A dual mediation model of the association between principal inclusive leadership and teacher innovative behavior.

Teacher innovation is crucial for the education system to adapt to contemporary society's evolving demands. However, the underlying mechanism of how inclusive leadership positively impacts employees' innovative behavior remains incomplete. Therefore, drawing upon the social cognitive theory, this study aims to comprehensively examine the mediating effects of teachers' psychological empowerment and school innovation climate on the relationship between inclusive leadership and innovative behavior among primary and junior teachers. A total of 358 valid questionnaires were administered to primary and junior teachers in mainland China using a convenience sampling approach. The data were analyzed using hierarchical linear modeling and bootstrap testing, revealing a positive relationship between principal inclusive leadership and teacher innovative behavior. Additionally, teachers' psychological empowerment and school innovation climate were found to mediate this relationship, with the former playing a crucial role. The findings can enhance existing research on the impact of inclusive leadership in basic education. They also offer a new perspective for analyzing how inclusive leadership affects employees' innovative behavior and provide valuable insights into stimulating innovation among primary and junior teachers.

Fostering employees' innovative behavior: The importance of proactive personality and work-related flow.

Employees' innovative behaviors (EIB) play a crucial role in driving enterprises' innovation and enabling them to adapt to the complex business environment. The purpose of this study is to examine the role of proactive personality in EIB, whereby a mediating effect of work-related flow is proposed in this relationship. The moderating effect of organizational innovation climate is also examined on the indirect of proactive personality on EIB through work-related flow. With purposive sampling, a questionnaire survey was conducted on front-line employees of two digital cultural and creative industrial parks in Southwest China. A total of 279 valid questionnaires were used for hypothesis verification. The findings indicate that employees' proactive personality has a significant positive effect on EIB. Employees with a proactive personality are more likely to experience work-related flow, which in turn promotes their EIB. However, we did not find evidence of the organizational innovation climate moderating the relationship between proactive personality and EIB.

Dimensionalized goal orientation, innovation climate, and knowledge sharing behavior in higher education research teams.

Knowledge sharing behavior (KSB) in the work process is governed by achievement goals and organizational environments. It is of great value to focus on whether achievement goal orientation can effectively predict the employees knowledge sharing in the context of team innovation climate. On the basis of the data from 29 scientific research teams in China's higher education, a multi-layer linear model is constructed to investigate the cross-level relationship. The study finds that learning goal orientation (LGO) and performance proof orientation (PPO) contribute to knowledge sharing, performance avoidance orientation (PAO) tends to be knowledge hiding, and their political skills (PS) consolidate the connections. Team innovation climate not only promotes knowledge sharing behavior, but also activates the traits related to individuals' shared behavior in performance proof orientation, which has enhanced the relationship between achievement goal orientation and knowledge sharing, but has no effect on learning goal orientation and performance avoidance orientation.

Unlocking green innovation and environmental performance: the mediated moderation of green absorptive capacity and green innovation climate.

This study extends the foundations of the natural resource-based view (NRBV) by introducing a mediation-moderation framework by analyzing the influence of green intellectual capital (GIC) on both green innovation performance (GIP) and environmental performance (EP) while simultaneously considering the mediating role of green absorptive capacity (GAC) and the moderating influence of the green innovation climate (GICL). The data for this study was gathered from a sample of 575 participants employed within small and medium enterprises' (SMEs') manufacturing firms. This dataset was utilized to evaluate the proposed model; this study uses the PLS-SEM approach to comprehensively examine the complex interactions among these variables. This model adds to the theoretical understanding of NRBV and enhances its practical applicability. The findings of this study reveal a positive relationship between GIC, GAC, GIP, and EP within organizations. Furthermore, our investigation reveals a positive correlation between a GICL and the relationships involving GIC, GAC, GIP, and EP. Importantly, this research introduces a novel perspective by clarifying the complex relations among these variables and highlighting the positive correlation between a GICL and the relationships involving GIC, GAC, GIP, and EP. This novel approach enhances the theoretical understanding of NRBV and its practical applicability in fostering GIP and EP within manufacturing SMEs operating in Pakistan.

