چشم انداز مدیریت دولتی

بررسی تأثیر توانمندسازی کارکنان بر رفتار نوآورانه با نقش میانجی مسرت و پیامدهای مثبت آن

نوع مقاله : پژوهشی ( با رویکردهای کمی)

نویسندگان

1 گروه مدیریت، دانشکده علوم اداری و اقتصادی، دانشگاه فردوسی مشهد، مشهد، ایران.

2 دانشجوی دکتری، مدیریت دولتی، گرایش رفتار سازمانی، دانشکده علوم اداری و اقتصادی، دانشگاه فردوسی مشهد، مشهد، ایران.

چکیده

هدف: این پژوهش با تمرکز بر مسرت کارکنان به نقش میانجی آن در رابطه میان توانمندسازی و رفتار نوآورانه کارکنان و همچنین تعلق خاطرکاری و رضایت شغلی به‌عنوان دو پیامد مثبت آن، که تأثیرگذار بر  عملکرد بهینه کارکنان است، می‌پردازد.‌
طراحی/ روش‌شناسی/ رویکرد: این پژوهش از حیث هدف، کاربردی و از نظر روش، پیمایشی ـ تحلیلی است و کارکنان شهرداری مشهد جامعه آماری پژوهش را تشکیل ‌می‌دهند. برای تجزیه‌و‌تحلیل داده‌های جمع‌آوری‌شده از مدل معادلات ساختاری و نرم افزار AMOS و SPSS استفاده شده‌ است.
یافته‌های پژوهش: نتایج مؤید نقش میانجی مسرت در رابطه میان توانمندسازی با دو متغیر رضایت شغلی و تعلق‌خاطرکاری است. همچنین، تأثیر ‌مسرت که منتج از توانمندسازی کارکنان است، بر رفتار نوآورانه با نقش میانجی رضایت شغلی و تعلق‌ خاطرکاری نیز مورد تأیید قرار گرفته ‌است.
محدودیت‌ها و پیامدها: جامعه مورد مطالعه محدود به کارکنان شهرداری است و تعمیم‌پذیری نتایج این پژوهش، به سازمان‌‌های مشابه این سازمان امکان‌پذیر است.
پیامدهای عملی: با توجه به پیامدهای مثبت توانمندسازی کارکنان در بهره‌وری، مدیران شهری می توانند با تفویض اختیار و استقلال عمل، از یک سو موجبات مسرت و رضایت کارکنان را فراهم آورند؛ و از سوی دیگر با استفاده از حس اعتماد ایجادشده امکان بهره‌گیری از ایده‌های نوآورانه در انجام کار را فراهم آورند.
ابتکار یا ارزش مقاله: مطالعات پیشین بر رابطه مستقیم بین توانمند‌سازی کارکنان و رفتار نوآورانه متمرکز بوده است و در آن‌ها به چگونگی این تأثیر پرداخته نشده است. پژوهش حاضر به نقش هیجانات مثبت و به‌طور خاص مسرت، که حاصل از توانمندسازی افراد است، پرداخته است.

کلیدواژه‌ها

عنوان مقاله [English]

Investigating the effect of employees’ empowerment on innovative behavior with mediating role of joy and its positive outcoms

نویسندگان [English]

  • Alireza Khorakian 1
  • Nargess Rahnama 2
  • Ghasem Eslami 1

1 Department of Management, Faculty of Economic and Administrative Sciences, Ferdowsi University of Mashhad, Mashhad, Iran.

2 PhD Student, Public Management, Organizational Behavior, Faculty of Economic and Administrative Sciences, Ferdowsi University of Mashhad, Mashhad, Iran.

چکیده [English]

Purpose: This study focuses on employees’ joy and its mediating role in the relationship between empowerment and innovative work behavior, as well as work engagement and job satisfaction as two positive outcomes of it that affect the optimal performance of employees.
Design/Methodology/Approach: This research is applied in terms of purpose and its method is survey-analytical. The staff of Mashhad Municipality are the statistical population of the research. Structural equation model and AMOS and SPSS software were used to analyze the collected data.
Research Findings: The research findings indicate the mediating role of joy in the relationship between empowerment with job satisfaction and work engagement. Moreover, the effect of joy of employees, which is in its turn the result of their empowerment, on employees' innovative behavior with the mediating role of job satisfaction and work engagement has also been confirmed.
Limitations & Consequences: The study population is limited to municipal employees and the generalizability of the results of this study is possible to similar organizations.
Practical Consequences: Due ‌‌to positive outcome of empowerment and its impact on efficiency, the municipal managers by delegating authority and autonomy, can provide employees joy and satisfaction on one hand, and by using the sense of trust created, provide innovative ideas to get the job done on the other hand.
Innovation or value of the Article: Previous studies have focused on the direct relationship between employee empowerment and innovative behavior, and they have not addressed how is the relation. In the present study, the role of positive emotions and especially joy, which is the result of empowering people, has been discussed in this relation.

