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Drawing from a social network perspective on innovation, this study aims to explore the relationship between advice network centrality, and innovative work behaviour by focusing on the mediating role of voice behaviour and the moderation of organizational tenure. Hypotheses were tested using a sample of 478 employees in an Italy‐based aerospace organization. The results indicated that a central position in the advice network was positively associated with innovative work behaviour and that voice behaviour mediated this relationship. Additionally, moderated mediation analysis highlighted that the path between advice network centrality and voice behaviour was stronger for individuals with shorter organizational tenure. These findings offer guidance for organizations that aim to strengthen employee‐driven innovation by highlighting the importance of a social network approach. Several implications for theory and practice are discussed.

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Entrepreneurship is crucial for promoting innovation, creating employment opportunities and generating social and economic wealth in a country's economy. In order to increase entrepreneurial activity, it is important to investigate entrepreneurial behavior by analyzing the process of businesses creation and the set of factors that favor the development of entrepreneurial aspirations, intentions and actions, which is a central goal ofpsychology of entrepreneurship. This research aims to deepen the knowledge about the relationship between the entrepreneurial self-efficacy, belief, motivation, family support and entrepreneurial intentions by developing a moderated mediation model. This study suggests that entrepreneurial self-efficacy partially mediates the effect of beliefs and motivations on entrepreneurial intention. This mediation is moderated by family support, which is also directly related to the intentions. The study was conducted on a sample of 446 students from four different high schools, and results support our hypotheses. Theoretical and practical implications from this research are further examined in the study.

PurposeHow to design jobs to support innovation is an issue that has received plenty of consideration over the past years. Building on the job characteristics model, the present study is set up to identify configurations of perceived job characteristics for innovation.Design/methodology/approachBy adopting a fuzzy-set configurational approach (fsQCA), the research question is addressed through a two-wave self-report survey of 199 employees of an Italian manufacturing company.FindingsResults reveal four compatible configurations of job characteristics leading to high levels of innovative work behavior and two for low levels.Practical implicationsThe results offer guidance for managers and organizations that aim to strengthen employee-driven innovation by offering different recipes of job design to maximize the chance of boosting innovative behaviors among their workers.Originality/valueThis research is one of the first to empirically test the relation of job characteristics for innovative behavior using a configurational approach. By doing so it contributes to the literature by advancing the notion that innovative endeavors are determined by the holistic effects of different interdependent configurations of job characteristics.