Antecedents of innovative work behavior among leading physicians: Empirical evidence from German hospitals.

Healthcare professionals' innovative work behavior (IWB) plays a key role in the development and implementation of innovative solutions in hospitals. However, relevant antecedents of IWB have not been fully captured to date. This study empirically examines the relationships between proactive personality, collaborative competence, innovation climate, and IWB. Hypotheses were tested using a sample of 442 chief physicians from 380 German hospitals. The results indicate a positive and significant influence of proactive personality, collaborative competence, and innovation climate on IWB, with collaborative competence having a stronger influence on IWB than innovation climate. Managers should note that important resources for IWB are accessible through a variety of actors and relationships. To leverage these resources and thus promote IWB, more emphasis should be placed on an employee's network.

The impact of entrepreneurial team psychological capital on innovation performance: The mediating role of knowledge sharing and knowledge hiding.

Introduction: The important role of psychological capital on corporate innovation has attracted the attention of academics, more and more scholars have conducted related studies. Although most scholars have explored the mechanisms and paths of psychological capital on innovation performance, few scholars have explored the inner relationship between them from the perspective of knowledge management. Based on the knowledge management perspective, We explore the influence effect of the psychological capital of entrepreneurial teams on the innovation performance of startups in the entrepreneurial situation. Methods: We conducted hypothesis testing using data from 113 Chinese entrepreneurial teams, and conducted reliability analysis, correlation analysis, and regression analysis on the questionnaire data with the help of SPSS software and AMOS software. Results: The results showed that (1) entrepreneurial team psychological capital has a significant positive effect on innovation performance of startups; (2) entrepreneurial team psychological capital positively promotes their knowledge sharing behavior and reduces knowledge hiding behavior; (3) entrepreneurial team knowledge sharing and knowledge hiding play a partially mediating role between entrepreneurial team psychological capital and innovation performance of startups; (4)organizational innovation climate plays a moderating role in the influence of entrepreneurial team knowledge sharing and knowledge hiding on the innovation performance of startups. Discussion: The findings are consistent with the hypothesis model proposed in this paper, indicating that as the psychological capital of entrepreneurial teams increases, the innovation performance of startups can benefit from higher levels of knowledge sharing and lower levels of knowledge hiding.

The role of error risk taking and perceived organizational innovation climate in the relationship between perceived psychological safety and innovative work behavior: A moderated mediation model.

To better understand how to motivate innovative work behavior (IWB) at the individual level in organizations, we investigate the link between perceived psychological safety and IWB and the role of error risk taking and perceived organizational innovation climate in this study. In particular, we hypothesize a moderated mediation model in which (a) perceived psychological safety is positively related to IWB, (b) error risk taking mediates the positive relationship between perceived psychological safety and IWB, and (c) perceived organizational innovation climate strengthens the positive link between error risk taking and IWB and the mediated link between perceived psychological safety and IWB via error risk taking. We tested the hypothesized model using data collected from 315 full-time employees working at six information and communication technology companies in a high-technology business district of Egypt. The findings largely support our hypotheses. We conclude by discussing the theoretical and practical implications.

The Knowledge Sharing Capability in Innovative Behavior: A SEM Approach from Graduate Students' Insights.

The capability to share knowledge is considered one of the most relevant components of knowledge management. Moreover, there is little empirical evidence indicating how future human resources in the construction industry value the richness of knowledge sharing and the richness of their innovative behavior. The purposes of this study are (1) to determine which facilitators, from the point of view of master's degree students related to engineering and construction management in Spain, most substantially influence knowledge sharing capability; (2) to test whether knowledge sharing capability (KS) positively influences innovative behavior (IB); and (3) demonstrating whether organizational innovation climate (OIC) is a factor that moderates the relationship between KS and IB. In this research, we have proposed a theoretical model and empirically tested the model in a sample of 253 master's degree students in public universities in Spain. The findings support the proposed model, and the structural equation modeling (SEM) evaluation suggests that, among all the facilitators of KS, information and communication technologies (ICT) stand out among the other facilitators and have a more significant influence on KS. Furthermore, the research found a direct correlation between KS and IB and causal links between OIC and IB.

