How work–family enrichment influence innovative work behavior: Role of psychological capital and supervisory support

Network crafting, goal attainment, and work-to-family facilitation among hotel employees: the mediating roles of positive affect and information exchange

Background

The hospitality industry is experiencing new developmental opportunities after the coronavirus pandemic, such as the expansion of digital presence, the introduction of wellness offerings to cater to health-conscious guests, and a growing focus on local and sustainable tourism. However, despite these positive changes, we still lack knowledge on how hospitality workers can proactively adjust their work conditions to excel in their professional domain while also flourishing in their family domain. Thus, the current study proposed and examined how network crafting behaviors can have positive effects on hotel employees' work goal attainment and work-to-family facilitation. Based on the affectivity theories and the social cognitive theory, we examined the mediating roles of positive affect and information exchange on the relationship between network crafting behaviors and work goal attainment and work-to-family facilitation.

Methods

We collected data from three 5-star hotels in Jinan, China. We sent out the surveys in three waves to avoid the common method bias. We obtained 199 valid responses in total in three waves and entered them into the data analysis. Structural equation modeling was conducted to examine our hypotheses.

Results

We found that network crafting was positively related to hotel employees' work goal attainment and work-to-family facilitation. We also confirmed the mediating roles of positive affect and information exchange in this relationship.

Conclusion

We revealed a dual process of network crafting - that is, a positive affective process and an information exchange process. We contribute to the social network and networking literature by highlighting an optimization-oriented networking strategy, rather than one simply maximizing networks. We enrich the work-family enrichment literature by suggesting an effective behavioral strategy that can transmit the resources and gains from one domain to the other domain.

Work-family enrichment and successful aging at work: The China context

Existing research mainly analyzes the antecedents of successful aging at work from the perspective of the work field, ignoring that in the Chinese context of "familism," the two fields of family and work permeate each other and may have an impact on successful aging at work. Thus, through a multi-time data collection approach, we obtained a sample of 338 older Chinese employees to examine the impact of work-family enrichment on successful aging at work, the mediating role of occupational future time perspective, and the moderating role of age-inclusive human resource practice. Results indicate that work-to-family enrichment was positively associated with successful aging at work through the mediation of occupational future time perspective. Family-to-work enrichment was positively associated with successful aging at work through the mediation of occupational future time perspective. In addition, age-inclusive human resource practice amplified the positive effects of work-to-family enrichment and family-to-work enrichment on occupational future time perspective. This is an exploration of successful aging at work in the Chinese context, broadening the theoretical research on successful aging at work and providing new ideas for managers on motivating older employees to achieve successful aging at work.

Can patient gratitude expression boost innovative performance? The role of work meaningfulness and supervisory support

Based on emotions as social information (EASI) theory, the current study proposed how and when patient gratitude expression could promote nurses' innovative performance. Using a time-lagged data of 649 nurses from three class A tertiary hospitals in China, the results showed that patient gratitude expression was positively related to nurses' innovative performance, and nurses' work meaningfulness mediated such effect. Furthermore, supervisory support moderated the relationship of work meaningfulness with nurses' innovative performance, as well as the indirect relationship between patient gratitude expression and innovative performance through work meaningfulness, such that the indirect relationship was stronger when supervisory support is higher. Our research helps to expand our understanding of how patient gratitude expression as an organizational external factor influences nurses' innovation in healthcare, and meanwhile, provides management insights for hospital managers to focus on patient gratitude expression and enhance nurse innovation.

The Role of Relative Deprivation and Attribution Style in the Relationship between Organizational Fairness and Employees' Service Innovation Behavior

The basis of organizational innovation is employee innovation, which is of great significance for organizations to gain a competitive advantage. At present, the research on the influencing factors of employee service innovation behavior is increasing. This study, based on the social cognitive theory, with relative deprivation as the mediator and attribution style as the moderator, explores the mechanism of the effect of organizational fairness on employee service innovation behavior. Taking 342 employees of service-oriented enterprises as the subjects of investigation, this paper empirically tests the theoretical model by using Amos and SPSS. The results indicated the following, organizational fairness was positively related to employees' service innovation behavior. Relative deprivation partially mediated the relationship between organizational fairness and service innovation behavior. An external attribution style positively moderated the relationship between relative deprivation and employee service innovation behavior. An external attribution style also positively moderated the mediation effect of the relationship between organizational fairness and service innovation behavior. The internal attribution style negatively moderated the relationship between relative deprivation and employee service innovation behavior. The internal attribution style also negatively moderated the mediation effect of the relationship between organizational fairness and service innovation behavior. The conclusion of this study has managerial implications on how to promote employee service innovation behavior in service-oriented enterprises.

