Mindfulness and Job Control as Moderators of the Relationship between Demands and Innovative Work Behaviours

Abstract

Innovation enables organizations to respond successfully to rapid changes in a business environment. This innovation capability largely relies on employees. Although workers are required to be innovative, their jobs frequently contain higher demands that might make it difficult for them to innovate at work. The Job Demands-Control model active hypothesis suggests that highly demanding jobs that allow individuals enough discretion enhance innovative performance. Improving an important attentional resource such as mindfulness at work might also play a similar role, although there is a need for more research at this level. The main aim of this study is to examine the relative contribution of job control and increases in mindfulness as moderators in the job demands-innovation work behaviours relationship. The results obtained with 221 workers indicated that in previous situations characterized by high job demands (T1), workers who increase their capacity for mindfulness are more innovative in the future (T2). Mindfulness y autonomía en el puesto de trabajo como moderadores de la relación entre las demandas y los comportamientos innovadores R E S U M E N La innovación permite que las organizaciones respondan eficazmente a cambios rápidos en su entorno empresarial, residiendo en gran medida tal capacidad innovadora en sus trabajadores y trabajadoras. Mientras que estos deben ser innovadores, sus puestos con frecuencia suponen demandas elevadas que pueden hacerles difícil innovar en su trabajo. La hipótesis activa del modelo demandas-control sugiere que puestos muy exigentes pero con suficiente autonomía mejoran el desempeño innovador. La mejora de un importante recurso atencional en el trabajo como el mindfulness podría desempeñar un papel similar, precisándose más investigación a este nivel. El objetivo principal de este estudio es examinar la contribución relativa de la autonomía y el incremento en mindfulness como moderadores de la relación de las exigencias del puesto con el desempeño innovador. Los resultados obtenidos con 221 trabajadores indicaron que en situaciones previas de gran demanda de trabajo (T1) aquellos trabajadores que aumentan su capacidad de mindfulness serán más innovadores en el futuro (T2). Palabras clave: Desempeño innovador Demandas del puesto Autonomía en el puesto Mindfulness Análisis del cambio

The effect of employee mindfulness in the new media industry on innovative behavior: The chain mediating role of positive emotion and work engagement

“…In order to meet the needs of the public, new media practitioners not only need to have various professional skills, but also need to have the ability to innovate. Employees in the new media industry inevitably encounter various high demands in their daily work ( Dediu et al, 2018 ), which greatly reduce their innovative behavior and willingness while affecting their mood as well as their work status ( Martín-Hernández et al, 2020 ). The innovative behavior of employees is essential for the sustainability of the organization ( De Jong and den Hartog, 2010 ; Martín-Hernández et al, 2020 ).…”

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