How transformational leadership facilitates innovation capability: the mediating role of employees' psychological capital

Improving Organizational Commitment among Healthcare Employees in Angola: The Role of Psychological Capital and Perceived Transformational Leadership

While previous studies conducted in sub-Saharan African countries have focused on verifying standards of clinical care and assessing challenges faced by healthcare professionals, the present study fills a gap in the literature in that it explores the factors that may drive the organizational commitment of healthcare professionals in Angola. This study aimed to analyze the relationship between psychological capital and organizational commitment through perceived transformational leadership. Therefore, using the quantitative methodology, a self-report questionnaire was applied to 342 healthcare professionals (174 male, 168 female) from different public and private hospitals located in three large cities in Angola. The results confirmed that psychological capital is positively related to affective commitment and that perceived transformational leadership is a mediating variable of this relationship. Therefore, this study highlights the role of psychological capital and perceived transformational leadership in improving affective commitment in challenging environments.

The impact of empowering and transformational leadership on innovative behaviour: the mediating role of psychological empowerment in health-care sector

PURPOSE

The purpose of this study was to test a four-variable research model using organizational behavior, social and technical systems, and leadership theories. This study set out to determine how different leadership philosophies, such as transformational leadership and empowering leadership, affected innovation. In addition, the model's mediating role for psychological empowerment was quantified.

DESIGN/METHODOLOGY/APPROACH

This study used a quantitative approach, which is primarily a questionnaire, to gather information from 320 health-care sector workers at four public hospitals in the Basrah Governorate.

FINDINGS

The majority of the relationships in the research model were shown to be positive by data analysis outcomes. The findings also showed how crucial the mediating variable was in preserving the link between the independent and dependent variables. Discussions were made on the theoretical and practical ramifications and suggestions for additional research.

ORIGINALITY/VALUE

This study concentrated on the application of contemporary leadership styles, gathered information on them and combined them into a single model to boost innovation. This study, which was conducted in the setting of the Iraqi health-care industry, stands out from previous studies because it used a large sample to provide conclusive and significant results, making it a valuable resource for academicians who seek to cultivate innovation.

Family intimacy and adolescent peer relationships: investigating the mediating role of psychological capital and the moderating role of self-identity

According to existing research, family intimacy affects the formation of peer relationships among adolescents; Parent-child relationships may influence children's relationships with peers, but the mechanism of its influence is still unclear due to the uncertainty of its effect. According to the ecological systems theory, this study examines how family intimacy affects adolescent peer relationships through psychological capital and how self-identity moderates this effect. These hypotheses were tested based on a survey of 414 adolescents, which showed that family intimacy positively affects adolescent peer relationships; The relationship between family intimacy and adolescent peer relationships is mediated by psychological capital; Self-identity positively moderates the direct effects of family intimacy and adolescent peer relationships; Self-identity not only positively moderates the direct effect of psychological capital and adolescent peer relationship, but also positively moderates the indirect effect of family intimacy on adolescent peer relationship through psychological capital. This study provides new perspectives on the relevant mechanism of family intimacy and adolescent peer relationships.

How high-involvement HRM practices motivate knowledge sharing and innovation: the role of market turbulence

Purpose

The purpose of this paper is to examine the impact of high-involvement human resource management (HRM) practices on innovation capabilities via the mediating role of knowledge sharing (KS) behaviors. This paper also investigates the potential moderating role of market turbulence in fostering the influence of KS behaviors on two forms of innovation capability, namely exploitative and exploratory innovation.

Design/methodology/approach

Analysis of moment structures and structural equation modeling are applied to examine the correlation among the latent constructs based on the survey data collected from 125 manufacturing and service firms.

Findings

The findings of this study support the mediating role of KS behaviors in the relationship between high-involvement HRM practices and aspects of innovation capability. It highlights the important role of market turbulence in strengthening the influence of KS on exploitative and exploratory innovation.

Research limitations/implications

Future research should investigate the impact of high-involvement HRM practices on innovation capability under the moderating effects of organizational variables, such as perceived organizational support, to bring better understanding on a new mechanism to pursuit innovation.