Examining Factor Structure and Validity of Psychological Capital and Its Relationship with Learning Orientation

This study aims to empirically examine the factor structure and validity of psychological capital in the Indian context. Further, it also examines the linkage of psychological capital with learning orientation. A quantitative methodology was adopted, and data were collected using a questionnaire from 700 employees of public sector research organisations, information and communication technology companies, and academic universities and colleges in India. The findings reveal that psychological capital construct has a four-factor second-order structure and a synergetic effect on outcomes, and its four factors are related but distinct constructs. The findings also confirm that psychological capital has significant positive influence on the learning orientation of members of the organisation. Further, the level of psychological capital was found to vary across gender, age, work experience and executive level but not with qualification. This research will add into theory a detailed understanding about psychological capital and its relationship with learning orientation. The findings suggest that management should emphasise on preparing psychological capital interventions and trainings based on specific target groups in order to gain sustainable competitive advantage.

Employee voice behavior: A moderated mediation analysis of high-performance work system

Purpose

The purpose of this study was to investigate the relationship between psychological capital, employee voice behavior and innovative work behavior. The employee voice behavior was studied as a mediator. The study also studied high-performance work system (HPWS) as a moderator between psychological capital and voice behavior.

Design/methodology/approach

The human resource department of organizations was approached for data collection facilitation. The sample consisted of full-time employees at the managerial and supervisory level of India's manufacturing and services organizations. 321 managers and 193 supervisors responded to the questionnaire. Standard questionnaires were used to collect data. Moderated mediation analysis was used to study the relationships among variables.

Findings

Findings indicated significant direct and indirect relationships. The presence of HPWS acted as a catalyst for relationship between psychological capital and employee voice behavior. The moderated mediation analysis findings showed the variation in outcome variable, innovative work behavior, when HPWS was low versus when HPWS was high.

Originality/value

Employee voice behavior has not yet been studied extensively in Indian context. Researcher examined the effect of employee voice behavior under high and low HPWS.

Employee Engagement and Innovative Work Behavior Among Chinese Millennials: Mediating and Moderating Role of Work-Life Balance and Psychological Empowerment

Given the ever-changing business environment, organizations are forced to consider innovation as an essential prerequisite to enhance their efficiency, productivity, and sustainability. In this regard, organizations pay increased attention to enhancing employees' engagement (EE) and stimulating their innovative work behaviors (IWBs). Research emphasizes the importance of employees' IWBs in achieving competitive advantages and organizational sustainability. In this research, we address the question of whether employee engagement leads to stimulating IWBs of the Chinese millennial workforce in service industries. In addition, we explore the potential mediating effect of work-life balance (WLB) and the moderating influence of psychological empowerment (PE) on the relationship between EE and IWBs. Self-administered questionnaires were used to collect data from 372 Chinese senior employees working in the IT, trade, real estate, financial, and telecommunication industries. Our empirical findings showed that highly engaged employees are most likely to exhibit IWBs and maintain a WLB. In addition, the relationship between EE and IWB was partially mediated by WLB. Moreover, the interaction between EE and PE was found to strengthen employees' IWBs. Our study contributes to understanding the importance of EE as an essential prerequisite for millennials' IWBs and provides new insights for service organizations to encourage employees' IWBs. This study contributes to the human resource management field by offering valuable implications vis-à-vis how service organizations operating in a turbulent business environment stimulate the IWBs of their millennial workforce.

A comprehensive examination of psychological capital research using bibliometric, TCCM and content analysis

Purpose

In today's dynamic business environment and crisis and pandemic like situations, psychological capital has become very significant for sustainable competitive advantage. Due to its importance in organizational context, researchers are investigating it from various perspectives, making it a burgeoning research area. Hence, this study aims to review the literature, provide identity in terms of various patterns and trends, and build the intellectual structure (academic structure) of psychological capital research by presenting a big picture. It further provides the theories, characteristics, context and methodologies (TCCM) analysis and potential avenues for possible future research to facilitate the growth of the field.

Design/methodology/approach

This study compiles, evaluates and synthesizes the extant literature of psychological capital, consisting of 954 journal articles collected from Web of Science (WOS) database, using bibliometric techniques, content analysis, and TCCM analysis.

