How Psychological Capital Promotes Innovative Behavior: A Mutilevel Modeling

Lan, Xiling

doi:10.4236/ajibm.2019.912146

Cited by 5 publications

(18 citation statements)

References 47 publications

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“…However, in this study, the focus on PsyCap was twofold: on the effects of PsyCap on hospital employees' IIB and on employees in the Norwegian context. According to previous studies, there is a positive link between PsyCap and innovative behavior [27,31,41,42]; this study proposes a positive relationship between PsyCap and IIB among hospital employees. This relationship can be formally stated as the following hypothesis: Hypothesis 1:Psychological capital (PsyCap) is positively related to individual innovative behavior (IIB).…”

Section: The Antecedents Of Individual Innovative Behavior (Iib)mentioning

confidence: 67%

“…In addition, examining the role of PsyCap for working adults in the USA, Sweetman et al [41] found that PsyCap and all its HERO components were positively related to creative performance. Moreover, studying business graduates, leaders, and employees, Lan [27] found PsyCap to be positively related to IIB. However, in this study, the focus on PsyCap was twofold: on the effects of PsyCap on hospital employees' IIB and on employees in the Norwegian context.…”

Section: The Antecedents Of Individual Innovative Behavior (Iib)mentioning

confidence: 99%

“…Although the factors shown in Figure 1 have previously been found to be related to innovative behavior [26,27,28], determinants (PsyCap, IMOC), and outcomes (OC), hospital employees' IIB has yet to be studied. Furthermore, numerous studies have focused on nurses, [29], doctors [14], or medical students [30] to explore the effects of IIB at work.…”

Section: Individual Innovative Behavior (Iib)mentioning

confidence: 99%

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Fostering Innovative Behavior in Health Organizations – a PLS-SEM Analysis of Norwegian Hospital Employees

Mutonyi

Slåtten

Lien

2020

Preprint

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Background: Health organization research is experiencing a strong refocus on employees’ individual innovative behavior (IIB), revealing that many of its influential factors at work remain uncertain. Hence, this study empirically examines how hospital employees’ IIB is fostered by focusing on antecedents such as organizational culture (here labeled an internal market-oriented culture, IMOC), psychological capital (PsyCap), and outcomes such as organizational commitment (OC). In addition, the study examines the mediating role of PsyCap.Methods: The study focused on a sample of 1008 hospital employees, using a partial least squares structural equation modeling method to analyze and test the relationships hypothesized in this study. A multigroup comparison was performed to test the heterogeneity of personal characteristics. The indirect effects of PsyCap were tested by mediator analyses.Results: Our results reveal that IMOC has a positive and significant influence on employees’ PsyCap and IIB. PsyCap is directly related to IIB and acts a mediator between IMOC and IIB. Furthermore, the study found that IIB is related to the outcome variable OC.Conclusions: This study extends the current debate on how IIB is fostered at work by examining PsyCap and IMOC as antecedents of IIB. The study has added to the IIB research area by introducing OC as an outcome variable. The study is among the first attempts in its category to contribute to health organizations and managers by empirically examining the influence of IMOC on employees’ PsyCap and IIB and in turn their OC.

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Section: The Antecedents Of Individual Innovative Behavior (Iib)mentioning

confidence: 67%

Section: The Antecedents Of Individual Innovative Behavior (Iib)mentioning

confidence: 99%

Section: Individual Innovative Behavior (Iib)mentioning

confidence: 99%

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Fostering Innovative Behavior in Health Organizations – a PLS-SEM Analysis of Norwegian Hospital Employees

Mutonyi

Slåtten

Lien

2020

Preprint

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“…Organisasi masa kini beroperasi dalam persekitaran yang amat mencabar yang memerlukan sumber manusia memiliki keupayaan atau kekuatan psikologi bagi meningkatkan prestasi kerja. Kajian terdahulu menunjukkan pekerja yang berpegang pada nilainilai yang positif, mempunyai keupayaan psikologi dan inovatif merupakan sumber manusia yang amat bernilai dan dapat memberi kelebihan daya saing kepada organisasi (Lan, 2019;Walumba, Peterson, Avolio & Hartnell, 2010). Hasil kajian terkini dalam bidang kelakuan organisasi positif menunjukkan bahawa konstruk modal psikologi berupaya mengukur kekuatan psikologi pekerja yang kritikal untuk pembaikan prestasi kerja dan inovasi organisasi (Okolie & Emoghene, 2019;Lan, 2019;Luthans & Youssef-Morgan, 2017;Luthans, Avolio, Avey & Norman, 2007).…”

Section: Pengenalanunclassified

“…Kajian terdahulu menunjukkan pekerja yang berpegang pada nilainilai yang positif, mempunyai keupayaan psikologi dan inovatif merupakan sumber manusia yang amat bernilai dan dapat memberi kelebihan daya saing kepada organisasi (Lan, 2019;Walumba, Peterson, Avolio & Hartnell, 2010). Hasil kajian terkini dalam bidang kelakuan organisasi positif menunjukkan bahawa konstruk modal psikologi berupaya mengukur kekuatan psikologi pekerja yang kritikal untuk pembaikan prestasi kerja dan inovasi organisasi (Okolie & Emoghene, 2019;Lan, 2019;Luthans & Youssef-Morgan, 2017;Luthans, Avolio, Avey & Norman, 2007). Pekerja dengan modal psikologi yang tinggi didapati berupaya menangani cabaran dalam pekerjaan, meningkatkan prestasi kerja dan mencapai kesejahteraan di tempat kerja (Luthans & Youssef-Morgan, 2017;Luthans & Youssef, 2007;Bakker & Schaufeli, 2008).…”

