Innovative Work Behavior

Supervisors have a crucial role in ensuring the successful socialization of new organizational members, such that their autonomy and latitude in terms of deciding whether and how to support organizational newcomers are key questions. The current study proposes and tests an input– process–output model of newcomers’ socialization, in which supervisors are active decision- making and action-taking agents. The findings show that supervisors first evaluate newcomers’ ability to generate feasible ideas and promote themselves. Then, on the basis of these initial evaluations, supervisors decide whether to increase their support of newcomers’ innovation or intensify newcomers’ socialization; both choices ultimately determine their successful socialization. The test of the theoretical model uses a three-wave longitudinal sample of 325 newcomer–supervisor dyads, across a wide range of industries, along with qualitative evidence gathered from interviews with 41 supervisors.

The purposes of this research were to study (1)  the relationship between job autonomy,  work engagement, and innovative work behavior of marketing officers in Thailand  and ( 2)  the mediating effect of work engagement in the relation of job autonomy to innovative work behavior of marketing officers  in Thailand.  The  sample  was  400  marketing  officers  working  in  private  organizations  in Thailand.  The research instruments consisted of the Job Autonomy Scale, the Work Engagement Scale, the Innovative Work  Behavior Scale, and demographic questionnaire.  For reliability, Cronbach's alpha was used. Data were analyzed by using descriptive statistics, Pearson’s correlation coefficient, multiple regression analysis, mediation analysis using procedure from Baron and Kenny ( 1986)  and Sobel’s Test.  The findings of this research were as follows  (1)  Job autonomy could predict innovative work behavior of marketing officers with the statistical significance of .01. (2)  Work  engagement could predict innovative work behavior of marketing officers with the statistical significance of . 01. (3)  Job autonomy could predict work  engagement of marketing officers with  the  statistical significance of . 01 and  ( 4)  the relationship between job autonomy and innovative work behavior of  marketing officers was partially mediated by work engagement  with the statistical significance of .01 and indirect effect of .434.
งานวิจัยนี้มีวัตถุประสงค์ หลัก 2 ประการดังนี้ คือ (1)  เพื่ อศึกษาความสัมพันธ์ระหว่างความมีอิสระในงาน ความผูกพันต่องาน  และพฤติกรรมสร้างสรรค์นวัตกรรมของเจ้าหน้าที่ การตลาด ในประเทศไทย  และ (2) เพื่อศึกษาบทบาทการเป็นตัวแปรสื่อของความผูกพันต่องานในความสัมพันธ์ระหว่างความมีอิสระในงานกับพฤติกรรมสร้างสรรค์นวัตกรรมของเจ้าหน้าที่การตลาดในประเทศไทย  โดยการเก็บรวบรวมข้อมูลจากเจ้าหน้าที่การตลาด จ านวน 400 คน ที่ปฏิบัติงานเต็มเวลาในองค์การเอกชนในประเทศไทย เครื่องมือที่ใช้ในการวิจัยประกอบด้วย แบบวัดความมีอิสระในงาน แบบวัดความผูกพันต่องาน แบบวัดพฤติกรรมสร้างสรรค์นวัตกรรม และแบบสอบถามลักษณะส่วนบุคคล และทำการทดสอบค่าความเชื่อมั่น ของแต่ละแบบวัดด้ วยการวิเคราะห์สัมประสิทธิ์ครอนบาคอัลฟ่า การวิเคราะห์ข้อมูลใช้สถิติพรรณนา การวิเคราะห์ค่าสัมประสิทธิ์ สหสัมพันธ์แบบเพียร์สัน การวิเคราะห์การถดถอยพหูคุณ และการวิเคราะห์การเป็นตัวแปรสื่อใช้วิธีตามขั้นตอนของ  Baron and Kenny (1986)  และการค านวณค่าสถิติของโซเบล ( Sobel’s Test) ผลการวิจัยพบว่ า (1) ความมีอิสระในงานสามารถท านายพฤติกรรมสร้างสรรค์นวัตกรรมของเจ้าหน้าที่การตลาดได้อย่ างมีนัยส าคัญทางสถิติที่ ระดับ .01 (2) ความผูกพันต่ องานสามารถท านายพฤติกรรมสร้างสรรค์นวัตกรรมของเจ้าหน้าที่การตลาดอย่างมีนัยส าคัญทางสถิติที่ระดับ .01 (3) ความมีอิสระในงานสามารถทำนายความผูกพันต่องานของเจ้าหน้าที่การตลาดอย่างมีนัยส าคัญทางสถิติที่ระดับ .01 และ  (4) ความผูกพันต่องานมีบทบาทการเป็นตัวแปรสื่อ แบบบางส่วนในความสัมพันธ์ระหว่ างความมีอิสระในงานและพฤติกรรมสร้างสรรค์นวัตกรรมของเจ้าหน้าที่การตลาดอย่างมีนัยส าคัญทางสถิติที่ระดับ .01 และมีอิทธิพลทางอ้อมเท่ากับ .434

