When does motivation to learn reduce innovative behavior? An examination of mediated-moderation model

Abstract

Purpose The purpose of this paper is to test and explain the context where motivation to learn (MTL) reduces innovative behavior in the organizational context. Design/methodology/approach The authors used questionnaire survey to collect data in a field study. In order to test the moderating effect of transfer climate, MTL on the relationship between MTL and innovative behavior, a sample of 606 employees was analyzed to examine the theoretical expectation by using multiple regression and bootstrapping. Findings The authors found employees motivated to learn showed less innovative behavior when perceived transfer climate is less favorable. The authors further revealed that motivation to transfer mediates the moderating effect of transfer climate for the relationship between MTL and innovative behavior. Research limitations/implications One suggestion for further research is to investigate the relationship among the four constructs by using multi-source, multi-wave and multi-level method. Practical implications This study provides several useful guidance of how organization and manager avoid the negative effects of MTL through encouraging employees to learn new knowledge and skills, and providing employee opportunities to use their acquired knowledge and skills. Originality/value The authors contribute to the motivational literature by taking a step further to understand the effect of MTL. The authors propose and confirm that employee MTL can lead to negative outcomes when individuals perceived transfer climate is low. The results offer new insight beyond previous findings on positive or non-significant relationship between MTL and innovative behavior. The results further show that this interactive effect is induced by motivation to transfer. Particularly, low transfer climate reduces individuals’ motivation to transfer, and individuals with high MTL have low innovative behavior when they are less motivated to transfer.

Analysis the Effect of Transformational Leadership on Student Satisfaction and Its Impact on Motivation to Learn on Higher Education

“…Another definition finds that transformational leaders enhance student creativity by providing psychological empowerment, which increases employee motivation to learn [6]. Intrinsic motivation contributes to innovative work behavior because they feel controlled by their activities [7]. Most such leaders usually encourage to engage in innovative work behavior by providing a supportive environment [8].…”

“…Motivation to learn as a mediating factor of innovative work behavior It is said that "a continuous commitment to learning is central to innovation" [30]. Students to be involved or not involved in innovative behavior are influenced by their motivation to learn [7]. Motivation to learn refers to the desire of students to learn new knowledge or insights that encourage individuals to be creative and innovative in their work [31].…”

More Is Less? The Curvilinear Effects of Political Ties on Corporate Innovation Performance

“…Innovation has been identified as a significant strategy and practice contributing to corporate competitiveness and survival (Amabile, Conti, Coon, Lazenby, & Herron, 1996;Kehoe & Tzabbar, 2015;Lin, Zeng, Liu, & Li, 2018;Lungeanu, Stern, & Zajac, 2016;Zhao, Cacciolatti, Lee, & Song, 2015;Yu, Zheng, Wang, Dai, & Yan, 2018;Zhou & Hoever, 2014). Operating in a comprehensive institutional and industrial environment, firms demonstrate diverse innovation performance affected by a range of factors, such as organizational structures, firm capabilities of absorbing/adopting new knowledge and adapting to institutional conditions, and external environment (Baron & Tang, 2011;Jansen, Den Bosch, & Volberda, 2006;Jiao, Koo, & Cui, 2015).…”

Predicting Modelling of Factors Influencing Innovative Work Behavior

“…The work environment includes the workplace, facilities and work aids, cleanliness, lighting, tranquility, and work relationships between people in the place. Yu et al (2018) showed that motivation had a significant predictor to Innovative Work Behavior, where study showed that motivation was the main factor to affect the Innovative Work Behavior. The high conditions of employee work motivation are related to high level of Innovative Work Behavior.…”

“…Veithzal (2006: 455) stated that motivation is an encouragement or enthusiasm that can change a person's attitude or behavior to achieve the desired goals. Yu et al (2018) showed that motivation was a significant predictor of Innovative Work Behavior. While stated that motivation become a mediation factor for Innovative Work Behavior.…”