Findings

The study identifies various patterns and trends of psychological capital research and unfolds four major themes, namely psychological capital theoretical concept development, psychological capital relationship building with organizational variables, psychological capital as an underlying mechanism for linkage between organizational variables and psychological capital interventions. It also identifies TCCM outcome and potential avenues for possible future research. The study reveals that psychological capital research area is progressing and has enormous potential to advance in the future.

Research limitations/implications

This study is pivotal to past–future orientation wherein past is being investigated for developing new pathways of psychological capital research. It has used research articles published in the WOS database, and future studies may further enhance the understanding of psychological research using other databases.

Practical implications

In addition to advance a comprehensive understanding of psychological capital research, this study will be a quick reference and notable and profound resource for researchers venturing into this marked research area. Further, it will facilitate to leaders and managers to look into various possible avenues to enhance psychological capital of their subordinates for greater organizational good.

Originality/value

To the best of authors' knowledge, this is first study to advance a comprehensive and systematic understanding of psychological capital by integrating bibliometric, TCCM and content analysis.

Proactive Personality and Innovative Work Behavior: Through the Juxtapose of Schumpeter's Theory of Innovation and Broaden-And-Build Theory

This study aimed to unfold the implicit interplay of open innovation (OI) and perceived insider status (PIS) between the relationship of proactive personality (PP) and innovative work behavior (IWB). The phenomenon studied the moderated mediation of OI and PIS through the combined optic of the theory of innovation and the broaden-and-build theory. The nature of this study was post-positivist. The two-step approach of structural equation modeling was implemented. First, quantitative data were collected through an online questionnaire from the employees of IT industries in China. The study sample consisted of 460 responses used for data analysis in SPSS and AMOS version 26. This study was based on mediated moderation, which was statistically similar to Model 15 of the process macro. There were six hypotheses based on the theoretical framework. The result of H6 was rejected, which demonstrated that the conditional direct effect of OI and PIS mediated moderation on PP and IWB. The results comprehensively testified to the theoretical framework.

Innovation in Teams: The Role of Psychological Capital and Team Learning

The main purpose of the present research was to analyze the relationship between team psychological capital and innovation, considering team learning as a mediating variable. A field survey was carried out, which included 124 work teams belonging to organizations from different sectors of activity. Hypotheses were tested through PROCESS. Results supported a direct positive relationship between team psychological capital and team innovation and an indirect influence of team psychological capital on team innovation, through team learning. The findings of this study highlight the role of team learning as an intervening process between team psychological capital and team innovation. Accordingly, managers should seek to develop team psychological capital and learning behaviors among their teams to promote innovation.

Management research contributions to the COVID-19: a bibliometric literature review and analysis of the contributions from the Journal of Management & Organization

The COVID-19 health crisis triggered changes in the workplace. This paper explores the insights from scholarly work published in the Journal of Management and Organization (JMO) and systematizes this body of knowledge to build a scientific overview that looks at how the COVID-19 health crisis and its repercussions may be managed by organizations. We conducted a bibliometric investigation of JMO's most influential papers published from 1995 to June 2020 that offers insights into the management of the COVID-19 crisis. Our bibliometric investigation reveals six clusters: (1) conservation of resources theory, entrepreneurs, gender and work–family conflict; (2) corporate governance, corporate social responsibility and stakeholder salience; (3) family firms, innovation and research methods; (4) creativity, leadership and organizational change; (5) job satisfaction and psychological empowerment; and (6) team performance. We discuss the theoretical and practical implications of our findings.

Can Leaders’ Humility Enhance Project Management Effectiveness? Interactive Effect of Top Management Support

This paper aims to explore the effect of humble leadership on project management effectiveness by integrating the mediating role of employee creativity. Top management support moderates the direct (humble leadership and project management effectiveness) and indirect relationships through employee creativity. Time-lagged data were obtained from 332 persons working in a matrix organization on sustainable information technology projects. The results show that humble leadership enhances project management effectiveness by mediating and moderating processes. This study provides a solution to an underlying research question that has gone unanswered in prior studies. What are the strategies proposed for humble leadership in fostering the effectiveness of project management?

