Proactive personality and innovative behavior: The mediating roles of job-related affect and work engagement

Kong, Yangtao; Li, Mingjun

doi:10.2224/sbp.6618

Cited by 66 publications

(77 citation statements)

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“…The current study’s findings indicate that Chinese nurses had a high level of work engagement, which contradicts past studies claiming lower work engagement among Chinese nurses due to high work pressures and imbalances between effort and reward ( Kong and Li, 2018 ; Wang et al, 2019 ). The reason for this difference could be explained by the present circumstances of the pandemic.…”

Section: Discussioncontrasting

confidence: 99%

How and When Does Inclusive Leadership Curb Psychological Distress During a Crisis? Evidence From the COVID-19 Outbreak

2020

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Traumatic events such as a pandemic shatter the assumption of the workplace as a safe place. Nurses face risks of life-threatening infection, which can create psychological distress. Quality of care for infected patients depends on mental well-being of nurses which calls for research on predictors of stress among health care workers. Responding to a call for research on the effects of leadership styles on psychological distress during traumatic events, this paper uses the theoretical lens of social exchange theory and contributes to literature on relationships between inclusive leadership, psychological distress, work engagement, and self-sacrifice. Participants of this cross sectional study included 497 registered nurses from five hospitals in Wuhan. Data were collected with temporal separation through an online questionnaire. Partial least-squares structural equation modeling was used to analyze data. Results show inclusive leadership has a significant negative relationship with psychological distress. Work engagement mediates this relationship, and nurses’ self-sacrificial behavior moderates it. Findings indicate inclusive leadership style serves as a sustainable mechanism to reduce psychological distress during pandemics. It can operationalize the delivery of mental health support in real-time in work settings. Results provide empirical support for social exchange theory through high work engagement to help control psychological distress among nurses.

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Section: Discussioncontrasting

confidence: 99%

How and When Does Inclusive Leadership Curb Psychological Distress During a Crisis? Evidence From the COVID-19 Outbreak

2020

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“…In accordance, Grant and Ashford (2008) presented a proactivity process perspective, arguing that proactive individuals anticipate future events and are mindful of the effects of their actions. Previous empirical research, albeit limited, points toward this direction, since some prior studies have reported positive links between proactive personality and individual and team innovative performance (Chen et al, 2013;Li et al, 2017;Parker et al, 2006). Taking into account this initial evidence along with the inherent relevance of proactive personality to enacting change and innovation related behaviors we hypothesized that:…”

Section: Several Authors Have Acknowledged This Literature Void and Cmentioning

confidence: 98%

“…Previous primary research, albeit limited, consistently suggests that proactive personality is positively linked to innovative behaviors at work, (Fuller & Marler, 2009;Potočnik et al, 2015). Although, most criteria-related validity studies of proactive personality are focused on creativity (e.g., Fuller & Marler, 2009;Gong, Cheung, Wang, & Huang, 2012;Li, Liu, Liu, & Wang, 2017).…”

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confidence: 99%

Predicting innovative performance through proactive personality: Examining its criterion validity and incremental validity over the five‐factor model

Rodrigues

Rebelo

2019

Int J Selection Assessment

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Innovation has emerged as a key work outcome for modern organizations. The present paper answers recent calls from several researchers for further empirical research on the validity of personality variables for predicting individual innovative performance. More specifically, it is focused on the validity of proactive personality. Using a sample of 170 software engineers and their direct supervisors from a multinational information technology firm, we found that this individual disposition represents a valid and meaningful predictor of individual innovative performance, when assessed through supervisor ratings. Further analyses have also shown that proactive personality remains a significant predictor of this criterion, when the big five factors of personality are taken into account. Theoretical and practical implications of these findings are presented and discussed.

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“…The main dimensions forming this working status are vigour (high vitality and good resilience when working), dedication (loving the job and feeling the high sense of working honour) and absorption (being concentrated in working and not willing to get out; Seppälä et al, ). Compared with other countries, the work and engagement level of Chinese registered nurses is lower, because of the shortage of nurses, high working pressure and the imbalance of payment and reward as well (Kong & Li, ). So their willingness to pay much time and vigour in nursing is weak, resulting in their job burnout (Havens, Gittell, & Vasey, ).…”

Section: Introductionmentioning

confidence: 99%

The mediating role of inclusive leadership: Work engagement and innovative behaviour among Chinese head nurses

et al. 2019

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Aim This study investigated the relationship between work engagement and inclusive leadership in Chinese hospital head nurses. Besides, it explored the effect of the mediating role of inclusive leadership in the relationship between work engagement and innovative behaviour among Chinese hospital head nurses. Background Head nurses are essential in the group of registered nurses who are to pass the Chinese licensure examination for nurses. Their work engagement and innovative behaviour are beneficial to improve the quality, efficiency and competitiveness of nursing services. However, little is known about the mediating role of inclusive leadership in the relationship between work engagement and innovative behaviour. Methods In April 2018, a total of 374 Chinese head nurses were surveyed with a Work Engagement Scale, an Inclusive Leadership Scale and an Innovative Behavior Scale. Because the data were normally distributed in our study, Pearson's correlation coefficient (r) was used to conduct the correlation analysis of study variables. Multiple linear regression analysis was used to explore the factors of innovative behaviour. Model 4 of Hayes's (2013) PROCESS macro and Bootstrap method was used to examine the mediating role of inclusive leadership. Result Inclusive leadership was significantly and positively correlated to innovative behaviour and work engagement (p < 0.01). Moreover, work engagement was correlated with innovative behaviour (p < 0.01). In addition, hospital level, publishing papers, work engagement and inclusive leadership were the factors of head nurses’ innovative behaviour (p < 0.01). Inclusive leadership partially mediated the relationship between work engagement and innovative behaviour, accordingly. Conclusion Work engagement affects innovative behaviour among Chinese head nurses, and inclusive leadership is a mediator in the relationship. We should take measures to improve the leaders’ level of inclusive leadership, in order to strengthen head nurses’ innovative behaviour. Implications for nursing management According to the results of the study, the leaders of head nurses should pay attention to improve head nurses’ innovative behaviour, inclusive leadership, work engagement, and the quality and competitiveness of nursing.

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Proactive personality and innovative behavior: The mediating roles of job-related affect and work engagement

Cited by 66 publications

References 0 publications

How and When Does Inclusive Leadership Curb Psychological Distress During a Crisis? Evidence From the COVID-19 Outbreak

How and When Does Inclusive Leadership Curb Psychological Distress During a Crisis? Evidence From the COVID-19 Outbreak

Predicting innovative performance through proactive personality: Examining its criterion validity and incremental validity over the five‐factor model

The mediating role of inclusive leadership: Work engagement and innovative behaviour among Chinese head nurses

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