Employability and innovative work behaviour in small and medium-sized enterprises

Stoffers, Jol; Heijden, B.I.J.M. van der; Jacobs, Eric A.

doi:10.1080/09585192.2017.1407953

Cited by 45 publications

(42 citation statements)

References 135 publications

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“…Stoffers et al . (2018) state that participation and performance in various working groups appears to be essential for the initiation, promotion and realization of new ideas. Stimulating this participation in social networks and thereby encouraging informal learning is found to be crucial for improving the ability to innovate and the capacity to deal with changes in the dynamic world of education (Lecat, Beausaert & Raemdonck 2018).…”

Section: Discussionmentioning

confidence: 99%

When innovation in education works: stimulating teachers' innovative work behaviour

Lambriex‐Schmitz¹,

Klink

Beausaert³

et al. 2020

Int J Training Development

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The twenty-first century labour market requires employees that proactively shape innovations and solve complex problems. Professionals in the education sector are expected to perform innovative behaviour that not only entails the generation, but also the realization and sustainable implementation of new ideas. In a sample of 458 employees in Dutch secondary and higher vocational education (abbreviated in Dutch to MBO and HBO, respectively), this study investigated the relation between environmental factors (namely task variety, management support and exposure to innovation) and Innovative Work Behaviour (IWB) across the different phases of the innovation process, including a sustainability phase. Results of hierarchical regression analyses showed that management support and exposure to innovations served as a predictor for all phases of IWB. Teachers with supportive managers and a high degree of exposure to innovations showed higher scores on innovative behaviour across all phases. Linear regressions revealed a significant relationship between task variety and IWB. In the hierarchical model, only management suport and exposure to innovations showed significant relations. Background characteristics, such as gender, age, tenure, number of working hours and type of education, for which we controlled during the analyses, played a role in how much IWB is displayed. It can be concluded that a work environment, in which employees are exposed to innovation and are supported is crucial. Additionally, in view of the role background characteristics play, it is recommended to select teachers with specific profiles for the different phases of the innovation process.

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Section: Discussionmentioning

confidence: 99%

When innovation in education works: stimulating teachers' innovative work behaviour

Lambriex‐Schmitz¹,

Klink

Beausaert³

et al. 2020

Int J Training Development

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“…Creativity is the production of novel and useful ideas (i.e., product, process, procedure, methods, or anything) either in the short term or long term [21]. On the other hand, creative behaviour refers to the creation of noble and useful ideas, and sustainable IWB is meant as the development of ideas and implementation of those ideas into improved phenomena or outcomes to prolong benefits [3,14,35]. In CPE, employees engage, expose, and express themselves cognitively, emotionally, physically, and behaviourally in their workplace [4,9,36].…”

Section: Creative Process Engagement and Sustainable Innovative Work mentioning

confidence: 99%

Do Transformational Leaders Engage Employees in Sustainable Innovative Work Behaviour? Perspective from a Developing Country

Uddin

Das

et al. 2019

Sustainability

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Inadequate and inconclusive studies of the role of transformational leadership (TL) on employee creative process engagement (CPE) and sustainable innovative work behaviour (IWB) have motivated the authors to further advance knowledge in this aspect of the workplace. In doing so, the present study seeks to extend the understanding of innovative work behaviour by the involvement of TL and its subordinates through engaging employees in the creative process. The authors adopted the deductive reasoning approach to measure the observed relationships using structural equation modelling (SEM) through SmartPLS 2, a second-generation integrated regression model for statistical measurement. The results from self-report and others’ reported questionnaires reveal that transformational leaders can engage their subordinates in the creative process and sustainable innovative outcomes by influencing employee intrinsic motivation and proactive behaviour. However, the mediating effect of CPE on TL and IWB is not supported. Lastly, the authors discuss the findings and contributions of these empirical findings in theory and practice. In addition to the potential implications of the examined results, this study also recommends directions for further research in the light of its limitations.

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“…After all, we argue that in order to achieve a continuous flow of innovations, employees must be willing and competent to innovate [25,26]. Extant research that uses a competency approach to employability [17] supports the predictive validity of competencies in the light of innovative work behaviors [27,28].…”

Section: Conceptual Frameworkmentioning

confidence: 99%

Towards a Sustainable Model of Innovative Work Behaviors’ Enhancement: The Mediating Role of Employability

2019

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In this mixed methods study, a moderated mediation model predicting effects of leader-member exchange (LMX) and organizational citizenship behaviors (OCB) on innovative work behaviors, with employability as a mediator, has been tested. Multi-source data from 487 pairs of employees and supervisors working in 151 small and medium-sized enterprises (SMEs) supported our hypothesized model. The results of structural equation modelling provide support for our model. In particular, the benefits of close relationships and high-quality exchanges between employee and supervisor (LMX), and fostering individual development as a result of employees’ OCB have an indirect effect on innovative work behaviors through positive effects on workers’ employability. Innovative work behaviors depend on employees’ knowledge, skills, and expertise. In other words, enhancing workers’ employability nurtures innovative work behaviors. In addition, we found a moderation effect of organizational politics on the relationship between employability and innovative work behaviors. Secondly, qualitative methods focusing on experiences of the antecedents and outcomes of employability were used to complement our quantitative results. All in all, this study has important consequences for managerial strategies and practices in SMEs and call for an awareness of the dysfunctional effect of perceived organizational politics.

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Employability and innovative work behaviour in small and medium-sized enterprises

Cited by 45 publications

References 135 publications

When innovation in education works: stimulating teachers' innovative work behaviour

When innovation in education works: stimulating teachers' innovative work behaviour

Do Transformational Leaders Engage Employees in Sustainable Innovative Work Behaviour? Perspective from a Developing Country

Towards a Sustainable Model of Innovative Work Behaviors’ Enhancement: The Mediating Role of Employability

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