Originality/value

The paper significantly contributes to increasing knowledge and insights into the correlation between high-involvement HRM practices and specific forms of innovation. The understanding on the mediating role of KS behaviors and the moderating role of market turbulence contribute to advancing the body of knowledge of HRM and innovation theory.

The Role of Leadership and Digital Transformation in Higher Education Students' Work Engagement

Teaching and learning processes should be subject to continuous change due to the constant evolution of social, educational and technological environments, which ultimately results in higher levels of student engagement. The current paper describes the technological changes faced by higher education institutions as a result of digital transformation challenges. Further, transformational and transactional leadership styles' effectiveness is regarded within the context of higher education institutions' digital enhancements. Over time, these factors have led to contextual shifts that have disengaged students from learning and thus self-development. The current research aimed to examine how higher education institutions should apply different leadership styles within digitally transformed contexts so as to increase students' learning engagement and reduce the risk of failure in their future developments within (inter)national labor markets. Data gathering and analysis involved a qualitative approach: an online survey was distributed, resulting in 856 responses. Through structural equation modeling, the data revealed a valid higher education digital transformation assessment tool; the results also emphasize the increased role of transactional leadership, as opposed to the traditional transformational style, within a highly digitized higher education institutional framework. Consequently, the linear relationship of students' work engagement with leadership proved to also be enhanced by quadratic effects. The current study stresses the importance of internal and external peers in higher education performance through high levels of student learning (work) engagement through leadership and a uniformly developed digitally transformed higher education environment.

High-Performance Work System and Innovation Capabilities: The Mediating Role of Intellectual Capital

This study examined the effect of high-performance work systems on developing incremental and radical innovation capabilities. Drawing on resource-based and knowledge-based theories, the mediating effects of human capital, social capital, and organizational capital were tested. Data were collected from 233 middle-to-senior level managers working in the banking sector of Pakistan, and hypotheses were tested through partial least squares structural equation modeling using Smart PLS 4.0. The findings showed that all components of intellectual capital mediated the relationship to develop both types of innovation capabilities. In terms of the strength of the relationship, social capital was found to be a more effective mediator, and next to this were human capital and organizational capital, respectively. Our findings contribute to the existing literature by explaining the relationship between HPWS and innovation capabilities, which is also referred to as the black box through the mediation of intellectual capital. Decision makers should recognize the importance of this relationship because it develops innovation capabilities that enhance organizational performance by giving them a competitive advantage.

Exploring the role of individual-focused transformational leadership in facilitating taking charge: mediating mechanism of psychological capital and thriving at work

Purpose

Drawing on the “conservation of resources” theory, the current study examines the mechanisms by which individual-focused transformational leadership (i.e. individualized consideration and intellectual stimulation) is associated with employees' taking charge by investigating the mediating roles of psychological capital and thriving at work.

Design/methodology/approach

A three-wave research study was conducted, and the data for the study included 220 employees’-supervisors’ dyads from Indian IT (information technology) organizations. Further, confirmatory factor analysis (CFA) was utilized to assess the measurement model, and study hypotheses were tested using Process macro.

Findings

The study results showed that individual-focused transformational leadership (IFTL) is strongly associated with psychological capital, thriving at work and taking charge. The findings of Process macro analyses indicated that IFTL, directly and indirectly, impacts taking charge behavior via psychological capital and thriving at work.

Practical implications

The study offers significant practical implications to managers, counsellors and HRM practitioners for crafting workplace interventions to augment employees taking charge behavior. The study findings would aid HRM practitioners in designing individualized-oriented leadership programs for building employees' positive psychological capabilities and thriving experiences for taking charge.

Originality/value

This paper broadens the existing leadership literature by proposing new pathways through which IFTL encourages employees to take charge. Mainly, research studies need to shed more light on leadership characteristics that influence employees' positive psychological behavior, that is psychological capital and thriving at work. Consequently, this study examined the underlying mechanism through which leadership, psychological capital and thriving interact to stimulate employees taking charge behavior.

Is job autonomy really a blessing for empowering leadership–intrapreneurial behaviour nexus?: empirical evidence for situational strength theory

Purpose

In this study, the situation strength theory (SST) has been applied to assess the predictability of empowering leadership (EL) in explaining intrapreneurial behaviour (IB) under the strong situation effect of job autonomy (JA).