کلیدواژه‌ها [English]

  • Empowerment
  • joy
  • job satisfaction
  • work engagement
  • innovative behavior
  1. Abbaspour, A., and Badri, M,.(2015).The relationship between psychological empowerment and factors affecting human resource productivity.Management Studies (Improvement and Transformation), 24 (79), 73-100. (in Persian).
  2. Amirkhani, T., Hadizadeh Moghadam, A. and Azimi, S.(2019).Organizational Obstruction and Its Reducing Factors: A Study of the Impact of Psychological Empowerment, innovation Atmosphere and Employee Voice in Organization.Public Management Perspectives, 8 (29), 117-134 (in Persian).
  3. Mir Mohammadi, M., Kamrani Mahni, M., and Rahimian, M. (2016). Job enrichment - family and innovative work behaviors; Psychological capital as a mediating variable. Public Management Perspectives, 6 (3), 15-36. (in Persian).
  4. Agarwal, U. A., Datta, S., Blake-Beard, S., & Bhargava, S. (2012). Linking LMX, innovative work behaviour and turnover intentions: The mediating role of work engagement. Career Development International, 17(3), 208–230. https://doi.org/10.1108/
  5. Amabile, T.M., Conti, R., Coon, H., Lazenby, J. and Herron, M. (1996), “Assessing the work environment for creativity”, The Academy of Management Journal, Vol. 39 No. 5, 1154-1184.
  6. Amabile, T. M., Barsade, S. G., Mueller, J. S., & Staw, B. M. (2005). Affect and creativity at work. Administrative science quarterly, 50(3), 367-403
  7. Åmo, B. W. (2006). Employee innovation behaviour in health care: the influence from management and colleagues. International nursing review, 53(3), 231-237.
  8. Al-Ababneh, M., Al-Sabi, S., Al-Shakhsheer, F., & Masadeh, M. (2017). The influence of employee empowerment on employee job satisfaction in five-star hotels in Jordan. International Business Research, 10(3), 133.‏
  9. Amabile, T.M., Barsade, S.G., Mueller, J.S. and Staw, B.M. (2005), “Affect and creativity at work”, Administrative Science Quarterly, Vol. 50, pp. 367-403.
  10. Anderson, N., De Dreu, C. K., & Nijstad, B. A. (2004). The routinization of innovation research: A constructively critical review of the state‐of‐the‐ Journal of Organizational Behavior, 25(2), 147–173.
  11. Ariyani, N., & Hidayati, S. (2018). Influence of Transformational Leadership and Work Engagement On Innovative Behavior. Etikonomi, 17(2), 275-284.‏
  12. Bysted, R. (2013). Innovative employee behaviour. European Journal of Innovation Management.‏
  13. Babakus, E., Yavas, U., Karatepe, M.O. and Avci, T. (2003), “The effect of management commitment to service quality in employees affective and performance outcomes”, Journal of the Academy of Marketing Science, Vol. 31 No. 3, pp. 272-86.
  14. Babin, B.J. and Griffin, M. (1998), “The nature of satisfaction: an updated examination and analysis”, Journal of Business research, Vol. 41, pp. 127-36.
  15. Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career development international.
  16. Barney, J. B., & Wright, P. M. (1998). On becoming a strategic partner: The role of human resources in gaining competitive advantage. Human Resource Management (1986–1998), 37(1), 31.
  17. Bakker, A. B., Demerouti, E., & Xanthopoulou, D. (2012). How do engaged employees stay engaged. Ciencia & Trabajo, 14(1), 15–21.
  18. Bhatta, G. (2003). ‘Don’t just do something, stand there: Revisiting the issue of risk in innovation in the public sector. The Innovation Journal, 8(2), 1–12.
  19. Block, P. (1987), The Empowered Manager, Jossey-Bass, San Francisco, CA.
  20. Bosman, J., Rothmann, S., & Buitendach, J. (2005). Job insecurity, burnout and work engagement: The impact of positive and negative SA Journal of Industrial Psychology, 31(4), 48–56.
  21. Bysted, R. (2013). Innovative employee behaviour. European Journal of Innovation Management.
  22. Chebat, J.C. and Kollias, P. (2000), “What makes contact employees perform? Reactions to employee perceptions of managerial practices”, International Journal of Bank Marketing, Vol. 20 No. 7, pp. 325-32.