CSR and Workplace Autonomy as Enablers of Workplace Innovation in SMEs through Employees: Extending the Boundary Conditions of Self-Determination Theory

The current business environment characterized by high uncertainty, volatility, and stiff situation of competitiveness that is evident in almost every sector has increased the importance of workplace innovation for contemporary businesses. In this regard, a considerable attention in realizing employees of an organization as a source of innovation is not evident from the existing literature. In this aspect, the current study is an attempt to foster workplace innovation through employees in the SME sector of an emerging economy. In doing so, the authors propose that corporate social responsibility (CSR) initiatives of an SME, along with workplace autonomy, are helpful in creating an environment at the workplace that fosters innovative employee behavior (IEB). Furthermore, the current study also extends the boundary condition of the theory of self-determination by arguing that this theory provides a comprehensive framework to explain employees’ motivation for workplace innovation. The data of the current survey was obtained from the SME sector situated in two large cities of a developing country through a self-administered questionnaire which was then analyzed through structural-equation-modeling (SEM) using the AMOS software. The results confirmed that CSR directly relates to IEB and workplace autonomy mediates this relationship. The study also discusses the implications of this survey for theory and practice.

Work–family enrichment: an integrative review

Purpose

The purpose of this study is to provide an integrative review of work–family enrichment literature.

Design/methodology/approach

The study is based upon 206 peer-reviewed papers derived from systematic search in the Scopus database. The review ascertains its relevance by analyzing the publication trends, research designs, data analysis techniques, sample characteristics, measures and findings of selected articles.

Findings

The study notes a rising trend of publication activity in the Asian region on this topic. Empirical research using regression is the most popular research design in this field. Most of the research studies have targeted samples based on family type and/or gender. The majority of the studies include directionality to measure work–family enrichment. Notably, work-related antecedents and consequences have received the most attention from the research community. Crossover models have concentrated on spousal dyad samples.

Originality/value

As per the authors' knowledge, the study is a primary attempt to integrate the extant literature on this subject. Additionally, the study presents the gender role ideology as a potential moderator and provides future research directions along with managerial implications.

Sustainable Development of an Individual as a Result of Mutual Enrichment of Professional and Personal Life

Presently, the development of civilization requires a vision of balancing the interests of employees and employers in the sphere of work as never before. Work-life balance is directly linked to social sustainability. The aim of this article is to analyze various dimensions of mutual enrichment of the professional and private life of an individual and to describe how positive experiences in professional and non-professional life influence the improvement of satisfaction, health, and achievements, thus enabling the sustainable development of the individual. The conducted research was of a qualitative nature. Thematic exploration was used to analyze the findings of 34 in-depth interviews with experienced HR managers and employees at various levels of enterprises in Poland. The research shows that the work and personal life of the respondents interact, complement, and enrich in different ways, depending on the stage of the employee’s life. Habits developed by practicing a specific sport discipline or other type of hobby are helpful in the effective implementation of professional tasks. In addition, non-professional interests, including communing with culture and art, have a positive impact on professional activities. On the other hand, the respondents emphasized that thanks to their professional activities, specific to the type of work they perform, they are sometimes more extroverted, meticulous, organized, and consistent when performing activities outside of work and in other aspects of private life.

Analysis of the Influence of Entrepreneur's Psychological Capital on Employee's Innovation Behavior Under Leader-Member Exchange Relationship

How to make use of leaders' psychological capital to improve the innovation behavior of employees has become an important issue for the talent management of enterprises today, and it is also the goal that enterprises must pursue if they want to stand out in fierce competition. Therefore, a total of 154 enterprises in a high-tech area were selected for questionnaire survey in this study. The correlation between leader-member exchange (LMX) relationship (emotion, loyalty, contribution, and professional respect), leaders' psychological capital (confidence, hope, optimism, and tenacity), and employees' innovation behaviors were analyzed based on multivariate regression. Hierarchical regression method was used to examine the mediating effect of the LMX. It was found that confidence, toughness, and contribution were significantly positively correlated with employee innovation behavior (p < 0.001). The positive correlation between hope, optimism, emotion, and loyalty with employees' innovation behavior was significant (p < 0.05). Besides, emotion, loyalty, and contribution had mediating effects on the leaders' psychological capital and the innovation behavior of employees. In conclusion, leaders' psychological capital can have a significant positive effect on the innovation behavior of employees directly, and it can also have an indirect positive effect on the innovation behavior of employees by maintaining high quality LMX.

