Developing innovative work behavior: The influence of psychological empowerment and intergenerational learning

  • Yanuar Surya Putra Faculty of Economics and Business, Universitas Kristen Satya Wacana
  • Lieli Suharti Faculty of Economics and Business, Universitas Kristen Satya Wacana
  • Gatot Sasongko Faculty of Economics and Business, Universitas Kristen Satya Wacana
Keywords: Innovative work behavior, psychological empowerment, intergenerational learning

Abstract

In the era industrial revolution 4.0 and the development of online-based learning systems, lecturers are required to be more creative and innovative. This study aims to examine the effect of psychological empowerment and intergenerational learning on the innovative work behavior of lecturers with a climate of age diversity as a mediating variable. The type of this research is explanatory research. The population of this research is lecturers from private universities in Central Java. By using accidental sampling, obtained 152 lecturers who became respondents in this study. The data analysis technique used the Partial Least Square (PLS) test using the SmartPLS. The results of the study revealed that psychological empowerment and intergenerational learning had a significant and positive effect on lecturers' innovative work behavior. However, the climate of age diversity was found not to be a fully mediating variable on innovative work behavior. The results of this study provide managerial implications that it is important in the work environment of higher institution to apply psychological empowerment practices towards lecturers to improve lecturers' innovative work behavior. In addition, the efforts to encourage learning between lecturers of different generations are also important.

Downloads

Download data is not yet available.

References

Agarwal, U. A. (2014). Linking justice, trust and innovative work behaviour to work engagement. Personnel Review, 43(1), 41–73. https://doi.org/10.1108/PR-02-2012-0019

Alavi, S., & Wahab, D. A. (2013). A review on workforce agility. Research Journal of Applied Sciences, Engineering and Technology, 5(16), 4195–4199. https://doi.org/10.19026/rjaset.5.4647

Bal, P. M., & Dorenbosch, L. (2015). Age-related differences in the relations between individualised HRM and organisational performance: A large-scale employer survey. Human Resource Management Journal, 25(1), 41–61. https://doi.org/10.1111/1748-8583.12058

Barak, M. E. M., Cherin, D. A., & Berkman, S. (1998). Organizational and personal dimensions in diversity climate: Ethnic and gender differences in employee perceptions. The Journal of Applied Behavioral Science, 34(1), 82–104. https://doi.org/10.1177/0021886398341006

Bennett, J., Pitt, M., & Price, S. (2012). Understanding the impact of generational issues in the workplace. Facilities, 30(7/8), 278–288. https://doi.org/10.1108/02632771211220086

Bergner, S., Davda, A., Culpin, V., & Rybnicek, R. (2016). Who overrates, who underrates? Personality and its link to self–other agreement of leadership effectiveness. Journal of Leadership & Organizational Studies, 23(3), 335 –354.

Birdi, K., Leach, D., & Magadley, W. (2016). The relationship of individual capabilities and environmental support with different facets of designers’ innovative behavior. Journal of Product Innovation Management, 33(1), 19–35. https://doi.org/10.1111/jpim.12250

Boehm, S. A., & Kunze, F. (2015). Age diversity and age climate in the workplace. In Aging Workers and the Employee-Employer Relationship (pp. 33–55). Springer International Publishing. https://doi.org/10.1007/978-3-319-08007-9_3

Boehm, S. A., Kunze, F., & Bruch, H. (2013). Spotlight on age-diversity climate: The impact of age-inclusive HR practices on firm-level outcomes. Personnel Psychology, 67, 667–704. https://doi.org/10.1111/peps.12047

Bolser, K., & Gosciej, R. (2015). Millennials: Multi-generational leaders staying connected. Journal of Practical Consulting, 5(2), 1–9.

Bos-Nehles, A., Renkema, M., & Janssen, M. (2017). HRM and innovative work behaviour: A systematic literature review. Personnel Review, 46(7), 1228–1253. https://doi.org/10.1108/PR-09-2016-0257

Bourne, B. (2015). Phenomenological study of generational response to organizational change. Journal of Managerial Issues, 27(1/4), 141–159.