Design/methodology/approach

The proposed theoretical framework was assessed using cross-sectional survey data from 237 engineers employed in Pakistan's automotive firms. Covariance-based structural equation modelling (CB-SEM) was used to analyse the survey data.

Findings

The study's results revealed a positive relationship of EL with JA and IB. Drawing from the conceptualisation of SST, JA serves as an organisational strong situation by offering sufficient cues and significantly intensifies the relationship between EL and IB.

Practical implications

The study contributes by establishing the requirement of strong organisational situations for nurturing IB in organisations. The study's outcomes are useful for academia, practitioners and industry to identify strong situations for employees' organisational behavioural outcomes like IB to dampen the personality impacts of employees on organisational processes. Hence, the study offered a major shift or an alternative in existing human resource practices, from personality assessments to creating cues from strong situations for fostering human behaviours. This will impact organisational human resource management scope during talent management, selection, promotion and employment.

Originality/value

The present study is novel from the IB investigation due to situational response in organisations, as assessed by employees. The study contributes towards SST by extending its epistemology to explain IB as an outcome of EL. The present study offers important empirical evidence for the role of the strong organisational situation of JA.

Supervisory styles and graduate student innovation performance: The mediating role of psychological capital and the moderating role of harmonious academic passion

Supervisory styles Are Key predictors of graduate students’ innovation performance (GSIP), but the mediating and moderating mechanisms underlying this relationship require further exploration. Based on the job demands-resources model and conservation of resources theory, this study analyzed the influence of supervisory styles on GSIP, including the mediating role of psychological capital (PsyCap) and the moderating role of harmonious academic passion (HAP). Questionnaires were completed by 400 graduate students from a Chinese university. The results indicated that (1) both supportive and directive supervisory styles (SSS and DSS) were positively related To GSIP, (2) PsyCap fully mediated the relationship between SSS and GSIP, and (3) HAP significantly moderated the effect of DSS but exhibited no moderating influence on the effect of SSS. These findings contribute to a deeper understanding of why, how and when supervisory styles influence GSIP. Implications for both theory and practice as well as the limitations of this research are discussed.

How CEO transformational leadership impacts organizational and individual innovative behavior: collaborative HRM as mediator

Purpose

The purpose of this research is to examine how the chief exective officers (CEO's) transformational leadership impacts organizational innovation and individual innovative behavior, through the mediating role of collaborative human resource management (HRM) practices.

Design/methodology/approach

By using a stratified sampling technique, the data were obtained from ten Microfinance banks located in five metropolitan cities of Pakistan. By adopting a purposive sampling technique, total 427 responses were received out of which 411 responses were considered for data analysis. Structural equation modeling (SEM) technique was adopted using AMOS 21.0 to test the developed hypotheses.

Findings

The findings of the study described a significant and positive relationship between CEO transformational leadership and collaborative HRM. The collaborative HRM has also a positive impact on organizational innovation and individual innovative behavior. Moreover, the results revealed that collaborative HRM fully mediates between CEO transformational leadership and organizational innovation. However, partial mediate between CEO transformational leadership and individual innovative behavior.

Practical implications

The results of this study can be helpful for bank organizations and policymakers who have extended vision and anticipate the significance of innovation in a fast-changing market. The results of the study also provide the space and scope for prospective researchers and scholars for further research.

Originality/value

There is substantial literature existing on the relationship between CEO transformational leadership, organizational innovation and individual innovative behavior. However, the study finds this that only few researchers took the opportunity to observe the mediating role of collaborative HRM on the relationship between CEO transformational leadership, organizational innovation and individual innovative behavior in the context of Pakistan.

Organizational Emotional Capability Perspective: Research on the Impact of Psychological Capital on Enterprise Safety Performance

