Unpacking the Transformational Leadership-Innovative Work Behavior Relationship: The Mediating Role of Psychological Capital

Bak, HyeonUk; Jin, Myung H.; McDonald, Bruce D.

doi:10.1080/15309576.2021.1939737

Cited by 39 publications

(19 citation statements)

References 69 publications

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“…Recent research on the antecedents of innovative work behavior abounds, and has focused on a wide range of determinants such as cognitive processes (Kmieciak, 2021), psychological processes including self-efficacy (Bak et al, 2022;Nilasari et al, 2022) and psychological thriving (Kim and Beehr, 2022), interpersonal processes of knowledge sharing (Abualoush et al, 2022) and organizational practices such as job design (Almahamid and Ayoub, 2022) and support for creativity (El-Kassar et al, 2022). Because the research domain of innovative work behavior is extensive, we limit the scope of this research to the interaction of intrinsic and extrinsic motivating factors of innovative work behavior.…”

Section: Introductionmentioning

confidence: 99%

Intrinsic and extrinsic reward synergies for innovative work behavior among South African knowledge workers

Venketsamy

Lew

2022

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PurposeThe purpose of this paper is to investigate whether organizational support for innovation and informational extrinsic rewards moderate the relationship between intrinsic motivation and innovative work behavior.Design/methodology/approachMultiple and hierarchical regression analyses based on data from 150 knowledge workers tested the hypotheses for a South African sample.FindingsThe results confirmed a positive relationship between intrinsic motivation and innovative work behavior, and found positive relationships between both organizational support for innovation and informational extrinsic rewards and innovative work behavior. While organizational support positively moderated the relationship between intrinsic motivation and innovative work behavior, acting in synergy with intrinsic motivation, informational extrinsic rewards had a negative moderating effect.Practical implicationsWhen organizations want to encourage knowledge workers to generate, promote and realize innovative ideas, they should create an environment that encourages autonomy, competence and relatedness, with support for creativity and differences of ideas.Originality/valueThe study provides new indications of the interactions of synergistic extrinsic rewards and intrinsic motivation to affect innovative work behavior.

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Section: Introductionmentioning

confidence: 99%

Intrinsic and extrinsic reward synergies for innovative work behavior among South African knowledge workers

Venketsamy

Lew

2022

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“…Individuals with high self-efficacy are driven by confidence in their ability to successfully perform certain tasks ( Miao et al, 2018 ) and are also motivated by their behavior or the expected outcome of their behavior ( Bandura, 1999 ). Optimistic people tend to expect positive outcomes from their actions ( Bak et al, 2022 ). Researchers believe that resilience is related to employee behavior toward organizational development and sustainability in this rapidly changing era of globalization, where employees not only need to cope, and need to successfully recover from uncertainty, difficulties, and major changes ( Luthans et al, 2007 ; Quick and Feldman, 2014 ).…”

Section: Theories and Hypothesesmentioning

confidence: 99%

The influence of responsible leadership on teachers’ green behavior: The mediating role of psychological capital

2023

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This research aimed to explore the impact of responsible leadership on teachers’ green behavior in Chinese university, and applied psychological capital as a mediator variable to establish a research model. A questionnaire was conducted with 303 teachers using convenience sampling. SPSS version 19 was used to analyze the data and Sobel was used to test the mediating relationships. The results show that responsible leadership has a positive yet significant effect on teachers’ green behavior. It also shows positive impact on psychological capital. Furthermore, psychological capital is shown to positively impact teachers’ green behavior, while having a mediating effect between responsible leadership and teachers’ green behavior. This study enriches the research of teachers’ green behavior and fill the gap in previous education management research. The research conclusions enable managers to better understand teachers’ green behavior and provides them with theoretical guidance for promoting psychological capital and improving teachers’ green behavior.

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“…The leader influences his/her employees not only in the general job behaviour but also in the emotional context such as belief, value and self-confidence (Bass, 1985). Transformational leadership fosters intellectual thinking by encouraging employees to think outside the box and providing meaning in the workplace (Li et al 2019;Bak et al 2022), encouraging them to increase their potential (Li et al, 2019). Thus, as a result of the effort not to disappoint the leader, transformational leadership can also develop an organizational culture that encourages innovative work behaviour.…”

Section: Innovative Work Behaviour and Leadership Relationmentioning

confidence: 99%

Does Organizational Culture Moderate The Relationship Between Leadership And Innovative Work Behaviour?

Değirmenci¹,

Özşahin²,

Çoşkun³

2022

Proceedings of the 6th International Conference on Advanced Research in Business, Management and Economics

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Innovation plays a critical role in today's highly competitive and technologically advanced business world and many organizations have recognized that Innovative Work Behaviour (IWB) is an essential determinant of effective organizational functioning in dealing with new and complex challenges. In this context, the aim of this study is to examine the relationship between leadership and innovative work behaviour along with investigating the moderating role of organizational culture on this relationship. A field study has been conducted by utilizing convenience sampling method. Data obtained from 144 respondents is analysed through SPSS 22 statistical package program. In this respect, descriptive statistics, reliability analysis, and regression analyses are executed. Hypotheses for investigating moderating effect of organizational culture on leadership and innovative work behaviour is tested through Hayes' PROCESS macro v4.1, which is developed for SPSS. The preliminary analyses results revealed a positive direct relation of transformational and transactional leaderships to employees' innovative work behaviour, and these relations, especially transformational leadership-innovative work behaviour relation, are moderated by organizational culture types of -adhocracy, clan, market, and hierarchy.

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Unpacking the Transformational Leadership-Innovative Work Behavior Relationship: The Mediating Role of Psychological Capital

Cited by 39 publications

References 69 publications

Intrinsic and extrinsic reward synergies for innovative work behavior among South African knowledge workers

Intrinsic and extrinsic reward synergies for innovative work behavior among South African knowledge workers

The influence of responsible leadership on teachers’ green behavior: The mediating role of psychological capital

Does Organizational Culture Moderate The Relationship Between Leadership And Innovative Work Behaviour?

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