{"title":"Cultural intelligence and innovative work behavior: examining multiple mediation paths in the healthcare sector in India","authors":"Priyanka Jain","doi":"10.1108/ict-08-2021-0061","DOIUrl":null,"url":null,"abstract":"\nPurpose\nThe purpose of this study is to look at numerous mediating factors that influence innovative work behavior through cultural intelligence (CQ). The author specifically examines affective commitment, interpersonal trust and psychological well-being as three mediating pathways through which CQ predicts innovative work behavior (IWB).\n\n\nDesign/methodology/approach\nData was collected from 355 employees working in the health-care sector of India through convenience sampling.\n\n\nFindings\nAffective commitment, interpersonal trust and psychological well-being mediated the relationship between CQ and innovative work behavior. In addition, CQ positively relates to affective commitment (AC), interpersonal trust and psychological well-being and IWB.\n\n\nPractical implications\nManagers and human resource (HR) professionals can potentially stimulate employee innovation by developing cultural awareness programs for their employees. An organization must seek to provide a sense of attachment, a trustworthy environment and a favorable perception of psychological well-being to its employees. This could stimulate innovation in the health-care sector.\n\n\nOriginality/value\nAlthough understanding the mechanism or processes by which CQ supports IWB is critical, research in this area is limited. This study theorizes and empirically examines affective commitment, interpersonal trust and psychological well-being as novel mechanisms through which CQ promotes innovative behavior in health-care organizations. Furthermore, the author presume that the intervening mediators guide the direction of social exchange.\n","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.9000,"publicationDate":"2022-08-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"INDUSTRIAL AND COMMERCIAL TRAINING","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1108/ict-08-2021-0061","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q3","JCRName":"MANAGEMENT","Score":null,"Total":0}
引用次数: 0
Abstract
Purpose
The purpose of this study is to look at numerous mediating factors that influence innovative work behavior through cultural intelligence (CQ). The author specifically examines affective commitment, interpersonal trust and psychological well-being as three mediating pathways through which CQ predicts innovative work behavior (IWB).
Design/methodology/approach
Data was collected from 355 employees working in the health-care sector of India through convenience sampling.
Findings
Affective commitment, interpersonal trust and psychological well-being mediated the relationship between CQ and innovative work behavior. In addition, CQ positively relates to affective commitment (AC), interpersonal trust and psychological well-being and IWB.
Practical implications
Managers and human resource (HR) professionals can potentially stimulate employee innovation by developing cultural awareness programs for their employees. An organization must seek to provide a sense of attachment, a trustworthy environment and a favorable perception of psychological well-being to its employees. This could stimulate innovation in the health-care sector.
Originality/value
Although understanding the mechanism or processes by which CQ supports IWB is critical, research in this area is limited. This study theorizes and empirically examines affective commitment, interpersonal trust and psychological well-being as novel mechanisms through which CQ promotes innovative behavior in health-care organizations. Furthermore, the author presume that the intervening mediators guide the direction of social exchange.
期刊介绍:
■Action learning-principles and practice ■Applications of new technology ■Careers management and counselling ■Computer-based training and interactive video ■Continuing management education ■Learning methods, styles and processes ■Managing change ■Marketing, sales and customer services ■New training and learning methods ■Quality circles, team-working and business games ■Recruitment and selection ■Specialist training-needs and methods ■Youth employment and training ■Topicality Too much training theory takes too long to read and may not have immediate practical advantages.