Individual Innovative Work Behaviour: Effects of Personality, Team Leadership and Climate in the Us Context

Abstract

This paper is the first to empirically investigate the connections between the Big Five personality factors, ambidextrous team leadership, organisational climate of US workers that supports innovation, and individual innovative work behaviour. A self-report survey was used to obtain data from 215 team members in US-based corporations. We provide an empirically tested model of the positive influence of Openness to Experiences, Extraversion and Conscientiousness personality traits on individual innovative work behaviour. Results also confirm that supervisors’ leadership behaviours and a supportive organisational climate of innovation have a moderating influence on this set of relationships. Individuals can develop their individual innovative work behaviour. Supervisors can adopt higher levels of opening behaviours and executives can create a climate supportive of innovation to boost individual innovative work behaviour. This study further demonstrates that Big Five personality traits interact with supervisor behaviours and a supportive climate to foster individual innovative work behaviour.

The impact of a proactive personality on innovative work behavior: the role of work engagement and transformational leadership

“…Therefore, scholars are interested in determining employees' innovative work behavior, which refers to the effort made by an employee to initiate an idea, as well as endorse and implement innovativeness to meet the goals of an individual, team or organization (Janssen, 2000;West and Farr, 1990). Numerous researchers have found that innovative work behavior relies on many factors, including leadership (Javed et al, 2019), big five personality traits (Zuraik et al, 2020) and organizational climate (Imran et al, 2010). Hence, this present study assessed the effect of employees' proactive personalities on innovative work behavior.…”

Innovation energy: The stimulus converting employees' innovation properties into innovative work behaviour

“…The Big Five are extroversion, agreeableness, conscientiousness, emotional stability and openness to experience. Although there is a broad consensus on the value of these character types, it is impossible to directly connect them to IWB without considering several influential variables (Madrid et al, 2013; Woods et al, 2018; Zuraik et al, 2020).…”

“…Although there is a broad consensus on the value of these character types, it is impossible to directly connect them to IWB without considering several influential variables (Madrid et al, 2013;Woods et al, 2018;Zuraik et al, 2020).…”

Analisis Mediasi Perencanaan Tim Kerja Dosen pada Pengaruh Team efficacy dan Iklim Keamanan Psikologis terhadap Kinerja Tim

“…Studi tersebut menunjukkan "rencana aksi" sebagai cara yang efisien untuk mencapai tujuan organisasi dan pembuktian kinerja, sehingga menyarankan peran mediasi potensial dari perencanaan tim. Zuraik et al (2019) menyarankan bahwa kerja tim dengan komunikasi yang efisien dapat menghindari kurangnya perencanaan tim kerja dan pada akhirnya mencapai performa tim yang prima.…”

“…Perencanaan tim kerja telah diakui sebagai pendekatan regulasi penting dan proses berbasis tim untuk meningkatkan kinerja tim dosen. Perencanaan adalah keterampilan meta-kognitif penting yang berpengaruh terhadap kinerja organisasi (Zuraik et al, 2019). Tim menggunakan perencanaan sebagai taktik untuk mengoordinasikan berbagai aktivitas rumit, sehingga meningkatkan kinerja mereka.…”