Bilal Bin Saeed, Bilal Afsar, Sadia Cheema and Farheen Javed
The purpose of this paper is to examine how leader–member exchange relates to subordinate’s innovative work behavior through core self-evaluation (CSE), domain knowledge and…
Abstract
Purpose
The purpose of this paper is to examine how leader–member exchange relates to subordinate’s innovative work behavior through core self-evaluation (CSE), domain knowledge and creative process engagement. On the basis of an interactional approach, this study hypothesized that there is an interaction between leader–member exchange, CSE and domain knowledge that affects innovative work behavior, such that leader–member exchange has the strongest positive relationship with innovative work behavior when subordinates have high levels of CSE and domain knowledge; and creative process engagement mediates the effect that this three-way interaction between leader–member exchange, CSE and domain knowledge has on innovative work behavior.
Design/methodology/approach
Data were collected from 323 employees and their immediate supervisors (121) from automotive industry. First, subordinates completed measures of their leader–member exchange, CSE and domain knowledge. Then, the supervisors of these employees assessed their subordinates’ innovative work behavior.
Findings
The results showed that leader–member exchange, CSE and domain knowledge interacted to affect employee innovative work behavior in such a way that when CSE and domain knowledge were both high, leader–member exchange had the strongest positive relationship with innovative work behavior and creative process engagement mediated this relationship.
Originality/value
This study is the first of its kind to empirically examine the interactional perspective of leader–member exchange on innovative work behavior through domain knowledge, CSE and creative process engagement. Theoretical and practical implications and future area of research are discussed at the end.
Details
Keywords
Bilal Afsar, Basheer M. Al-Ghazali, Sadia Cheema and Farheen Javed
Because of the rapidly changing environment and fleeting market opportunities, employee's innovative work behavior is increasingly assuming a pivotal role in enhancing…
Abstract
Purpose
Because of the rapidly changing environment and fleeting market opportunities, employee's innovative work behavior is increasingly assuming a pivotal role in enhancing organizational effectiveness and competitive advantage. The success of organizations is largely depended on their employees' ability to innovate. The role of cultural intelligence to enhance innovative work behavior is yet to be explored in the innovation research. The purpose of this study is to examine how cultural intelligence enhances employees' innovative work behavior through work engagement and interpersonal trust.
Design/methodology/approach
The study is a cross-sectional design which utilizes data from 381 participants from multinational corporations in Saudi Arabia.
Findings
The results indicate that cultural intelligence can significantly affect employee's innovative work behavior. It further reveals that both work engagement and interpersonal trust partially mediate the effect of cultural intelligence on innovative work behavior.
Originality/value
This study adds to the literature on intelligence by examining an underexplored type of intelligence (i.e. cultural intelligence) in relation to employee's innovative work behavior. It reveals work engagement and interpersonal trust as the psychological mechanisms that can link cultural intelligence to innovative work behaviors.
Details
Keywords
Shazia Bukhari, Basit Abas, Muhammad Farrukh and Safura Muzaffar Zargar
The purpose of this paper is to study the influence of cultural intelligence on employee engagement and constructive deviant behavior in the workplace. It also captures the…
Abstract
Purpose
The purpose of this paper is to study the influence of cultural intelligence on employee engagement and constructive deviant behavior in the workplace. It also captures the moderating role of organizational support in the relationship between employee engagement and constructive deviance.
Design/methodology/approach
Data were collected through a questionnaire (n = 416) from hotel industry employees using a convenience sampling approach. The hypotheses were tested using structural equation modeling.
Findings
The results suggest that cultural intelligence has a significant positive relationship with constructive deviance, and employee engagement also mediates this relationship between cultural intelligence and constructive deviance.
Practical implications
Drawing on the findings of this study, we offer several practical implications for practitioners. We suggest that organizations should invest in training programs that may help employees increase their knowledge, skills and attitudes toward different cultures; in doing so, employees may develop a sense of inclusivity and appreciation for diverse cultures.
Originality/value
First, by concentrating on those working in the hotel industry, this study offers a more effective explanatory perspective on the social cognitive theory for future research. Second, this study explored hotel workers' constructive deviations, particularly in non-Western contexts.
Details
Keywords
Mohammad M. Taamneh, Manaf Al-Okaily, Jamal Daoud Abudoleh, Rokaya Albdareen and Abdallah M. Taamneh
The purpose of this study was to investigate the connection between green human resource management (GHRM) and corporate social responsibility (CSR). In addition, this study also…
Abstract
Purpose
The purpose of this study was to investigate the connection between green human resource management (GHRM) and corporate social responsibility (CSR). In addition, this study also investigates how the impact of GHRM varies depending on the extent of transformational leadership.
Design/methodology/approach
Adopting a quantitative approach, the sample consists of 376 employees who hold leadership positions in the academic body and those who work in human resources units at universities who won the Web Metric Award.
Findings
Results have shown that all GHRM practices were found to have a significant and positive effect on CSR. In addition, the findings revealed that transformational leadership positively moderates the relationship between GHRM and CSR.
Originality/value
The findings of this study contribute to the existing body of knowledge by providing empirical evidence of the positive relationship between GHRM practices, transformational leadership and CSR performance. In addition, the study highlights the moderating influence of transformational leadership on the relationship between GHRM and CSR, suggesting that transformational leadership can increase the efficacy of GHRM practices in promoting CSR outcomes.
Details
Keywords
Muhammad Farrukh, Fanchen Meng, Ali Raza and Yihua Wu
This study aims to analyse the current trends and set the future research agenda in employee-level innovative work behaviour (IWB) research.
Abstract
Purpose
This study aims to analyse the current trends and set the future research agenda in employee-level innovative work behaviour (IWB) research.
Design/methodology/approach
A portfolio of 910 publications on IWB collected from the Scopus database was systematically analysed using different bibliometric techniques.
Findings
Based on the performance analysis and science mapping of innovative work behaviour research, the study identifies the most prolific sources of IWB publications and lists several future research directions.
Originality/value
This paper could serve as one-stop information that may facilitate transdisciplinary endeavours by assisting scholars and practitioners in identifying peer-recognised publications and scholarly communities.