How Does Organizational Compassion Motivate Employee Innovative Behavior

A Cross-Level Mediation Model

Bibliographic Data

ID13655699
AuthorsYungui Guo (0000-0002-6833-8839, Hunan University of Science and Technology, corresponding author), Yanting Zhu (0009-0006-1854-4809, Renmin University of China)
Year2021
Volume125
Issue6
Pages3162-3182
Publication date2021-08-12
Peer ReviewedYes
Open AccessYes
TypeARTICLE
VenuePsychological Reports (JOURNAL)
Journal identifiersISSN: 0033-2941 • E-ISSN: 1558-691X
PublisherSAGE Publishing (PUBLISHER • US)
DOI10.1177/00332941211037598
PMID34382457
OpenAlexW3187607334
LanguageEN
Citations received2
References cited43

This study aims to explore the mediating mechanisms between organizational compassion and employee innovative behavior by introducing perceived insider status and felt responsibility for constructive change (FRCC) as mediating variables. Drawing on cognitive-affective personality system theory, a cross-level mediation model was established. Data were collected via the online-based questionnaire from 420 employees of 12 enterprises in China. Multilevel path modeling was leveraged to examine hypotheses proposed in this study. The results indicate that FRCC mediates the relationship between organizational compassion and employee innovative behavior. Moreover, perceived insider status and FRCC serially mediate the relationship between organizational compassion and employee innovative behavior. This study has significant theoretical and practical implications as it is the first study to investigate the value of organizational compassion to employee innovative behavior at the workplace

Compassion · Constructive · Insider · Mediation · Organizational commitment · Path analysis (statistics · Structural equation modeling · Applied Psychology · Emotional Intelligence and Performance · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology · Workplace Spirituality and Leadership