Section: Pengenalanunclassified

PENGARUH NILAI KERJA TERHADAP TINGKAH LAKU KERJA INOVATIF DAN KESEJAHTERAAN PSIKOLOGI: MODAL PSIKOLOGI SEBAGAI PENGANTARA (The Influence of Work Values on Innovative Work Behaviour and Psychological Well-Being: The Psychological Capital as a Mediator)

Mat

Abdullah

Hassan

et al. 2020

International Journal of Management Studies

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Tujuan makalah ini adalah untuk menguji pengaruh nilai kerja ke atas tingkah laku kerja inovatif dan kesejahteraan psikologi pekerja. Kajian ini juga menguji peranan modal psikologi sebagai pengantara dalam perhubungan ini. Data kajian (n=227) dikumpulkan daripada pegawai pengurusan dalam sektor awam di Putrajaya, Malaysia. Analisis Pengesahan Faktor (Confirmatory Factor Analysis, CFA) digunakan untuk menguji kesahan konvergen model pengukuran konstruk. Analisis pemodelan persamaan struktur digunakan untuk menganggarkan kesepadanan model hipotesis dengan data kajian. Keputusan kajian menunjukkan nilai kerja mempengaruhi kedua-dua modal psikologi dan kesejahteraan psikologi secara langsung. Hasil kajian juga menunjukkan nilai kerja mempengaruhi tingkah laku kerja inovatif secara tidak langsung melalui modal psikologi sebagai pengantara. Dapatan kajian ini menyarankan dengan memupuk dan memperbaiki nilai kerja dapat memberi kesan yang positif terhadap modal psikologi pekerja dan seterusnya dapat meningkatkan tingkah laku kerja inovatif dan kesejahteraan psikologi di tempat kerja. Abstract The purpose of this paper is to examine the effect of work values on innovative work behaviours and employees’ psychological well-being. This study also examines the mediating role of psychological capital in the relationships. Data were collected (n=227) from the management officers of the public sector in Putrajaya, Malaysia. Confirmatory Factor Analysis was conducted to examine the convergent validity of the construct measures. The structural equation modeling was used to estimate the fit of the hypothesised model to the data. The findings reveal that work values influenced directly both the psychological capital and psychological well-being. The findings also show that work values indirectly influence the innovative work behaviours through the psychological capital as mediator. The study suggests that nurturing and improving work values will have positive impacts on employees’ psychological capitals thus will enhance innovative work behaviours and psychological well-being in the workplace. Keywords: Work values, psychological capital, innovative work behaviour, psychological well-being, Malaysia.

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Fostering innovative behavior in health organizations: a PLS-SEM analysis of Norwegian hospital employees

Mutonyi

Slåtten

Lien

2021

BMC Health Serv Res

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Background Health organization research is experiencing a strong refocus on employees’ individual innovative behavior (IIB), revealing that many of the influential factors at work remain uncertain. Hence, this study empirically examines fostering of hospital employees’ IIB by focusing on direct and indirect relationships of organizational culture (here labeled internal market-oriented culture, IMOC), psychological capital (PsyCap), and organizational commitment (OC). Methods The study focused on a sample of 1008 hospital employees, using a partial least squares–structural equation modeling method to analyze and test the relationships hypothesized in this study. A multigroup comparison was performed to test the heterogeneity of personal characteristics. The indirect relationships of PsyCap were tested using mediator analyses. Results Our results reveal that IMOC has a positive and significant correlation to employees’ PsyCap and IIB. PsyCap is directly related to IIB and indirectly related to IMOC and IIB. Furthermore, the study found that IIB is related to OC. Conclusions This study extends the current debate on how IIB is fostered at work by examining PsyCap and IMOC as antecedents of IIB. The study has added to the IIB research area by examining the role of IIB on OC. The study is among the first attempts in its category to contribute to health organizations and managers by empirically examining the role of IMOC on employees’ PsyCap and IIB—and, in turn, their OC.

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How Psychological Capital Promotes Innovative Behavior: A Mutilevel Modeling

Cited by 5 publications

References 47 publications

Fostering Innovative Behavior in Health Organizations – a PLS-SEM Analysis of Norwegian Hospital Employees

Fostering Innovative Behavior in Health Organizations – a PLS-SEM Analysis of Norwegian Hospital Employees

PENGARUH NILAI KERJA TERHADAP TINGKAH LAKU KERJA INOVATIF DAN KESEJAHTERAAN PSIKOLOGI: MODAL PSIKOLOGI SEBAGAI PENGANTARA (The Influence of Work Values on Innovative Work Behaviour and Psychological Well-Being: The Psychological Capital as a Mediator)

Fostering innovative behavior in health organizations: a PLS-SEM analysis of Norwegian hospital employees

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