Relationship between authentic leadership, transformational leadership and innovative work behavior: mediating role of innovation climate.

Objectives. This study aimed to demonstrate the effect of transformational and authentic leadership characteristics of healthcare managers on employees' innovative work behavior and the mediating role of innovation climate. Methods. The study was conducted in 19 hospitals in Turkey and 263 managers participated. The data were collected using the transformational leadership questionnaire, the authentic leadership questionnaire, the innovative climate assessment tool and the innovative work behavior scale. Path analysis was performed to demonstrate the relationship between the variables. Results. When transformational and authentic leadership were put into the model separately through innovation climate, transformational leadership had an effect of 0.39 units (0.22 units direct, 0.17 units indirect) and authentic leadership had a 0.44-unit effect (0.29 units direct, 0.15 units indirect) on innovative work behavior. When transformational and authentic leadership were put together in the model, the total (direct and indirect) effect of them increased to 0.52 units. In this case, the effect of authentic leadership characteristics of health managers on innovative work behavior of their followers (0.42 units) was greater than the effect of transformational leadership characteristics (0.10 units). Conclusions. Although both types of leadership affect innovative work behavior, authentic leadership was more effective than transformational leadership.

Innovative work behavior in high-tech enterprises: Chain intermediary effect of psychological safety and knowledge sharing.

This study aims to explore the relationship between organizational innovation climate (OIC) and innovative work behavior (IWB), using psychological safety (PS) and knowledge sharing (KS) as mediating variables. Based on the social cognitive theory (SCT), this study proposes a conceptual framework to explore innovative work behavior. The structural model of the extended SCT model was tested using sample data from 446 R&D staff of high-tech enterprises in China. SPSS 25.0 and AMOS 23.0 were used to test the hypothetical model. The results indicated that organizational innovation climate was positively correlated with psychological safety and innovative work behavior. Psychological safety was positively correlated with innovative work behavior. Knowledge sharing was significantly and positively correlated with innovative work behavior. Moreover, Psychological safety and knowledge sharing play a significant mediating role in the relationship between organizational innovation climate and innovative work behavior, and psychological safety further improves individual innovative work behavior by influencing knowledge sharing among research team members. At the end of the study, this study thoroughly discussed the conclusions, practical implications, limitations, and future research directions of the study.

The influence of empowering team leadership on employees' innovation passion in high-tech enterprises.

How to stimulate the innovation passion of employees and then improve the innovation performance of enterprises is an important proposition faced by high-tech enterprises. Whether and how to stimulate the innovation passion of employees is of great research value. Based on the social information processing theory, this study takes innovation self-efficiency and innovation climate based on advantages as the path variable and obtains the following conclusions through cross-level analysis with the data of 93 high-tech enterprises as the sample: The empowering team leadership has cross-level direct positive influence and indirect positive influence on innovation passion, and the innovation self-efficiency and innovation climate based on advantages positively adjust the relationship between innovation self-efficiency and innovation passion. At the same time, an innovation climate based on advantages positively moderates the relationship between innovation self-efficacy and innovation passion. This study has some innovations in exploring the function mechanism of empowering team leadership on employees' innovation passion, and the relevant conclusions can guide the innovation management of high-tech enterprises.

How does goal orientation affect employees' innovation behavior: Data from China.

