Minimalism has become a new consumer trend that can guide low-carbon innovation behaviors.This study uses two experiments and one survey to explore the mechanisms underlying the relationships among minimalism,quantita...Minimalism has become a new consumer trend that can guide low-carbon innovation behaviors.This study uses two experiments and one survey to explore the mechanisms underlying the relationships among minimalism,quantitative behavior,and low-carbon innovation behavior.The results show that(1)minimalism can positively influence consumers’low-carbon innovation behavior;(2)the interactive effect of minimalist and quantitative behavior on low-carbon innovation behavior is significant;and(3)meaning in life can play a significant mediating role in the relationship between minimalism and low-carbon innovation behavior.Finally,corresponding strategies for theory and management practices are proposed.展开更多
In order to know about the essence of service employees' innovation behavior, the service employees' innovation behavior scale based on their unique characteristics is designed. Data were collected from high-s...In order to know about the essence of service employees' innovation behavior, the service employees' innovation behavior scale based on their unique characteristics is designed. Data were collected from high-star hospitalities. Through the issuance and the collection of questionnaires, the scale is verified to have good reliability and validity by SPSS software analysis. Meanwhile,the structural equation model( SEM) is suited for testing structural dimensions of service employees' innovation behavior. The results showed that service employees' innovation behavior could be decomposed into a four-dimensional structure,namely innovation orientation, ideas generation, innovation implementation and innovation practice. In addition,there are significant differences in service employees' innovation behavior about subjects' gender,position,education background and years of working.展开更多
Innovation is a process results in new products, methods of production and forms of business organization. Innovation can vastly improve the welfare of consumers, investors, firms and the economy. However, there is re...Innovation is a process results in new products, methods of production and forms of business organization. Innovation can vastly improve the welfare of consumers, investors, firms and the economy. However, there is relatively limited evidence of how corporate governance affects corporate innovation. In this study, the author theoretically demonstrates how internal governance mechanisms interact to affect innovation, such as internal control, monitoring and compensation contracts. Governance mechanisms are determined by firm characteristics. The ＂best＂ governance structures that can be adopted universally do not exist. However, innovative firms often share similar characteristics, and they adopt similar governance mechanisms to facilitate innovation. The ultimate purpose of such internal governance mechanism that facilitates innovation is to prevent managers＇ myopia, and this paper concludes 5 different roles in internal governance mechanism that facilitate corporate innovation behavior.展开更多
The purpose of this study is to investigate the effects of collaboration with suppliers and lead users in new product development (NPD) on innovation behavior. Such collaborations are regarded as advanced forms of ext...The purpose of this study is to investigate the effects of collaboration with suppliers and lead users in new product development (NPD) on innovation behavior. Such collaborations are regarded as advanced forms of external alliances. Survey data from two hundred and fifty-two manufacturing companies were collected from the European Union. The results of multiple regression analysis showed that both suppliers’ and lead users’ collaboration in NPD significantly affected innovation behavior. Lead users’ collaboration showed higher impact on innovation behavior compared with suppliers’ collaboration.展开更多
Employees’innovative performance determines an organization’s innovation,which critically impacts its structural optimization and sustainability.Applying expectancy theory,we examined how and when the Pygmalion effe...Employees’innovative performance determines an organization’s innovation,which critically impacts its structural optimization and sustainability.Applying expectancy theory,we examined how and when the Pygmalion effect occurs in the relationship between leaders’expectations of innovation and employee innovative behavior.Our sample comprised 201 frontline employees(female=31.84%;mean age=41.48 years,SD=7.97 years)in a Chinese coal enterprise,who completed surveys on innovation expectations of leaders,expected positive performance outcomes,innovative self-efficacy and innovative behavior.The results revealed that employees’expected positive performance outcomes mediated the positive relationship between leaders’innovation expectations and their innovative behavior.Employees’innovative self-efficacy positively moderated the relationship between their expected positive performance outcomes and innovative behavior,with this relationship being stronger for employees with high innovative self-efficacy.Moreover,we validated the moderated mediation model.Findings suggest that leaders can stimulate employee innovative behavior through expressing expectations and they also need to consider the boundary conditions.展开更多