  23. Chang, H. T., Hsu, H. M., Liou, J. W., & Tsai, C. T. (2013). Psychological contracts and innovative behavior: a moderated path analysis of work engagement and job resources. Journal of Applied Social Psychology, 43(10), 2120-2135.
  24. Conger, J. A., & Kanungo, R. N. (1988). The empowerment process: Integrating theory and practice. Academy of management review, 13(3), 471-482.‏
  25. Conger, J. A., & Kanungo, R. N. (1988). The empowerment process: integrating theory and practice. Academy of Management Review, 13(3), 471-482. https://doi.org/10.5465/amr.1988.4306983
  26. Cornelius, R.R. (1996), The Science of Emotion – Research and Tradition in the Psychology of Emotions, Prentice-Hall, Upper Saddle River, NJ.
  27. Cribbin, J.J. (1972), Effective Managerial Leadership, American Management Association, New York, NY.
  28. Christian, M. S., Garza, A. S., & Slaughter, J. E. (2011). Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 64(1), 89–136.
  29. Csikszentmihalyi, M. (1996), Creativity: Flow and the Psychology of Discovery and Invention, Harper Perennial, New York, NY.
  30. Chughtai, A. A., & Buckley, F. (2011). Work engagement: Antecedents, the mediating role of learning goal orientation and job performance. Career Development International, 16(7), 684–705.
  31. Chebat, J.C. and Kollias, P. (2000), “What makes contact employees perform? Reactions to employee perceptions of managerial practices”, International Journal of Bank Marketing, Vol. 20 No. 7, pp. 325-32.
  32. Cronin, J. (2003), “Looking back to see forward in services marketing: some ideas to consider”, Managing Service Quality, Vol. 13 No. 5, pp. 332-7.
  33. Damanpour, F. and M. Schneider. 2009. ‘Characteristics of Innovation and Innovation Adoption in Public Organizations: Assessing the Role of Managers’, Journal of Public Administration Research and Theory, 19, 3, 495–522.
  34. De Vries H, Bekkers VJJM and Tummers LG (2016) Innovation in the public sector: A systematic review and future research agenda. Public Administration 94(1): 146–166.
  35. De Jong and D. Den Hartog, ―Measuring Innovative Work Behaviour,‖ Creat. Innov. Manag., vol. 19, no. 1, pp. 23–36, 2010.
  36. Davis, M.A. (2009), “Understanding the relationship between mood and creativity: a metaanalysis”, Organizational Behavior and Human Decision Processes, Vol. 108 No. 1, pp. 25-38
  37. De Vries, H., Bekkers, V., & Tummers, L. (2016). Innovation in the public sector: A systematic review and future research agenda. Public administration, 94(1), 146-166.
  38. Egan, T. M., Yang, B., & Bartlett, K. R. (2004). The effects of organizational learning culture and job satisfaction on motivation to transfer learning and turnover intention. Human resource development quarterly, 15(3), 279-301.
  39. Ekman, P. (1994), “Moods, emotions and traits”, in Ekman, P. and Davidson, R.J. (Eds), The Nature of Emotion: Fundamental Questions, Oxford University Press, Oxford, pp. 55-8.
  40. Eldor, L. (2016). Work engagement toward a general theoretical enriching Human Resource Development Review, 1534484316655666. https://doi.org/10.1177/1534484316655666.
  41. Forrester, R. (2000). Empowerment: Rejuvenating a potent idea. Academy of Management Perspectives, 14(3), 67-80.
  42. Ford, R., & Fottler, M. (1995). Empowerment: a matter of degree. Academy of Management Executive, 9(3), 21-29. https://doi.org/10.5465/ame.1995.9509210269
  43. Fluegge, W. (2014). Play hard, work hard,,Management Research Review, 37, 682-705.
  44. Fredrickson, B.L. (2001), “The role of positive emotions in positive psychology: the broaden-and-build theory of positive emotions”, American Psychologist, Vol. 56, pp. 218-26 Fineman, S. (2003), Understanding Emotion at Work, Sage, London.
  45. Fredrickson, B. L. (2003). The value of positive emotions: The emerging science of positive psychology is coming to understand why it's good to feel good. American scientist, 91(4), 330-335.
  46. Fredrickson, B. L. (1998). What good are positive emotions? Review of General Psychology, 2(3), 300–319.
