Understanding Employee Innovative Behavior and Thriving at Work: A Chinese Perspective

Riaz, Sidra; Xu, Yusen; Hussain, Shahid

doi:10.3390/admsci8030046

Cited by 74 publications

(76 citation statements)

References 62 publications

(112 reference statements)

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“…Second, employees must be energetic to devote to implementing the new process, whereas psychological and social resources facilitate thriving and allow individuals' to be more innovative [3]. Previous empirical work supports the link between thriving and innovative behavior [8,12,18,19]. Thus, we hypothesize that H 1 : Thriving will be positively associated with innovative work behavior.…”

Section: Thriving and Innovative Behaviormentioning

confidence: 90%

“…In recent years, thriving as a proliferating construct has received a great deal of scholars' attention, and it is considered to be closely related to organizational outcomes such as better performance, employees' self-development, and work engagement [3,7,12]. However, it still needs more empirical development to distinguish and demonstrate that it is as an organizational construct [11].…”

Section: Thriving At Workmentioning

confidence: 99%

“…It includes problem detection or comes up with new ideas, solutions, and implementation. However, thriving serves as a gauge to monitor their own development and helps to improve the effectiveness and adaptability at work [2,3,12].…”

Section: Thriving and Innovative Behaviormentioning

confidence: 99%

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Role of Relational Ties in the Relationship between Thriving at Work and Innovative Work Behavior: An Empirical Study

Riaz

Hussain

2019

EJIHPE

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Top management in organizations have begun to realize that innovative employees add to the competitive edge of a company which serves to maintain their position in intense market competition. For this purpose, management needs to seek new ways to combine the social environment and employees in the workplace in an inextricable manner that supports innovation. The purpose of this paper was to examine the role of thriving at work and its effects on an individual’s innovative behavior. Based on the socially embedded model of thriving, we aimed to assess the relevant related work on structured potential effects with relational ties (i.e., strong versus weak). Particularly, these ties affect the heedful relating differently. This study examined the antecedents of thriving at work and the innovative behavior among employees at a global investment company. Using partial least squares modeling on a sample of 412 observations (strong and weak ties), strong support was found for the theory-driven hypothesized relationships. The results contribute to a better understanding of the relational roles concerning recently emerging constructs of “thriving at work” and “positive organizational scholarship.” The implications and limitations of this study are further discussed.

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Section: Thriving and Innovative Behaviormentioning

confidence: 90%

Section: Thriving At Workmentioning

confidence: 99%

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Role of Relational Ties in the Relationship between Thriving at Work and Innovative Work Behavior: An Empirical Study

Riaz

Hussain

2019

EJIHPE

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“…Employees' creativity has become a crucial factor for organizations to innovate products and services and compete against rivals (Riaz et al, 2018). According to Zhang (2010), managers play a key role in boosting the creative potential of subordinates.…”

Section: Conclusion and Implications For Managersmentioning

confidence: 99%

“…First of all, managers are advised to take part in empowering rather than in directive leadership. Riaz et al (2018) indicated that empowering leadership appears to provide employees with more motivation. This is consistent with the recommendation of Fritsch (2017), who claimed that individuals will be more productive and perform better if they are highly motivated.…”

Section: Conclusion and Implications For Managersmentioning

confidence: 99%

Predicting overall Staffs’ Creativity and Innovative Work Behavior in Banking

Tri

Nga

Sipko

2019

Management &Amp; Marketing. Challenges for the Knowledge Society

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This study focuses on the impact of empowering leadership and challenges work environment on both sale employee's creativity and innovative work behavior in the Vietnamese banking industry. An empirical test, a structural equation model comprising a sample of 319 sale employees in 15 banks, indicates a strong relationship between sales staff creativity and innovative work behavior. Moreover, the findings indicate that both an empowering leadership and a challenging work environment can trigger sale employees' creativity. Finally, innovative work behavior has a positive impact on innovative output. In general, this study contributes with some suggestions for bank managers to identify appropriate methods in order to stimulate the creativity and innovative work behavior of employees with the objective of achieving strong and sustainable business performance.

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Thriving at work: A meta‐analysis

2019

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Thriving at work refers to a positive psychological state characterized by a joint sense of vitality and learning. On the basis of Spreitzer and colleagues' model, we present a comprehensive meta-analysis of antecedents and outcomes of thriving at work (K = 73 independent samples, N = 21,739 employees). Results showed that thriving at work is associated with individual characteristics, such as psychological capital (r c = .47), proactive personality (r c = .58), positive affect (r c = .52), and work engagement (r c = .64). Positive associations were also found between thriving at work and relational characteristics, including supportive coworker behavior (r c = .42), supportive leadership behavior (r c = .44), and perceived organizational support (r c = .63).Moreover, thriving at work is related to important employee outcomes, including health-related outcomes such as burnout (r c = −.53), attitudinal outcomes such as commitment (r c = .65), and performance-related outcomes such as task performance (r c = .35). The results of relative weights analyses suggest that thriving exhibits small, albeit incremental predictive validity above and beyond positive affect and work engagement, for task performance, job satisfaction, subjective health, and burnout.Overall, the findings of this meta-analysis support Spreitzer and colleagues' model and underscore the importance of thriving in the work context.

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Understanding Employee Innovative Behavior and Thriving at Work: A Chinese Perspective

Cited by 74 publications

References 62 publications

Role of Relational Ties in the Relationship between Thriving at Work and Innovative Work Behavior: An Empirical Study

Role of Relational Ties in the Relationship between Thriving at Work and Innovative Work Behavior: An Empirical Study

Predicting overall Staffs’ Creativity and Innovative Work Behavior in Banking

Thriving at work: A meta‐analysis

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