Abstract
| Original language | English |
|---|---|
| Number of pages | 39 |
| Publication status | Published - 19 Jun 2019 |
| Event | 11th Asia Academy of Management Conference 2019 - Patra Bali Resort, Kuta Bali, Indonesia Duration: 19 Jun 2019 → 21 Jun 2019 Conference number: 11 http://aaom.asia/index.php/aaom-2019 |
Conference
| Conference | 11th Asia Academy of Management Conference 2019 |
|---|---|
| Abbreviated title | AAOM 2019 |
| Country | Indonesia |
| City | Kuta Bali |
| Period | 19/06/19 → 21/06/19 |
| Internet address |
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Support for innovation and individual innovation readiness as mediators between transformational leadership and innovative work behaviour : An empirical study within Singaporean service organizations. / Tan Bee Choo, Amy ; van Dun, Desirée Hermina; Wilderom, Celeste P.M.
2019. Paper presented at 11th Asia Academy of Management Conference 2019, Kuta Bali, Indonesia.Research output: Contribution to conference › Paper › Academic › peer-review
TY - CONF
T1 - Support for innovation and individual innovation readiness as mediators between transformational leadership and innovative work behaviour
T2 - An empirical study within Singaporean service organizations
AU - Tan Bee Choo, Amy
AU - van Dun, Desirée Hermina
AU - Wilderom, Celeste P.M.
PY - 2019/6/19
Y1 - 2019/6/19
N2 - Changes in the world’s economic landscape is forcing companies, especially those in the service industry, to stay relevant by introducing innovative service options and solutions. Employee innovative behavior has become an important condition for these businesses to succeed in this dynamic environment. While transformational leadership is often seen to induce innovative work behavior in employees, little is known about the psychological mechanisms through which this effect occurs. Our research conceptualizes the mediating effect of perceived support for innovation and individual innovation readiness in a series: between transformational leadership and actual innovative work behavior. We use the responses of 428 employees from six service organizations in Singapore to test our three-path mediation model. As hypothesized, the data supported the three-path mediation model. The results reveal 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 organizational development interventions, with the objective of facilitating innovation in workforce within the service-type contexts.
AB - Changes in the world’s economic landscape is forcing companies, especially those in the service industry, to stay relevant by introducing innovative service options and solutions. Employee innovative behavior has become an important condition for these businesses to succeed in this dynamic environment. While transformational leadership is often seen to induce innovative work behavior in employees, little is known about the psychological mechanisms through which this effect occurs. Our research conceptualizes the mediating effect of perceived support for innovation and individual innovation readiness in a series: between transformational leadership and actual innovative work behavior. We use the responses of 428 employees from six service organizations in Singapore to test our three-path mediation model. As hypothesized, the data supported the three-path mediation model. The results reveal 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 organizational development interventions, with the objective of facilitating innovation in workforce within the service-type contexts.
M3 - Paper
ER -