In contrast to traditional passive innovation behavior,proactive innovation behavior initiated by employees significantly impacts organizational performance.For manufacturing employees,proactive innovation behavior le...In contrast to traditional passive innovation behavior,proactive innovation behavior initiated by employees significantly impacts organizational performance.For manufacturing employees,proactive innovation behavior leads to high-quality innovation outcomes,thereby facilitating the transformation and upgrading of the manufacturing sector.Trait mindfulness enhances self-awareness,stimulating intrinsic motivation,and proactive employee behavior.However,research exploring how trait mindfulness affects proactive innovation behavior in manufacturing is still limited.This study,anchored in self determination theory and viewed through intrinsic motivation,develops a chain mediation model whereby trait mindfulness influences proactive innovation through professional identity and thriving at work while examining the moderating role of a caring ethical climate.Utilizing a sample of 536 manufacturing employees,data analysis and hypothesis testing are performed using SPSS and Amos.The findings reveal that(1)trait mindfulness has a positive effect on proactive innovation behavior;(2)professional identity and thriving at work each act as partial mediators between trait mindfulness and proactive innovation behavior and together serve as chain mediators;and(3)a caring ethical climate positively moderates the relationship between trait mindfulness and both professional identity and thriving at work.Finally,management recommendations are proposed based on these empirical findings.展开更多
Corporate environmental sustainability has become a critical concern,particularly in resource-intensive industries such as pharmaceuticals,where regulatory pressures and stakeholder expectations continue to rise.Despi...Corporate environmental sustainability has become a critical concern,particularly in resource-intensive industries such as pharmaceuticals,where regulatory pressures and stakeholder expectations continue to rise.Despite increasing attention to green leadership,limited research has explored how environmentally responsible leadership(ERL)influences corporate environmental performance(CEP)through employee-driven sustainability behaviors.This study addresses this gap by examining the mediating roles of green knowledge-sharing behavior(GKSB),green innovative behavior(GIB),and voluntary green behavior(VGB),as well as the moderating role of green shared vision(GSV)in the ERL-CEP relationship.The study is grounded in Resource-Based View(RBV),Knowledge-Based View(KBV),Environmental-Based View(EBV),and Triple Bottom Line(TBL)theories,which collectively explain how leadership-driven sustainability efforts create long-term competitive advantages,drive environmental responsibility,and balance economic,social,and environmental sustainability.A quantitative research design was employed,using survey data from 384 employees in Bangladesh’s pharmaceutical sector.Data were analyzed using Partial Least Squares Structural Equation Modeling(PLS-SEM)in Smart-PLS 4.0 to assess direct,indirect,and moderating effects.The results confirm that ERL has a significant positive impact on CEP,with GKSB,GIB,and VGB acting as mediators,while GSV strengthens the ERL-CEP relationship.This study provides novel empirical evidence on the mechanisms linking green leadership to corporate sustainability,extending the application of RBV,KBV,EBV,and TBL to leadership-driven environmental management.The findings emphasize the importance of leadership training programs,sustainability-focused organizational cultures,and shared environmental visions.Policymakers should consider incentives for companies adopting ERL practices,ensuring that sustainability becomes a strategic,rather than compliance-driven,priority.This study contributes to leadership and sustainability literature by offering a comprehensive framework for integrating ERL into corporate governance and environmental strategies.展开更多
This study addressed the causal association of entrepreneurial performance as predicted by entrepreneurial skills and innovative behavior.Respondents of this research comprised 205 business graduate students from coll...This study addressed the causal association of entrepreneurial performance as predicted by entrepreneurial skills and innovative behavior.Respondents of this research comprised 205 business graduate students from colleges and universities in SOCSARGEN Region in the Philippines.In a quantitative design and through purposive sampling,survey questionnaires were adopted,validated,and utilized.The researcher used the mean and multiple regression as tools in analyzing the data.Findings revealed that business graduate students’entrepreneurial skills,innovative behavior,and entrepreneurial performance were high.This means that business graduate students possessed entrepreneurial skills,innovative behavior was evident,and a very satisfactory entrepreneurial performance.On the individual capacity,entrepreneurial skills did not significantly influence business performance while innovative behavior significantly influenced entrepreneurial performance.展开更多