Cennamo, L., & Gardner, D. (2008). Generational differences in work values, outcomes and person‐organisation values fit. Journal of Managerial Psychology, 23(8), 891–906. https://doi.org/10.1108/02683940810904385

Crumpacker, M., & Crumpacker, J. M. (2007). Succession planning and generational stereotypes: Should HR consider age-based values and attitudes a relevant factor or a passing fad? Public Personnel Management, 36(4), 349–369. https://doi.org/10.1177/009102600703600405

de Jong, J., & den Hartog, D. (2010). Measuring innovative work behaviour. Creativity and Innovation Management, 19(1), 23–36. https://doi.org/10.1111/j.1467-8691.2010.00547.x

De Meuse, K. P., Dai, G., Swisher, V. V., Eichinger, R. W., & Lombardo, M. M. (2012). Leadership development: Exploring, clarifying, and expanding our understanding of learning agility. Industrial and Organizational Psychology, 5(3), 280–286. https://doi.org/10.1111/j.1754-9434.2012.01445.x

Dibbern, J., Chin, W. W., & Kude, T. (2016). The sourcing of software services: Knowledge specificity and the role of trust. ACM SIGMIS Database: The DATABASE for Advances in Information Systems, 47(2), 36–57. https://doi.org/10.1145/2963175.2963178

Fernandez, S., & Moldogaziev, T. (2013). Employee empowerment, employee attitudes, and performance: Testing a causal model. Public Administration Review, 73(3), 490–506. https://doi.org/10.1111/puar.12049

Gaynor, G. H. (2012). From idea to innovation. IEEE Engineering Management Review, 40(4), 5–6. https://doi.org/10.1109/EMR.2012.6379392

Gerpott, F. H., Lehmann-Willenbrock, N., & Voelpel, S. C. (2016). Intergenerational learning in organizations: A framework and discussion of opportunities. In The Aging Workforce Handbook (pp. 241–267). Bingley: Emerald Publishing Limited. https://doi.org/10.1108/978-1-78635-448-820161010

Hammond, M. M., Neff, N. L., Farr, J. L., Schwall, A. R., & Zhao, X. (2011). Predictors of individual-level innovation at work: A meta-analysis. Psychology of Aesthetics, Creativity, and the Arts, 5(1), 90–105. https://doi.org/10.1037/a0018556

Harvey, J. (2012). Managing organizational memory with intergenerational knowledge transfer. Journal of Knowledge Management, 16(3), 400–417. https://doi.org/10.1108/13673271211238733

Hayes, A. F. (2015). An index and test of linear moderated mediation. Multivariate Behavioral Research, 50(1), 1–22. https://doi.org/10.1080/00273171.2014.962683

Henseler, J., Hubona, G., & Ray, P. A. (2016). Using PLS path modeling in new technology research: Updated guidelines. Industrial Management & Data Systems, 116(1), 2–20. https://doi.org/10.1108/IMDS-09-2015-0382

Innocenti, L., Profili, S., & Sammarra, A. (2013). Age as moderator in the relationship between HR development practices and employees’ positive attitudes. Personnel Review, 42(6), 724–744. https://doi.org/10.1108/PR-Jan-2012-0009

Jha, S. (2010). Need for growth, achievement, power and affiliation. Global Business Review, 11(3), 379–393. https://doi.org/10.1177/097215091001100305

Jose, G., & Mampilly, S. R. (2014). Psychological empowerment as a predictor of employee engagement: An empirical attestation. Global Business Review, 15(1), 93–104. https://doi.org/10.1177/0972150913515589

Kheng, Y. K., Mahmood, R., & Beris, S. J. H. (2013). A conceptual review of innovative work behavior in knowledge intensive business services among knowledge workers in Malaysia. International Journal of Business, Humanities and Technology, 3(2), 91–99.

Kossek, E. E., & Zonia, S. C. (1993). Assessing diversity climate: A field study of reactions to employer efforts to promote diversity. Journal of Organizational Behavior, 14(1), 61–81. https://doi.org/10.1002/job.4030140107

Lancaster, L. C., & Stillman, D. (2009). When generations collide: Who they are, why they clash, how to solve the generational puzzle at work. New York: HarperCollins Publishers Inc.

Lanier, K. (2017). 5 things HR professionals need to know about Generation Z. Strategic HR Review, 16(6), 288–290. https://doi.org/10.1108/SHR-08-2017-0051

Liu, F., Chow, I. H.-S., Gong, Y., & Wang, H. (2019). Mediating links between HRM bundle and individual innovative behavior. Journal of Management & Organization, 25(1), 157–172. https://doi.org/10.1017/jmo.2016.47

Luthans, F., & Youssef-Morgan, C. M. (2017). Psychological capital: An evidence-based positive approach. Annual Review of Organizational Psychology and Organizational Behavior, 4(1), 339–366. https://doi.org/10.1146/annurev-orgpsych-032516-113324

Mello, J. A. (2015). Strategic human resources management (4th ed.). Stamford: Cengage Learning.