The study takes an interaction perspective to examine possible interaction effects of goal orientation, psychological capital, and organizational innovation climate aimed at enhancing employees' innovation behavior. A total sample of 398 employees were selected in Chinese enterprises. The descriptive statistical analyses, multiple regression, and bootstrap approach are adopted to test the interactive effects after controlling for gender, age, years for work of employees, type of enterprises, and industry. Results indicate that learning goal orientation and proving goal orientation have a positive effect on employees' innovation behavior through psychological capital. The positive relationship between psychological capital and employees' innovation behavior is stronger when employees perceive more organizational innovation climate. Additionally, the positive effect of learning goal orientation and proving goal orientation on employees' innovation behavior is stronger in high organizational innovation climate through high-level psychological capital than in low organizational innovation climate. However, the negative effect of avoiding goal orientation on innovation behavior is not significant. Finally, implications and further research are discussed.

Teachers' psychological resistance to digital innovation in jordanian entrepreneurship and business schools: Moderation of teachers' psychology and attitude toward educational technologies.

The current study aimed to highlight the factors that may influence teachers' psychological resistance to digital technologies in entrepreneurship and business schools. Theoretically grounded in the diffusion of innovations theory and the theory of planned behavior, the current research investigates teachers' psychological resistance to digital innovation, school culture and climate, and moderation of teacher attitudes toward educational technologies. A cross-sectional field survey of 600 business and entrepreneurship school teachers was conducted in Jordan. In this study, partial least square-structural equation modeling (PLS-SEM) was used to assess the variables' "direct and moderating impacts" using the Smart PLS software 3.0. According to the results, school culture and school innovation climate had a considerable positive impact on teachers' resistance to digital innovation. Additionally, teachers' attitudes toward educational technologies moderated the relationship between study constructs in the framework. The study is a significant advance to the literature related to entrepreneurship, business education, and digital innovation. Several key policy insights and recommendations for further research, as well as theoretical and practical implications, are suggested.

A three wave longitudinal study of school innovation climate and entrepreneurship teachers' acceptance to technology: Moderating role of knowledge sharing and knowledge hiding.

Entrepreneurship and business school teachers must extensively use technological and innovative tools to increase the efficacy of their instructional methods. This research aimed to investigate the teachers' acceptance of technology in the school innovation climate, to enhance the use and effectiveness of educational technology in Thai entrepreneurship and business schools. Furthermore, the conditional influence of knowledge hiding and sharing on the link between school innovation climate and educational technology has been investigated and reported. Using a longitudinal study design data were gathered from the 204 entrepreneurship teachers of six different universities in Pattani, Bangkok, and Songkla Provinces, Thailand. Based on SamrtPLS 3.3.3 analysis, results revealed that the "school innovation climate" positively impacts educational technology use. Additionally, knowledge hiding and sharing moderated the relationship between "school innovation climate" and acceptance of educational technology (actual use of educational technology, perceived usefulness, and perceived ease of educational technology). Current research attempted to bridge the gap between knowledge management and innovation theories application in entrepreneurship education. The study brings key policy implications for school leaders and practitioners and suggests several directions for future research.

Time lagged investigation of entrepreneurship school innovation climate and students motivational outcomes: Moderating role of students' attitude toward technology.

Based on the reinforcement theory of motivation, the purpose of this research was to measure the effect of school innovation climate on students' motivational outcomes, including behavioral engagement, academic self-efficacy, interest, and utility value. Furthermore, the conditional influence of students' attitude toward technology on the link between school innovation climate and students' motivating outcomes has been investigated and reported. Data were gathered from the 305 entrepreneurship program students of five different universities located in Wuhan, China. In the SamrtPLS 3.3.3 program, the analysis was carried out using SEM. Results revealed that the school innovation climate has a favorable impact on improving the motivating outcomes of students. Additionally, results also provided support for moderation hypotheses that "students' attitude toward technology" moderated the relationship between "school innovation climate" and academic self-efficacy. On the contrary, "students' attitudes about technology," did not appear to be a significant moderator in terms of enhancing the influence of the "school innovation atmosphere" on the students' behavioral engagement, interest, and utility value. This study provides key policy and theoretical and practical implications as well as future research avenues for entrepreneurial school managers and education scholars.