This study first analyzes the physiological mechanism of emotion and innovation ability to illustrate the correlation between negative emotion and innovation behavior. Secondly, it enumerates the different demands for...This study first analyzes the physiological mechanism of emotion and innovation ability to illustrate the correlation between negative emotion and innovation behavior. Secondly, it enumerates the different demands for innovative talents in different industries and enterprise organizations, and points out that the adoption of incentive strategies depends on the specific goals of managers. Finally, the problems that should be avoided in the application of negative excitation are expounded, and how to stimulate employees' innovative behavior through constructive criticism.展开更多
This study investigated the relationships between human resource(HR)practices,employee psychological empowerment,employee innovative work behavior,and firm innovation capability in the context of the Information and C...This study investigated the relationships between human resource(HR)practices,employee psychological empowerment,employee innovative work behavior,and firm innovation capability in the context of the Information and Communication Technology(ICT)sector in Jordan.Employing the Social Exchange Theory(SET)as a guiding framework,this study explored how employee psychological empowerment and innovative work behavior mediated the influence of HR practices on a firm’s innovative capabilities.Drawing on extensive data collected from ICT organizations in Jordan,our analysis had several key findings.A significant positive correlation between HR practices and psychological empowerment was observed.Job design emerged as the most influential factor affecting psychological empowerment,whereas compensation had a weaker impact.Furthermore,we established that psychological empowerment significantly enhanced innovative work behavior,underscoring its role as a catalyst for innovative work behavior within the sector.Finally,our study supported the theory that psychological empowerment influenced a firms’innovation capabilities,emphasizing the pivotal role of employee empowerment in driving firm-level innovation in the Jordanian ICT sector.These findings provide insights for academic and practical audiences,clarifying how HR practices,employee psychological empowerment,and innovative work behavior collectively influenced firm innovation capability within the unique context of the Jordanian ICT sector.展开更多
Spiritual leadership is identified as an effective factor in promoting employees’innovative behavior.However,in China,this process may be influenced by both organizational and group factors.This study develops a mode...Spiritual leadership is identified as an effective factor in promoting employees’innovative behavior.However,in China,this process may be influenced by both organizational and group factors.This study develops a moderated mediation model to examine the mechanisms by which spiritual leadership affects the innovative behavior of R&D personnel,drawing from a combined perspective of career calling and organizational support.Data are collected through matched-pair surveys from 513 R&D employees and their line leaders across innovative organizations in Beijing,Shenzhen,Harbin,and Xi'an.Data analysis is conducted using SPSS 22.0 and LISREL 8.5.The findings indicate that spiritual leadership positively influences the innovative behavior of R&D personnel.Furthermore,career calling serves as a mediating factor in the relationship between spiritual leadership and innovative behavior.This mediating process is positively moderated by relational energy and perceived organizational support for creativity;specifically,the effect of spiritual leadership on innovative behavior through career calling is significantly stronger when relational energy and perceived organizational support for creativity are high.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
Innovation, which involves technological transformation and management reorganization, brings about significant changes in modern society. In this paper, to investigate how innovations can be promoted, we propose a ga...Innovation, which involves technological transformation and management reorganization, brings about significant changes in modern society. In this paper, to investigate how innovations can be promoted, we propose a game-based model to study the co-evolutionary dynamics of human innovative behaviors. A simulation on scale-free networks is conducted, in which the innovative behavior of each node is determined and updated based on the feedback regarding its innovation, namely the diffusion of the innovation status. Numerical simulations of the model generate a series of patterns, which is consistent with people＇s daily experiences and perceptions as regards real-world innovative behaviors. Specifically, various scaling spatiotemporal properties and rich structural impacts on dynamics can be observed. This model provides a novel approach to understand the evolution of innovative behaviors and provides insight for strategy studies of innovation promotion.展开更多
