheless, these findings contradict the research findings that self-efficacy and employee engagement mediate the relationship between the learning support environment and innovative work behavior (Bhattarai & Budhathoki, 2023).…”

Section: Discussioncontrasting

confidence: 91%

“…Findings by Kaur and Rahmadani (2023) also confirm that job engagement directly affects IWB. Additionally, job engagement mediates the relationship between job crafting and innovative work behavior (Bhattarai & Budhathoki, 2023). Job engagement also mediates the relationship between organizational identification and innovative work behavior (Charli et al, 2023) and moderates the relationship between job crafting and IWB, with higher levels of job engagement leading to increased innovative behavior (Lee & Park, 2023).…”

Section: Discussionmentioning

confidence: 99%

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A Conceptual Framework for the Individual Factors Fostering the Innovative Work Behaviour of STEM Teachers

Daud,

Rahim,

Abdullah

et al. 2024

IMBR

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This article explores the factors influencing innovative work behavior (IWB) among academics in the field of education, with a specific focus on STEM teachers. The inquiry adopts the conceptual framework of self-determination theory. A literature review methodology is employed, encompassing an examination of journals, conference papers, theses, and a conceptual approach. Variables in this analysis are delineated and measured in accordance with previous research and recommendations. The findings of this study highlight the significance of intrinsic motivation, self-efficacy, and job engagement as pivotal characteristics contributing to the cultivation of innovative work behavior among employees. The study's limitations stem from its reliance on a literature review and the analysis of prior research findings to construct a conceptual framework concerning STEM teachers' innovative work behavior. Future empirical research is recommended to comprehensively elucidate additional factors fostering innovative work behavior. The research findings corroborate earlier studies, suggesting that to bolster Malaysia's standing in the Global Innovation Index (GII) and, indirectly, to advance the goals of the NSTIP 2021-2030 aimed at cultivating a technologically proficient society, educational administrators in Malaysia should actively foster teachers' engagement in innovative work behavior activities, leveraging their competencies and strengths. This study provides valuable insights into the individual factors influencing teachers' propensity for innovative work behavior and their potential to enhance Malaysia's education system.

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Section: Discussioncontrasting

confidence: 91%

Section: Discussionmentioning

confidence: 99%

A Conceptual Framework for the Individual Factors Fostering the Innovative Work Behaviour of STEM Teachers

Daud,

Rahim,

Abdullah

et al. 2024

IMBR

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“…It is a well-known perception in Nepali organizations that Bhansun primarily influences employment opportunities and relationships (Bhattarai, 2021). Bhattarai and Budhathoki (2023) have stated that Bhansun is "to affect the course of decision-making for one's advantage through political leaders, union leaders, or any other prominent individual." Nepalese society has a deep-rooted concept that without Bhansun, it is hard to get a job, get a promotion, and contact proper authorities and responsibilities.…”

Section: International Journal Of Management and Sustainabilitymentioning

confidence: 99%

Detrimental impact of employees' job demand on their workplace incivility behaviour: Restorative role of self-efficacy

Bhattarai,

Budhathoki,

Rai

et al. 2024

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This study aimed to measure the impact of employees' job demands as a stressor on exhibiting their uncivil behavior at the workplace and the remedial role of self-efficacy for the detrimental effect of job demand on workplace incivility behavior. Research on employees' uncivil behavior in the workplace is crucial to understanding its causes, impacts, and potential interventions, enabling organizations to foster a respectful and productive work environment, enhance employee well-being, and optimize organizational performance. Employees of the Nepalese cooperative industry participated in a survey to gather empirical data. The perceptual cross-sectional data were analyzed using a positivist research methodology and deductive reasoning. Altogether, 495 responses were analyzed quantitatively using "Analysis of Moment Structure" (AMOS) software and graphically presented. The result revealed that employees' perceived job demand positively affected (B = 0.43, p < 0.001) their workplace incivility behavior. At the same time, self-efficacy had a negative impact (B = -0.32, p <0.001) on uncivil behavior at the workplace. In addition, self-efficacy moderated (B = -0.47, p <0.001) the connection between job demand and workplace incivility behavior. Job demands positively impacted incivility for employees with low self-efficacy, but the effect was insignificant for those with high self-efficacy. Moreover, employees with low perceived job demand exhibit higher workplace incivility behavior (WIB) when they have high self-efficacy compared to low self-efficacy. These findings have implications for addressing job demands and fostering self-efficacy to mitigate workplace incivility. Further avenues for research are discussed.

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“…This study posits that one such coping mechanism may involve employees engaging in ingratiation behavior, drawing parallels with the principles of the survival of the fittest theory (Darwin, 1964). Furthermore, it's crucial to note that ideas and approaches developed within one context cannot be automatically applied to another without rigorous verification (Bhattarai & Budhathoki, 2023a). Therefore, the imperative for conducting theory-testing studies across diverse contexts remains a constant requirement (Bhattarai & Budhathoki, 2023b) In light of these considerations, the primary objectives of this study are to assess several aspects of PCP within the context of the Nepalese banking industry.…”

Section: Introductionmentioning

confidence: 99%

Corporate Politics Perception and Career Satisfaction: Mediating Role of Ingratiation Behavior

Bhattarai

2023

Nep. J. Multidisc. Res.

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This research sought to evaluate the influence of employees' perceived corporate politics on their career satisfaction within their current work settings. Additionally, the study investigated how employees' efforts to ingratiate themselves mediate the relationship between perceived corporate politics and career satisfaction. The study collected cross-sectional perceptual data from employees in the banking industry in Nepal, analyzing 725 responses using a positivist research approach. Data analysis employed a hierarchical regression model with SPSS, yielding several significant findings. Firstly, it was observed that employees' perceptions of corporate politics harmed their career satisfaction. Secondly, the study found that employees' ingratiation behavior mediated the association between perceived corporate politics and career satisfaction. Thirdly, the overall impact of perceived corporate politics on career satisfaction was -0.17 (indicated as B = -0.17). Fourthly, the direct influence of perceived corporate politics on career satisfaction was -0.35 (represented by B = -0.35). Lastly, the indirect impact of perceived corporate politics on career satisfaction through ingratiation was 0.18 (B = 0.18). Based on these findings, the study suggests implications and directions for future research in this domain.

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Impact of person-environment fit on innovative work behavior: Mediating role of work engagement

Cited by 7 publications

References 45 publications

A Conceptual Framework for the Individual Factors Fostering the Innovative Work Behaviour of STEM Teachers

A Conceptual Framework for the Individual Factors Fostering the Innovative Work Behaviour of STEM Teachers

Detrimental impact of employees' job demand on their workplace incivility behaviour: Restorative role of self-efficacy

Corporate Politics Perception and Career Satisfaction: Mediating Role of Ingratiation Behavior

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