Abstract
| Original language | English |
|---|---|
| Number of pages | 11 |
| Publication status | Published - 9 Sep 2018 |
| Event | 19th International CINet Conference: Continuous Innovation: Spinning out and spinning in - Trinity College Dublin, Dublin, Ireland Duration: 9 Sep 2018 → 11 Sep 2018 http://www.continuous-innovation.net/events/conferences/2018.html#3 |
Conference
| Conference | 19th International CINet Conference |
|---|---|
| Country | Ireland |
| City | Dublin |
| Period | 9/09/18 → 11/09/18 |
| Internet address |
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Perceived support for innovation and individual innovation readiness as mediators between transformational leadership and innovative work behaviour. / Tan Bee Choo, Amy ; van Dun, Desirée Hermina; Wilderom, Celeste P.M.
2018. Paper presented at 19th International CINet Conference, Dublin, Ireland.Research output: Contribution to conference › Paper › Academic › peer-review
TY - CONF
T1 - Perceived support for innovation and individual innovation readiness as mediators between transformational leadership and innovative work behaviour
AU - Tan Bee Choo, Amy
AU - van Dun, Desirée Hermina
AU - Wilderom, Celeste P.M.
PY - 2018/9/9
Y1 - 2018/9/9
N2 - While transformational leadership is often seen to induce innovative work behaviour of employees, little is known about the psychological mechanisms through which this effect occurs. This research conceptualises the mediating effect of perceived support for innovation and individual innovation readiness in a series between transformational leadership on innovative work behaviour. We use the responses of 428 employees from six service organisations in Singapore to test our three-path mediation model. As hypothesised, the data supported the three-path mediation model. Results revealed a partial mediating role of support for innovation and a fully mediating role of individual innovation readiness. This finding is useful for designing and implementing effective human resource and organisational development interventions, with the objective of facilitating innovation in the workforce.
AB - While transformational leadership is often seen to induce innovative work behaviour of employees, little is known about the psychological mechanisms through which this effect occurs. This research conceptualises the mediating effect of perceived support for innovation and individual innovation readiness in a series between transformational leadership on innovative work behaviour. We use the responses of 428 employees from six service organisations in Singapore to test our three-path mediation model. As hypothesised, the data supported the three-path mediation model. Results revealed a partial mediating role of support for innovation and a fully mediating role of individual innovation readiness. This finding is useful for designing and implementing effective human resource and organisational development interventions, with the objective of facilitating innovation in the workforce.
M3 - Paper
ER -