Ethical Leadership and Innovative Behavior: Mediating Role of Voice Behavior and Moderated Mediation Role of Psychological Safety

Jin, Xiu; Qing, Chenglin; Jin, Shanyue

doi:10.3390/su14095125

Cited by 22 publications

(23 citation statements)

References 86 publications

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“…The results indicate that ethical leadership positively influences employees' innovative work behavior, implying that employees' innovative work behavior becomes more active when leaders are ethical and moral. This result is also consistent with previous studies where the authors concluded that ethical leadership is important in promoting the innovative work behaviors of employees [2,3,91]. Through empirical analysis, this study also confirms the multiple mediating effects of psychological safety and work engagement.…”

Section: Discussionsupporting

confidence: 92%

“…Although there is a growing body of research on leadership's impact on creative outcomes and innovation, most studies have focused on leaders' effects on employee creativity, with limited research on their effects on innovative work behaviors [4,92]. In particular, the impact of ethical leadership on employee task performance and innovative behavior needs to be further explored [3]. In doing so, we responded to recent calls [2,3,91] to further explore the impact of ethical leadership on employees' innovative work behaviors.…”

Section: Theoretical Implicationsmentioning

confidence: 99%

“…An important factor in determining organizational competitive advantage and maintaining sustainable growth is employees' innovative work behavior [1][2][3]. Due to increasing global competition, customer expectations, and a highly dynamic business environment, organizations need to develop innovations to meet emerging issues and challenges [4].…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

How Ethical Leadership Cultivates Innovative Work Behaviors in Employees? Psychological Safety, Work Engagement and Openness to Experience

et al. 2023

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In this study, social exchange theory and social learning theory are integrated to explain how and when ethical leaders promote innovative work behaviors among employees. Specifically, this research developed a moderated mediation model to examine the mediating effect of psychological safety and work engagement and the moderating effect of openness to experience. The survey data were collected from 397 full-time employees of various service industry companies operating in China in two stages with a two-week gap. SPSS and AMOS were used to assess the study hypotheses. First, SPSS 22.0 was used to test the reliability of variables and conduct descriptive statistics, correlation, and regression analysis, and AMOS 22.0 was used to conduct confirmatory factor analysis. Second, Version 22 of SPSS and the PROCESS macro were used to analyze mediation, moderation, and conditional process effects. The results indicated that ethical leadership was positively related to employees’ innovative work behavior. Ethical leadership significantly positively affects employees’ innovative work behaviors by mediating psychological safety and work engagement. Moreover, the results showed that openness to experience plays a moderating effect in the positive relationship between work engagement and employees’ innovative work behavior. Finally, openness to experience moderates the indirect relationship (via work engagement) between ethical leadership and employees’ innovative work behavior. This research contributes to the existing literature on ethical leadership and provides a reference for companies to stimulate employees’ innovative work behavior.

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Section: Discussionsupporting

confidence: 92%

Section: Theoretical Implicationsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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How Ethical Leadership Cultivates Innovative Work Behaviors in Employees? Psychological Safety, Work Engagement and Openness to Experience

et al. 2023

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“…Finally, in recent COVID-19 pandemic and Omicron situation, the importance of organizational members' innovative behavior was emphasized by [56]. It is expected that organizational climate has an influence on decision-making.…”

Section: Limitations and Suggestions For Future Studiesmentioning

confidence: 99%

Establishing Online Meeting Climate Types and Developing Measurements: Impact on Meeting Satisfaction

2022

KSII TIIS

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In the post covid-19 era, organizations will experience a new environment. Advances in technologies such as AI and big data, and new experiences such as online meetings and lectures, will increase the use of online communication. Businesses will increasingly engage in online-based information sharing, virtual team operations, and online meetings. This study focuses on meeting climate and satisfaction, to improve the performance of online meetings. Existing studies on meeting climate presuppose off-line situations. Offline and online communication methods and meeting formats are different. This paper proposes new climate types to develop an appropriate climate for online-based meetings. To apply these climates in online meetings, a measurement scale was developed and the impact on online meeting satisfaction was verified. As a result of the study, it was found that the creativity-oriented meeting climate was the most important, and relation-oriented and participation-oriented meeting climates also had a significant effect, while the direction-oriented and task-oriented climates were relatively less important. This study develops new variables and measurements for online meeting climates, and explains their importance. Companies will be able to leverage the appropriate climates for online meetings to improve performance.

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“…In terms of outcome variables, psychological safety is an important factor that influences employees’ engagement behaviors, individual/team learning behaviors, innovation behaviors like new ideas ( Carmeli et al, 2014 ), constructive behaviors ( Carmeli et al, 2010 ; Edmondson, 2016 ), and knowledge sharing ( Siemsen et al, 2009 ). Moreover, psychological safety acts as a mediating variable between management style and creativity ( Jiang and Gu, 2016 ); corporate social responsibility and employee creativity ( Kim et al, 2021 ); and ethical leadership and innovation behavior ( Jin et al, 2022 ). Current research has focused on the effects of psychological safety on employees’ and teams’ learning, innovation, and performance; However, it has not sufficiently explored the effects of other factors at the individual level.…”

Section: Literature Reviewmentioning

confidence: 99%

The impact of moral leadership on physical education teachers’ innovation behavior: The role of identification with leader and psychological safety

2022

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With the growth of people’s health needs and the impact of the COVID-19 pandemic, it is an inevitable trend to promote innovation behaviors of physical education (PE) teachers to innovate traditional physical education and adapt to national needs of sustainable development in the sports industry. Considering that moral leadership can promote innovation behavior of individuals through psychological factors, this study defines the types of innovation behavior, and from the perspective of psychological safety and identifying with leaders, discusses the impact of moral leadership on individuals’ innovation behavior by using hierarchical multivariate regression analysis, which provides inspiration for schools to strengthen the innovation behavior of physical education teachers. In this study, 327 questionnaires were distributed to PE teachers in Chinese provinces and 287 valid questionnaires were collected. The analysis of the collected data was performed with the help of the SPSSAU data analysis platform. The following conclusions were drawn: First, moral leadership has a significant positive impact on the psychological safety and internal and external innovation of physical education teachers. Secondly, moral leadership influences employees’ innovation behavior through psychological safety, and plays a part of intermediary role between moral leadership and internal and external innovation behavior; Third, by comparing the two impact mechanisms of innovation behavior, we found that moral leadership encourages employees to produce more external innovation behavior through psychological safety; Finally, strong leadership identity plays a positive role in regulating the relationship between moral leadership and innovation behavior.

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Ethical Leadership and Innovative Behavior: Mediating Role of Voice Behavior and Moderated Mediation Role of Psychological Safety

Cited by 22 publications

References 86 publications

How Ethical Leadership Cultivates Innovative Work Behaviors in Employees? Psychological Safety, Work Engagement and Openness to Experience

How Ethical Leadership Cultivates Innovative Work Behaviors in Employees? Psychological Safety, Work Engagement and Openness to Experience

Establishing Online Meeting Climate Types and Developing Measurements: Impact on Meeting Satisfaction

The impact of moral leadership on physical education teachers’ innovation behavior: The role of identification with leader and psychological safety

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