Determinants of Innovative Behavior: A Path Model of Individual Innovation in the Workplace

Glick W.H.

The article presents a response by William H. Glick to a commentary on his paper “Conceptualizing and measuring organizational and psychological climate: Pitfalls in multilevel research.” Glick notes the differences in definitions of organizational climate (OC). One definition classifies OC as a psychological construct, the other defines it as an organizational attribute. He acknowledges that the alternate viewpoints help to identify fundamental differences between two schools of thought in organizational science.

Eden D.

A special case of self-fulfilling prophecy (SFP), the Pygmalion effect is the enhanced performance of subordinates of whom supervisors expect more. Pygmalion research in military and training situations is reviewed. Presented is a model of SFP at work involving supervisory expectancy, leadership, subordinate self-expectancy, motivation, and performance. Issues for future research and application are discussed, including how to raise expectations, which subordinates are influenced most, positive and negative Pygmalion, and ethical concerns.

Ashforth B.E.

Climate has been viewed as a function of: (a) the organization's structure; (b) the organization's membership; and (c) more recently the memberships' efforts to understand the organization. The third view—interactionism—has been offered as a reconciliation of the objectivism of the first and the subjectivism of the second. The interactionist approach is extended here by a consideration of the roles of the workgroup, affect, corporate culture, symbolic management, and physical setting.

Glick W.H.

Organizational and psychological climate research has been plagued by cross-level inference problems. This paper advocates treating the organization as the unit of theory for organizational climate while preserving the individual as the unit of theory for psychological climate. It examines multilevel conceptual problems in climate research and discusses strategies/or improving the validity and assessing the reliability of measurement. Additional multilevel research on climate and other areas of organizational science, particularly organizational culture, is encouraged.

Woodman R.W., Sawyer J.E., Griffin R.W.

In this article we develop a theoretical framework for understanding creativity in complex social settings. We define organizational creativity as the creation of a valuable, useful new product, service, idea, procedure, or process by individuals working together in a complex social system. The starting point for our theoretical development is provided by the interactionist model of creative behavior developed by Woodman and Schoenfeldt (1989). This model and supporting literature on creative behavior and organizational innovation are used to develop an interactional framework for organizational creativity. The theoretical framework is summarized by three propositions that can effectively guide the development of testable hypotheses.

Van de Ven A.H.

Innovation is defined as the development and implementation of new ideas by people who over time engage in transactions with others within an institutional order. This definition focuses on four basic factors (new ideas, people, transactions, and institutional context). An understanding of how these factors are related leads to four basic problems confronting most general managers: (1) a human problem of managing attention, (2) a process problem in managing new ideas into good currency, (3) a structural problem of managing part-whole relationships, and (4) a strategic problem of institutional leadership. This paper discusses these four basic problems and concludes by suggesting how they fit together into an overall framework to guide longitudinal study of the management of innovation.

Siegel S.M., Kaemmerer W.F.

On the basis of previous analyses of a mental hospital and a university graduate program, the authors postulated five a priori dimensions characteristic of innovative organizations. A Likert-type scale measuring members' perception of their organizations on these dimensions was developed and piloted with teachers and students in a traditional and an innovative secondary school. The scale was then refined and administered to 1,899 additional subjects in six traditional high schools. A factor analysis of the responses revealed a major factor (support of creativity) and two smaller factors (tolerance of diversity and feelings of ownership). Reliable factor indices were created for the final 61-item instrument, and a validity study was conducted with two additional innovative schools. Results indicated significant differences on the scale between respondents from innovative and traditional schools. The results and implications are discussed and suggestions made for further use of the scale.

Kirton M.

Jussim L.

Williams L.J., Hazer J.T.

Engagement personnel dans l'entreprise et turnover. Quatre modeles de causalite sont examines. A travers deux echantillons on a etudie: 1) les relations entre les caracteristiques personnel/entreprise et la satisfaction professionnelle; 2) les relations entre la satisfaction professionnelle et l'engagement personnel

Mumford M.D., Gustafson S.B.

Apres une definition du concept de creativite est effectuee une revue de la litterature consacree au developpement de l'innovation dans la reussite professionnelle, mettant l'accent sur l'integration et la reorganisation des structures cognitives

Netemeyer R.G., Johnston M.W., Burton S.