How is leadership behavior associated with organization-related variables? Translation and psychometric evaluation of the implementation leadership scale in German primary healthcare.

BACKGROUND: The Implementation Leadership Scale (ILS) was developed to assess leadership behavior with regard to being proactive, knowledgeable, supportive, or perseverant in implementing evidence-based practices (EBPs). As part of a study on the implementation of a digitally supported polypharmacy management application in primary care, the original ILS was translated and validated for use in the German language. RATIONALE: This study aimed to translate the original ILS into German and evaluate its psychometric properties. METHODS: The validation sample consisted of 198 primary care physicians in a cluster-randomized controlled trial in which the intervention group implemented a digitally supported clinical decision support system for polypharmacy management. The ILS was assessed using a 12-item scale. The study included a process evaluation with two evaluation waves between 2019 and 2021. The ILS was used within this process evaluation study to assess the leadership support with regard to the implementation of the polypharmacy management. The ILS was translated in a multi-step process, including pre-testing of the instrument and triple, back-and-forth translation of the instrument. We tested the reliability (Cronbach's alpha) and validity (construct and criterion-related validity) of the scale. RESULTS: The four-dimensional structure of the instrument was confirmed (comparative fit index = .97; root mean square error of approximation = .06). Convergent validity was demonstrated by correlations with organizational innovation climate, social capital, and workload, which was consistent with the proposed hypothesis. Criterion-related validity of the ILS was demonstrated by predicting the organizational readiness for change scores using structural equation modeling. The reliability of the scale was good (α = .875). CONCLUSION: The German version of the ILS created in this study is a reliable and valid measure. The original four-dimensional structure of the ILS was confirmed in a primary care setting. Further psychometric testing is needed to establish the validity and reliability of the ILS and to transfer it to other health care settings. It is a useful tool for identifying the areas for implementation leadership development. Further research is needed on how, why, and when distinct types of leadership behaviors have different effects on healthcare organizations in implementation processes.

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.

Exploring Green Creativity: The Effects of Green Transformational Leadership, Green Innovation Climate, and Green Autonomy.

None of the studies published in the extant literature has discussed the role of green innovation climate and green autonomy concerning green creativity and this study aims to offer these two novel constructs. By introducing the componential theory of creativity, this study explores green transformational leadership (GTL), green innovation climate, and green autonomy as antecedents of green creativity. The authors employed structural equation modeling (SEM) to analyze survey-based data collected from automotive firms in China. Data were collected from employee-supervisor working in the automotive industry located in Liaoning province, China. The findings reveal that GTL directly and indirectly via green innovation climate partially mediates the green creativity of employees in China. Moreover, green autonomy moderates the relationship between green innovation climate and green creativity. This pivotal contribution suggests that automotive business enterprises should develop GTL to nurture a green innovation climate and offer green autonomy for the green creativity of employees. The above antecedents of green creativity may enable business firms to gain a competitive advantage by innovating green products and practices.

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

Employee innovation behaviors lay the foundation for sharing economies and are of importance to business success, especially for service sector firms such as hotels. This study examines the relationship between customer cooperation and employee innovation behavior (EIB) by focusing on the mediating role of creative role identity and the moderating role of innovation climate. Drawing on resource based theory and role identity theory, we propose that customer cooperation enhances creative role identities and EIB, and the relationship between creative role identities and EIB is stronger when innovation climates are described as "high" rather than "low." A total of 213 respondents in high star hotel were selected for questionnaire survey in this study. The results indicate that Customer cooperation is positively related to EIB. Customer cooperation positively affects EIB partially through creative role identities and innovation climate strengthens the direct effect of creative role identities on EIB and the indirect effect of customer cooperation on EIB through creative role identities. Theoretical and practical implications were also discussed.