Since social media increasingly infiltrates the workplace,it may affect employee innovation.However,how so-cial media use(SMU)affects employee innovation performance remains controversial.Therefore,this study explores...Since social media increasingly infiltrates the workplace,it may affect employee innovation.However,how so-cial media use(SMU)affects employee innovation performance remains controversial.Therefore,this study explores the underlying mechanisms and boundary conditions in the relationship between SMU and employee innovation performance.The research model was tested through a survey of 221 Chinese employees.The results show that SMU is positively re-lated to employee innovation performance,with work engagement acting as a mediator in this relationship.Employee tra-ditionality positively moderates the positive impact of work-related SMU on work engagement,while traditionality has no moderating effect on the relationship between social-related SMU and work engagement.This study focuses on the rela-tionship between SMU and innovation performance based on conservation of resources theory,offering insights into the intrinsic mechanism by which SMU affects employee innovation.Furthermore,this study considers the moderating effect of employee traditionality based on social cognitive theory,enriching the knowledge of how traditionality influences the impacts of SMU.This study has theoretical implications for future research and practical guidance for enterprises regard-ing the proper use of social media.展开更多
Shared leadership,an emerging leadership model,emphasizes the distribution of leadership responsibilities and authority among team members.This article synthesizes the research on how shared leadership fosters innovat...Shared leadership,an emerging leadership model,emphasizes the distribution of leadership responsibilities and authority among team members.This article synthesizes the research on how shared leadership fosters innovation.This impact is through a range of mechanisms such as enhanced team collaboration,accountability,employee autonomy,continuous learning,and improved information flow.The unique feature of Chinese culture,such as collectivism,also play a role in the impact of shared leadership among Chinese organizations.The review in general indicates that shared leadership effectively motivates employees'creativity and innovative behavior,thereby enhancing overall organizational innovation performance.展开更多
The research aims to explore the relationship between leadership and employee innovation,team innovation,and organizational innovation by reviewing the previous literature so that it can provide a systematie understan...The research aims to explore the relationship between leadership and employee innovation,team innovation,and organizational innovation by reviewing the previous literature so that it can provide a systematie understanding of the relationship.Most of the current researchers pay more attention to the relationship between one type of leadership and innovation,whereas this study reviews the literature on different leadership styles and innovations and provides concepts of them,and shows empirical findings.展开更多
While the heterogeneous knowledge of a diverse workforce sparks innovation,it also poses many management challenges.Therefore,human resource practices that seek unity while embracing diversity have become a hot topic ...While the heterogeneous knowledge of a diverse workforce sparks innovation,it also poses many management challenges.Therefore,human resource practices that seek unity while embracing diversity have become a hot topic in both academia and industry.Based on the conservation of resources theory,this study defines the components of diversity&inclusion human resource practice(DI-HRP),uncovers the mechanism by which it influences employees’innovative behavior through thriving at work,and examines the moderating role of shared leadership.Through multi-point tracking and hierarchical multiple regression analysis of 461 valid samples from 37 companies,this study finds that(1)DI-HRP positively influences employees’innovative behavior;(2)thriving at work mediates the relationship between DI-HRP and employees’innovative behavior;and(3)shared leadership positively moderates both the direct impact of DI-HRP on thriving at work and employees’innovative behavior,as well as the indirect effect via thriving at work.展开更多
基金supported by the National Natural Science Foundation of China(72332007)。
文摘Since social media increasingly infiltrates the workplace,it may affect employee innovation.However,how so-cial media use(SMU)affects employee innovation performance remains controversial.Therefore,this study explores the underlying mechanisms and boundary conditions in the relationship between SMU and employee innovation performance.The research model was tested through a survey of 221 Chinese employees.The results show that SMU is positively re-lated to employee innovation performance,with work engagement acting as a mediator in this relationship.Employee tra-ditionality positively moderates the positive impact of work-related SMU on work engagement,while traditionality has no moderating effect on the relationship between social-related SMU and work engagement.This study focuses on the rela-tionship between SMU and innovation performance based on conservation of resources theory,offering insights into the intrinsic mechanism by which SMU affects employee innovation.Furthermore,this study considers the moderating effect of employee traditionality based on social cognitive theory,enriching the knowledge of how traditionality influences the impacts of SMU.This study has theoretical implications for future research and practical guidance for enterprises regard-ing the proper use of social media.
文摘Shared leadership,an emerging leadership model,emphasizes the distribution of leadership responsibilities and authority among team members.This article synthesizes the research on how shared leadership fosters innovation.This impact is through a range of mechanisms such as enhanced team collaboration,accountability,employee autonomy,continuous learning,and improved information flow.The unique feature of Chinese culture,such as collectivism,also play a role in the impact of shared leadership among Chinese organizations.The review in general indicates that shared leadership effectively motivates employees'creativity and innovative behavior,thereby enhancing overall organizational innovation performance.
文摘The research aims to explore the relationship between leadership and employee innovation,team innovation,and organizational innovation by reviewing the previous literature so that it can provide a systematie understanding of the relationship.Most of the current researchers pay more attention to the relationship between one type of leadership and innovation,whereas this study reviews the literature on different leadership styles and innovations and provides concepts of them,and shows empirical findings.
基金supported by the National Social Science Foundation projects"A Cross-Level Longitudinal Study on the Impact of Ambidextrous Human Resource Practices on Innovation Performance in the Context of the Integration of Informatization and Industrialization"(No.16BCL107,2016.07-2018.12)"Research on the Content Structure and Mechanism of Inclusive Human Resource Practices in the Chinese Context"(No.20FGLB047,2020.10-2022.12).
文摘While the heterogeneous knowledge of a diverse workforce sparks innovation,it also poses many management challenges.Therefore,human resource practices that seek unity while embracing diversity have become a hot topic in both academia and industry.Based on the conservation of resources theory,this study defines the components of diversity&inclusion human resource practice(DI-HRP),uncovers the mechanism by which it influences employees’innovative behavior through thriving at work,and examines the moderating role of shared leadership.Through multi-point tracking and hierarchical multiple regression analysis of 461 valid samples from 37 companies,this study finds that(1)DI-HRP positively influences employees’innovative behavior;(2)thriving at work mediates the relationship between DI-HRP and employees’innovative behavior;and(3)shared leadership positively moderates both the direct impact of DI-HRP on thriving at work and employees’innovative behavior,as well as the indirect effect via thriving at work.