  47. Graves, L. M., Ruderman, M. N., Ohlott, P. J., & Weber, T. J. (2012). Driven to work and enjoyment of work effects on managers’ outcomes. Journal of Management, 38(5), 1655–1680.
  48. Gumusluoglu, L., & Ilsev, A. (2009). Transformational leadership, creativity, and organizational innovation. Journal of business research, 62(4), 461-473.
  49. Hoppock, R. (1935), Job Satisfaction, John Wiley & Brother, New York, NY.
  50. Howard, A. (1998), “The empowering leader: unrealized opportunities”, in Hickman, G.R. (Ed.), Leading Organizations: Perspectives for a New Era, Sage, Thousand Oaks, CA, pp. 202-13.
  51. Huhtala, H., & Parzefall, M.-R. (2007). A review of employee well-being and innovativeness: An opportunity for a mutual benefit. https://doi. org/10.1111/j.1467-8691.2007.00442.x.
  52. Grant, A.M. and Berry, J.W. (2011), “The necessity of others is the mother of invention: intrinsic and prosocial motivations, perspective taking, and creativity”, The Academy of Management Journal, Vol. 54 No. 1, pp. 73-96.
  53. Grossman, R.J. (2000), “Emotions at work”, Health Forum Journal, Vol. 43 No. 5, pp. 18-22.
  54. Messmann and R. H. Mulder, ―Development of a measurement instrument for innovative work behavior Forrester, R. (2000), “Empowerment: rejuvenating a potent idea”, Academy of Management Executive, Vol. 14 No. 3, pp. 67
  55. Gupta, V., Singh, S., & Bhattacharya, A. (2017). The relationships between leadership, work engagement and employee innovative performance: Empirical evidence from the Indian R&D context. International Journal of Innovation Management, 21(07), 1750055.
  56. Hirt, E.R., Devers, E.E. and McCrea, S.M. (2008), “I want to be creative: exploring the role of hedonic contingency theory in the positive mood-cognitive flexibility link”, Journal of Personality and Social Psychology, Vol. 94 No. 2, pp. 214-30.
  57. Hakanen, J. J., & Lindbohm, M. L. (2008). Work engagement among breast cancer survivors and the referents: the importance of optimism and social resources at work. Journal of Cancer Survivorship, 2(4), 283-295.
  58. Hage, J. and Aiken, M. (1967), “Program change and organizational properties, a comparative analysis”, American Journal of Sociology, Vol. 72 No. 5, pp. 503-519.
  59. Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of applied psychology, 87(2), 268.
  60. Hirt, E. R., Devers, E. E., & McCrea, S. M. (2008). I want to be creative: exploring the role of hedonic contingency theory in the positive mood–cognitive flexibility link. Journal of Personality and Social Psychology, 94, 214–230.
  61. Hoppock, R. (1935), Job Satisfaction, John Wiley & Brother, New York, NY.
  62. Idris, M. A., & Dollard, M. F. (2011). Psychosocial safety climate, work conditions, and emotions in the workplace: A Malaysian population-based work stress study. International Journal of Stress Management, 18(4), 324.
  63. Isen, A. M. (2001). An influence of positive affect on decision making in complex situations: Theoretical issues with practical implications. Journal of Consumer Psychology, 11(2), 75–85.
  64. Janssen, O., Van de Vliert, E., & West, M. (2004). The bright and dark sides of individual and group innovation: A special issue introduction. Journal of Organizational Behavior, 25(2), 129–145.
  65. Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management influence organisational outcomes? A meta‐analytic investigation of mediating mechanisms. Academy of Management Journal, 55, 1264–1294. https://doi.org/10.5465/amj.2011.0088
  66. Johnston, R.E., and Bate, J.D. (2013). The Power of Strategy Innovation: A New Way of Linking Creativity and Strategic Planning to Discover Great Business Opportunities. New York:
  67. De Jong and D. Den Hartog, ―Measuring Innovative Work Behaviour,‖ Creat. Innov. Manag., vol. 19, no. 1, pp. 23–36, 2010.
  68. Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692–724.
  69. Kahn, W. A. (1992). To be fully there: Psychological presence at work. Human relations, 45(4), 321-349.
  70. Knol, J., & Van Linge, R. (2009). Innovative behaviour: The effect of structural and psychological empowerment on nurses. Journal of Advanced Nursing, 65(2), 359-370.
