Customer Cooperation and Employee Innovation Behavior: The Roles of Creative Role Identity and Innovation Climates

How to stimulate employees’ innovative behavior: Internal social capital, workplace friendship and innovative identity

With the digital transformation of the economy and the rise of community innovation, how stimulating employees’ innovative behavior (EIB) becomes the basis for building sustainable competitive advantage in organizations. However, research has yet to systematically investigate the effect of internal social capital (ISC) on EIB. Based on social identity theory and resource conservation theory, this paper constructs a model to explain the mediating role of II between ISC and EIB and the moderating role of workplace friendship (WF). Using SPSS 27 and Amos 24 to analyze the data of 284 questionnaires, the results show that (1) ISC has a positive effect on EIB, (2) II plays a partial mediating effect in the relationship between ISC and EIB, and (3) WF has a positive moderating effect on the relationship between ISC and EIB. The conclusion provides management insight and practical guidance for creating an internal organizational climate to promote EIBs.

The Effect of Organizational Innovation Climate on Employee Innovative Behavior: The Role of Psychological Ownership and Task Interdependence

In today’s era of rapid development of science and technology, organizations are confronted with unprecedented opportunities and challenges. Employee innovative behavior has become the key element to promote organizational innovation and achieve sustainable competitive advantages. This study examines the relationship between organizational innovation climate and employee innovative behavior by focusing on the mediating role of psychological ownership and the moderating role of task interdependence. The survey data were collected from the matched samples of 326 employees and their direct supervisors from 13 enterprises in Guangdong Province, China. The results indicate that organizational innovation climate is positively related to employee innovative behavior and that psychological ownership plays a fully mediating role between them. For the moderating effects, task interdependence positively moderates the relationship between organizational innovation climate and employees’ psychological ownership. The results also reveal an indirect effect of organizational innovation climate on employee innovative behavior through psychological ownership. Theoretical and practical implications are also discussed.

The Influence of Innovation Climate on Creative Role Identity: The Mediating Role of Flow

Creative role identity is an important antecedent of innovative behaviors. Both the mechanism of how external factors and individual factors affect the formation of creative role identity and details of this process have yet to be discovered. Based on data collected from 226 students in 6 classes at a university in Guangdong during the development of innovative projects, the influence of innovation climate on the students' creative role identity, especially the mediating effect of flow, was investigated. The results show that the innovation climate has a positive impact on creative role identity and that flow plays a partial mediating role in this relationship.