Mediating role of employees’ intrinsic motivation and psychological safety in the relationship between abusive supervision and innovative behavior: An empirical test in IT sector of Pakistan

al., Ali et; Abbas, Syeda Fatima; Khattak, Muhammad Sajid; Arfeen, Muhammad Irfanullah; Chaudhary, Muhammad Azam Ishaque; Yousaf, Laiba

doi:10.1080/23311975.2022.2039087

Cited by 11 publications

(7 citation statements)

References 63 publications

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“…with local cultural values. Innovative behavior is determined by intrinsic motivation (Ali et al, 2022). Intrinsic motivation tends to be formed from individual values.…”

Section: Figure 2 Results Of Smartplsmentioning

confidence: 99%

“…HR Management practices based on local cultural values in the selection and training process are designed by considering the individual values of the employees. Employee intrinsic motivation affects individual behavior (Ali et al, 2022). Individual behavior has to do with the values that come from the environment in which he was raised.…”

Section: Figure 2 Results Of Smartplsmentioning

confidence: 99%

“…There is a relationship between cultural values in society and human resource practices in organizations (Adewale & Anthonia, 2013). This view is supported by the results of research that finds innovative behavior is determined by intrinsic motivation (Ali et al, 2022). Intrinsic motivation has a tendency to be influenced by the external environment in the form of cultural values in the community.…”

Section: Introductionmentioning

confidence: 86%

“…The external environment in the form of cultural values that are considered good as intrinsic motivation shapes individual behavior. Intrinsic motivation affects individual behavior to innovate (Ali et al, 2022). The compatibility of HRM practices with individual values does not mean limiting management.…”

Section: Conclusion Recommendation Theoretical and Managerial Implica...mentioning

confidence: 99%

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Development of Innovation Culture Based on Human Resources Management with Local Cultural Values

Sitiari¹,

Sarmawa²,

Datrini³

et al. 2022

JEFMS

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This study aims to produce a model of developing a culture of innovation through an HRM approach in HRM practices and a cultural approach. This research was conducted on cooperatives in Bali. The research population is cooperative in Bali. Respondents are cooperative managers. Total population is 1371 people with 93 as sample using Slovin formula. The object of research is about the culture of innovation, human capital, human resource practices, and local Balinese cultural values. Inferential statistics using Partial Least Square to analyze data and test hypotheses. The results of this study resulted in a model to strengthen the innovation culture determined by HRM, namely through an approach to HRM practices based on local cultural values. Culture in the form of values is an external factor that is able to encourage the internal environment to innovate. This study found that human capital did not mediate the influence of HRM practices on the culture of innovation, but HRM practices had an effect on human capital.

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“…with local cultural values. Innovative behavior is determined by intrinsic motivation (Ali et al, 2022). Intrinsic motivation tends to be formed from individual values.…”

Section: Figure 2 Results Of Smartplsmentioning

confidence: 99%

Section: Figure 2 Results Of Smartplsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 86%

Section: Conclusion Recommendation Theoretical and Managerial Implica...mentioning

confidence: 99%

See 2 more Smart Citations

Development of Innovation Culture Based on Human Resources Management with Local Cultural Values

Sitiari¹,

Sarmawa²,

Datrini³

et al. 2022

JEFMS

View full text Add to dashboard Cite

show abstract

“…It comprises insulting and humiliating the subordinates, invading their privacy and hurting their feelings by the immediate supervisor. It is a type of workplace stressor (Akram et al ., 2021) and dark or destructive leadership behavior (Ali et al ., 2022). Prior studies have found abusive supervision to be positively related to the organization- and other-directed CWBs (Mackey et al ., 2021; Abdullah and AL-Abrrow, 2022).…”

Section: Introductionmentioning

confidence: 99%

Abusive supervision and cyberloafing: an investigation based on Stressor-Emotion-CWB theory

Bhattacharjee

Sarkar

2023

ITP

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PurposeCyberloafing is an organization-directed counterproductive work behavior (CWB). One stream of literature deems cyberloafing to be bad for organizations and their employees, while another suggests cyberloafing is a coping response to stressful work events. Our work contributes to the latter stream of literature. The key objective of our study is to examine whether cyberloafing could be a means to cope with a stressful work event-abusive supervision, and if yes, what mediating and boundary conditions are involved. For this investigation, the authors leveraged the Stressor-Emotion-CWB theory which posits that individuals engage in CWB to cope with the negative affect generated by the stressors and that this relationship is moderated at the first stage by personality traits.Design/methodology/approachUsing a multi-wave survey design, the authors collected data from 357 employees working in an Indian IT firm. Results revealed support for three out of the four hypotheses.FindingsBased on the Stressor-Emotion-CWB theory, the authors found that work-related negative affect fully mediated the positive relationship between abusive supervision and cyberloafing, and work locus of control (WLOC) moderated the positive relationship between abusive supervision and work-related negative affect. The authors did not find any evidence of a direct relationship between abusive supervision and cyberloafing. Also, the positive indirect relationship between abusive supervision and cyberloafing through work-related negative affect was moderated at the first stage by the WLOC such that the indirect effect was stronger (weaker) at high (low) levels of WLOC.Originality/valueThis work demonstrates that cyberloafing could be a way for employees to cope with their abusive supervisors.

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Mapping organizational culture, work motivation and innovative behaviour, before and during the crisis: a bibliometric analysis

Almeida,

Kumi,

Fatima

2024

SN Bus Econ

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Mediating role of employees’ intrinsic motivation and psychological safety in the relationship between abusive supervision and innovative behavior: An empirical test in IT sector of Pakistan

Cited by 11 publications

References 63 publications

Development of Innovation Culture Based on Human Resources Management with Local Cultural Values

Development of Innovation Culture Based on Human Resources Management with Local Cultural Values

Abusive supervision and cyberloafing: an investigation based on Stressor-Emotion-CWB theory

Mapping organizational culture, work motivation and innovative behaviour, before and during the crisis: a bibliometric analysis

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