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Innovative work behavior among academic staff in higher education institutions in China / Qingjin Lin

In order to achieve the innovation and goals of higher education institutions (HEIs) and to effectively meet the increasing competition and challenges, HEIs are looking for different ways to encourage innovative work behavior among academic staff. Based onsocial exchange theory (SET) and conservatio...

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Main Author: Qingjin , Lin
Format: Thesis
Published: 2024
Subjects:
H Social Sciences (General)
LB2300 Higher Education
Online Access:http://studentsrepo.um.edu.my/15353/1/Qingjin_Lin.pdf
http://studentsrepo.um.edu.my/15353/2/Qingjin_Lin.pdf
http://studentsrepo.um.edu.my/15353/
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spelling my.um.stud.153532024-09-02T23:45:23Z Innovative work behavior among academic staff in higher education institutions in China / Qingjin Lin Qingjin , Lin H Social Sciences (General) LB2300 Higher Education In order to achieve the innovation and goals of higher education institutions (HEIs) and to effectively meet the increasing competition and challenges, HEIs are looking for different ways to encourage innovative work behavior among academic staff. Based onsocial exchange theory (SET) and conservation of resources (COR)theory, this study explored the potential mechanisms and boundary conditions of the relationship between multifactorial antecedents (organizational justice, perceived organizational support (POS), transformational leadership, ethical leadership, and cultural intelligence (CQ)) and innovative work behavior of academic staff. Data were collected from academic staff and their immediate leaders in 226 HEIs in China. The results showed that (1) all four antecedent variables including POS, transformational leadership, ethical leadership, and CQ could significantly contribute to innovative work behavior, except for organizational justice, which had a non-significant direct relationship with innovative work behavior; (2) the mediating mechanism of work engagement between CQ and innovative work behavior was non-significant; however, organizational justice, POS, transformational leadership, and ethical leadership were allpositively associated withinnovative work behavior through the mediating role of work engagement; (3) psychological empowerment acted as a moderator between multifactorial antecedents (organizational justice, POS, transformational leadership, ethical leadership, and CQ) and innovative work behavior of academic staff. Based on this, this study also discusses and highlights theoretical and practical implications, limitations, and recommendations. 2024-06 Thesis NonPeerReviewed application/pdf http://studentsrepo.um.edu.my/15353/1/Qingjin_Lin.pdf application/pdf http://studentsrepo.um.edu.my/15353/2/Qingjin_Lin.pdf Qingjin , Lin (2024) Innovative work behavior among academic staff in higher education institutions in China / Qingjin Lin. PhD thesis, Universiti Malaya. http://studentsrepo.um.edu.my/15353/
institution Universiti Malaya
building UM Library
collection Institutional Repository
continent Asia
country Malaysia
content_provider Universiti Malaya
content_source UM Student Repository
url_provider http://studentsrepo.um.edu.my/
topic H Social Sciences (General)
LB2300 Higher Education
spellingShingle H Social Sciences (General)
LB2300 Higher Education
Qingjin , Lin
Innovative work behavior among academic staff in higher education institutions in China / Qingjin Lin
description In order to achieve the innovation and goals of higher education institutions (HEIs) and to effectively meet the increasing competition and challenges, HEIs are looking for different ways to encourage innovative work behavior among academic staff. Based onsocial exchange theory (SET) and conservation of resources (COR)theory, this study explored the potential mechanisms and boundary conditions of the relationship between multifactorial antecedents (organizational justice, perceived organizational support (POS), transformational leadership, ethical leadership, and cultural intelligence (CQ)) and innovative work behavior of academic staff. Data were collected from academic staff and their immediate leaders in 226 HEIs in China. The results showed that (1) all four antecedent variables including POS, transformational leadership, ethical leadership, and CQ could significantly contribute to innovative work behavior, except for organizational justice, which had a non-significant direct relationship with innovative work behavior; (2) the mediating mechanism of work engagement between CQ and innovative work behavior was non-significant; however, organizational justice, POS, transformational leadership, and ethical leadership were allpositively associated withinnovative work behavior through the mediating role of work engagement; (3) psychological empowerment acted as a moderator between multifactorial antecedents (organizational justice, POS, transformational leadership, ethical leadership, and CQ) and innovative work behavior of academic staff. Based on this, this study also discusses and highlights theoretical and practical implications, limitations, and recommendations.
format Thesis
author Qingjin , Lin
author_facet Qingjin , Lin
author_sort Qingjin , Lin
title Innovative work behavior among academic staff in higher education institutions in China / Qingjin Lin
title_short Innovative work behavior among academic staff in higher education institutions in China / Qingjin Lin
title_full Innovative work behavior among academic staff in higher education institutions in China / Qingjin Lin
title_fullStr Innovative work behavior among academic staff in higher education institutions in China / Qingjin Lin
title_full_unstemmed Innovative work behavior among academic staff in higher education institutions in China / Qingjin Lin
title_sort innovative work behavior among academic staff in higher education institutions in china / qingjin lin
publishDate 2024
url http://studentsrepo.um.edu.my/15353/1/Qingjin_Lin.pdf
http://studentsrepo.um.edu.my/15353/2/Qingjin_Lin.pdf
http://studentsrepo.um.edu.my/15353/
_version_ 1811682648437817344
score 13.211869

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