Investigating the impact of pandemic job stress and transformational leadership on innovative work behavior: The mediating and moderating role of knowledge sharing

Rafique, Muhammad Asim; Hou, Yumei; Chudhery, Muhammad Adnan Zahid; Waheed, Muhammad; Zia, Tayyaba; Chan, Faiza

doi:10.1016/j.jik.2022.100214

Cited by 69 publications

(77 citation statements)

References 73 publications

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“…Our results indicate that knowledge sharing in the form of fellow students’ participation is related positively and significantly to innovative behavior. This finding is consistent with that of Pian et al 42 and Rafique et al 43 Conversely, knowledge sharing in the form of participation in trainings has a negative effect on innovative results, which contradicts the findings of Usmanova et al, who found no significant association between knowledge sharing and innovative behavior. 44 Potential reasons for this is that some students may choose to give up after they understand scientific and technological innovative activities further through communication and sharing, which thus inhibits innovative behavior.…”

Section: Conclusion and Recommendationssupporting

confidence: 87%

The Influence of Personal Motivation and Innovative Climate on Innovative Behavior: Evidence from University Students in China

Dai¹,

Dai²,

Zhang³

et al. 2022

PRBM

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Drawing on the motivation theory, this study investigated the effect and consequences of personal motivation and innovative climate on innovative behavior among university students in mainland China. The study also examined whether the effect of personal motivation and innovative climate on Chinese university students' innovative behavior is heterogeneous between disciplines and place of residence. Methods: A quantitative study was conducted to test the hypotheses. Data were collected from 245 undergraduate students at Chinese universities with paper-based questionnaires. Self-report scales were used to measure levels of personal motivation, innovative climate, and innovative behaviors. A confirmatory factor analysis was used to test the scale and questionnaire's reliability and validity. The logistic model was applied to analyze the data and test the hypotheses. Results: Personal motivation and innovative climate have significant effects on Chinese university students' innovative behavior. The effect of personal motivation and innovative climate on students' innovative behavior is heterogeneous between disciplines and place of residence. Further, extrinsic motivation serves as a positive incentive. Mentor support, good academic climate, and knowledge sharing affect students' innovative behavior positively. However, insufficient guaranteed resources has a significant negative influence. The data demonstrated no statistically significant difference between intrinsic motivation and students' innovative behavior. Conclusion:This study contributes to the empirical literature on mechanisms that influence innovative behavior by testing the relation between personal motivation, innovative climate, and innovative behavior on the part of Chinese university students. In addition, these findings also provide evidence for ways to improve university students' innovative consciousness and innovative ability, as well as universities' management practice of innovative education.

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Section: Conclusion and Recommendationssupporting

confidence: 87%

The Influence of Personal Motivation and Innovative Climate on Innovative Behavior: Evidence from University Students in China

Dai¹,

Dai²,

Zhang³

et al. 2022

PRBM

View full text Add to dashboard Cite

show abstract

“…They also provide learning opportunities and a supportive environment for selfdevelopment, including assigning certain projects based on their followers' interests (Whittington et al, 2017). Several studies proved its theoretical and empirical impact on performance (Lai et al, 2020;Pradhan & Pradhan, 2016), Organizational Citizenship Behaviour (Buil et al, 2019;Istiqomah & Riani, 2021;Khalili, 2017;Lee et al, 2018), creativity (Istiqomah et al, 2020;Shafi et al, 2020), innovative behavior (Pradhan & Jena, 2019;Rafique et al, 2022), etc. However, there is little evidence related to the effectiveness of transformational leadership on voice behavior (Hu et al, 2015;Wang et al, 2019) A transformational leader changes the followers' values, promotes self-confidence and respect, communicates clear mission statements, and gives individual consideration to these people, as well as integrates their goals in line with the organization's vision, thereby ensuring they behave beyond expectations (Avolio & Bass, 1995).…”

Section: Transformational Leadership and Employee Voice Behaviormentioning

confidence: 98%

The effect of transformational leadership on voice behavior in the hospitality industry

Istiqomah

Sarwoto²,

Trinarningsih³

2022

manaj. pemasar. jasa.

