Linking Cooperative Psychological Climate, Harmonious Passion, and Servicing Empowerment with Innovative Work Behaviour

Abstract

Innovative work behaviour (IWB) forms an essential basis for obtaining competitive advantage and long-term success for the hospitality firms. Nonetheless, empirical research on this potential behaviour has received limited attention in hospitality research. Drawing from self-determination theory (SDT), this study tests a conceptual model that examines the mediating role of harmonious passion between cooperative psychological climate and IWB within the hospitality industry. This study also recognises the importance of servicing empowerment as the boundary condition between harmonious passion and IWB. We further developed a moderated mediation model to test the above said relationships. A total of 257 employees who worked in the four- and five-star hotels in Pakistan participated in the study. Partial least structural equation modelling (PLS-SEM) was used to analyse the data. Results reported significant mediating effect of harmonious passion between cooperative psychological climate and IWB. The relationship between harmonious passion and IWB was strengthened to the extent that servicing empowerment in the hotel firms was high. Furthermore, the indirect effect of cooperative psychological climate on IWB (via harmonious passion) was stronger when the servicing empowerment was high. Practitioners looking to enhance harmonious passion and IWB can do so by creating a cooperative climate in their hotel firms. This study carries value as research on harmonious passion in the organisational context is still unexplored and this study extends the scope of cooperative psychological climate research that this factor has the potential to foster employees’ harmonious passion leading them display IWB.

Enhancing innovative work behaviour: the role of servant leadership and creative self-efficacy

“…Such as, it has been considered to be a critical part for firm’s to remain competitive in the global market (Montani et al , 2017), enhancing service quality and meeting customers’ expectations (Luoh et al , 2014). Given the multiple benefits, scholars in different sectors such as knowledge intensive industries (Afsar and Rehman, 2015), education sector (Hosseini and Haghighi Shirazi, 2021), defence organizations (Caniels and Veld, 2016), multinational companies (Usmanova et al , 2020), education sector (Runhaar et al , 2016) and hospitality (Jan and Zainal, 2020) have investigated the various factors that can enhance IWB.…”

PERMA well-being and innovative work behaviour : A systematic literature review

“…Among these eight studies, four articles provide empirical evidence regarding the relationship factor and IWB and found a positive relationship between the two variables. 55 , 57 , 66 , 71 Two articles provided evidence that IWB in the service sector is positively impacted by engagement. 47 , 72 Additionally, scholars did not discover a significant link between the positive emotion factor and IWB in the service industry, particularly in the hotel industry.…”

Effects of Superior–Subordinate Guanxi on Employee Innovative Behavior: The Role of Follower Dependency and Work Passion

“…This emotion will encourage employees to demonstrate greater creativity and innovation at work, and it will, in turn, inspire them to create new values and new motivations. Finally, it has been shown that work passion can positively affect EIB [ 52 ], providing a continuous stream of positive emotional resources for employees to implement innovative activities [ 53 ]. In summary, work passion contributes to the formation of creativity.…”