Background:Contributing to the innovative behavior of individuals in the health management process is a desirable condition for increased health institution performance.The relationship between the sense of loneliness...Background:Contributing to the innovative behavior of individuals in the health management process is a desirable condition for increased health institution performance.The relationship between the sense of loneliness and individual innovation behaviors has not been studied and relevant literature is extremely limited.The purpose of this research was to examine the effect of an individual's sense of loneliness on their innovative behavior.Methods:The research was performed between January and October 2018.The effects of loneliness feelings on the individual innovative behaviors of 451 health science faculty students were measured.The data were collected using the"Individual Information Form,"the"individual innovation scale,"and the"University of California Los Angeles loneliness scale."The reliability and validity of the scales were tested with Structural Equation Modeling.Results:It was found that the female participants showed exhibited more innovative behavior than the men.However,there was no significant difference in the loneliness status of participants by gender.A group of 23-year-old individuals showed a significant difference in the risk taking dimension compared to other age groups.First-grade students had more points in the experimental openness and opinion leadership sub-dimension than the other classes.It was observed that the behavior is molded as the education level increases.The regression models showed that loneliness has a negative effect of-0.254 on experiential openness and the leadership of ideas,and has a negative effect of-0.216 on risk taking.There was no effect of the sub-dimensions of loneliness on change resistance.Moreover,on the individualistic behavior of physical loneliness,a-0.267 negative effect was observed.Emotional loneliness has no effect on the sub-dimensions of individual innovation.Finally,the total sense of loneliness was found to have a negative effect on total individual innovation.Conclusions:The study results clearly show that physical loneliness has a negative effect on individual innovation.It can be said that individuals living in social environments exhibit more innovative behaviors.However,emotional loneliness has no significant effect on innovative behavior.In this context,designing social spaces in health institutions will stimulate individuals'innovative behaviors.展开更多
This study develops and tests a conceptual model of followers＇ perceptions of transformational leadership as an antecedent to their innovative behavior in organizations. Specifically, we hypothesize that followers＇ ...This study develops and tests a conceptual model of followers＇ perceptions of transformational leadership as an antecedent to their innovative behavior in organizations. Specifically, we hypothesize that followers＇ innovative behavior can be directly and indirectly influenced by their perceptions of transformational leadership. Knowledge sharing has a mediating effect and followers＇ psychological capital has a moderating role in the relationship between transformational leadership and followers＇ innovative behavior. A total of 212 employees from a diverse range of industries filled out questionnaires. Hierarchical linear modeling is used to analyze the relations. Results reveal that transformational leadership produces positive and significant impacts on followers＇ innovative behavior and this relationship is fully mediated by knowledge sharing. Results also indicate that the positive relationship between transformational leadership and followers＇ innovative behavior is enhanced only when followers possess high psychological capital. This paper adds to innovation literature by empirically testing the moderating role of psychological capital and the mediating role of knowledge sharing on the link between transformational leadership and followers＇ innovative behavior. Implications of the findings for theory, research, and practice are discussed.展开更多
High-quality economic development can be achieved if a major strategic direction for China are delivered from the macro level to the micro level.Taking A-listed enterprises in China from 2005 to 2018 as samples,this p...High-quality economic development can be achieved if a major strategic direction for China are delivered from the macro level to the micro level.Taking A-listed enterprises in China from 2005 to 2018 as samples,this paper studies the impact of directors and officers liability insurance(D&O insurance)on the high-quality enterprise development.The research results show that D&O insurance can promote high-quality development.In addition,the mechanism test shows that D&O insurance can reduce agency costs and improve innovations and high-quality enterprise development.Further analysis shows that when state-owned enterprises including their internal controls has no major defects,D&O insurance has more significant positive impact.Thus,this paper suggests that the insurance should be promoted for realizing high-quality enterprise development.展开更多
基金This research was supported by Zhejiang Provincial Social Science Foundation of China[Grant number.22LLXC017YB]。
文摘Minimalism has become a new consumer trend that can guide low-carbon innovation behaviors.This study uses two experiments and one survey to explore the mechanisms underlying the relationships among minimalism,quantitative behavior,and low-carbon innovation behavior.The results show that(1)minimalism can positively influence consumers’low-carbon innovation behavior;(2)the interactive effect of minimalist and quantitative behavior on low-carbon innovation behavior is significant;and(3)meaning in life can play a significant mediating role in the relationship between minimalism and low-carbon innovation behavior.Finally,corresponding strategies for theory and management practices are proposed.
