ARTICLE

UNCOVERING THE EFFECT OF WELLBEING HRM ON INNOVATIVE WORK BEHAVIOR THROUGH PROACTIVE MOTIVATION

  1. HOME
  2. ARTICLE

05 Pages : 54-65

http://dx.doi.org/10.31703/gmsr.2024(IX-IV).05      10.31703/gmsr.2024(IX-IV).05      Published : Dec 2024

Uncovering the Effect of Wellbeing HRM on Innovative Work Behavior through Proactive Motivation

Abstract

    This study examined the linkage of well-being (WHR) and innovative work behavior (IWB) through the mediating proactive motivational states (PM) role, i.e., psychological safety and organization identification.

    The models were validated, and SEM and CFA tested hypotheses of cross-sectional data. Study outcomes show a strong beneficial linkage between innovative work behavior and wellbeing-oriented HRM and the mediating role of proactive motivational states. All relationships are statistically significant at both 1 and 5 percent levels.

    These results highlight the importance of WHR and the intervening effect of PM on innovative workforce behavior in the context of the telecommunication sector. Understanding that HRM, motivation, and innovative behavior can help executives in the telecom sector improve managerial techniques and foster a culture of innovation through proactive motivation.

    Wellbeing Oriented HRM, Innovative Work Behavior, Proactive Motivation, Psychological Safety, Organisational Identification

    (1) Muhammad Farhan Afzal
    PhD Scholar, Department of Management Sciences COMSATS University Islamabad (Wah Campus), Wah Cantt, Punjab, Pakistan.
    (2) Saddam Hussain
    Associate Professor, Department of Management Sciences, COMSATS University Islamabad (Attock Campus), Attock, Punjab, Pakistan.
    (3) Samina Nawab
    Professor, Department of Management Sciences COMSATS University Islamabad (Wah Campus), Wah Cantt, Punjab, Pakistan.
Fulltext PDF

References

  • Aftab, S., & Waheed, A. (2021). Proactive employee behaviors and organizational development: The role of self-efficacy as a moderator. Research Journal of Social Sciences and Economics Review, 2(1), 232-243. https://doi.org/10.36902/rjsser-vol2-iss1-2021(232-243)

