On the Relation of Job Insecurity, Job Autonomy, Innovative Work Behaviour and the Mediating Effect of Work Engagement

Spiegelaere, Stan De; Gyes, Guy Van; Witte, Hans De; Niesen, Wendy; Hootegem, Geert Van

doi:10.1111/caim.12079

Cited by 282 publications

(271 citation statements)

References 79 publications

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“…This finding is well corroborated by the available literature (Battistelli, et al, 2013;De Spiegelaere, Van Gyes, De Witte, Niesen, & Van Hootegem, 2014;Hofmans, Gelens, & Theuns, 2014).…”

Section: Self-regulated Learningsupporting

confidence: 87%

Modelling Course-Design Characteristics, Self-Regulated Learning and the Mediating Effect of Knowledge-Sharing Behavior as Drivers of Individual Innovative Behavior

Ngugi

Goosen

2018

EURASIA J MATH SCI T

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Literature identifies factors promoting Individual Innovative Behaviour (IIB) among employees. The effects of Knowledge-Sharing Behaviour (KSB), Self-Regulated Learning (SRL) and Course-Design Characteristics (CDC) to facilitate developing IIB among undergraduate technology university students is not well understood. The research question and objectives aim to address this literature gap by examining how SRL and CDC act as antecedents of IIB, via the action of knowledge-sharing behaviour. The research employed a quantitative cross-sectional survey. The subjects were 268 students enrolled in technology programmes, from seven Kenyan public universities. Data collection was with the aid of a questionnaire. A 2,000-bootstrap sample generated tested standardised total, direct and indirect effects. Findings are summated in a KSB-IIB structural equation model, with the results largely supporting all hypotheses. Results reveal that CDC and SRL act as significant drivers of KSB and IIB among undergraduate technology students. Recommendations enable academic university education managers to leverage attributes of IIB antecedents.

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“…This finding is well corroborated by the available literature (Battistelli, et al, 2013;De Spiegelaere, Van Gyes, De Witte, Niesen, & Van Hootegem, 2014;Hofmans, Gelens, & Theuns, 2014).…”

Section: Self-regulated Learningsupporting

confidence: 87%

Modelling Course-Design Characteristics, Self-Regulated Learning and the Mediating Effect of Knowledge-Sharing Behavior as Drivers of Individual Innovative Behavior

Ngugi

Goosen

2018

EURASIA J MATH SCI T

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“…I am afraid that I will be fired) having a good internal reliability (α: 0.77). Job insecurity was included as a control variable as various studies showed that it has a significant effect on IWB and is related to job autonomy (De Spiegelaere, Van Gyes, De Witte, Niesen, & Van Hootegem, 2014;Probst, Stewart, Gruys, & Tierney, 2007). Next, creativity as a job requirement was measured using a single item (my job requires creativity).…”

Section: Methodsmentioning

confidence: 99%

Job design, work engagement and innovative work behavior: A multi-level study on Karasek’s learning hypothesis

Spiegelaere¹,

Gyes²,

Witte³

et al. 2015

mrev

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As employees' behaviour is a crucial factor for organizational success, the question on how to promote the engagement of employees in their work and boost their implication in the innovation process is central for companies. In this article we study this question building on the Karasek model suggesting that employees in jobs with high autonomy and time pressure will be more engaged and more innovative. The results of the multi-level regression analyses confirm that such a combination is associated with high employee innovation. For work engagement, the job autonomy helps in buffering the negative effects of time pressure.

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“…IWB is defined as “all employee behavior directed at the generation, introduction and/or application (within a role, group or organization) of ideas, processes, products or procedures, new to the relevant unit of adoption that supposedly significant benefit the relevant unit of adoption” (De Spiegelaere, Van Gyes, & Van Hootegem, , p. 144–145). IWB refers to behavior of employees that directly and indirectly contributes to the development and introduction of innovations.…”

Section: Work Engagement and Innovative Work Behaviormentioning

confidence: 99%

Not All Autonomy is the Same. Different Dimensions of Job Autonomy and Their Relation to Work Engagement & Innovative Work Behavior

Spiegelaere

Gyes

Hootegem

2016

Hum Ftrs & Erg Mfg Svc

Self Cite

120

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Job autonomy is a key enabling factor for employee engagement and innovative employee behavior. Although job autonomy used to be viewed as a multi‐dimensional construct, there has been little recent discussion on the different dimensions of job autonomy and how they relate to employee outcomes. This study uses a sample of 927 employees from different sectors to research the relation between autonomy regarding the (1) work method, (2) work scheduling, (3) work time and (4) place of work and two main employee outcomes: work engagement (WE) and innovative work behavior (IWB). The results show that all studied dimensions of autonomy are bivariatly related to higher levels of WE and IWB. Yet, when simultaneously analyzing the dimensions of job autonomy using structural equations modelling, most of the effects become insignificant. For WE, only the effect of work method autonomy is statistically significant. For IWB, work method and locational autonomy play a positive role. This signals that the current managerial attention for, e.g., work time autonomy (flexitime) does only contribute to enhanced work engagement and IWB insofar as such a systems result in higher work method autonomy.

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On the Relation of Job Insecurity, Job Autonomy, Innovative Work Behaviour and the Mediating Effect of Work Engagement

Cited by 282 publications

References 79 publications

Modelling Course-Design Characteristics, Self-Regulated Learning and the Mediating Effect of Knowledge-Sharing Behavior as Drivers of Individual Innovative Behavior

Modelling Course-Design Characteristics, Self-Regulated Learning and the Mediating Effect of Knowledge-Sharing Behavior as Drivers of Individual Innovative Behavior

Job design, work engagement and innovative work behavior: A multi-level study on Karasek’s learning hypothesis

Not All Autonomy is the Same. Different Dimensions of Job Autonomy and Their Relation to Work Engagement & Innovative Work Behavior

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