Psychological contract breach and innovative work behaviour: Systematic literature review

Botha, Larysa; Steyn, Renier

doi:10.4102/sajesbm.v12i1.333

Cited by 5 publications

(2 citation statements)

References 64 publications

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“…The reliability test for all scales was obtained through Cronbach's Alpha. Table 2 shows the study's reliability for each variable Nonetheless; reliability analysis indicates a high level of reliability for each scale exceeding .8 and validates the reliability results of previous research (Botha & Steyn, 2020).…”

Section: Reliability Analysissupporting

confidence: 82%

The Impacts of Leadership Style on Innovative Work Behaviour During Covid-19 Pandemic in Oman

Fadhil

Kumarasamy²,

Jamaluddin³

et al. 2022

IJHRS

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Pandemics present different challenges for leaders, organizations, and subordinates. During the Covid19 pandemic, all organizations faced challenges, including constant regulatory changes, for social, business, and economic conversions to protection and safety. The important challenge highlighted by the pandemic is how leaders can inspire and retain creative work behaviour when all employees work from home, and what leadership style will help the company succeed and survive. On the other hand, the researcher looks to be in a unique position to explore the influence of the Covid19 pandemic on leadership style and innovative work behaviour. In the meanwhile, the earlier research explored the significant role of leadership on innovativeness and sustainability. By hiring managers from several industries across the Sultanate of Oman, this study explores the influence of leadership style on innovative work behaviour during the covid19 epidemic. For data collection, a quantitative method was adopted, with a structured questionnaire sent out through email to a randomly chosen sample of managers in two large cities. The researchers employed descriptive statistics and statistical inference to analyze the correlation and multiple regression using the Statistical Package for Social Sciences version 25.0. The key results of the research were that transformational leadership has a considerable beneficial influence on employee innovative work behaviour, but transactional leadership has no such effect.

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Section: Reliability Analysissupporting

confidence: 82%

The Impacts of Leadership Style on Innovative Work Behaviour During Covid-19 Pandemic in Oman

Fadhil

Kumarasamy²,

Jamaluddin³

et al. 2022

IJHRS

View full text Add to dashboard Cite

show abstract

“…Following the guidelines of Botha and Steyn (2020), the inclusion and exclusion criteria based on the period, publication in English, and type of document (scientific article) were applied in the screening phase.…”

Section: Stage 2: Review Developmentmentioning

confidence: 99%

Determinants of innovative behavior from the perspective of individual factors: A conceptual framework

Corzo Morales,

Contreras Pacheco

2024

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Purpose: This study outlines the structured dimensions of innovative work behavior (IWB). It interprets and associates the underlying characteristics found in the existing literature to develop a conceptual framework, which provides a comprehensive overview of IWB from the perspective of individual factors. This study also identifies the cognitive and behavioral determinants of individual innovative behavior and the most related management theories. Furthermore, it investigates the quantitative modeling methods used to explore this phenomenon and recommends practical managerial applications to promote employees' innovative behavior.Design/methodology/approach: The conceptual framework was developed through a systematic literature review, following three fundamental stages: 1) planning, 2) development, and 3) synthesis of the review. We retrieved 637 documents, spanning a 5-year time frame, from both Scopus and Web of Science academic information indexing and retrieval systems. Subsequently, seven inclusion and exclusion criteria were applied to determine the eligibility of the studies, incorporating the guidelines from the PRISMA statement. The final sample consisted of 49 scientific articles that answered five guiding questions, leading to the integration of the framework.Findings: This study examines the dimensions of IWB-that is, the generation, introduction, and realization of ideas-by analyzing the fundamental properties mentioned by the authors of the selected documentary sample. It further identifies 48 determinants of IWB, categorized under three organizational management theories: personality traits, self-determination, and social exchange theories. This study also analyzes the applied quantitative research methods, business sectors, and countries investigated, identifying the most commonly used methods and most frequently investigated sectors and countries. Additionally, it highlights the current research agenda for promoting IWB as an enabler of competitive organizational development. Finally, we present a conceptual framework that provides a theoretical structure for understanding individual IWB. Practical implications:We clarify the current research landscape of IWB in an organizational context. We also help identify the level of academic interest in this subject for future studies. Furthermore, we compile valuable recommendations for business managers aiming to enhance the competencies of their workforce in managing innovative processes.Originality/value: We introduce a new conceptual framework for IWB that considers its primary strategic purposes. Therefore, this study is a reference point for future empirical innovation management studies. It provides a classification of individual-level determinants with a cognitive and behavioral focus, incorporating constructs such as spirituality, altruism, ethical and empathic behaviors, and resilience.

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How Does Psychological Contract Breach Affect Employee Silence? A Moderated Mediation Model

Liao,

Li,

Huang

2024

Sage Open

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Psychological contract breach is widespread at work and is a major cause of employee silence. This study presents organizational identity and emotional exhaustion variables and creates a model to explain the mechanism of the effect of psychological contract breach on employee silence based on the cognitive-affective system theory of personality. The model is empirically examined using the partial least squares structural equation modeling approach, with 247 grassroots employees of the company as the research subjects. The main findings are as follows: psychological contract breach has a positive effect on employee silence; psychological contract breach can indirectly contribute to employee silence by decreasing organizational identity and increasing emotional exhaustion, respectively; optimism not only weakens the negative effect of psychological contract breach on organizational identity, but also weakens the positive effect of psychological contract breach on emotional exhaustion; furthermore, optimism negatively moderates the mediating effect of organizational identity and emotional exhaustion on the relationship between psychological contract breach and employee silence. This study enriches the research on the formation, triggering mechanisms, and boundary conditions of employee silence in the Chinese context. The findings contribute to the understanding of employee silencing behavior in Chinese companies from the perspective of employee emotions and organizational identity.

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Psychological contract breach and innovative work behaviour: Systematic literature review

Cited by 5 publications

References 64 publications

The Impacts of Leadership Style on Innovative Work Behaviour During Covid-19 Pandemic in Oman

The Impacts of Leadership Style on Innovative Work Behaviour During Covid-19 Pandemic in Oman

Determinants of innovative behavior from the perspective of individual factors: A conceptual framework

How Does Psychological Contract Breach Affect Employee Silence? A Moderated Mediation Model

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