  • Afsar, B., & Umrani, W. A. (2019). Transformational leadership and innovative work behavior. European Journal of Innovation Management, 23(3), 402–428. https://doi.org/10.1108/ejim-12-2018-0257
  • Aeknarajindawat, N., Aeknarajindawat, N., & Aswasuntrangkul, D. (2020). Role of wellbeing oriented HRM practices towards employee performance: Mediating role of employee resilience and social climate. Systematic Reviews in Pharmacy, 11(3), 115-124.
  • Alblooshi, M., Shamsuzzaman, M., & Haridy, S. (2020). The relationship between leadership styles and organisational innovation. European Journal of Innovation Management, 24(2), 338–370. https://doi.org/10.1108/ejim-11-2019-0339
  • Ali, B. J., & Anwar, G. (2021). An Empirical Study of Employees’ Motivation and its Influence Job Satisfaction. International Journal of Engineering Business and Management, 5(2), 21–30. https://doi.org/10.22161/ijebm.5.2.3
  • 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
  • Cai, W., Khapova, S., Bossink, B., Lysova, E., & Yuan, J. (2020). Optimizing employee creativity in the digital era: uncovering the interactional effects of abilities, motivations, and opportunities. International Journal of Environmental Research and Public Health, 17(3), 1038. https://doi.org/10.3390/ijerph17031038
  • Callari, T., Oostveen, A., Hubbard, E., Fletcher, S., & Lohse, N. (2023). Where are we at? A review of the advances in the ethical aspects of human-robot collaboration. AHFE International. https://doi.org/10.54941/ahfe1003506
  • Cardona-Cano, R., López-Zapata, E., & Velez-Ocampo, J. (2023). Leadership styles, collaborative integrative behavior and ambidexterity in university research groups. The Learning Organization.
  • Cooper, B., Wang, J., Bartram, T., & Cooke, F. L. (2018). Well‐being‐oriented human resource management practices and employee performance in the Chinese banking sector: The role of social climate and resilience. Human Resource Management, 58(1), 85–97. https://doi.org/10.1002/hrm.21934
  • Dziadkiewicz, A., Lindell, L., & Minga, Z. (2023). GENERATION Y & Z TOWARDS WELLBEING TOURISM – CHALLENGE OR NECESSITY FOR THE TOURISM INDUSTRY? Scientific Papers of Silesian University of Technology Organization and Management Series, 2023(173), 113–130. https://doi.org/10.29119/1641-3466.2023.173.8
  • Chukwuemeka, E. E., Collins, I. N., Stephen, E. I., & Anierobi, E. (2020). Organizational Identification and Proactive Work Behaviour as Predictors of Cyber-loafing among Anambra State Civil Servants. Asian Journal of Advanced Research and Reports, 10–19. https://doi.org/10.9734/ajarr/2020/v8i230194
  • Ferreira, J., Coelho, A., & Moutinho, L. (2018). Dynamic capabilities, creativity and innovation capability and their impact on competitive advantage and firm performance: The moderating role of entrepreneurial orientation. Technovation, 92–93, 102061. https://doi.org/10.1016/j.technovation.2018.11.004
  • Fey, N., Nordbäck, E., Ehrnrooth, M., & Mikkonen, K. (2021). How peer coaching fosters employee proactivity and well-being within a self-managing Finnish digital engineering company. Organizational Dynamics, 51(3), 100864. https://doi.org/10.1016/j.orgdyn.2021.100864
  • Fu, Q., Cherian, J., Ahmad, N., Scholz, M., Samad, S., & Comite, U. (2022). An inclusive leadership framework to foster employee creativity in the healthcare sector: The role of Psychological Safety and Polychronicity. International Journal of Environmental Research and Public Health, 19(8), 4519. https://doi.org/10.3390/ijerph19084519
  • He, C., McCabe, B., & Jia, G. (2021). Effect of leader-member exchange on construction worker safety behavior: Safety climate and psychological capital as the mediators. Safety Science, 142, 105401. https://doi.org/10.1016/j.ssci.2021.105401
  • He, J., & Kim, H. (2021). The Effect of Socially Responsible HRM on Organizational Citizenship Behavior for the Environment: A Proactive Motivation model. Sustainability, 13(14), 7958. https://doi.org/10.3390/su13147958
  • Huovinen, V. (2020, March 18). Supporting perceived wellbeing in a self-managing organization. https://urn.fi/URN:NBN:fi:aalto-202003222636
  • Hu, X., & Casey, T. (2021). How and when organization identification promotes safety voice among healthcare professionals. Journal of Advanced Nursing, 77(9), 3733–3744. https://doi.org/10.1111/jan.14868
  • Iqbal, S., Martins, J. M., Mata, M. N., Naz, S., Akhtar, S., & Abreu, A. (2021). Linking Entrepreneurial Orientation with Innovation Performance in SMEs; the Role of Organizational Commitment and Transformational Leadership Using Smart PLS-SEM. Sustainability, 13(8), 4361. https://doi.org/10.3390/su13084361
  • Khademi, A. (2020). An investigation of fit criteria within MG-CFA for examining non-negligible measurement invariance. http://dx.doi.org/10.13140/RG.2.2.26584.32006
  • Khairy, H. A., Liu, S., Sheikhelsouk, S., Ei-Sherbeeny, A. M., Alsetoohy, O., & Al-Romeedy, B. S. (2023). The Effect of Benevolent Leadership on Job Engagement through Psychological Safety and Workplace Friendship Prevalence in the Tourism and Hospitality Industry. Sustainability, 15(17), 13245. https://doi.org/10.3390/su151713245
  • Kim, M., & Kim, J. (2020). Corporate social responsibility, employee engagement, well-being and the task performance of frontline employees. Management Decision, 59(8), 2040–2056. https://doi.org/10.1108/md-03-2020-0268
  • KIM, J. E. (2021). Paradoxical leadership and proactive work behavior: The role of psychological safety in the hotel industry. The Journal of Asian Finance, Economics and Business, 8(5), 167-178.
  • March, K. G., Aplin-Houtz, M. J., Lawrence, U. E., Lane, E. N., & Meriac, J. (2023). Mutual Benefits: Delving into Leader-Member Exchange (LMX) and Pay Dynamics with Social Exchange Theory. Employee Responsibilities and Rights Journal. https://doi.org/10.1007/s10672-023-09490-1
  • Peña, I., Andrade, S. M., Muñoz, R. M., & Barba-Sánchez, V. (2024). Wellness programs, perceived organizational support, and their influence on organizational performance: an analysis within the framework of Sustainable Human Resource Management. SAGE Open, 14(1). https://doi.org/10.1177/21582440241229358
  • Ngo, T., Le, D., & Doan, T. (2022). “Are your employees mentally prepared for the pandemic?” Wellbeing-oriented human resource management practices in a developing country. International Journal of Hospitality Management, 109, 103415. https://doi.org/10.1016/j.ijhm.2022.103415
  • Nazir, S., Shafi, A., Asadullah, M. A., Qun, W., & Khadim, S. (2020). Linking paternalistic leadership to follower’s innovative work behavior: the influence of leader–member exchange and employee voice. European Journal of Innovation Management, 24(4), 1354–1378. https://doi.org/10.1108/ejim-01-2020-0005
  • Nel, A. (2022, December 1). Experimental design evaluating the impact of a wellbeing initiative on blue-collar employee engagement, burnout and psychological capital. http://hdl.handle.net/10019.1/126137
  • Salas-Vallina, A., Pozo, M., & Fernandez-Guerrero, R. (2020). New times for HRM? Well-being oriented management (WOM), harmonious work passion and innovative work behavior. Employee Relations, 42(3), 561–581. https://doi.org/10.1108/er-04-2019-0185
  • Salicru, S. (2023). Leadership, group leadership, functional leadership. In CRC Press eBooks (pp. 87–172). https://doi.org/10.1201/9781003374879-5
  • Teddy, M., & Kembo, S. (2022). Peripheral actors in Zimbabwe: The case of Magamba TV, Bus stop TV, Mai Titi, and Madam boss. International Journal of Advanced Mass Communication and Journalism, 3(1), 20-30.
  • Villajos, E., Tordera, N., & Peiró, J. M. (2019). Human Resource Practices, Eudaimonic Well-Being, and Creative Performance: The mediating role of idiosyncratic deals for Sustainable Human Resource Management. Sustainability, 11(24), 6933. https://doi.org/10.3390/su11246933
  • Waller, L. (2021). Fostering a sense of belonging in the workplace: enhancing Well-Being and a positive and coherent sense of self. In Springer eBooks (pp. 341–367). https://doi.org/10.1007/978-3-030-30025-8_83
  • Xie, J., Bhutta, Z. M., Li, D., & Andleeb, N. (2023). Green HRM practices for encouraging pro-environmental behavior among employees: the mediating influence of job satisfaction. Environmental Science and Pollution Research, 30(47), 103620–103639. https://doi.org/10.1007/s11356-023-29362-3
  • Xu, J., Xie, B., & Tang, B. (2020). Guanxi HRM Practice and Employees’ Occupational Well-Being in China: A Multi-Level Psychological Process. International Journal of Environmental Research and Public Health, 17(7), 2403. https://doi.org/10.3390/ijerph17072403
  • Zeng, H., Zhao, L., & Zhao, Y. (2020). Inclusive Leadership and Taking-Charge Behavior: roles of psychological safety and thriving at work. Frontiers in Psychology, 11. https://doi.org/10.3389/fpsyg.2020.00062

