A Multilevel Model of Employee Innovation
Understanding the Effects of Regulatory Focus, Thriving, and Employee Involvement Climate
Bibliographic Data
| ID | 23337409 |
|---|---|
| Authors | James C Wallace (0000-0002-2273-7180, Oklahoma State University Oklahoma City, corresponding author), Marcus M Butts (0000-0001-9463-5362, The University of Texas at Arlington), Paul D Johnson (0009-0008-9798-6772, Western Carolina University), Flannery G Stevens (University of Utah), Mickey B Smith (0000-0001-6339-7226, Oklahoma State University) |
| Year | 2016 |
| Volume | 42 |
| Issue | 4 |
| Pages | 982-1004 |
| Publication date | 2016-05-01 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Journal of Management (JOURNAL) |
| Journal identifiers | ISSN: 0149-2063 • E-ISSN: 1557-1211 |
| Publisher | SAGE Publications (PUBLISHER • US) |
| DOI | 10.1177/0149206313506462 |
| OpenAlex | W2129762037 |
| Language | EN |
| Citations received | 71 |
| References cited | 93 |
Drawing from tenets of self-determination theory, we propose and test a multilevel model that examines the effects of employee involvement climate on the individual-level process linking employee regulatory focus (promotion and prevention) to innovation via thriving. Using data collected at three points in time from 346 participants in 75 groups, multilevel path analytic results demonstrated support for a positive indirect effect from promotion focus to innovation via thriving and a negative indirect effect from prevention focus to innovation via thriving. In addition, results showed a positive indirect effect from employee involvement climate to innovation via thriving. Perhaps most important, cross-level moderated mediation results demonstrated that employee involvement climate strengthens the relationship between promotion focus and thriving, which, in turn, positively relates to innovation. The theoretical and practical implications of these multilevel effects on innovation are discussed.
Focus (optics) · Mediation · Moderated mediation · Multilevel model · Path analysis (statistics) · Political science · Promotion (chess) · Regulatory focus theory · Sociology · Thriving · Computer Science · Job Satisfaction and Organizational Behavior · Motivation and Self-Concept in Sports · Psychology · Social Psychology · Youth Development and Social Support
Impact of Authoritative and Laissez-Faire Leadership on Thriving at Work
Role of Relational Ties in the Relationship between Thriving at Work and Innovative Work Behavior
How Does Paradoxical Leadership Affect Employees’ Voice Behaviors in Workplace? A Leader-Member Exchange Perspective
Environmental Transformational Leadership and Green Innovation in the Hotel Industry
The Role of Perceived Insider Status in Employee Creativity
Significant work events and counterproductive work behavior
Authentic Leadership Behaviors and Thriving at Work
Does enterprise social media use promote employee creativity and well-being?
Supervisor Age and Embeddedness, Employee Embeddedness, and Job Performance
How does entrepreneurial curiosity stimulate new venture ideas among Chinese undergraduates? The mediating role of promotion focus and the moderating role of entrepreneurial education
Cultivating Innovative Employees
Beyond leadership
Longitudinal Relationships Between Organizational Identification, Psychological Capital, and Thriving at Work in Primary and Secondary School Teachers
Navigating the maze
Influence mechanism of undergraduate students’ green innovation behavior
Relationship between perceived human resource management system strength, thriving at work, and employee's turnover intention in Chinese hotels
Beyond formal innovation
Psychometric properties of a Turkish version of the body connection scale and exploring the mediating role of body connection in interpersonal emotion regulation, mindfulness and flourishing
Linking servant leadership to employees’ knowledge sharing
Impact of self-leadership on employee voice behavior
Psychological capital and happiness at work
Can career calling reduce employee silence? The mediating role of thriving and the moderating role of inclusive leadership
The validity and reliability of thriving scale in academic context
Burdening or enabling? The “double-edged sword” effect of multiple team membership on job performance
From thriving to task focus
Effects of nonwork-related mobile technology active and passive use during working hours on employees’ innovative behavior
A double-edged sword effect of inclusive leadership on employee creativity
Is more proactive more innovative? The nonlinear mechanism of proactive personality on innovative behavior
How and when psychological safety impacts employee innovation
The Relationship between Leaders’ Long-Term Orientation and Employees’ Innovative Behaviors
Minority Dissent, Openness to Change and Group Creativity
R.I.G.H.T. leadership
Integrating the bright and dark sides of communication visibility for knowledge management and creativity
Employee mindfulness and proactive coping for technostress in the Covid-19 outbreak
How does workplace ostracism hurt employee creativity? Thriving at work as a mediator and organization‐based self‐esteem as a moderator
Enabling workplace thriving
Antecedents of employee thriving at work
Socially Responsible Human Resource Management and Employee Moral Voice
How to improve creativity
Vitality and learning
Exploring psychosocial predictors of AI use intention
Thriving at work