基金Shanghai University of Engineering Science's Research Cultivation Fund Project,China(No.A25001201194)National Natural Science Foundation,China(No.71301100)+1 种基金the Fundamental Research Funds for the Central Universities,China(No.JB-SK1204)China Postdoctoral Science Foundation(No.2014M561655)
文摘In order to know about the essence of service employees' innovation behavior, the service employees' innovation behavior scale based on their unique characteristics is designed. Data were collected from high-star hospitalities. Through the issuance and the collection of questionnaires, the scale is verified to have good reliability and validity by SPSS software analysis. Meanwhile,the structural equation model( SEM) is suited for testing structural dimensions of service employees' innovation behavior. The results showed that service employees' innovation behavior could be decomposed into a four-dimensional structure,namely innovation orientation, ideas generation, innovation implementation and innovation practice. In addition,there are significant differences in service employees' innovation behavior about subjects' gender,position,education background and years of working.
文摘Innovation is a process results in new products, methods of production and forms of business organization. Innovation can vastly improve the welfare of consumers, investors, firms and the economy. However, there is relatively limited evidence of how corporate governance affects corporate innovation. In this study, the author theoretically demonstrates how internal governance mechanisms interact to affect innovation, such as internal control, monitoring and compensation contracts. Governance mechanisms are determined by firm characteristics. The ＂best＂ governance structures that can be adopted universally do not exist. However, innovative firms often share similar characteristics, and they adopt similar governance mechanisms to facilitate innovation. The ultimate purpose of such internal governance mechanism that facilitates innovation is to prevent managers＇ myopia, and this paper concludes 5 different roles in internal governance mechanism that facilitate corporate innovation behavior.
文摘The purpose of this study is to investigate the effects of collaboration with suppliers and lead users in new product development (NPD) on innovation behavior. Such collaborations are regarded as advanced forms of external alliances. Survey data from two hundred and fifty-two manufacturing companies were collected from the European Union. The results of multiple regression analysis showed that both suppliers’ and lead users’ collaboration in NPD significantly affected innovation behavior. Lead users’ collaboration showed higher impact on innovation behavior compared with suppliers’ collaboration.
基金funded by“National Natural Science Foundation of China”grant number[71872119]“Shanxi Provincial Government Major Decision-making Consulting Project”grant number[ZB20240114]The APC was funded by“Shanxi Provincial Government Major Decision-making Consulting Project”grant number[ZB20240114].
文摘Employees’innovative performance determines an organization’s innovation,which critically impacts its structural optimization and sustainability.Applying expectancy theory,we examined how and when the Pygmalion effect occurs in the relationship between leaders’expectations of innovation and employee innovative behavior.Our sample comprised 201 frontline employees(female=31.84%;mean age=41.48 years,SD=7.97 years)in a Chinese coal enterprise,who completed surveys on innovation expectations of leaders,expected positive performance outcomes,innovative self-efficacy and innovative behavior.The results revealed that employees’expected positive performance outcomes mediated the positive relationship between leaders’innovation expectations and their innovative behavior.Employees’innovative self-efficacy positively moderated the relationship between their expected positive performance outcomes and innovative behavior,with this relationship being stronger for employees with high innovative self-efficacy.Moreover,we validated the moderated mediation model.Findings suggest that leaders can stimulate employee innovative behavior through expressing expectations and they also need to consider the boundary conditions.