Abstract

Purpose – To investigate the relationship between artificial intelligence strategy (AIS), creativity-oriented HRM (CHRM), and knowledge-sharing quality (KSQ). At individual and organisational levels, this paper measures also the innovative work behaviour (IIWB) and effective performance (OEP) of international organisations conducting AI-powered business practices in Egypt.

Design/methodology/approach – The authors presented a multilevel-model, after reviewing the relevant literature, and tested it through employing mixed-methods approach. Data were collected from 168 questionnaires answered by AI-experts at IT departments of 20 international AI-powered organisations in Egypt in addition to 25 depth interviews, AI-based focus group and international forum.

Findings – Following PLS-SEM approach, results revealed that AIS affects positively and significantly KSQ and CHRM. CHRM affects positively and significantly KSQ and IIWB. KSQ affects positively and significantly OEP and IIWB. The significant positive direct AIS-OEP relationship was not supported yet the significant positive indirect relationship via KSQ was supported.

Originality/value – Empirically, it is the first research that assessed AIS-CHRM-KSQ relationship and its effect on IIWB and OEP of AI-powered businesses from 7 sectors of an emerging economy. Conceptually, the authors adopted an interdisciplinary approach while reflecting on the literature that studied AIS implementation in different business functions (production, operations and supply-chain management, human resources management, strategic management and marketing).
Practical implications – Strategic leaders and managers of different functional areas can benefit from the empirical findings of this study as well as from the examples of best AI-enhanced practices drawn from the literature.

Keywords – Artificial intelligence strategy, AI-powered business functions, Creativity-oriented HRM, Knowledge-sharing quality, Organisational effective performance, Innovative work behaviour, Operations management, Strategic management, Expert system, Machine learning, Forecasting.

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

Highlighting the implications of transformational leadership, the study examines the role of transformational leadership in predicting employee creativity. The study also investigates the mediating role of innovation climate and moderating role of creative self-efficacy. A study was carried out on a sample included a dyad of 372 employees and their immediate supervisors. The findings indicate that transformational leaders can foster a climate for innovation that promotes employee creativity. Further, a significant moderating role of creative self-efficacy was found in the relationship between innovation climate and employee creativity. The findings reveal that employees with high creative-self-efficacy resort to creative behavior when they receive a supportive innovation climate.

This article has purpose to inform us some alternatives of personality psychology
research design. Personality psychology research design in the beginning just
correlational design and the result of the researches were not quite adequate even the
results show the significant correlation between personality and behavior. The
development of research methods gives us alternatives research with mediating and
moderating design. This method can understand what kind of aspects that could inform
effect of personality to behavior was greater.