When and why does competitive psychological climate affect employee engagement and burnout
Employees striving for innovation in social enterprises
Ambidextrous leadership and innovative work behaviors
Thriving and retention of expatriates
Open innovation starts from home
How and when telecommuting enhances employee growth
An integrative multilevel review of thriving at work
Too much self‐promotion! How self‐promotion climate relates to employees' supervisor‐focused self‐promotion effectiveness and their work group's performance
Daily shifts in regulatory focus
Thriving at work
Thriving on challenge stressors? Exploring time pressure and learning demands as antecedents of thriving at work
Thriving at work
Inspired to perform
When the dark ones become darker
Challenge stressors from using social media for work and change-oriented organizational citizenship behavior
How the perceived value of green creativity influences employees’ green creativity
Unboxing the black box
Paradoxical leadership as facilitator in the idea journey
Unlocking the power of social capital
Human–GenAI-based agent collaboration
Enterprise R&D investments, product innovation and the regional industry structure
Levers of Control, Counterproductive Work Behavior, and Work Performance
How does the social context fuel the proactive fire? A multilevel review and theoretical synthesis
Influencing factors and formation process of cultural inheritance-based innovation at heritage tourism destinations
Introducing Thriving at Work to the Field of Community Psychology
The Curious Case of Cross‐Level Effects
Fostering teacher satisfaction and job involvement to support inclusive education
What Matters most for museums? Individual and social influences on employees' innovative behaviour
The Public Hospital Exodus
The Social Psychology of Creativity
RWG
Value From Regulatory Fit
A Socially Embedded Model of Thriving at Work
Social Structural Characteristics of Psychological Empowerment.
Enjoying Goal-Directed Action
Aggregation bias in estimates of perceptual agreement.
Facilitating optimal motivation and psychological well-being across life's domains.
A Dialectic Perspective on Innovation
Linking Empowering Leadership and Employee Creativity
Team-level predictors of innovation at work
Job demands, perceptions of effort‐reward fairness and innovative work behaviour
Motivation, Personality, and Development Within Embedded Social Contexts
Directed Attention as a Common Resource for Executive Functioning and Self-Regulation
Intrinsic Need Satisfaction
Determinants of Innovative Behavior
A self-determination theory approach to psychotherapy
Conceptualizing and testing random indirect effects and moderated mediation in multilevel models
The Role-Based Performance Scale
Self-determination in a work organization.
Sparkling Fountains or Stagnant Ponds
Promotion and Prevention
Toward a Theory of Organizational Creativity
Lower level mediation in multilevel models.
Trust, Connectivity, and Thriving
Creativity
The effects of embeddedness on the entrepreneurial process
Employee Creativity
Organizational Behavior
Innovation and Creativity in Organizations
Need Satisfaction, Motivation, and Well-Being in the Work Organizations of a Former Eastern Bloc Country
Methods for integrating moderation and mediation
SPSS and SAS procedures for estimating indirect effects in simple mediation models
A general multilevel SEM framework for assessing multilevel mediation.
Psychological Conditions of Personal Engagement and Disengagement at Work.
Intrinsic Motivation and Self-Determination in Human Behavior
Self-efficacy
Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being
Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being
Regulatory focus and work-related outcomes
The routinization of innovation research
Self‐determination theory and work motivation
Promoting felt responsibility for constructive change and proactive behavior
Thriving at work
Task type as a moderator of positive/negative feedback effects on motivation and performance
Thriving at work—A diary study
Integrating managerial perceptions and transformational leadership into a work-unit level model of employee involvement
How do transformational leaders foster positive employee outcomes? A self‐determination‐based analysis of employees' needs as mediating links
Achievement orientations from subjective histories of success
How regulatory fit enhances motivational strength during goal pursuit
A Time-Series Analysis of Self-Employment in the United States
Organizations Evolving
Revitalization through Self-Regulation
The Role of Mood in Quantitative and Qualitative Aspects of Performance
Success/Failure Feedback, Expectancies, and Approach/Avoidance Motivation
Making a good decision
Beyond pleasure and pain
The moderator–mediator variable distinction in social psychological research
The "What" and "Why" of Goal Pursuits
The moderator-mediator variable distinction in social psychological research
The effects of promotion and prevention cues on creativity
Why some groups just feel better
Ideal versus ought predilections for approach and avoidance distinct self-regulatory systems
Increasing or decreasing interest in activities
Effects of self–other decision making on regulatory focus and choice overload
Expectancy × value effects
Intraclass correlations
| Unique citing works | 71 |
|---|---|
| Citations per year | 5,46 |
| Citation span | 2013 - 2026 (14) |
| Citation velocity | current |
| Highly cited | No |
| Citation types | Neutral: 65 |