In this study a confirmatory methodology was implemented to analyze a model that uses the Rizzo, House, and Lirtzman (1970) scales of role conflict (RC) and role ambiguity (RA; i.e., the Bedeian and Armenakis, 1981, model). The validity of the RC and RA scales were examined through structural equations analysis, and a nested models approach was used to compare the Bedeian and Armenakis model with a model suggesting a more parsimonious representation of the data. Furthermore, path estimates from models incorporating random measurement error were compared with estimates from a model not incorporating the effects of random measurement error

Kozlowski S.W., Doherty M.L.

Dunegan K.J., Tierney P., Duchon D.

Results from a cross-sectional field study with 198 members of an international chemical company suggest that divisional affiliation, work group interactions (WGX), and the quality of exchange between leader and subordinate (LMX) significantly predict employee perceptions of climate factors believed to foster innovative activities. Tests also indicate that LMX remains a significant predictor of five of the six climate variables measured, even after controlling for divisional affiliation and the quality of work group exchanges (WGX). Further, analyses reveal that the interaction between WGX and LMX accounts for significant and unique variance on all six of the climate factors studied in this investigation. Results are discussed in terms of their implications for managerial practice and future research. >

Jabri M.M.

A number of researchers have provided phenomenological characterization of the logical and intuitive modes of problem solving. In an effort to delve into more detailed analyses of the formal criteria for distinguishing between logical and intuitive modes of problem solving, this paper reports the development of independent subscales for measurement of each of these two modes. Preliminary results from a sample of 535 respondents suggest two factorially independent subscales. These were interpreted as describing quite accurately the two postulated classifications as advanced above. Findings suggest the subscales warrant additional examination in other samples and settings. Practical implications are discussed, including those for researching the area of person-job fit/misfit.

Luo L., Hu J., Zheng Y., Li C.

Ji Y., Zhong M., Lyu S., Li T., Niu S., Zhan Z.

Hassi A., Rohlfer S., Jebsen S.

PurposeThis paper aimed at investigating the relationship between organizational climate for initiative, job autonomy, climate for innovation and innovative work behavior (IWB) in a developing economy context.Design/methodology/approachThe study surveyed 444 manufacturing businesses in Morocco, collecting data from three sources: CEOs, middle managers and non-managerial employees in the production department. The data were analyzed using structural equation modelling, the Bayesian estimation approach and the bootstrapped moderated mediation technique.FindingsThis study revealed that middle managers’ job autonomy mediates the positive link between climate for initiative and middle managers’ IWB when climate for innovation is strong.Practical implicationsThis study provides practical information for organizations intending to make their middle managers willing to be innovative in their job by granting them job autonomy and building favorable climates for initiative and innovation.Originality/valueThis research expands the human resource management and innovation literature by examining features of the work context (i.e. climates for initiative and for innovation, and job autonomy) as previous research has mainly focused on the context approach to work design (i.e. social environment of work design). The study highlights the role of middle managers as essential contributors to fostering innovations within their firms.

Hussain M., Luu T.T., Marjoribanks T.

PurposeHealthcare is a service industry where fulfilling the needs of patients (customers) is challenging. Various factors, including cost, system complexity, staffing behaviours and technological advances, play vital roles. Drawing upon social exchange theory, this study seeks to determine how paternalistic leadership (authoritarianism, benevolence and morality) influences employee service innovative behaviour and counterproductive work behaviour via perceived supervisor support in the healthcare sector. Additionally, the study investigates the role of the public service motivation of individuals as a moderating factor in this relationship.Design/methodology/approachA pilot study and a main study were conducted to test the hypotheses. We collected data from healthcare professionals in Pakistan’s large public, private and semi-government hospitals. We applied bootstrapping with 5,000 replications and structural equation modelling to analyse the data.FindingsResults indicate that authoritarianism was negatively associated with service innovative behaviour, whereas benevolent and moral behaviours were positively associated with service innovative behaviour via perceived supervisor support (mediation). Our findings shed light on the moderating role of public service motivation.Originality/valueThis empirical quantitative study has several theoretical and practical implications. Findings of our study provide evidence that a paternalistic leadership style can influence both positive (service innovative behaviour) and negative (counterproductive working behaviour) working behaviours simultaneously via perceived supervisor support at an individual level in the service (healthcare) industry. This study also highlights the moderating role of public service motivation as an individual motivation factor.

Anggraeni A.I., Derbani A., Kusumastuti W.W., Prayogi J.