The purpose of this conceptual study is to provide a theoretical model to find the impact of
transformational leadership on innovative work behavior of employees and to test the
mediation of leader-member exchange and psychological empowerment in the hospitality
sector of Pakistan. This study also proposes the moderation of knowledge sharing behavior,
firstly, between the relationship of leader-member exchange and innovative work behavior and
secondly, between the relationship of psychological empowerment and innovative work
behavior. Field survey will be applied and data will be collected through structured
questionnaire from 400 frontline managers working in 3-star hotels in Pakistan. For testing the
validity and reliability of the instrument and various relational hypotheses, the study will apply
partial least square based structural equation modeling (PLS – SEM) with Smart PLS software.
Based on the different results of mediation and moderation in the model, the study will suggest
various strategies to the hotel industry of Pakistan that how they can boost the innovative work
behavior of their employees. The findings of the study will not only be helpful for the hospitality
industry but they can be helpful for the other sectors and may be generalized on various settings
if the future researchers replicate the same model in different contexts. So, the findings of this
study will contribute the practical as well as theoretical implications

Bu doktora tezi, entelektüel sermayenin yenilikçi iş davranışı üzerindeki etkisinde, bilgi paylaşımı, öz-yeterlilik ve iç denetim odağının aracılık rolünün incelemesi amacı ile yapılmıştır. Günümüzde, küreselleşmenin de etkisi ile değişime olan ihtiyaç artmakta, işletmeler arası rekabet yoğunlaşmaktadır. Yoğun rekabet ortamında temel hedefi ayakta kalmak ve sürdürülebilir büyüme gerçekleştirmek olan işletmeler; bu hedefe, yeniliğe ve yenilikçi iş davranışı sergileyen çalışanlara verdikleri önem ile ulaşabileceklerdir. Bu gereksinim, yenilikçi iş davranışı sergileyen çalışanın özellikleri ve yenilikçi iş davranışını destekleyen çalışma
ortamının niteliğine ilişkin ilgiyi artırmaktadır. Bilgi ve emek yoğun günümüz işletmelerinde, entelektüel sermayenin araştırılması ve entelektüel sermayenin işbirlikçi bir yaklaşım içinde yenilikçiliğe yönlendirilmesi önemlidir. Yeniliğin yalnızca bir fikir değil, aynı zamanda uygulama olması; bu uygulamayı gerçekleştirecek çalışanların  özelliklerini de ön plana çıkarmaktadır. Bu bakış açısıyla, çalışma kapsamında ilgili alan yazını taranmış, Antalya ili turizm sektöründe faaliyet gösteren 5 yıldızlı konaklama işletmelerinde, entelektüel sermaye
ve yenilikçi iş davranışını oluşturan alt boyutlar incelenmiş; entelektüel sermayenin yenilikçi iş davranışı üzerindeki etkisinde, bilgi paylaşımı, öz-yeterlilik ve iç denetim odağının aracılık etkisi araştırılmıştır. Araştırma sonucunda, entelektüel sermayenin yenilikçi iş davranışı üzerindeki etkisinde; bilgi paylaşımı, öz-yeterlilik ve iç denetim odağının aracılık rolü üstlendiği bulgusuna ulaşılmıştır. Ayrıca çalışanların yenilikçi iş davranışı düzeylerinin medeni durum ve çalışılan pozisyon (yönetici-çalışan) değişkenlerine göre farklılaştığı bulunmuştur.

This study investigates the mediating role of employee loyalty on the relationship between employee empowerment and employee innovative behavior. According to literature review, there is a dearth of studies investigating employee empowerment, employee loyalty and its effect on employee innovative behavior. Thus, this study will fill in the gap in the literature. There are two reasons why Teknopark Istanbul is selected for the research. First, Technopark is a new sector in Turkey, and there is a scarce of studies related to the firms operating within technoparks. Second, the firms operating in technoparks have mainly entrepreneurial, technological and innovative nature. In this study, data were collected from 219 employees in technology firms within Teknopark Istanbul, Turkey. The findings of this study indicate that employee loyalty has a mediating role on the relationship between employee empowerment and employee innovative behavior.

