Innovative work behaviour: the what, where, who, how and when

Farrukh, Muhammad; Meng, Fang; Raza, Ali; Wu, Yihua

doi:10.1108/pr-11-2020-0854

Cited by 30 publications

(25 citation statements)

References 59 publications

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“…First, this research has promoted the research in the field of employee innovative behavior. Over the past decade, in mass studies on innovation, scholars were particularly concentrated on the antecedent variables affecting innovation and their consequent variables ( Farrukh et al, 2022 ). Organizational situational factors are important ones influencing employee innovative behavior.…”

Section: Discussionmentioning

confidence: 99%

Is not workplace gossip bad? The effect of positive workplace gossip on employee innovative behavior

et al. 2022

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PurposeThe purpose of this study is to examine the role of positive workplace gossip (PWG) in employee innovative behavior, whereby a mediating effect of employee loyalty is proposed in this relationship. The moderating effect of organizational trust (OT) is also examined on the indirect of PWG on employee innovative behavior through employee loyalty.Design/methodology/approachThis research used a survey data of 327 employees from the enterprises selected from the Pearl River and Yangtze River Delta region of China. Based on the literature review, five main hypotheses were formulated and explored. The SPSS-Process Macro Plugin was used to analyze the hypothesized model.FindingsResults show there is a positive and significant relationship between PWG and employee innovative behavior. This study also confirm that employee loyalty is an intervening variable and OT as a moderator.Practical implicationsOrganizations should pay more attention to workplace gossip phenomena, encourage employees to take appropriate part in positive workplace gossip and to communicate positive information about other colleagues, and build an inclusive, open, sincere, and interdependent platform in the organization.Originality/valueEmployee innovative behavior plays an essential role in organization’s survival and development. Few studies have investigated PWG may promote employee innovative behavior through employee loyalty. The data, model, and findings of this research address the gap and complement the current state of knowledge.

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Section: Discussionmentioning

confidence: 99%

Is not workplace gossip bad? The effect of positive workplace gossip on employee innovative behavior

et al. 2022

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“…It is the most comprehensive interdisciplinary database for peer-reviewed publications in social science research (Donthu et al, 2021). It contains all the elements that are prerequisites for conducting a bibliometric analysis and has an enormous edge over other databases as it includes more social science literature (Farrukh et al, 2023). Moreover, Scopus has been considered as a "World-leading scientific database" (Musa et al, 2022).…”

Section: Selection Of Databasementioning

confidence: 99%

Snapshot of digital transformation from the perspective of human resource management: a bibliometric approach

Jain,

Sharma

2024

BPMJ

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PurposeThe study aims to explore digital transformation from the viewpoint of human resource management to uncover possible threads of relationship using bibliometric analysis. It also aims to identify the trending research themes within the domains of digital transformation (DT) and human resource management (HRM) collectively.Design/methodology/approachThe research employs a mix of quantitative bibliometric techniques and qualitative content analysis. A corpus of 227 articles retrieved from the Scopus database was analyzed using the R-based Biblioshiny and VOS viewer.FindingsThe study shows publication trends, influential authors, leading journals, highly productive institutions, and, countries in the domain of DT and HRM. Co-citation and co-occurrence analysis was undertaken to identify the research clusters, depicting trending research themes that extensively dominate the research under this domain.Research limitations/implicationsThis study will serve as a ready reckoner for academicians and business leaders, giving them useful insights to make their road towards digital transformation less challenging with the assistance of human capital.Originality/valueThis study is one of the initial efforts to quantitatively synthesize the results of earlier publications using bibliometric techniques in the domain of DT and HRM together. It will aid researchers in locating research gaps and filling those gaps in the future.

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“…Organizations are to develop innovative strategies and business models to effectively manage the risks associated with rapid changes, while also enhancing their existing business model (Alamayreh, Sweis, & Obeidat, 2019). These modifications establish innovative work behavior as a crucial performance criterion (Farrukh, Meng, Raza, & Wu, 2023). Employee innovation is crucial for the overall performance of an organization (Janssen, 2003).…”

Section: Introductionmentioning

confidence: 99%

“…Innovation is the deliberate creation, diffusion, and application of new ideas in a workgroup or organization to improve performance (Janssen, 2000). It drives organizational development, competitiveness, and innovation (Afsar, Masood, & Umrani, 2019;Farrukh et al, 2023;Jawad, Naz, & Rizwan, 2023). Effective HRM practices drive an organization's success measures (Akther, Al Mamun, Azad, & Sorwar, 2022;Waheed, Abbas, & Malik, 2018).…”

Section: Introductionmentioning

confidence: 99%

From Theory to Practice: HRM Practices and Intellectual Capital in Fostering Innovation

Siddiqui,

Anwer,

John

et al. 2024

Pak. J. Humanit. Soc. Sci

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In a rapidly changing business environment, organizational innovation and employee innovative work behavior are the basis for high organizational performance and long-term success. Against this background, the purpose of this study is to propose a conceptual model that links knowledge-based human resource management and intellectual capital and collaborative human resource management practices to innovative behavior at the level of the employee in the organizational context. Drawing on the existing literature and conceptual argument, the present study will argue for this strategic importance of workers’ innovative performance in promoting organizational success. Specifically, the study argues that adopting KHRM and CHRM practices are effective strategies that foster innovation within the organization. Furthermore, the research also reports the critical importance of intellectual capital in driving innovative work behavior. Intellectual capital acts as a mediator between HRM practices and innovative work behavior. The study's theoretical framework and conceptual propositions provide valuable insights into understanding and promoting innovation inside organizations. Additional investigation into these connections would provide pragmatic advice for HRM experts and organizational leaders who want to cultivate creativity and drive achievement within their organizations.

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Innovative work behaviour: the what, where, who, how and when

Cited by 30 publications

References 59 publications

Is not workplace gossip bad? The effect of positive workplace gossip on employee innovative behavior

Is not workplace gossip bad? The effect of positive workplace gossip on employee innovative behavior

Snapshot of digital transformation from the perspective of human resource management: a bibliometric approach

From Theory to Practice: HRM Practices and Intellectual Capital in Fostering Innovation

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