Cite this article

APA

    APA : Afzal, M. F., Hussain, S., & Nawab, S. (2024). Uncovering the Effect of Wellbeing HRM on Innovative Work Behavior through Proactive Motivation. Global Management Sciences Review, IX(IV), 54-65. https://doi.org/10.31703/gmsr.2024(IX-IV).05

CHICAGO

    CHICAGO : Afzal, Muhammad Farhan, Saddam Hussain, and Samina Nawab. 2024. "Uncovering the Effect of Wellbeing HRM on Innovative Work Behavior through Proactive Motivation." Global Management Sciences Review, IX (IV): 54-65 doi: 10.31703/gmsr.2024(IX-IV).05

HARVARD

    HARVARD : AFZAL, M. F., HUSSAIN, S. & NAWAB, S. 2024. Uncovering the Effect of Wellbeing HRM on Innovative Work Behavior through Proactive Motivation. Global Management Sciences Review, IX, 54-65.

MHRA

    MHRA : Afzal, Muhammad Farhan, Saddam Hussain, and Samina Nawab. 2024. "Uncovering the Effect of Wellbeing HRM on Innovative Work Behavior through Proactive Motivation." Global Management Sciences Review, IX: 54-65

MLA

    MLA : Afzal, Muhammad Farhan, Saddam Hussain, and Samina Nawab. "Uncovering the Effect of Wellbeing HRM on Innovative Work Behavior through Proactive Motivation." Global Management Sciences Review, IX.IV (2024): 54-65 Print.

OXFORD

    OXFORD : Afzal, Muhammad Farhan, Hussain, Saddam, and Nawab, Samina (2024), "Uncovering the Effect of Wellbeing HRM on Innovative Work Behavior through Proactive Motivation", Global Management Sciences Review, IX (IV), 54-65

TURABIAN

    TURABIAN : Afzal, Muhammad Farhan, Saddam Hussain, and Samina Nawab. "Uncovering the Effect of Wellbeing HRM on Innovative Work Behavior through Proactive Motivation." Global Management Sciences Review IX, no. IV (2024): 54-65. https://doi.org/10.31703/gmsr.2024(IX-IV).05