  71. Kim, J. Y., Choi, D. S., Sung, C. S., & Park, J. K. (2018). The role of problem solving ability on innovative behavior and opportunity recognition in university students. Journal of Open Innovation: Technology, Market, and Complexity, 4 (4), 2-13.
  72. Kleysen, R. F., & Street, C. T. (2001). Towards a Multi-dimensional measure of individual innovative behavior. Journal of Intellectual Capital, 2(3), 284-296.
  73. Kwai Fatt, Ch.; Wong Sek Khin, E., & Ngee Heng, T. (2010). The Impact of Organizational Justice on Employee’s Job Satisfaction: The Malaysian Companies Perspectives, American Journal of Economics and Business Administration, 2(1), 56-63.
  74. Kuenzel, S. and Yassim, M. (2007), “The effect of joy on the behaviour of cricket spectators: the mediating role of satisfaction”, Managing Leisure, Vol. 12, pp. 43-57.
  75. Lee, L., Wong, P.K., Foo, M.D. and Leung, A. (2011), “Entrepreneurial intentions: the influence of organizational and individual factors”, Journal of Business Venturing, Vol. 26 No. 1, pp. 124-136.
  76. M. Miller, Competing in the New Capitalism: How Individuals, Teams And Companies Are Succeeding by Creating the New Currency of Competition (Bloomington, IN: AuthorHouse, 2006).
  77. Leischnig, A., & Kasper-Brauer, K. (2015). Employee adaptive behavior in service enactments. Journal of Business Research, 68(2), 273-280.
  78. Lawrence and Nohria, Driven: How Human Nature Shapes Our Choices (San Francisco: Jossey -Bass , 2002), chap. 6.
  79. Lanaj, K., Chang, C.-H., & Johnson, R. E. (2012). Regulatory focus and work-related outcomes: A review and meta-analysis. Psychological Bulletin, 138(5), 998–1034.
  80. Lazarus, R.S. (1991), Emotion and Adaptation, Oxford University Press, New York, NY.
  81. Lee, J. (2008), “Effects of leadership and leader-member exchange on innovativeness”, Journal of Managerial Psychology, Vol. 23 No. 6, pp. 670-687.
  82. Locke, E. (1976). The nature and causes of job satisfaction”, in Dunnette, M. (Ed.),Handbook of Industrial and Organizational Psychology, Rand McNally, Chicago, IL, 1297-1349.
  83. Mauno, S., Kinnunen, U., & Ruokolainen, M. (2007). Job demands and resources as antecedents of work engagement: A longitudinal study. Journal of vocational behavior, 70(1), 149-171.
  84. McColl-Kennedy, J. R., & Anderson, R. D. (2002). Impact of leadership style and emotions on subordinate performance. The leadership quarterly, 13(5), 545-559.
  85. McShane, S. L., & Von Glinow, M. A. (2010). Organizational Behavior: Individual Behavior and Processes. (Translation Khorakian, A. Jahangir, M. Rahnama, S. N. (2016). Mashhad: Aban Bartar publication. (in persian).
  86. Messmann, G., & Mulder, R. H. (2012). Development of a measurement instrument for innovative work behaviour as a dynamic and context-bound construct. Human Resource Development International, 15(1), 43–59. doi:10.1080/13678868.2011.646894.
  87. Mirkamali, M., & Nasti zaee. Investigating the relationship between psychological empowerment and job satisfaction in nursing staff. Journal of Nursing and Midwifery. 2010; 8 (2) (in persian).
  88. Munjal, S., & Kundu, S. (2017). Exploring the connection between human capital and innovation in the globalising world. In Human Capital and Innovation (pp. 1-11). Palgrave Macmillan, London.
  89. Monteiro, C. V., da Silva, F. Q., & Capretz, L. F. (2016, September). The innovative behaviour of software engineers: Findings from a pilot case study. In Proceedings of the 10th ACM/IEEE International Symposium on Empirical Software Engineering and Measurement (pp. 1-10).
  90. Miller, J. (1997), “All work and no play may be harming your business”, Management Development Review, Vol. 10, pp. 254-5.
  91. Newstrom, J. W. (2002). Makihng work fun: An important role for managers. SAM Advanced Management Journal, 67(1), 4.
  92. Niu, H. J. (2014). Is innovation behavior congenital? Enhancing job satisfaction as a moderator. Personnel Review.‏