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The COVID-19 pandemic had an impact on all service industries, specifically hospitality, which has become increasingly competitive. Therefore, innovation and service improvement are needed to provide the best service for consumers by determining the voice behavior of their employees. This study examines the effect of transformational leadership on employee voice behavior, specifically frontline at hotels in Central Java. The mediating variables consisting of work and engagement were used to clarify the mechanism related to the effect of transformational leadership on voice behavior. The sampling technique used in this research is purposive sampling, namely by using the criteria of frontline employees who have worked for at least 1 year. Data were collected from 216 frontline employers at hotels and analyzed using the SEM PLS. The result showed that transformational leadership and work engagement can indirectly promote employee voice behavior. Furthermore, the meaning of work can promote voice behavior with a longer mechanism through work engagement.

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“…This ability can increase the ability of contributors to generate new ideas, which is the basis of innovative work behavior (Yasir et al, 2021). Knowledge sharing helps promote communication and mutual trust among employees when they exchange experiences and knowledge, which positively increases employee innovative work behavior and improves organizational performance (Rafique et al, 2022).…”

Section: The Effect Of Knowledge Sharing On Innovative Work Behaviormentioning

confidence: 99%

“…Knowledge is the foundation of any innovation process. Leaders play an important role in building a Knowledge sharing environment, where they have more opportunities to receive suggestions and creative ideas to work on for better results (Rafique et al, 2022). Knowledge sharing can help identify existing problems and future challenges leading employees to creative solutions in the workplace.…”

Section: The Influence Of Transformational Leadership On Innovative W...mentioning

confidence: 99%

The Influence of Job Stress, Transformational Leadership, and Knowledge Sharing Toward Innovative Work Behavior at the Tourism Office of the Province of West Sumatra

Lovena¹,

Yulihasri

Lukito

2023

JOSR

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Entering the era of globalization with various challenges that exist requires us to be able to adjust. One way to be able to adjust to dynamic changes is to innovate. Innovation is changing for the better. As one of the agencies that require innovation is the West Sumatra Tourism Office in order to boost the Indonesian economy, one of which is in the tourism sector. This study aims to examine and build a conceptual model of the influence of Job Stress, Transformational Leadership, and Knowledge sharing towards innovative work behavior on ASN employees of the West Sumatra Provincial Tourism Office. This study used a non-probability sampling technique with a sample used of 58 ASNs through the distribution of questionnaires. The data analysis technique used is path analysis using Smart PLS software. Research hypothesis testing uses T-statistical tests obtained through the bootstrapping process. The results show that Job stress, Transformational Leadership are not able to directly affect innovative work behavior. Job stress affects knowledge sharing directly. Transformational leadership affects Knowledge sharing, and knowledge sharing affects innovative work behavior. The West Sumatra Tourism Office has not been able to implement Innovative work behavior without going through knowledge sharing. This is evidenced by the absence of a direct influence of job stress and transformational leadership on Innovative work behavior. This is because the employees of the West Sumatra Tourism Office have been working for a long time and have more experience and the ability to manage job stress. So that the existence of job stress does not affect the innovative work behavior of employees because they have a high ability to manage job stress on Innovative work behavior.

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Investigating the impact of pandemic job stress and transformational leadership on innovative work behavior: The mediating and moderating role of knowledge sharing

Cited by 69 publications

References 73 publications

The Influence of Personal Motivation and Innovative Climate on Innovative Behavior: Evidence from University Students in China

The Influence of Personal Motivation and Innovative Climate on Innovative Behavior: Evidence from University Students in China

The effect of transformational leadership on voice behavior in the hospitality industry

The Influence of Job Stress, Transformational Leadership, and Knowledge Sharing Toward Innovative Work Behavior at the Tourism Office of the Province of West Sumatra

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