The Moderation Role of Psychological Empowerment on Innovative Work Behaviour (original) (raw)
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Journal of Reviews on Global Economics
The study is an endeavor to analyze the relationship between transformational leadership (TFL) and innovative work behavior (IWB) of bank employees in commercial banks of Bangladesh. This paper examines whether psychological empowerment influences the above causal relationship. Data from 372 bank employees were analyzed using Structural Equation Modeling and Partial Least Squares (SMART PLS). Our key findings suggest that there is a significant positive relationship between TFL and IWB. The results also indicate the employees who are highly psychologically empowered, like to work under TFL and this shows that when the level of psychological empowerment of employees is high, TFL impact IWB positively. From the leadership perspective, our findings suggest that the role of psychological empowerment in the relationship between TFL and IWB should not be underestimated by the leaders or the managers of the commercial banks.
Management Science Letters, 2021
The current study examined the effect of the style of transformational leadership on innovative work behavior as well as the internal locus of control’s moderating role and psychological empowerment between the relationships of them. We collected data from 422 respondents who are related to family business in Malaysia. Path coefficient analysis was employed to test the hypotheses and SPSS software was used for analyzing descriptive data. The results showed that transformational leadership style, psychological empowerment and internal locus of control have affirmative relationship and significant impact on innovative work behavior. Finally, psychological empowerment and internal locus of control were not found to have moderating effect between innovative work behavior and the style of transformational leadership.
How a Leader Transforms Employees’ Psychological Empowerment Into Innovative Work Behavior
Psychological Research on Urban Society, 2018
Businesses, especially those in urban areas, rely on innovation as the crucible of growth. Businesses must adapt to current and future conditions of their markets, consumers, and the demands of globalization. Therefore, innovation is central to a business’ success. We argue that psychological empowerment indirectly influences the relationship between transformational leadership and innovative work behavior. A transformational leader spurs their employees’ capability and efficacy. As a result, employees feel valued by the company, which encourages them to be innovative in the workplace. Thus, the employee can be innovative, without fearing the reprimand of superiors. This research surveyed 292 employees from different organization types (e.g., private sector, public sector, and nongovernmental organizations) in urban areas. The results of the study’s mediation analysis demonstrate that innovative work behavior is the outcome of the psychological empowerment from transformational lead...
Independent Journal of Management & Production
This research aims to examine the impact of transformational leadership on innovative behavior of employees within the organization. It draws on conservation of resources theory and examines when and how transformational leadership style relates to innovative behavior of employees. The study proposes a sequential mediation effect of psychological empowerment and proactivity of employees that predicts innovative behavior among employees. The data of 230 employees is collected from large public sector organizations, from employees and their managers by utilizing three-wave time lagged study design. The results of the study were obtained using PROCESS macro by Hayes via 2000 resample bias corrected (BC) bootstrap method. The findings not only validate the applicability of psychological empowerment and proactivity for innovative behavior but also found these as mediators between transformational leadership and innovative behavior relationship. Theoretical and practical implications are ...
Journal of World Science
This study aims to analyze the influence between variables such as innovative work behavior, psychological empowerment, proactive behavior and work characteristics of Generation Y employees of Indonesia Financial Services Authority (IFSA). The endogenous variables in this study consisted of proactive behavior and psychological empowerment, the exogenous variable was innovative work behavior, and the job characteristic was moderator variable. The main hypothesis of this study is a theoretical model of the effects of proactive behavior and psychological empowerment on innovative work behavior modulated by job characteristic, according to empirical data on IFSA Generation Y workers. Data collection techniques were performed by measuring self-report using the proactive behavior scale, the psychological empowerment scale, the innovative work behavior scale, and the job characteristic model. Structural equation model (SEM) data analysis using LISREL analysis. The sampling procedure was ...
In creating innovation requires innovative work behavior both from individuals, groups, and organizations. The creation of innovation is a must for both private and public organization. This paper seeks to propose a research program on the determinants of innovative work behavior. Innovative work behavior can be influenced by empowering leadership and psychological capital. This paper integrated those factors and used as a frame for the research program, going beyond the limitation of current innovative work behavior inquiry. After having presented hypotheses, the empirical research results can be used as collective analysis to elevate employee innovative work behavior.
The Influence of Transformational Leadership on the Employees Innovative Work Behavior
International Journal of Engineering, 2019
Innovative work behavior is progressively vital for organizations' survival. Transformational leadership has been contended to be especially viable in inciting follower innovative work behavior. Psychological empowerment as an enhancer of transformational leadership influences and found that transformational leadership acts via empowerment to affect an individual's work outcome. This study recognized that transformational leadership completely influences innovation work behavior, which comprises idea generation in addition to idea implementation.
Journal of Organizational Behavior, 2009
Innovative behavior is increasingly important for organizations' survival. Transformational leadership, in contrast to transactional leadership, has been argued to be particularly effective in engendering follower innovative behavior. However, empirical evidence for this relationship is scarce and inconsistent. Addressing this issue, we propose that follower psychological empowerment moderates the relationship of transformational and transactional leadership with follower innovative behavior. In a field study with 230 employees of a government agency in the Netherlands combining multisource ratings, we show that transformational leadership is positively related to innovative behavior only when psychological empowerment is high, whereas transactional leadership has a negative relationship with innovative behavior only under these conditions. Copyright © 2009 John Wiley & Sons, Ltd.
This study aims to determine the role of employee empowerment in mediating the effect of transformational leadership on innovation. The sample in this study are 87 employees, determined by the saturated sample method. Data collection carried out through interviews and questionnaires. The data analysis technique used is path analysis and sobel test. The results of this study indicate that transformational leadership has a positive and significant effect on innovation, transformational leadership has a positive and significant effect on employee empowerment, employee empowerment has a positive and significant effect on innovation, and employee empowerment mediates the relationship between transformational leadership and innovation. PT Media Sarana Data should pay more attention to the quality of a transformational leader towards its employees so that the level of employee empowerment is getting better so that it raises innovative ideas from company employees.
Psikologika: Jurnal Pemikiran dan Penelitian Psikologi
Innovative behavior is considered a critical and essential factor for companies in the world of work. This study aims to determine the extent to which psychological empowerment influences the innovative behavior of employees working in pharmaceutical companies, with transformational leadership and transactional leadership as moderators. The research subjects were 115 employees from various pharmaceutical companies across ten cities in Indonesia. Innovative behavioral scales, psychological empowerment scales, transformational leadership scales, and transactional leadership scales were used to collect the data. Subgroup analysis and moderated regression analysis were used to analyze the data. The results show that transformational leadership has a higher score compared to transactional leadership. This result indicates that the hypothesis is accepted. Namely, that psychological empowerment is related to innovative behavior. Specifically, the correlation between variables showed that t...