This research investigated the impact of the psychological contract on employees' innovative behaviour in Small and Medium Enterprises (SMEs) in the tourism industry. The dimensional approach to the dynamic concept of psychological contract and innovative work behaviour was used to demonstrate employee perception. Survey data were collected from 327 employees across 19 SMEs in Central Java, Indonesia. The psychological contract was found to positively affect innovative work behaviour. Perceptions of psychological contract fulfilment have an impact on the increases in innovative work behaviour. These results highlight the importance of examining the dynamic concept of psychological contract on fostering innovative related behaviour on the context of SME's.

Li H., Qiao Y., Wan T., Shao C.H., Wen F., Liu X.

Innovative Behavior (IB) is a key prerequisite for nurses in solving clinical problems. However, existing research on IB among clinical nurses is relatively limited. To identify profiles and characteristics of IB among clinical nurses and explore the associated predictors, as well as the relationships with research outputs. A multicenter cross-sectional study was conducted on 354 clinical nurses in Shanghai from April 2023 to May 2023 (response rate 98.06%). IB was measured by the Innovative Behavior Scale for Nurses (IBSN), future time perspective was measured by the Future Time Perspective Scale (FTPS), and work engagement was measured by the Utrecht Work Engagement Scale-9 (UWES-9). Socio-demographic and professional data and research output indicators were measured by a self-designed questionnaire. We used latent profile analysis (LPA) by Mplus 7.0 to identify latent classes of IB. Ordinal logistic regression analysis was used to analyze the relevant predictors on the different profiles. And then Pearson’s chi-squared was used to analyze the association between IB level and research output. Among the respondents, individuals aged 25 to 35 accounted for 55.9%, and females comprised 94.6%. IB of clinical nurses can be identified into 3 groups: low-level (n = 108, 30.51%), moderate-level (n = 149, 42.09%), and high-level (n = 97, 27.40%) groups. Based on the results of LPA, marital status, education level, work experience, monthly income, night shifts, future time perspective scores, and work engagement scores can be the predictors of IB among different profiles. Statistically significant associations were found between IB level and research productivity, including publishing academic papers (χ2 = 15.307, p < 0.001), registering patents (χ2 = 17.163, p < 0.001), and winning Sci. & Tech awards (χ2 = 27.814, p < 0.001). According to our research, clinical nurses have three unique IB profiles. The current level is predominantly at a moderate level, with less than 30% demonstrating a high level of innovation. It revealed that better socio-demographic status and professional characteristics, future time perspective, and work engagement positively influenced innovative behavior among clinical nurses. The findings also highlight the potentially important role of IB in contributing to nurses’ research output. As far as we know, it might be the first study to employ LPA to clarify the heterogeneity in the levels of IB and their specific distribution among nurses. Our findings may provide a new viewpoint for promoting IB among clinical nurses. Nursing administrators should pay attention to IB of clinical nurses and develop targeted interventions to enhance their IB levels.

Caroline A., Coun M.J., Gunawan A., Stoffers J.

Knowledge Society 5.0 and Industry 5.0 require workers with adaptable employability skills and who engage in innovative work behavior that help companies to create innovative products and processes that are difficult for competitors to imitate. Extant research examines employability, and innovative work behavior, but there are still few articles that include digital literacy in their study. In fact, digital literacy is closely related to human resources in the new workforce whose daily activities are closely related to digital technology. Through bibliometric analysis and a systematic literature review of the interplay among digital literacy, employability, and innovative work behavior we synthesize research trends, measurements, theoretical frameworks, and conceptual models on these topics. In addition, some contextual considerations will be utilized to ensure accurate data interpretation. Findings suggest that there is no generic measure of digital literacy, especially in business contexts, that links this concept to either employability or innovative work behavior. Digital literacy is particularly important to increase employability and stimulate both innovative behavior and performance. Future research should explore these topics using various methodologies and theoretical frameworks, combining them with multiple perceptions across workers and countries, especially considering the pace of technological development.

Dibattista I., Berdicchia D., Mazzardo E., Masino G.

IntroductionThis study explores the relevance of behavioral and psychological factors in contributing to organizational environmental sustainability in the workplace.MethodsData were obtained from 271 workers in 5 organizations operating in the manufacturing sector in Italy and analyzed through a regression methodology. We tested two models, in which the employees’ perception of the work climate is derived from different sets of norms. In one model, we explored the influence of organizational policies and practices (injunctive norms). In another model, we explored the influence of peers’ behavior (social, descriptive norms).ResultsThe results show a positive impact of the employees’ perception of their work climate on both their propensity to engage in innovative green behaviors and their sense of personal connection with the environment, via environmental commitment. Moreover, we found that the employee’s organizational identification positively moderates the effect on green innovative behavior.DiscussionThis study underscores the relevance of creating and maintaining a pro-environment work climate in order to foster pro-environment innovative behavioral changes. Also, the results indirectly suggest that the influence on the sense of personal connection with the environment may generate a positive spill-over effect into the private life of workers.