Theoretical researchers of manager psychology have excellent potential to extend its research framework to more enterprise application areas, such as innovation, performance, and safety in production. Research in these areas has also been increasing in the past 10 years. Psychological capital is composed of four aspects: self-efficacy, hope, optimism, and tenacity. It plays an essential role in stimulating organizational growth and improving organizational performance. In safety management work, managers, as the core members of the organization, have a relationship between their psychological capital and employees’ safety performance. Nevertheless, the closeness of the relationship between psychological capital and employee safety performance has not been fully demonstrated by academic circles. Based on positive psychology theory, this paper conducts a questionnaire survey of 157 managers and 314 employees related to safety work in manufacturing enterprises. From the new perspective of organizational emotional capability, this paper investigates the complex and extensive social-psychological role in organizations and combs, analyzes, and integrates relevant psychological research to construct the influence mechanism of managers’ psychological capital and employee safety performance. Finally, the three important issues found based on data analysis were: (1) Managers’ psychological capital has a significant positive impact both on employee safety performance and organizational emotional capability; (2) Organizational emotional capability has a significant positive impact on employee safety performance; (3) organizational emotional capability plays a partial mediating role in the relationship between managers’ psychological capital and employee safety performance.

The Impact of Sustainable Transformational Leadership on Sustainable Innovation Ambidexterity: Empirical Evidence From Green Building Industries of China

Recognizing that building work will continually encompass, to a certain degree, unfavorable ecological consequences, green building has been encouraged and advocated as a managerial concept to progress in the construction segment. This research created a conceptual model that analyzed whether sustainable transformational leadership (STL) supported sustainable innovation ambidexterity (SIA) in green building industries. This research model was based on organizational support theory, hope theory, social cognitive theory, and attribution theory. This paper aimed to observe the relationship between STL with SIA via the mediating effect of psychological capital (PC). Furthermore, it examined the impact of perceived organizational support (POS) on PC. Moreover, it further examined the relationship between STL and POS. Likewise, it investigated the mediating effect of PC on the relationship between POS and SIA. Finally, it examined POS as a mediator between the relationship of STL and PC. The data for this study were collected from 600 workers employed at green building businesses in China. A questionnaire was delivered to the workers of green building corporations. According to the findings, STL was discovered to have a positive impact on PC. Furthermore, POS had a significant impact on PC. Moreover, PC significantly influenced SIA. Finally, STL was found to be in a significant relationship with POS. The outcomes of this research are extremely beneficial particularly in the situation of developing economies. This research contributes to the existing knowledge that employees with STL exhibit high PC, POS, and SIA in green building industries.

Investigating the effects of leaders’ stewardship behavior on radical innovation: a mediating role of knowledge management dynamic capability and moderating role of environmental uncertainty

Purpose

This study aims to investigate the effects of leaders’ stewardship behavior (LSB) on followers’ radical innovation (RI). Followers’ knowledge management dynamic capability (KMDC) has been a mediating role, while environmental uncertainty (EU) acted as a moderating factor in the context of the textile and apparel industry in the developing country.

Design/methodology/approach

A cross-sectional quantitative study has been designed to evaluate the conceptual framework. Data were collected from the relevant stakeholders with a structured survey questionnaire – a total of 304 responses considered from industry–university collaborative leaders and followers. A partial least square-based structural equation modeling technique was applied to test the hypothesis using Smart-PLS 3.8 package program.

Findings

The result reveals that the KMDC has a significant mediating impact between LSB and RI. Similarly, the EU significantly moderates the relationship between KMDC and RI, especially as the intensity of environmental instability increases–decreases, LSB and adherents of KMDC is likely to enhance RI performances.

Research limitations/implications

This study contributes to the current literature extending the scope of steward leadership behavior and the theory of knowledge-based view incorporating EU factors.

Practical implications

While industries have invested a lot of money and resources to improve the followers’ radical creative thinking, skills and abilities, this study provides specific implications for the textile industry managers, leaders, policymakers and practitioners to comprehend and implement the strategy of RI.

Originality/value

Overall, the current research contributes to the LSB literature by highlighting significant complementarities between KMDC and RI under the EU.

Non-family employee strategic renewal in family firms: the transformational leadership role of family board members and psychological ownership

Purpose

The study aims to reveal the strategic renewal (SR) of non-family employees in family small and medium enterprises (SMEs) with the effects of transformational board member leadership and psychological ownership (PO) dimensions.

Design/methodology/approach

Non-family employees at 82 export and import family firms (FFs) in Vietnam were selected for the study, which used a partial least square structural equation modelling (PLS-SEM) approach.

Findings

Family board members with transformational leadership (TL) qualities and PO play an essential role in developing non-family employee SR.