基金supported by the project of Jiangsu Province Social Science Fund(No.22GLB031).
文摘In contrast to traditional passive innovation behavior,proactive innovation behavior initiated by employees significantly impacts organizational performance.For manufacturing employees,proactive innovation behavior leads to high-quality innovation outcomes,thereby facilitating the transformation and upgrading of the manufacturing sector.Trait mindfulness enhances self-awareness,stimulating intrinsic motivation,and proactive employee behavior.However,research exploring how trait mindfulness affects proactive innovation behavior in manufacturing is still limited.This study,anchored in self determination theory and viewed through intrinsic motivation,develops a chain mediation model whereby trait mindfulness influences proactive innovation through professional identity and thriving at work while examining the moderating role of a caring ethical climate.Utilizing a sample of 536 manufacturing employees,data analysis and hypothesis testing are performed using SPSS and Amos.The findings reveal that(1)trait mindfulness has a positive effect on proactive innovation behavior;(2)professional identity and thriving at work each act as partial mediators between trait mindfulness and proactive innovation behavior and together serve as chain mediators;and(3)a caring ethical climate positively moderates the relationship between trait mindfulness and both professional identity and thriving at work.Finally,management recommendations are proposed based on these empirical findings.
文摘Corporate environmental sustainability has become a critical concern,particularly in resource-intensive industries such as pharmaceuticals,where regulatory pressures and stakeholder expectations continue to rise.Despite increasing attention to green leadership,limited research has explored how environmentally responsible leadership(ERL)influences corporate environmental performance(CEP)through employee-driven sustainability behaviors.This study addresses this gap by examining the mediating roles of green knowledge-sharing behavior(GKSB),green innovative behavior(GIB),and voluntary green behavior(VGB),as well as the moderating role of green shared vision(GSV)in the ERL-CEP relationship.The study is grounded in Resource-Based View(RBV),Knowledge-Based View(KBV),Environmental-Based View(EBV),and Triple Bottom Line(TBL)theories,which collectively explain how leadership-driven sustainability efforts create long-term competitive advantages,drive environmental responsibility,and balance economic,social,and environmental sustainability.A quantitative research design was employed,using survey data from 384 employees in Bangladesh’s pharmaceutical sector.Data were analyzed using Partial Least Squares Structural Equation Modeling(PLS-SEM)in Smart-PLS 4.0 to assess direct,indirect,and moderating effects.The results confirm that ERL has a significant positive impact on CEP,with GKSB,GIB,and VGB acting as mediators,while GSV strengthens the ERL-CEP relationship.This study provides novel empirical evidence on the mechanisms linking green leadership to corporate sustainability,extending the application of RBV,KBV,EBV,and TBL to leadership-driven environmental management.The findings emphasize the importance of leadership training programs,sustainability-focused organizational cultures,and shared environmental visions.Policymakers should consider incentives for companies adopting ERL practices,ensuring that sustainability becomes a strategic,rather than compliance-driven,priority.This study contributes to leadership and sustainability literature by offering a comprehensive framework for integrating ERL into corporate governance and environmental strategies.
文摘This study addressed the causal association of entrepreneurial performance as predicted by entrepreneurial skills and innovative behavior.Respondents of this research comprised 205 business graduate students from colleges and universities in SOCSARGEN Region in the Philippines.In a quantitative design and through purposive sampling,survey questionnaires were adopted,validated,and utilized.The researcher used the mean and multiple regression as tools in analyzing the data.Findings revealed that business graduate students’entrepreneurial skills,innovative behavior,and entrepreneurial performance were high.This means that business graduate students possessed entrepreneurial skills,innovative behavior was evident,and a very satisfactory entrepreneurial performance.On the individual capacity,entrepreneurial skills did not significantly influence business performance while innovative behavior significantly influenced entrepreneurial performance.