The purpose of this paper is to draw on organizational psychology, innovation and knowledge
management literatures to investigate the impact of a nurse’s person-organization (P-O) fit on his/her
innovative work behavior (IWB). Furthermore, in order to understand the psychological mechanisms
surrounding this relationship, the authors examine the mediating role of psychological empowerment and the
moderating role of knowledge sharing behavior

Innovation is considered essential for today’s organizations to survive and thrive. Researchers have also stressed the importance of leadership as a driver of followers’ innovative work behavior (FIB). Yet despite a large amount of research, three areas remain understudied: (a) the relative importance of different forms of leadership for FIB; (b) the mechanisms through which leadership impacts FIB; and (c) the degree to which relationships between leadership and FIB are generalizable across cultures. To address these lacunae, we propose an integrated model connecting four types of positive leadership behaviors, two types of identification (as mediating variables), and FIB. We tested our model in a global data set comprising responses of N = 7,225 participants from 23 countries, grouped into nine cultural clusters. Our results indicate that perceived LMX quality was the strongest relative predictor of FIB. Furthermore, the relationships between both perceived LMX quality and identity leadership with FIB were mediated by social identification. The indirect effect of LMX on FIB via social identification was stable across clusters, whereas the indirect effects of the other forms of leadership on FIB via social identification were stronger in countries high vs. low on collectivism. Power distance did not influence the relations.

Innovations are based on the good ideas of individuals; therefore, it is very important to better understand the role that individuals and their personal characteristics play in innovative initiatives. The aim of the current study was to test the relationships between employees' personal values and their innovative behavior. It was hypothesized that these relationships are mediated by an employee's job autonomy. We integrated Schwartz's basic human values theory with the notion that job autonomy is an important job characteristic that can be redesigned to better fit employees' preferences. The study results (obtained from 263 employees in different branches) showed that openness to change and self-enhancement values are positively related to job autonomy, whereas conservation and self-transcendence values are negatively related to job autonomy, which confirms that personal values are important in explaining autonomy in the workplace. In addition, employees' self-enhancement values are positively related to their innovative behavior, while conservation and self-transcendence values are negatively related to innovative behavior. Mediation analysis with a bias-corrected bootstrapping method showed that job autonomy is a significant mediator of the relationships between employees' personal values (except for openness to change) and their innovative behavior. Our research extends the theory of basic human values, showing that values serve as a personal basis for innovative behavior. Our results also contribute to the innovation research by demonstrating the importance of personal values and job autonomy for innovative behavior in organizations.

A number of women are leading a variety of organizations in Pakistan. The available research on the effectiveness of women's leadership is not so clear, and there have been mixed findings across different contexts. The present research attempts to view women's transformational leadership as a source of employees' trust and connectivity that leads to innovative behaviour of employees in women-led organizations of Pakistan. The study also investigates the simple as well as sequential mediation of trust and connectivity in the relationship between women's transformational leadership and employees' innovative behaviour. Using a survey-based questionnaire, cross-sectional data were collected from 366 employees of different organizations which are led by women. These organizations include educational institutes, advertising agencies and fashion houses. The data were analysed using the MEDTHREE analysis for direct and indirect hypotheses (single and sequential mediation...

Employees respond more innovatively to intrinsic-driven motivators such as job resources and challenges than extrinsic-driven ones (e.g., compensation and incentive systems). Therefore, the aim of the chapter is to explore the relationship between job design and individual innovation, hence to analyze relevant individual-level, job-related aspects of innovation with a particular emphasis on implementation-oriented work behavior. After a short overview of the job design concept, job characteristics for creativity-oriented and implementation-oriented work behavior are revealed and mutually compared. A comparative review analysis of ‘creative’ and ‘innovative’ jobs is followed by addressing personal and positional determinants of IWB and explaining their complex relationship. Finally, job crafting is offered as a useful tool for enhancing individual innovation, and its practical example is showcased.