Originality/value

The authors grant advanced family roles and relationships knowledge to the renewal and transformation of FFs' strategies and organisational structures.

Role of Technological Knowledge and Entrepreneurial Orientation on Entrepreneurial Success: A Mediating Role of Psychological Capital

This study pursues to build the conceptual model of entrepreneurial success (ES) that discusses the concept and phenomenon of ES and its perquisites and outcomes. This proposed mode anticipated that factors technological knowledge (TK), entrepreneurial orientation (EO), and psychological knowledge influence ES. This paper explains previous literature on perquisites, the phenomenon of TK, EO and psychological knowledge, and ES. This conceptual paper targets the scholarly works that provide support for the proposed model. A significant contribution of this paper is to propose an original relationship between prerequisites, phenomena, and consequences in ES. The proposed model shows a novel conceptualization of how these constructs may be connected to affect ES outcomes. This study enhances the literature by providing the theoretical literature of forerunners and outcomes for ES. In addition, this study has important implications for practitioners and entrepreneurs to generate success in entrepreneurial activities. Based on new insights, this study also developed and suggested new approaches and opportunities for future research.

Contribution and Mechanism of Different Levels of Educational Human Capital to the Identification of Regional Green Economic Growth

With the rapid development of economy and society and the continuous optimization of industrial structure, the demand for high skilled talents is increasing. Education plays an irreplaceable role in China's economic growth. Therefore, it is of great significance to study the impact of talent supply of vocational education on economic growth from the perspective of human capital and comprehensively consider the spatial interaction of economic growth. Taking intelligent image recognition technology as the main research technology, this paper discusses the contribution of educational human capital to regional green economic growth. This paper expounds the content of intelligent image recognition technology, constructs an image recognition system based on neural network, and studies the relationship between human resource utilization efficiency and regional economy under intelligent image recognition technology based on the empirical analysis of intelligent image recognition technology. Finally, it makes an empirical study on the spatial effect in the image recognition system and expounds the relationship between feature space and economic growth. It verifies the relationship between educational human capital and green economic growth. The results show that the intelligent image recognition technology has a good effect in the research of spatial effect.

Transformational leadership and innovative work behavior in three-star hotels: mediating role of leader-member exchange, knowledge sharing and voice behavior

Purpose

Different leadership styles are used to make innovations in organizations. So, a sound system of social exchanges has always been a need in this dynamic and technological world to challenge organizational problems. Drawing on the social exchange theory, this study aims to empirically investigate the mediating relationship of a set of social exchanges, e.g. leader-member exchange (L.M.X.), knowledge sharing behavior (K.S.B.) and voice behavior (V.B.), between transformational leadership (T.L) and innovative work behavior (I.W.B). Particularly, it explores the best social exchange behavior between T.L and I.W.B that plays a highly constructive role in the innovativeness of the hospitality industry in Pakistan.

Design/methodology/approach

The study targeted 403 frontline employees from hotels situated near Swat Valley, Pakistan. The study used a quantitative approach by using a convenient sampling technique. Structural equation modeling was run by using Smart partial least square 3.3.3 to test the proposed model.

Findings

The research supported that T.L significantly influenced I.W.B via a L.M.X., K.S.B. and V.B. T.L did not directly and significantly influence I.W.B so, there were full mediations between T.L and I.W.B. Specifically, knowledge-sharing behavior played a highly constructive role in innovativeness.

Research limitations/implications

The study targeted frontline employees from one place, Swat valley; however, data collection from different tourist places may generalize the results based on social exchanges and innovative behavior. A dyadic interaction between top-level and middle-level management may closely trace the innovative ideas among the employees.

Practical implications

The study found knowledge sharing to be a highly effective mechanism that supports employee innovation more than a L.M.X. and V.B. As a result, the managers should establish a sound system of knowledge sharing, which means a knowledge economy so that employees innovativeness can be boosted and promoted.

Originality/value

The present study was the first study in the hotel industry of Pakistan that reveals a highly effective mediating mechanism: K.S.B., which exists with T.L to increase workers’ innovativeness highly.