Meng, Q., & Sun, F. (2019). The impact of psychological empowerment on work engagement among university faculty members in China. Psychology Research and Behavior Management, 12, 983–990. https://doi.org/10.2147/PRBM.S215912

Muchiri, M. K., McMurray, A. J., Nkhoma, M., & Pham, H. C. (2020). Mapping antecedents of innovative work behavior: A conceptual review. The Journal of Developing Areas, 54(4), 33–40. https://doi.org/10.1353/jda.2020.0047

Muduli, A. (2016). Exploring the facilitators and mediators of workforce agility: An empirical study. Management Research Review, 39(12), 1567–1586. https://doi.org/10.1108/MRR-10-2015-0236

Ng, E. S., & Parry, E. (2016). Multigenerational research in human resource management. In Research in Personnel and Human Resources Management (pp. 1–41). Bingley: Emerald Publishing Limited. https://doi.org/10.1108/S0742-730120160000034008

Park, Y. K., Song, J. H., Yoon, S. W., & Kim, J. (2013). Learning organization and innovative behavior: The mediating effect of work engagement. European Journal of Training and Development, 38(1/2), 75–94. https://doi.org/10.1108/EJTD-04-2013-0040

Peschl, M. F., & Fundneider, T. (2014). Designing and enabling spaces for collaborative knowledge creation and innovation: From managing to enabling innovation as socio-epistemological technology. Computers in Human Behavior, 37, 346–359. https://doi.org/10.1016/j.chb.2012.05.027

Pieterse, A. N., van Knippenberg, D., & van Dierendonck, D. (2013). Cultural diversity and team performance: The role of team member goal orientation. Academy of Management Journal, 56(3), 782–804. https://doi.org/10.5465/amj.2010.0992

Pritchard, K., & Whiting, R. (2014). Baby boomers and the lost generation: On the discursive construction of generations at work. Organization Studies, 35(11), 1605–1626. https://doi.org/10.1177/0170840614550732

Profili, S., Innocenti, L., & Sammarra, A. (2017). A conceptual framework of age diversity climate. In Advanced Series in Management (Vol. 17, pp. 95–116). Bingley: Emerald Publishing Limited. https://doi.org/10.1108/S1877-636120170000017006

Ramamoorthy, N., Flood, P. C., Slattery, T., & Sardessai, R. (2005). Determinants of innovative work behaviour: Development and test of an integrated model. Creativity and Innovation Management, 14(2), 142–150. https://doi.org/10.1111/j.1467-8691.2005.00334.x

Ropes, D. (2014). Intergenerational learning in organizations. An effective way to stimulate older employee learning and development. Development and Learning in Organizations: An International Journal, 28(2), 7–9. https://doi.org/10.1108/DLO-10-2013-0078

Ropes, D., & Ypsilanti, A. (2016). A conceptual framework for managing intergenerational relations in the workplace. In The Aging Workforce Handbook (pp. 299–322). Bingley: Emerald Publishing Limited. https://doi.org/10.1108/978-1-78635-448-820161012

Sakdiyakorn, M., & Wattanacharoensil, W. (2018). Generational diversity in the workplace: A systematic review in the hospitality context. Cornell Hospitality Quarterly, 59(2), 135–159. https://doi.org/10.1177/1938965517730312

Scott, S. G., & Bruce, R. A. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of Management Journal, 37(3), 580–607. https://doi.org/10.5465/256701

Shamim, S., Cang, S., Yu, H., & Li, Y. (2016). Management approaches for industry 4.0: A human resource management perspective. 2016 IEEE Congress on Evolutionary Computation (CEC), 5309–5316. https://doi.org/10.1109/CEC.2016.7748365

Sherehiy, B., & Karwowski, W. (2014). The relationship between work organization and workforce agility in small manufacturing enterprises. International Journal of Industrial Ergonomics, 44(3), 466–473. https://doi.org/10.1016/j.ergon.2014.01.002

Spreitzer, G., Bacevice, P., & Garrett, L. (2019). Workplace design, the physical environment, and human thriving at work. In Organizational Behaviour and the Physical Environment (pp. 235–250). London: Routledge. https://doi.org/10.4324/9781315167237-13

Vila, L. E., Pérez, P. J., & Coll-Serrano, V. (2014). Innovation at the workplace: Do professional competencies matter? Journal of Business Research, 67(5), 752–757. https://doi.org/10.1016/j.jbusres.2013.11.039

Vinzi, V. E., Trinchera, L., & Amato, S. (2010). PLS path modeling: From foundations to recent developments and open issues for model assessment and improvement. In Handbook of Partial Least Squares (pp. 47–82). Berlin: Springer. https://doi.org/10.1007/978-3-540-32827-8_3
Published
2022-10-06
How to Cite
Putra, Y., Suharti, L., & Sasongko, G. (2022). Developing innovative work behavior: The influence of psychological empowerment and intergenerational learning. Jurnal Ekonomi Dan Bisnis, 25(2), 435 - 452. https://doi.org/10.24914/jeb.v25i2.5327
Section
Articles