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Article
Publication date: 24 October 2023

Jianpeng Fan, Yukun Fan, Jie He and Huichuan Dai

Enterprise innovation depends on the innovative behaviour of employees. The relationship between leaders and employees has a significant impact on employees' attitudes and…

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Abstract

Purpose

Enterprise innovation depends on the innovative behaviour of employees. The relationship between leaders and employees has a significant impact on employees' attitudes and behaviours. Therefore, it is of great practical significance to explore how a good leader–member relationship (LMR) motivates employees' innovative behaviour.

Design/methodology/approach

Based on 316 questionnaires completed by the members of 53 organisations, SPSS 25.0, Mplus 8.0 and HLM 6.08 were used to analyse the internal mechanisms of LMRs and employees' innovative behaviour.

Findings

The study identified the following findings: first, LMR was positively correlated with employees' innovative behaviour; second, perceived supervisor support and followership behaviour played mediating roles between leader–member relationship and employees' innovative behaviour and third, organisational political climate was negatively correlated with employees' innovative behaviour and played a moderating role in the relationship between LMR and employees' innovative behaviour.

Originality/value

The results of this study have clarified the transmission mechanism between LMRs and employees' innovative behaviour while providing useful references for improving the effectiveness of human resource management in organisations.

Details

Leadership & Organization Development Journal, vol. 44 no. 8
Type: Research Article
ISSN: 0143-7739

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Article
Publication date: 25 April 2023

Jianpeng Fan, Jie He, Huichuan Dai, Yijia Jing and Guanghui Shang

Overqualification is a growing concern for employers in many countries. The practice of mismatching employees and positions inevitably leads to an increase in organizational…

864

Abstract

Purpose

Overqualification is a growing concern for employers in many countries. The practice of mismatching employees and positions inevitably leads to an increase in organizational training and management costs. This study can not only further enrich the theoretical achievements in the field of human resource management, but can also provide a reference for enterprise managers on how to effectively stimulate employees' innovative behaviour.

Design/methodology/approach

503 questionnaire responses were analysed using SPSS 24.0 and Mplus 8.0.

Findings

It was concluded that, (1) perceived overqualification is negatively related to employees' innovation behaviour (β = −0.32, p < 0.001); (2) psychological contract breach and psychological distance partially mediate the relationship between perceived overqualification and employees' innovation behaviour. Among them, the mediating effect of psychological contract breach was −0.14 (p < 0.01), and that of psychological distance was −0.12 (p < 0.001); the chain-mediating effect of psychological contract breach and psychological distance was −0.09 (p < 0.01); (3) employment relationship atmosphere played a moderating role in the relationship between perceived overqualification and employees' innovation behaviour (β = 0.04, p < 0.01).

Originality/value

This study verifies the negative impact of perceived overqualification on employee innovation behaviour and reveals the mediating role of psychological factors between the two. It also discusses the moderating effect of employment relationship climate on the relationship between perceived overqualification and employees' innovation behaviour.

Details

Leadership & Organization Development Journal, vol. 44 no. 3
Type: Research Article
ISSN: 0143-7739

Keywords

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Article
Publication date: 1 November 2024

Zhifeng Dai and Haoyang Zhu

We investigate the interconnectedness between the financial sectors and new energy companies in China from the perspective of the multilayer network, and analyze the static and…

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Abstract

Purpose

We investigate the interconnectedness between the financial sectors and new energy companies in China from the perspective of the multilayer network, and analyze the static and time-varying characteristics of the multilayer network at system and company levels, respectively.

Design/methodology/approach

We employ the multilayer network containing the realized volatility (RV here after) layer, the realized skewness (RS here after) layer and the realized kurtosis (RK here after) layer. The three realized indicators adopted to construct the multilayer network are generated by the intraday trading data from 2012 to 2022.

Findings

(1) Different layers have different characteristics, and can provide supplementary information. (2) Banks tend to play the role of risk transmitters on the whole, while the insurances and new energy companies tend to play the role of risk receivers on average. (3) The connectedness strength of financial sectors and new energy companies varies over time, and climbs sharply during the major crisis events. The roles of financial sectors and new energy companies may change from risk transmitters to risk receivers, and vice versa.

Originality/value

We adopt three realized indicators to construct the three-layer network, which provides a more comprehensive perspective for understanding the connectedness between the financial sectors and new energy companies in China.

Details

China Finance Review International, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2044-1398

Keywords

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