Li Q., Du X., Chen H., Zhou X.

IntroductionThis study explores how graduate students’ mentorship homegate (or team) support (GSMTS) and challenging-hindering pressures impact their intrinsic motivation for research, identification with research roles, and innovative behaviors.MethodsData from 548 graduate students were collected using convenience sampling and analyzed using Amos and SPSS statistical software package via questionnaires distributed to universities in SiChuan province of China.ResultThe findings reveal that (1) research stress can not directly and positively predict innovative behaviors among graduate students, while intrinsic research motivation and research role identification mediate the relationship between research stress and graduate students’ innovative behavior; (2) hindering research pressure negatively impacts the intrinsic motivation for research, whereas challenging research pressure has a positive effect; (3) GSMTS directly fosters innovative behaviors among graduate students, with intrinsic motivation and roles’ identification for research as sequential mediators; and (4) GSMTS positively moderates the relationship between challenging research pressure and both the intrinsic motivation for research and role identity.DiscussionThis suggests that higher education institutions should cultivate an optimal research and innovation environment for graduate students by increasing challenging research pressure and reducing hindering pressure. They should also emphasize the development of graduate students’ intrinsic motivation for research and identification with research roles. Concurrently, the role of GSMTS should be highlighted to facilitate both the direct and indirect development of graduate students’ innovative behaviors.

Dong Y., Li Y.

PurposeDrawing on social information processing theory, this study investigates how platform leadership influences employees’ innovative behavior. Specifically, we propose a theoretical model that incorporates creative self-efficacy as a mediator and organizational identification as a moderator.Design/methodology/approachMultisource data were collected in three waves from 304 employees and their 65 leaders in China.FindingsHierarchical linear modeling (HLM) results reveal: (1) a positive association between platform leadership and subordinates’ innovative behavior; (2) creative self-efficacy as a mediator in the relationship between platform leadership and subordinates’ innovative behavior and (3) organizational identification as a moderator in the indirect relationship between platform leadership and subordinates’ innovative behavior through creative self-efficacy, with the indirect effect being stronger when organizational identification is high than when it is low.Originality/valueFrom a cross-level perspective, our findings revealed the underlying mechanisms and boundary conditions under which platform leadership influences followers’ innovative behavior.

Budiarti S., Wibowo A., Sariwulan T., Purwohedi U., Lestari R., Falah S.

Statistic reward may be a condition when the number of individuals in profitable age surpasses the number of individuals in non-productive age. This productive age ranges between 15 and 64 years old. Indonesia is now experiencing a demographic bonus. Where the millennial generation prioritizes meaningful work and personal development (Suminar et al., 2020). Given so many young generations, Indonesia must understand their needs, desires and aspirations. This considers points to look at how person-environment fit and creative self-efficacy affect creative performance in millennial generation auditors. In this study, a cross-sectional approach with quantitative analysis is used to support the seven proposed theories. The survey was conducted using sample criteria by distributing structured questionnaires to the millennial auditor employees based on “age stratification”, namely the age group of 27–42 years old. There was a total of 201 auditors participating in this study. The information was analyzed utilizing the basic condition modeling (structural equation modeling — SEM) strategy on SPSS Amos 26 software. The comes about appears that the person-environment fit and inventive self-efficacy increment the imaginative execution. Other findings in this study also validate the critical impact of work fulfillment as the interceding variable for the impact of person-environment fit and inventive self-efficacy on the inventive execution of millennial reviewers.

Sun Q., Yuan Q.