The Role of Transformational Leadership and Psychological Capital in the Hotel Industry: A Sustainable Approach to Reducing Turnover Intention

With the high level of importance placed on service delivery and the elevated turnover rate experienced in the hotel industry, this study was conducted to explore the influences of perceived transformational leadership on the cross-cultural psychological capital and turnover intentions of frontline employees working in four- and five-star hotels in Sabah, Malaysia. Data were collected from 162 frontline employees using the purposive sampling method. Partial least squares structural equation modeling (PLS-SEM) was performed to test the hypothesized relationships. The findings clearly demonstrate that transformational leadership positively affects cross-cultural psychological capital and negatively influences turnover intention. Cross-cultural psychological capital, on the other hand, has no substantial link with turnover intention and does not act as a mediator between transformative leadership and turnover intention. This study extends the hospitality literature by offering a new conceptual model representing the perceptions of frontline employees toward transformational leadership and cross-cultural psychological capital that influence the turnover intention of these employees based on the job demands–resources and conservation of resources theories. These findings have implications for the advancement of transformational leadership and cross-cultural psychological capital toward a sustainable approach to reducing employee turnover in the hotel industry.

Transformational leadership and non-family employee intrapreneurial behaviour in family-owned firms: the mediating role of adaptive culture and psychological empowerment

Purpose

The purpose of the present study is to examine the direct impact of transformational leadership on non-family employee intrapreneurial behaviour and through a mediating role of corporate adaptive culture and psychological empowerment in family-owned firms.

Design/methodology/approach

The study’s sample consisted of 368 key role non-family employees at 109 family export and import firms in the Ho Chi Minh City of Vietnam. The data is analysed using a partial least square–structural equation model (PLS-SEM).

Findings

This paper shows that transformational leadership had a positive and significant influence on non-family employee intrapreneurial behaviour directly and via adaptive corporate culture and psychological empowerment as a mediating influence mechanism.

Practical implications

Family-owned firms might balance the need to maintain traditional core values and requires innovation through the development of human capital with non-family employee intrapreneurship.

Originality/value

This paper grants a unique approach to studying intrapreneurial behaviour in the context of the family-owned business.

Transformational leadership and organizational performance of Omani SMEs: the role of market orientation

Purpose

This study proposed and tested a model on the relationship between transformational leadership (TL) and organizational performance (OP) with a possible intervening effect of market orientation (MO) at Omani small and medium enterprises (SMEs).

Design/methodology/approach

The study followed a quantitative research design and the deductive approach. Data were collected from 259 employees working in Omani SMEs and were analyzed using structural equation modeling SEM AMOS V24.

Findings

The findings supported positive direct effects of transformational leadership on Omani SMEs' business performance and market orientation. The results also supported the effect of market orientation on business performance. Further analysis showed that market orientation partly mediates the relationship between transformational leadership and business performance.

Practical implications

The results motivate Omani SMEs' leaders to use intangible capabilities (i.e., market orientation practices) to improve the different aspects of organizational performance. It also suggests that developing SMEs leaders' transformational skills on envisioning the future, adopting open communication styles, motivating employees and stimulating their creativity influences Omani SMEs' performance.

Originality/value

Due to the mixed results regarding the TL–OP relationship and the recommendations for further exploring this relationship, this study contributes to theory and practice. It is among the few studies to explore the mediating role of MO between TL and OP in a developing country's SMEs environment.

The impacts of high-commitment HRM practices on exploitative and exploratory innovation: the mediating role of knowledge sharing

Purpose

The purpose of this paper is to investigate the mediating roles of knowledge sharing behaviors (knowledge collecting and donating) in linking the relationship between high-commitment human resource management (HRM)practices and specific aspects of innovation capability, namely, exploitative and exploratory innovation.

Design/methodology/approach

The paper is based on quantitative approach and structural equation modeling to examine the correlation among the latent constructs based on the survey data collected from 281 participants in 95 Chinese firms.

Findings

The findings of this study support the mediating role of knowledge sharing (KS) behaviors in the relationship between HRM practices and aspects of innovation capability. It highlights the important role of knowledge donating and indicates that the effect of knowledge donating is more significant than that of knowledge collecting on exploitative and exploratory innovation.

Research limitations/implications

Future research should investigate the impact of high-commitment HRM practices on innovation capability under the moderating effects of organizational variables to bring better understanding on the relationship among them.

