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Conference Paper: Aversive Workplace Conditions and Innovative Behavior: An Individual–Organization Relationship View
| Title | Aversive Workplace Conditions and Innovative Behavior: An Individual–Organization Relationship View |
|---|---|
| Authors | |
| Issue Date | 24-Jul-2023 |
| Abstract | Many management studies of the effects of work contexts on employees’ innovative behavior adopt a motivational perspective to explain the psychological process. Advancing the literature, this study argues that the mechanism underlying the relationship between aversive workplace conditions and innovative behavior can be informed by a positive individual-organization relationship perspective, which suggests that psychological connectedness to the organization is the basis for individuals to engage in innovative behavior. Meta-analytical data from 488 samples (N = 169,521) provide support for the proposed theoretical processes: aversive workplace conditions weaken positive individual–organization relationships, and employees then withhold their innovative behavior. Crucially, a positive individual–organization relationship remains a significant mediator even when we control for the mediating effects of creative motivation and job motivation. These results highlight the value of the positive individual–organization relationship view. |
| Persistent Identifier | http://hdl.handle.net/10722/333914 |
| DC Field | Value | Language |
|---|---|---|
| dc.contributor.author | Ng, Thomas | - |
| dc.contributor.author | Xu, Haoran | - |
| dc.contributor.author | Zou, Yinuo | - |
| dc.contributor.author | Chen, Haoyang | - |
| dc.date.accessioned | 2023-10-06T08:40:12Z | - |
| dc.date.available | 2023-10-06T08:40:12Z | - |
| dc.date.issued | 2023-07-24 | - |
| dc.identifier.uri | http://hdl.handle.net/10722/333914 | - |
| dc.description.abstract | <p>Many management studies of the effects of work contexts on employees’ innovative behavior adopt a motivational perspective to explain the psychological process. Advancing the literature, this study argues that the mechanism underlying the relationship between aversive workplace conditions and innovative behavior can be informed by a positive individual-organization relationship perspective, which suggests that psychological connectedness to the organization is the basis for individuals to engage in innovative behavior. Meta-analytical data from 488 samples (N = 169,521) provide support for the proposed theoretical processes: aversive workplace conditions weaken positive individual–organization relationships, and employees then withhold their innovative behavior. Crucially, a positive individual–organization relationship remains a significant mediator even when we control for the mediating effects of creative motivation and job motivation. These results highlight the value of the positive individual–organization relationship view.<br></p> | - |
| dc.language | eng | - |
| dc.relation.ispartof | The 83rd Annual Meeting of the Academy of Management (04/08/2023-08/08/2023, Boston) | - |
| dc.title | Aversive Workplace Conditions and Innovative Behavior: An Individual–Organization Relationship View | - |
| dc.type | Conference_Paper | - |
| dc.identifier.doi | 10.5465/AMPROC.2023.11191abstract | - |
| dc.identifier.issue | 1 | - |