Role of JD-R model in upticking innovative work behaviour among higher education faculty

IF 1.3 Q3 BUSINESS
Abhilasha Dixit, Y. Upadhyay
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引用次数: 8

Abstract

Purpose In the backdrop of job demands-resources model, the purpose of this paper is to investigate the effect of selected job resources (job autonomy and rewards and recognition) and job demands (problem with work) on innovative work behaviour through the mediation of employee engagement in the higher education sector of India. Design/methodology/approach The sample consists of randomly selected 275 teachers from higher education institutions from a city in India. This study used PLS-SEM for data analysis. Findings The results suggest that employee engagement associates closely with innovative work behaviour. Job autonomy, one of the resources, affects innovative work behaviour directly and its effect does not move via employee engagement. Further, reward and recognition does not impact innovative work behaviour directly, rather, its effect moves through employee engagement. Finally, the work suggests that employee engagement mediates between selected job resources and job demands and innovative work behaviour. Research limitations/implications This study can be extended to include more demands and resources which are unique to academic institutions. For example, a transparent career path to all teachers or a high-octane research culture can serve as a boon. Additionally, their interaction effect can also be studied. The present study being a cross-sectional study, at best, offers a snap-shot view of relationship among the variables. Practical implications This study shall help organizations to use job resources and job demands to enhance teachers’ engagement and innovative work behaviour. Specifically, results of this study offer a reason to academic institutions to give more autonomy and rewards to their teachers to eke out innovative work behaviour. Social implications Firstly, this study will have a positive outcome for students who will be the prime beneficiaries of innovative work behaviour of teachers. Secondly, broadly the society and its constituents will get benefited by improvement in research outcomes. Originality/value The outcome of this study proposes that job autonomy and reward and recognition do not connect with employee engagement and innovative work behaviour in a known way.
JD-R模式在提高高等教育教师创新工作行为中的作用
在工作需求-资源模型的背景下,本文的目的是通过对印度高等教育部门员工敬业度的中介,研究选择的工作资源(工作自主性、奖励和认可)和工作需求(工作问题)对创新工作行为的影响。设计/方法/方法样本包括从印度一个城市的高等教育机构随机抽取的275名教师。本研究采用PLS-SEM进行数据分析。研究结果表明,员工敬业度与创新工作行为密切相关。作为资源之一的工作自主性直接影响创新工作行为,其影响不通过员工敬业度而转移。此外,奖励和认可并不直接影响创新工作行为,而是通过员工敬业度产生影响。最后,研究表明,员工敬业度在选择的工作资源和工作需求与创新工作行为之间起中介作用。研究局限/启示本研究可扩展至包括更多学术机构特有的需求和资源。例如,对所有教师透明的职业道路或高强度的研究文化都可以成为一种福利。此外,还可以研究它们的相互作用效应。目前的研究是一项横断面研究,充其量只能提供一个关于变量之间关系的快照视图。实践意义本研究有助于组织利用工作资源和工作需求来提高教师的敬业度和创新工作行为。具体来说,这项研究的结果为学术机构提供了一个理由,赋予教师更多的自主权和奖励,以维持创新的工作行为。首先,本研究将对学生产生积极的影响,学生将成为教师创新工作行为的主要受益者。其次,广泛地说,社会及其组成部分将从研究成果的改进中受益。独创性/价值本研究的结果表明,工作自主性、奖励和认可并不以一种已知的方式与员工敬业度和创新工作行为联系起来。
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来源期刊
CiteScore
3.30
自引率
5.00%
发文量
22
审稿时长
30 weeks
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