The Effect of Work-Family Conflict and Job Insecurity on Innovative Behaviour of Korean Workers: The Mediating Role of Organisational Commitment and Job Satisfaction

Choi, Suk Bong; Cundiff, Nicole L.; Kim, Kihwan; Akhatib, Saja Nassar

doi:10.1142/s1363919618500032

Cited by 26 publications

(56 citation statements)

References 97 publications

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“…M. Xerri, Y. Brunetto [56] assume that employees' affective commitment (AC) to the organisation will influence their ability to innovative, share knowledge tackle work-based issues. As a result, there are many literatures that examined the relationship between IB and AC [55,57,58,59]. These scholars concluded that AC has strong connection with positive work outcomes, such as IB, happiness, satisfaction.…”

Section: Affective Commitmentmentioning

confidence: 99%

Factors Influencing Innovative Behaviour of Teachers in Secondary Schools in the North East of Nigeria

Bawuro

Danjuma

Wajiga

2018

PoS

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Innovative behaviour (IB) refers to the process of developing, generating, applying or promoting new ideas by employees to increase job performance. Today, the rapid social and technological changes in our environment highlight the significance of IB of employees and especially for teachers. Thus, this paper aimed to develop a conceptual framework of factors influencing innovative behaviour of teachers in secondary schools. The research was explored through critical related literature analysis. Findings were presented in form of descriptive analysis, which shows that workplace happiness (WP), organisational climate (OC), affective commitment (AF) and transformational leadership (TFL) play a direct role in affecting innovative behaviour. The paper concludes that WP, OC, AF and TL have a positive impact in creating the essential conditions to encourage teachers to show IB in schools.

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Section: Affective Commitmentmentioning

confidence: 99%

Factors Influencing Innovative Behaviour of Teachers in Secondary Schools in the North East of Nigeria

Bawuro

Danjuma

Wajiga

2018

PoS

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“…Job insecurity is generally found to be positively related to counterproductive work behaviors [67,68], but also negative correlations [69] and non-significant links [70] have been reported. Again, most studies have found job insecurity to be associated with poorer creativity [71,72] with some studies finding positive [73] or non-significant relationships [74]. Lastly, while most studies investigating job insecurity in relation to different indicators of safety performance have found negative associations [75,76], some have found the constructs to be unrelated [77].…”

Section: Introductionmentioning

confidence: 99%

A Meta-Analysis of Job Insecurity and Employee Performance: Testing Temporal Aspects, Rating Source, Welfare Regime, and Union Density as Moderators

Sverke

Låstad

Hellgren

et al. 2019

IJERPH

123

177

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Previous research has shown that job insecurity is linked to a range of performance outcomes, but the number of studies exploring this relationship is still limited and the results are somewhat mixed. The first aim of this study was to meta-analytically investigate how job insecurity is related to task performance, contextual performance, counterproductive work behavior, creativity, and safety compliance. The second aim was to test two method-related factors (cross-sectional vs. longitudinal associations and self- vs. supervisor-ratings of performance) and two macro-level indicators of social protection (social welfare regime and union density) as moderators of these associations. The results show that job insecurity was generally associated with impaired employee performance. These findings were generally similar both cross-sectionally and longitudinally and irrespective of rater. Overall, the associations between job insecurity and negative performance outcomes were weaker in welfare regimes characterized by strong social protection, whereas the results concerning union density produced mixed results. A majority of the findings confirmed the negative associations between job insecurity and types of employee performance, but future research is needed to elaborate on the effects of temporal aspects, differences between ratings sources, and further indicators of social protection in different cultural settings in the context of job insecurity.

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“…If the lecturer loses space and time to think, they will be less innovative. Supporting this assumption, previous studies revealed that the role conflict is negatively related to employee innovative work behaviours [19][20][21]. Further, the increased workload will decrease the innovation potential of employees [22].…”

Section: Teacher-researcher Role Conflict As the Predictormentioning

confidence: 83%

Exploring the predictor of innovative teaching using the job demands-resources model

et al. 2021

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Introduction. To keep in pace and remain competitive in today's environment, the lecturer must do innovation in educational process. However, encouraging lecturers' willingness to do innovative teaching is challenging in higher education due to the dual roles as teachers and researchers, which makes the excessive workload and leads to the teacher-researcher role conflict (TRC). Therefore, it is crucial to analyse the impact of TRC on the innovative teaching of lecturers. The present study utilises the job demands-resources (JDR) model due to its high popularity but rarely used in higher education.Aim. This study is aimed to explore the predictor of innovative teaching by utilising the JDR model as a theoretical anchor.Methodology and research methods. This study uses structural equation modelling (SEM) to examine the research model on a random sample of 233 respondents.Results. The results indicated that teacher-researcher role conflict negatively predicted the innovative teaching of the lecturer. Besides, the occupational well-being is a mediating variable to explain the influence of teacher-researcher role conflict on innovative teaching.Scientific novelty. This study reveals innovative teaching predictors in higher education by using the JDR model as a theoretical anchor. The authors found out that teacher-researcher role conflict (TRC) was significantly related to innovative teaching. The high-level expression of TRC will reduce the lecturer's innovative behaviour on teaching activity, and vice versa.Practical significance. The current study provides critical insight into the related stakeholders, such as the universities and related ministries, regarding the negative predictor of innovative teaching. They should discover approaches to reduce the negative effect of TRC on the innovation behaviour of lecturer teaching activity and to address the problem of job role conflict.

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The Effect of Work-Family Conflict and Job Insecurity on Innovative Behaviour of Korean Workers: The Mediating Role of Organisational Commitment and Job Satisfaction

Cited by 26 publications

References 97 publications

Factors Influencing Innovative Behaviour of Teachers in Secondary Schools in the North East of Nigeria

Factors Influencing Innovative Behaviour of Teachers in Secondary Schools in the North East of Nigeria

A Meta-Analysis of Job Insecurity and Employee Performance: Testing Temporal Aspects, Rating Source, Welfare Regime, and Union Density as Moderators

Exploring the predictor of innovative teaching using the job demands-resources model

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