Proactive personality and innovative behavior: A moderated mediation model

Su, Fangguo; Zhang, Jin

doi:10.2224/sbp.8622

Cited by 25 publications

(23 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Our findings show that LMX – a leadership construct that focuses on interpersonal relationships – and proactive personality were positively related with innovative work behavior. These findings are consistent with previous studies such as Mascareño et al (2020), Khalili (2018) and Su and Zhang (2020). Furthermore, and most importantly, results yielded support for our postulated effect of the moderating role of task significance and task feedback.…”

Section: Discussionsupporting

confidence: 92%

“…While it is clear that proactive personality is positively associated with innovative work behavior of employees in companies, just a few studies have examined this relationship with respect to the intervening mechanisms (Li et al , 2019; Li et al , 2017; Su and Zhang, 2020). Based on this gap in literature the current study examines the moderating role of two important job design characteristics: task feedback and task significance.…”

Section: Literature Review and Hypothesesmentioning

confidence: 99%

“…There are a few researches that have looked at the impact of leaders and employee proactive personality on innovative work behavior, but they have called for further study (Khalili, 2018; Khan et al , 2020; Park and Jo, 2018; Su and Zhang, 2020). Qu et al (2017) have advocated the need to explore aspects that may foster or deter innovative work behavior at workplace.…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Impact of proactive personality and leader member exchange on innovative work behavior: a job design perspective

Zuberi

Khattak

2021

IJIS

View full text Add to dashboard Cite

Purpose It has been established that innovation is determined by leadership and personality characteristics. Further inquiry in this line of research is encouraged. Accordingly, the authors propose inter-correlations between personality, leadership, innovation and job design characteristics. The purpose of this paper is to understand how proactive personality and leader member exchange can derive innovative work behavior, in employees of telecommunication industry, by increasing task feedback and task significance. Design/methodology/approach A deductive approach was used to propose hypotheses. Objective data were collected through a cross sectional survey of 292 samples from three large multinational telecommunication companies located in Islamabad (Pakistan). The survey instrument was a 25-item questionnaire adopted from previously developed and well-validated scales used by prior researches. The survey yielded findings in support of proposed hypotheses of the study. Findings Hierarchical regression analysis yielded findings, which suggested that proactive personality and leader member exchange (LMX) both have a strong positive relationship with innovative work behavior (IWB). Furthermore, task significance and task feedback were found to moderate the aforementioned relationships such that strong leader member exchange and proactive personalities resulted in increased innovative work behavior at higher levels of task feedback and task significance. Practical implications The managers can raise their innovation enhancing strategies one step higher by integrating it with enhanced task feedback and significance. This can be done while working on the relationship of their employees with the leaders/managers and by encouraging proactive personalities at work. Infusing the proposed integrated and holistic framework, of innovative behavior, into their organizations will lead to better retention of key employees, higher job satisfaction and increased loyalty. Originality/value This paper adds significance to the extant literature by examining proactive personality and LMX as determinants of innovative work behavior and the moderating impact of job design characteristics in the context of telecommunication companies, particularly from developing countries, such as Pakistan. To the authors’ knowledge, this is the first study that has tested the interplay between a relational concept of leadership (LMX), proactive personality, task significance and task feedback and the outcome variable innovative work behavior.

show abstract

Section: Discussionsupporting

confidence: 92%

Section: Literature Review and Hypothesesmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Impact of proactive personality and leader member exchange on innovative work behavior: a job design perspective

Zuberi

Khattak

2021

IJIS

View full text Add to dashboard Cite

show abstract

“…Due to the need to cultivate more highly qualified and innovative talents, individual innovative behavior has received much attention in higher education, as to how it is affected by other factors (Hammond, 2016). Recently, some researchers have applied the construct of individual innovative behavior to studies of graduate students and shown it to be effective in understanding innovation by those students (Su and Zhang, 2020). Similar to the findings of early workplace studies, supervisors play a pivotal role in enhancing graduate students' innovative behavior in a research context (Fan et al, 2018).…”

Section: Individual Innovative Behavior and Its Relationship With Sup...mentioning

confidence: 99%

Graduate Students’ Perceived Supervisor Support and Innovative Behavior in Research: The Mediation Effect of Creative Self-Efficacy