文摘This study first analyzes the physiological mechanism of emotion and innovation ability to illustrate the correlation between negative emotion and innovation behavior. Secondly, it enumerates the different demands for innovative talents in different industries and enterprise organizations, and points out that the adoption of incentive strategies depends on the specific goals of managers. Finally, the problems that should be avoided in the application of negative excitation are expounded, and how to stimulate employees' innovative behavior through constructive criticism.
文摘This study investigated the relationships between human resource(HR)practices,employee psychological empowerment,employee innovative work behavior,and firm innovation capability in the context of the Information and Communication Technology(ICT)sector in Jordan.Employing the Social Exchange Theory(SET)as a guiding framework,this study explored how employee psychological empowerment and innovative work behavior mediated the influence of HR practices on a firm’s innovative capabilities.Drawing on extensive data collected from ICT organizations in Jordan,our analysis had several key findings.A significant positive correlation between HR practices and psychological empowerment was observed.Job design emerged as the most influential factor affecting psychological empowerment,whereas compensation had a weaker impact.Furthermore,we established that psychological empowerment significantly enhanced innovative work behavior,underscoring its role as a catalyst for innovative work behavior within the sector.Finally,our study supported the theory that psychological empowerment influenced a firms’innovation capabilities,emphasizing the pivotal role of employee empowerment in driving firm-level innovation in the Jordanian ICT sector.These findings provide insights for academic and practical audiences,clarifying how HR practices,employee psychological empowerment,and innovative work behavior collectively influenced firm innovation capability within the unique context of the Jordanian ICT sector.
基金supported by the project of the National Social Science Fund of China"A Study on Employees'Spiritual Needs and Organizational‘Supply-Side'Mechanisms"(No.20BGL136).
文摘Spiritual leadership is identified as an effective factor in promoting employees’innovative behavior.However,in China,this process may be influenced by both organizational and group factors.This study develops a moderated mediation model to examine the mechanisms by which spiritual leadership affects the innovative behavior of R&D personnel,drawing from a combined perspective of career calling and organizational support.Data are collected through matched-pair surveys from 513 R&D employees and their line leaders across innovative organizations in Beijing,Shenzhen,Harbin,and Xi'an.Data analysis is conducted using SPSS 22.0 and LISREL 8.5.The findings indicate that spiritual leadership positively influences the innovative behavior of R&D personnel.Furthermore,career calling serves as a mediating factor in the relationship between spiritual leadership and innovative behavior.This mediating process is positively moderated by relational energy and perceived organizational support for creativity;specifically,the effect of spiritual leadership on innovative behavior through career calling is significantly stronger when relational energy and perceived organizational support for creativity are high.
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.
基金This work was supported by the National Natural Science Foundation of China （Grant Nos. 11547254, 11275186, 91024026, 11205040 and FOM2014OF001）, Zhe- jiang Provincial Natural Science Foundation of China （No. LGF18F030007）, the Singapore Ministry of Education Research Grant （Grant No. MOE 2013-T2-2-033）, and the Programmatic grant no. A1687b0033 from the Singapore government＇s Research,Innovation and Enterprise 2020 plan （Advanced Manufacturing and Engineering domain）.
文摘Innovation, which involves technological transformation and management reorganization, brings about significant changes in modern society. In this paper, to investigate how innovations can be promoted, we propose a game-based model to study the co-evolutionary dynamics of human innovative behaviors. A simulation on scale-free networks is conducted, in which the innovative behavior of each node is determined and updated based on the feedback regarding its innovation, namely the diffusion of the innovation status. Numerical simulations of the model generate a series of patterns, which is consistent with people＇s daily experiences and perceptions as regards real-world innovative behaviors. Specifically, various scaling spatiotemporal properties and rich structural impacts on dynamics can be observed. This model provides a novel approach to understand the evolution of innovative behaviors and provides insight for strategy studies of innovation promotion.