Öz: Bu araştırmada bilgi paylaşımını etkileyen faktörler ve bilgi paylaşım sürecinin yenilikçi iş davranışına etkisi ortaya konmaya çalışılmıştır. Araştırma, Bitlis ilinde faaliyet gösteren kamu ve özel bankalardaki çalışanlar üzerinde yapılmıştır. Araştırmaya veri toplamak amacıyla yapılandırılmış soru formu yöntemi kullanılmış olup, örneklem seçiminde basit tesadüfi örneklem metodu benimsenmiştir. Elde edilen veriler araştırmanın hipotezlerini test etmek amacıyla SPSS programında korelasyon ve çoklu regresyon analizlerine tabi tutulmuştur. Analiz sonuçlarında; bilgi paylaşımını etkileyen faktörler, bilgi paylaşım süreçleri ve yenilikçi iş davranışı arasında yüksek düzeyde pozitif yönlü anlamlı ilişkiler tespit edilmiştir. Bilgi paylaşımını etkileyen bireysel faktörlerden; yardımseverlik, örgütsel faktörlerden; üst yönetim desteği ile örgütsel ödüllerin bilgi paylaşım sürecini etkilediği, diğer taraftan bireysel faktörlerden; bilgi öz yeterliliği ile teknolojik faktörlerden; bilişim teknolojileri kullanımının bilgi paylaşım süreci üzerinde herhangi bir etkisinin olmadığı görülmüştür. Son olarak, bilgi paylaşım sürecinin bilgi toplama boyutunun yenilikçi iş davranışı üzerinde önemli bir etkiye sahip olduğu, ancak bilgi paylaşma boyutunun yenilikçi davranışı üzerinde bir etkisinin olmadığı sonucu bulgulanmıştır.

Promoting the innovative potential of employees is a main challenge for HR professionals. Previous studies already stressed the role of job design for employee innovativeness. Building on the work of Karasek & Theorell (1990), we focus on the relation between job design, work engagement and innovative work behaviour (IWB). The results show that job control is positively related to both IWB and work engagement, job demands are negatively related to work engagement, yet their relation to IWB is more ambiguous. Significant interaction effects between job demands and job control variables in both the relation with work engagement and IWB are found, yet their nature differs significantly. We find that active jobs (high control and high demands) are related to lower levels of IWB in comparison to low-strain jobs (high control, low demands), which has major managerial consequences.

The aim of this study is to investigate how inclusive leadership affects the perceived organizational support and innovative work behaviors of employees and whether perceived organizational support has a mediating role in this process. For this purpose, data were collected from 348 participants working at different carpet manufacturing companies in Gaziantep. Confirmatory factor analysis was performed in the analysis of the data, correlations between the variables were determined, and structural equation and goodness of fit tests of the model and regression analysis were performed. In the analyses, it was determined that inclusive leadership had a significant positive effect on perceived organizational support and innovative work behavior. Perceived organizational support was found to have a significant positive effect on innovative work behavior. As a result of mediating analysis, perceived organizational support was found to have a partial mediator role in the relationship between inclusive leadership and innovative work behavior. - Bu çalışmanın amacı kapsayıcı liderliğin algılanan örgütsel destek ve çalışanların yenilikçi iş davranışlarını nasıl etkilediği ve bu süreçte algılanan örgütsel desteğin bir aracılık rolü olup olmadığının araştırılmasıdır. Bu amaçla Gaziantep ilinde halı firmalarında çalışan 348 katılımcıdan anket aracılığıyla ile veri toplanmıştır. Verilerin analizinde doğrulayıcı faktör analizleri yapılmış, değişkenler arası korelasyonlar tespit edilmiş ve yapısal eşitlik modeli ile modelin uyum iyiliği testleri ve regresyon analizi yapılmıştır. Yapılan analizlerde kapsayıcı liderliğin algılanan örgütsel desteği ve yenilikçi iş davranışını pozitif yönde anlamlı olarak etkilediği tespit edilmiştir. Algılanan örgütsel desteğin de yenilikçi iş davranışını pozitif yönde anlamlı olarak etkilediği tespit edilmiştir. Aracılık analizi neticesinde ise algılanan örgütsel desteğin kapsayıcı liderlik ile yenilikçi iş davranışı arasındaki ilişkide kısmi aracı rolü olduğu tespit edilmiştir.