ABSTRACTAs an important component of self‐concept, teachers’ self‐efficacy plays a crucial role in regulating their emotions and behavior. To date, few studies have been made to examine whether English as a foreign language (EFL) teachers’ self‐efficacy profiles are connected with their emotional intelligence and teaching innovation behavior. Guided by the control‐value theory, the present study intended to identify teachers’ self‐efficacy profiles and explore their relationships with emotional intelligence and teaching innovation behavior. Two hundred and sixty‐two Chinese EFL teachers were recruited to complete the questionnaires measuring their self‐efficacy, emotional intelligence, and teaching innovation behavior. A person‐centered latent profile analysis method was used to explore the potential profiles of Chinese EFL teachers’ self‐efficacy and one‐way ANOVAs were subsequently conducted to compare the differences in emotional intelligence and teaching innovation behavior scores among teachers with different self‐efficacy profiles. Grouped regression analysis was performed to examine the moderating effect of teachers’ self‐efficacy profiles on the relationship between their emotional intelligence and teaching innovation behavior. The study revealed that there were three teachers’ self‐efficacy profiles representing low, medium, and high levels which had significant differences in their emotional intelligence and teaching innovation behavior. It also disclosed that self‐efficacy profiles moderated the association between EFL teachers’ emotional intelligence and their teaching innovation behavior. Specifically, the emotional intelligence of teachers with medium and high self‐efficacy profiles significantly positively predicted teaching innovation behavior, but the emotional intelligence of teachers with low self‐efficacy profiles did not. It is hoped that the research results could enrich our understanding of EFL teachers’ self‐efficacy, emotional intelligence, and innovation behavior and offer new insights into EFL teachers’ professional development.

Rogozińska-Pawełczyk A., Wiktorowicz J.

PurposeProactivity is a multidimensional construct, influenced by many variables. The purpose of this paper is to develop a standardised, psychometrically robust tool for the emerging construct of knowledge worker proactivity.Design/methodology/approachUsing a systematic framework to design a survey questionnaire as a reference point (i.e. creating items, item reduction and scale evaluation), this article discusses the development and validation of an instrument that can be used to measure individual knowledge worker proactivity. Analysis was based on data from the random (calibration) sample of 500 non-managers and 500 managers employed in the Business Services Sector (BSS) (piloting sample: 256 employees, validating sample: 155 employees and managers). Statistical analysis was conducted using especially confirmatory and exploratory analysis, reliability and validity measures, structural modelling.FindingsThe analysis confirms that the three-dimensional proactivity model can be successfully applied to BSS. All important fit indices of the confirmatory factor analysis model showed a good fit, and the model proposed for knowledge worker proactivity has appropriate validity.Research limitations/implicationsThe results suggest that the proposed Individual Knowledge Worker Proactivity (IKWP) Scale is internally reliable and valid in the sense that it is conceptually and empirically correlated with proactive work behaviours, proactive strategic behaviours and proactive person–environment fit behaviour constructs.Originality/valueA comprehensive and BSS-specific scale has been created to assess the proactive behaviour of knowledge workers and their managers. This opens the way for the instrument to be used in practice, e.g. by talent or employee teams to work more effectively on new innovative solutions or by top management as a support for key decisions within the organisation.

Mei H., Nie Y., Wang J., Lee A.N.

The purpose of this study is to adapt a multi-dimensional measure of Individual Innovative Behaviour developed by (Kleysen and Street, Journal of Intellectual Capital 2:284–296, 2001) used in work contexts and further validate it in the higher education contexts. The participants were 934 undergraduates from five universities. Confirmatory factor analysis was used to test the factorial structures proposed by the previous studies. The results showed that individual innovative behaviour was a multi-dimensional construct with five factors: opportunity exploration, generativity, formative investigation, championing, and application. One general score for individual innovative behaviour could be generated from calculating the composite score based on the five first-order innovative behaviour factor scores. Implications and suggestions for future research are discussed.

Chen M., Tong Z., Xue J.

PurposeBased on theories such as knowledge management and resource base, this paper explores the effect of knowledge domain coupling on R&D team innovation performance under the perspective of technological innovation networks as well as the mediating role of digital transformation, and further validates the moderating role played by organizational innovation climate and environmental turbulence.Design/methodology/approachTaking the data of 239 Chinese enterprises with high R&D intensity and strong innovation ability as samples, SPSS and AMOS are used for empirical testing.FindingsThe findings suggest that knowledge domain coupling and its decomposition variables (complementary knowledge coupling and iterative knowledge coupling) have a significant positive effect on R&D team innovation performance, digital transformation partially mediates the relationship between knowledge domain coupling and R&D team innovation performance, and that there is a positive moderating effect of organizational innovation climate and environmental turbulence in the influence path.Originality/valueThe study has enlightening value for innovative enterprises and their R&D teams on how to effectively couple the knowledge, make reasonable use of iterative technologies and promote digital transformation practices to enhance innovation performance.