Originality/value

The paper significantly contributes to increasing knowledge and insights on the correlation between high-commitment HRM practices and specific forms of innovation. The understanding on mediating role of KS contribute to advancing the body of knowledge of HRM and innovation theory.

Linking transformational leadership and frugal innovation: the mediating role of tacit and explicit knowledge sharing

Purpose

Given the important role of frugal innovation for firms in the developing and emerging countries, the purpose of this paper is to investigate the effect of transformational leadership (TL) on frugal innovation through the mediating roles of tacit and explicit knowledge sharing.

Design/methodology/approach

The paper used a quantitative research method and structural equation modeling to test the relationship among the latent factors based on a sample of 339 participants from 120 Vietnamese firms.

Findings

Findings reveal the significant impacts of TL on aspects of frugal innovation, namely, frugal functionality, frugal cost and frugal ecosystem. Moreover, the paper highlights the mediating roles of tacit and explicit knowledge sharing (KS) in the relationship between TL and frugal innovation in terms of frugal functionality and frugal cost.

Research limitations/implications

To bring a deeper understanding of the benefits and important role of knowledge resources, future research should investigate the potential mediating mechanisms of knowledge management processes in the relationship between specific leadership styles and frugal innovation.

Practical implications

The paper provides a valuable understanding and novel approach for managers and directors of firms in developing and emerging countries to improve their firms’ frugal innovation capability through leadership practice and knowledge resources.

Originality/value

This study contributes to bridging research gaps in the literature and advances the insights of how TL directly and indirectly fosters frugal innovation via mediating roles of tacit and explicit KS.

Using psychological capital at organizational levels of study

Purpose

Since the term's introduction two decades ago, “psychological capital” has been described as an intangible strategic organizational resource. However, there remains a dearth of research regarding its application, especially in the macro-management fields. This paper addresses this gap by elevating the individual-level psychological capital (ILPC) concept to an equivalent organizational-level psychological capital (OLPC) model with appropriate methodological considerations.

Design/methodology/approach

The elevation of ILPC to OLPC is conducted using referent shift approach. Then, the proposed OLPC model is tested and validated using the partial least-squares structural equation modeling analysis technique.

Findings

Testing the OLPC model adequately validated the basic requirements of reliability, validity, multicollinearity and redundancy analysis. To ensure the practical use of the proposed model, a simulation study was also conducted, and the results confirmed the strength of ILPC being elevated to a model of OLPC.

Research limitations/implications

The findings imply a better understanding of psychological capital from a multilevel perspective and present cross-level opportunities to enrich the scholarly corpus. The current paper also provides an insight into psychological capital management efficiency at all organizational levels so that the greatest benefits can be obtained.

Originality/value

This paper shows, for the first time, the possibility of borrowing ILPC concepts to help enact OLPC in organizations by means of a survey study. This paves the way for further investigation into the use of psychological capital at strategic and other macromanagement levels. Finally, future studies are encouraged to triangulate and strengthen the main arguments presented here.

Distributed leadership and exploratory and exploitative innovations: mediating roles of tacit and explicit knowledge sharing and organizational trust

Purpose

The aim of this paper is to highlight the impact of distributed leadership (DL) on exploitative and exploratory innovations through the mediating effects of organizational trust (OT) and tacit and explicit knowledge sharing (KS).

Design/methodology/approach

Focusing on a quantitative approach, an empirical study was performed within a sample of information and communication technology Tunisian firms. The data collected was analyzed through the Partial Least Squares (PLS) method.

Findings

Findings revealed that DL is a driver of tacit and explicit KS, and exploitative and exploratory innovations. It also highlighted that tacit KS is associated with these two types of innovation. In this line, results showed that tacit KS plays a mediating effect between DL and exploitative and exploratory innovations. Moreover, our research highlighted that DL has a positive impact on OT that in turn boosts tacit and explicit KS.

Originality/value

This paper investigates the links between DL and exploitative and exploratory innovations within knowledge intensive firms (KIFs) that have never been studied in the literature within the context of business firms. This paper pioneers the examination of the mediating roles of explicit and tacit KS and OT in these links as well. This paper highlights the importance of DL for KIFs and sheds the light on how this collectivist approach of leadership creates an atmosphere of trust and fosters tacit and explicit KS to boost exploitative and exploratory innovations.