Sustainable HRM as a Driver for Innovative Work Behaviour: Do Respect, Openness, and Continuity Matter? The Case of Lithuania

There is a widespread consensus in prior literature that innovative work behaviour is a crucial factor in enabling organisations to adapt to rapid changes, to gain a competitive advantage, and create a sustainable organisation. Despite its importance, knowledge about potential drivers of this behaviour is fragmented and inconsistent. As such, organisations may be restricted in their ability to innovate because they do not know how to induce the employees in a way that will encourage them to explore, generate, champion, and finally implement the ideas. Recently, human resource management (HRM) has been explored among potential drivers, considering it as primary means by which organisations can influence and shape the behaviours of employees. Despite the notion that HRM predicts innovative work behaviour, there is a lack in the literature of insights into the ways the organisations can stimulate behaviour by offering sustainability-focused HRM. Sustainable HRM refers to a new approach to people management with the focus on external business environment (openness), respect for the employee (respect), and balanced interests of employer and employee (continuity). Relying on the notion that organisations are gradually introducing sustainable HRM and trying to close the gap in the literature, the paper is designed to link a new approach to people management with innovative work behaviour. The aim of the paper is an initial assessment of whether sustainable HRM is a driver for innovative work behaviour. Disentangling four dimensions of innovative work behaviour makes it possible to determine whether sustainable HRM can stimulate different behaviour types linked to idea exploration, idea generation, idea championing, and idea implementation. The results of a preparatory survey of 306 employees working in Lithuanian companies showed that respect-oriented HRM and continuity-oriented HRM were positively related to innovative work behaviour and the appropriate dimensions (except for idea exploration in case of continuity-oriented HRM); meanwhile, there was no support for the relationship between openness-oriented HRM and innovative work behaviour. Overall, sustainable HRM was found to be a driver for enhancing innovative work behaviour and its dimensions.

Exploring role of Indian workplace spirituality in stress management: a study of oil and gas industry

Purpose

The primary objective of the present study is to explore the relationship between workplace spirituality and work stress among offshore and onshore employees of the Indian oil and gas industry. The present study also tends to study the difference in the stress level of offshore and onshore employees of the Oil and Gas Industry.

Design/methodology/approach

The size of the sample for the present study was 202 respondents. It includes 128 onshore employees and 74 offshore employees of oil and gas companies. Respondents were mainly managers and supervisors working in various departments of Oil and Natural Gas Corporation (ONGC), Cairn India, Reliance India Ltd (RIL), Bharat Petroleum Corporation Ltd (BPCL) and Indian Oil and Gas Ltd (IOCL). Since the different level of stress is experienced by employees at different stages of the organizational structure, thus study selected population comprising of managers and supervisors since they are believed to face similar work stressors. A variety of statistical tools like mean, t-test, correlation and multi-regression is used for the analysis of collected data.

Findings

Results show that all six dimensions of workplace spirituality are significantly negatively correlated with stress for onshore employees. However, the sense of community and gratitude are found insignificantly associated with stress for offshore employees. Stressful offshore conditions and excessive specialization might not allow offshore employees to cherish the community at the workplace and also the virtue of gratefulness. The offshore employees might have a certain level of gratitude and community system, but it is not sufficient for the employees to perceive a lower level of work relates to stress. The result gives the impression that the normal working conditions (onshore workplace) provide adequate opportunity to workplace spirituality to transcend its impact on work stress.

Originality/value

This is one of the pioneer studies that examined the role of workplace spirituality and stress in stress management of offshore and onshore employees of Indian Oil and gas companies.

Boundary integration, work/family enrichment and life satisfaction among female nursing staff

Purpose

This study aims to propose a model based on boundary theory to provide information about how boundary integration (BI) promotes life satisfaction (LS) among female nursing staff. For the prediction of this relationship, this study also captures the mediation effect of family-to-work enrichment (FWE), work-to-family enrichment (WFE) and job satisfaction (JS).

Design/methodology/approach

Descriptive statistics, correlation, structural equation modelling (SEM), Baron and Kenny approach, PROCESS Macro and Sobel test approaches were used on a sample of 724 nurses.

Findings

The results of the study confirm the significant effects of BI on LS of female nursing staff. Moreover, the mediating roles of FWE, WFE and JS are also confirmed.

Practical implications

Work–family BI is essential for the enhancement of LS among nursing staff. Increasing the BI level along with WFE and FWE provides foundation for JS and LS. Moreover, the study in hand provides significant implications for nursing management; importantly, this study explores BI as an important predictor of FWE, WFE and JS in addressing the LS among nurses.

Originality/value

Nurses’ WFE and FWE are determined through various factors. In distinguishing from past studies in the relevant field, this study explores BI as an important predictor of WFE and FWE in addressing the JS and LS among female nursing staff.