This study investigated the relationship between followers’ strengths-based leadership (FSBL) and innovative behavior and the mediating role of psychological well-being (PWB) and the moderating role of core self-evaluations (CSE) in the relationship. In order to test our hypotheses data from Chinese enterprises were used. Results of multiple linear regression and bootstrapping analyses showed that FSBL is positively related to follower innovative behavior and PWB significantly mediates the FSBL-innovative behavior relationship. In addition, CSE negatively moderates the direct effect of FSBL on PWB and the indirect effect of FSBL on innovative behavior via PWB such that the direct effect of FSBL on PWB and the indirect effect of FSBL on innovative behavior via PWB will be stronger for followers with a low level of CSE rather than for
followers with a high level of CSE. Theoretical implications, practical implications and future research were also discussed

Innovative work behavior is more critical now than ever before. As businesses struggle to meet customer demand with new products, services, and delivery models, engineers must adapt to meet their needs. This quantitative survey study examined the relationship of emotional intelligence (EI), work locus of control (LOC), and innovative work behavior (IWB) of engineers. In an analysis of survey responses for 306 engineers belonging to professional organizations in the United States, we used multiple regression to determine if EI was related to IWB and if LOC moderated the relationship. We measured EI using the TEIQue-SF, which consists of 30 questions for 15 facets of EI. To measure LOC, we used Spector's 16 items for internal and external work LOC. For IWB, we used de Jong and den Hartog's six items that measure employee rated innovative output. We found that EI was a significant predictor of IWB, and that LOC significantly moderated the relationship. This research is helpful for engineering managers to understand human characteristics such as EI and LOC that drive IWB.

The research aims to know the type of organizational climate prevailing in the organization under study and the type of relationship with the innovative behavior of auditors, and to know the extent to which the auditor was affected by the type of climate in the organization, whether positive or negative and to address the weaknesses that appear. A sample consisting of (105) was selected from the accountants and auditors working for the General Company for the Automotive Industry in Baghdad, all of the accountants and auditors, was taken. Data were collected by distributing the questionnaire, and the main hypothesis was fulfilled and a positive relationship effect of organizational climate on the innovative behavior of auditors was established. Several sub-hypotheses were fulfilled, and a set of important recommendations was made to address the vulnerability in some areas where there was a weak effect relationship on the dimensional level of the independent variable with the dependent variable. The previous studies were used in setting the dimensions of the dependent and independent variables. And that each organization has its organizational climate and even at the level of departments within the same organization, so leaders must be fully aware of all environmental changes that may cause change or damage to the organizational climate, work to find remedies for problems through the development of new solutions and not dependence On previous solutions to new problems. The organization must work to increase the moral and material incentives for workers who have innovative behavior.

Purpose-In this study, the authors build on the current frameworks of happiness provided by the PERMA model, the World Happiness Report Index and the theoretical framework provided by the proponents of job-satisfaction model, motivation, employee engagement and commitment. The authors argue that, the existing theoretical framework in the management and the HR literature are just different aspects of a common goal-happiness. This position is consistent with the overall happiness projects championed by governments across the world, including the UK, Bhutan, several Scandinavian nations and essentially the United Arab Emirates. A chasm that currently exists in the literature is the availability of a universally acceptable definition for happiness and protocols for measuring happiness. The authors conclude that more research is required to keep pace with industry development relating to employee happiness initiatives. Design/methodology/approach-Using quasi-literature review, the authors analysed selected studies on the theory of happiness to identify how each have treated the concept of happiness in organisations. Findings-It is erroneous to promote national or international happiness initiatives without starting from the micro level-in this case, the institutions of society should start measuring happiness from the micro level to help understand what happiness actually means. Research limitations/implications-As an opinion piece, its recommendations need to be applied cautiously. Originality/value-Till date, only a few studies have explored the concept of happiness from micro-organisational level.