文摘Background:Contributing to the innovative behavior of individuals in the health management process is a desirable condition for increased health institution performance.The relationship between the sense of loneliness and individual innovation behaviors has not been studied and relevant literature is extremely limited.The purpose of this research was to examine the effect of an individual's sense of loneliness on their innovative behavior.Methods:The research was performed between January and October 2018.The effects of loneliness feelings on the individual innovative behaviors of 451 health science faculty students were measured.The data were collected using the"Individual Information Form,"the"individual innovation scale,"and the"University of California Los Angeles loneliness scale."The reliability and validity of the scales were tested with Structural Equation Modeling.Results:It was found that the female participants showed exhibited more innovative behavior than the men.However,there was no significant difference in the loneliness status of participants by gender.A group of 23-year-old individuals showed a significant difference in the risk taking dimension compared to other age groups.First-grade students had more points in the experimental openness and opinion leadership sub-dimension than the other classes.It was observed that the behavior is molded as the education level increases.The regression models showed that loneliness has a negative effect of-0.254 on experiential openness and the leadership of ideas,and has a negative effect of-0.216 on risk taking.There was no effect of the sub-dimensions of loneliness on change resistance.Moreover,on the individualistic behavior of physical loneliness,a-0.267 negative effect was observed.Emotional loneliness has no effect on the sub-dimensions of individual innovation.Finally,the total sense of loneliness was found to have a negative effect on total individual innovation.Conclusions:The study results clearly show that physical loneliness has a negative effect on individual innovation.It can be said that individuals living in social environments exhibit more innovative behaviors.However,emotional loneliness has no significant effect on innovative behavior.In this context,designing social spaces in health institutions will stimulate individuals'innovative behaviors.
文摘This study develops and tests a conceptual model of followers＇ perceptions of transformational leadership as an antecedent to their innovative behavior in organizations. Specifically, we hypothesize that followers＇ innovative behavior can be directly and indirectly influenced by their perceptions of transformational leadership. Knowledge sharing has a mediating effect and followers＇ psychological capital has a moderating role in the relationship between transformational leadership and followers＇ innovative behavior. A total of 212 employees from a diverse range of industries filled out questionnaires. Hierarchical linear modeling is used to analyze the relations. Results reveal that transformational leadership produces positive and significant impacts on followers＇ innovative behavior and this relationship is fully mediated by knowledge sharing. Results also indicate that the positive relationship between transformational leadership and followers＇ innovative behavior is enhanced only when followers possess high psychological capital. This paper adds to innovation literature by empirically testing the moderating role of psychological capital and the mediating role of knowledge sharing on the link between transformational leadership and followers＇ innovative behavior. Implications of the findings for theory, research, and practice are discussed.
基金This paper is supported by the National Social Science Funds of China on the research“Governance Effect and Path of State Audit in Central State-owned Enterprises”(No.19BGL049)Department of Philosophy and Society,Ministry of Education on the research“Government Administrative Cost Optimization Research”(No.19JHQ097)+1 种基金Basic Scientific Research Funds of the Central Universities Special fund project on the research“Identification,Evaluation and Control of Local Government’s True and False Latent Debt Risks”(No.FRF-MP-20-13)This paper is awarded excellent paper in East China Economic Management of the year 2021.
文摘High-quality economic development can be achieved if a major strategic direction for China are delivered from the macro level to the micro level.Taking A-listed enterprises in China from 2005 to 2018 as samples,this paper studies the impact of directors and officers liability insurance(D&O insurance)on the high-quality enterprise development.The research results show that D&O insurance can promote high-quality development.In addition,the mechanism test shows that D&O insurance can reduce agency costs and improve innovations and high-quality enterprise development.Further analysis shows that when state-owned enterprises including their internal controls has no major defects,D&O insurance has more significant positive impact.Thus,this paper suggests that the insurance should be promoted for realizing high-quality enterprise development.
