INDIVIDUAL INNOVATIVE WORK BEHAVIOUR: EFFECTS OF PERSONALITY, TEAM LEADERSHIP AND CLIMATE IN THE US CONTEXT

Managing Knowledge, Absorptive Capacity and Innovation Pub Date : 2020-01-15 DOI:10.1142/s1363919620500784

Abdelrahman Zuraik, Louise Kelly, Loren R. Dyck

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引用次数: 11

Abstract

This paper is the first to empirically investigate the connections between the Big Five personality factors, ambidextrous team leadership, organisational climate of US workers that supports innovation, and individual innovative work behaviour. A self-report survey was used to obtain data from 215 team members in US-based corporations. We provide an empirically tested model of the positive influence of Openness to Experiences, Extraversion and Conscientiousness personality traits on individual innovative work behaviour. Results also confirm that supervisors’ leadership behaviours and a supportive organisational climate of innovation have a moderating influence on this set of relationships. Individuals can develop their individual innovative work behaviour. Supervisors can adopt higher levels of opening behaviours and executives can create a climate supportive of innovation to boost individual innovative work behaviour. This study further demonstrates that Big Five personality traits interact with supervisor behaviours and a supportive climate to foster individual innovative work behaviour.

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个人创新工作行为:美国情境下个性、团队领导和氛围的影响

本文首次实证研究了五大人格因素、灵巧的团队领导、支持创新的美国员工组织氛围和个人创新工作行为之间的联系。一项自我报告调查用于获取美国公司215名团队成员的数据。我们提供了一个经验检验的模型，揭示了开放性、外向性和尽责性人格特质对个体创新工作行为的积极影响。研究结果还证实，主管的领导行为和支持创新的组织氛围对这组关系有调节作用。个人可以发展他们个人的创新工作行为。主管可以采取更高水平的开放行为，高管可以创造一种支持创新的氛围，以促进个人的创新工作行为。本研究进一步表明，五大人格特质与主管行为和支持性氛围相互作用，促进个人创新工作行为。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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Managing Knowledge, Absorptive Capacity and Innovation

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