Innovation is a lever for growth and prosperity in business and society as a whole. Innovations lead to the industrial revolutions which are transforming our world. Innovation is the solution to many of the side effects of industrial revolutions. We can prepare the future world citizens to face the challenges of the new world only by education. The purpose of this study was to investigate work satisfaction, work engagement, burnout and innovative work behavior of Greek teachers. From the investigation the relationships between the above concepts emerged and the demographic elements associated with them were identified. The applied statistical survey of this study was conducted from December 2018 to January 2019 and 324 primary and secondary school teachers participated in it. Survey data were collected using an online questionnaire that included demographic questions, the Oldenburg Burnout Inventory (OLBI) and a Kleysen & Street innovative behavioral questionnaire adapted to Greek reality. The results of the survey showed a very low rate of burned-out and a high rate of work-engaged teachers. Because previous surveys have reported high rates of burnout for Greek teachers, we conclude that work engagement, as well as burnout, are time dependent on environmental factors related to the socioeconomic changes of recent decades. Our research results also showed that establishing and supporting innovative work behavior by leadership and co-workers has the effect of demonstrating a high level of innovative work behavior by Greek educators. In addition, it was found a fluctuation of work engagement with age and an enhancement of innovative work behavior due to postgraduate studies. Moreover, it emerged that work engagement positively correlates with innovative work behavior, creating a virtuous circle, where one feeds the other.

Preparing the students to become valuable contributors and assets of their respective workplaces in the future is the general consideration of this study. Descriptive type of research was utilized in the study. Result showed that high performing students have significantly higher persistence in doing their work and they have significantly higher expectations of positive effect from achievement – oriented activity than those low performing students. Numerical computation, verbal ability, perseverance, affective and purposive traits are significantly related to the academic performance of the first year computer engineering students. Verbal ability, affective trait and numerical computation are the predictors of the academic performance with 49 percent likelihood.

Idea management platforms enable firms to generate pools of ideas and connect employees to large number of colleagues. Although these platforms hold the potential to support employee innovation, managers face considerable difficulties when it comes to deploying them in a way that generates business value. This article describes Allianz UK's ten-year initiative to tap into its employees' ideas and develop a distributed-innovation capability. We identify challenges the firm faced and describe how leaders addressed them. Based on insights gained from Allianz UK, we provide recommendations for deriving value from idea management platforms at other organizations.

8An increasing number of studies suggest that organisational citizenship behaviours (OCBs) may produce both positive and negative results for organisations and individuals. Few empirical studies, however, evaluate when OCBs are likely to be most or least effective. Based on a sample of 210 participants, and drawing on the entropic citizenship behaviour framework, the theories of conservation of resources, attention capacity and resource allocation, the aim of this study is to examine the relative effects of the personal aspects of OCB (OCB-I); of its impersonal aspects (OCB-O) and of the balanced aspects on employee innovative work behaviours (IWB) and affective commitment. The results indicate that employees who engaged in both types of OCB reported higher IWB than employees who engaged in either OCB-I or OCB-O (at the exclusion of the other). Conversely, the average measures of IWB between employees who engaged in OCB-I and those who engaged in OCB-O separately did not differ sign...

This study evaluates the correlational effects of perceived leadership 4.0, workplace ostracism, innovative work behavior, and organizational performance within work organizations. The sample for this investigation was extracted from ten (10) organizations in Oyo and Lagos States, Nigeria. They are organizations from Nigeria's service, financial, and manufacturing industries.