2022

View full text Add to dashboard Cite

With increased global competition and the advent of the knowledge economy, developing graduate students’ ability to innovate in their research has become a core focus of graduate education. Graduate students’ perceived help and assistance from supervisors is one of the key resources for research innovation. This study explored the relationships between graduate students’ perceived supervisor support and their innovative behavior in research, and examined the mediation effect of creative self-efficacy, their confidence in abilities to generate creative ideas or produce creative outcomes. Survey data were collected from a sample of 996 Chinese graduate students. The results revealed that academic support was negatively related to idea generation and idea search; personal support was positively related to overcoming obstacles; autonomy support was positively related to all factors of innovative behavior except overcoming obstacles and innovation outputs. The mediation analysis suggested that creative self-efficacy significantly mediated the relationship between academic support and graduate students’ innovative behavior in research. The results of this study highlight the significance of both supervisor support and creative self-efficacy in developing graduate students’ research innovation. The findings have significant implications for stimulating students’ research innovation and for improving the quality of graduate education.

show abstract

“…Proactive Personality juga memiliki peran yang signifikan terhadap Employee Perfomance (Chen & Wei, 2020). Proactive Personality juga berpengaruh langsung terhadap Innovative Work Behavior (Akgunduz et al, 2020;Su & Zhang, 2020). Dengan demikian Proactive Personality memiliki pengaruh langsung maupun tidak langsung terhadap Innovative Work Behavior.…”

unclassified

Pembentukan Perilaku Inovatif Dosen Vokasi di Jawa Timur

Fiernaningsih¹,

Herijanto²,

Kristianingsih³

2022

Bri

View full text Add to dashboard Cite

Manajemen Sumber Daya Manusia memiliki beberapa fungsi, salah satunya adalah pelatihan dan pengembangan sumber daya manusia. Salah satu aspek yang perlu dikembangkan adalah kompetensi. Kompetensi dalam hal ini berupa pengetahuan, keterampilan, dan sikap yang memadai, yang cukup untuk memenuhi kebutuhan, seperti kinerja yang tepat dari suatu pekerjaan. Salah satu perilaku karyawan yang belum dikembangkan dan ditingkatkan adalah perilaku inovasi dalam bekerja. Penelitian ini bertujuan untuk menyajikan Model Pembentukan Perilaku Inovatif Dosen Perguruan Tinggi Negeri vokasi di Jawa Timur. Penelitian ini menggunakan metode survei literature. Studi pengembangan model pembentukan perilaku inovatif dosen vokasi ini dilakukan dalam empat tahap. Tahapan dalam penelitian ini adalah Studi pustaka, pengembangan model, desain model, terakhir implementasi pengembangan instrumen. Model ini menggambarkan konstruk dan proposisi yang digunakan sebagai dasar untuk membangun model konseptual. Penelitian ini akan meningkatkan pemahaman tentang bagaimana pola perilaku inovasi terbentuk, khususnya di kalangan dosen di perguruan tinggi negeri vokasi di Jawa Timur. PENDAHULUANBlau, (1964) mengembangkan Social Exchange Theory (SET) yang menggabungkan tingkah laku sosial dasar manusia dengan struktur masyarakat yang lebih luas, yaitu antara individu dengan kelompok, dan kelompok satu dengan kelompok yang lain. SET dapat melandasi hubungan antar pihak-pihak yang terlibat dalam perusahaan, dimana mereka saling tukar menukar untuk saling melengkapi. Pola ini dapat diterapkan untuk praktek Manajemen Sumber Daya Manusia (MSDM).MSDM memiliki dua fungsi yang bertujuan untuk membentuk kinerja karyawan yang efektip, yaitu pelatihan & pengembangan dan pemeliharaan SDM. Sasaran program pelatihan & pengembangan adalah kompetensi SDM, yang salah satu unsurnya adalah attitude yang memadai untuk memenuhi kebutuhan berkinerja yang efektif (Man et al., 2002). Kemudian fungsi pemeliharaan karyawan bertujuan antara lain untuk mempertahankan atau meningkatkan kondisi mental dan sikap karyawan agar mereka tetap loyal dan bekerja produktif (Haryanto, 2012). Jadi ke dua fungsi tersebut memiliki obyek yang sama, yaitu perilaku untuk membangun kinerja yang efektif dan produktip. Perilaku karyawan yang mempengaruhi kinerja Tersedia Online di http://www.jurnal.unublitar.ac.id/index .php/briliant

show abstract

Proactive personality and innovative behavior: A moderated mediation model

Cited by 25 publications

References 0 publications

Impact of proactive personality and leader member exchange on innovative work behavior: a job design perspective

Impact of proactive personality and leader member exchange on innovative work behavior: a job design perspective

Graduate Students’ Perceived Supervisor Support and Innovative Behavior in Research: The Mediation Effect of Creative Self-Efficacy

Pembentukan Perilaku Inovatif Dosen Vokasi di Jawa Timur

Contact Info

Product

Resources

About