  93. Ng, T.W.H. and Feldman, D.C. (2011), “The impact of job embeddedness on innovation-related behaviors”, Human Resource Management, Vol. 49 No. 6, pp. 1067-1087.
  94. Niu, H. J. (2014). Is innovation behavior congenital? Enhancing job satisfaction as a moderator. Personnel Review.
  95. Oliver, R.L., Rust, R.T. and Varki, S. (1997), “Customer delight: foundations findings, and managerial insight”, Journal of Retailing, Vol. 73 No. 3, pp. 311-36.
  96. Parsons, W. (2006). Innovation in the public sector: Spare tyres and fourths plinths. Innovation Journal, 11(2), 1–10.
  97. Parasuraman, A., Zeithaml, V.A. and Berry, L.L. (1985), “A conceptual model of service quality and its implications for future research”, Journal of Marketing, Vol. 49, pp. 41-50.
  98. Huhtala, H., & Parzefall, M. R. (2007). A review of employee well‐being and innovativeness: An opportunity for a mutual benefit. Creativity and innovation management, 16(3), 299-306.
  99. Patel, P. C., & Cardon, M. S. (2010). Adopting HRM practices and their effectiveness in small firms facing product‐market Human Resource Management, 49, 265–290. https://doi.org/10.1002/hrm.20346
  100. Peeters, M., Wattez, C., Demerouti, E., & de Regt, W. (2009). Work‐family culture, work‐family interference and well‐being at work. Career Development International.
  101. Pierce, J.L. and Delbecq, A.L. (1977), “Organization structure, individual attitudes and innovation”, The Academy of Management Review, Vol. 2 No. 1, pp. 27-37
  102. Pfeffer, J. (1994), Competitive Advantage. Through People: Unleashing the Power of the Work Force, Harvard Business School Press, Boston, MA.
  103. Porter, A. (1973), “The factorial structure of modernity: empirical replications and a critique”, American Journal of Sociology, Vol. 79 No. 1, pp. 15-44.
  104. 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. Vol. 38(½): 75-94.
  105. Price, J.L. (2001), “Reflections on the determinants of voluntary turnover”, International Journal of Manpower, Vol. 22 No. 7, pp. 600-624.
  106. Rahnama, n., Khorakian, A., and Nazemi, Sh. (2018). Investigating the effect of fun at work on job satisfaction and employees' work engagement with mediating role of innovative behavior in Mashhad Municipality. Transformation Management Research Journal. (in persian)
  107. Rahimnia, F., and Rahnama. N., (2017). The mediating role of employees joy in the relationship between fun at work and organizational citizenship behavior. Management Studies (Improvement and Transformation) 26 (84). 1-32. (in persian)
  108. 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.
  109. Readon, K.K. and Enis, B. (1990), “Establishing a company-wide customer orientation through persuasive internal marketing”, Management Communication Quarterly, No. 3, pp. 376-87.Robbins, S.P. (1996), Organizational Behavior: Concept, Controversies, Applications, 7th ed,Prentice-Hall, Englewood Cliffs, NJ.
  110. Reuvers, M., Van Engen, M. L., Vinkenburg, C. J., & Wilson-Evered, E. (2008). Transformational Leadership And Innovative Work Behaviour: Exploring The Relevance Of Gender Differences. Creativity and Innovation Management. Vol. 17(3): 227-244.
  111. Rao, J., & Weintraub, J. (2013). How Innovative Is Your Company’s Culture?, MIT Sloan Management Review. Vol. 54(3): 29-37.
  112. Richin, M.L. (1997), “Measuring emotions in the consumption experience”, Journal of Consumer Research, Vol. 24, September, pp. 127-46.
  113. Ryan, R.M., & Deci, E.L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55, 68-78. doi:10.1037/0003-066X.55.1.68, PMid:11392867
  114. Russell, J.A. (1980), “A circumflex model of affect”, Journal of Personality and Social Psychology, Vol. 39 No. 6, pp. 1161-78.
  115. Sameer, Y. M. (2018). Innovative behavior and psychological capital: Does positivity make any difference?. Journal of Economics & Management, 32, 75-101.
  116. Sanz-Vergel, A. I., & Rodríguez-Muñoz, A. (2013). The spillover and crossover of daily work enjoyment and well-being: A diary study among working couples. Revista de Psicología del Trabajo y de las Organizaciones, 29(3), 179-185.
  117. Scott, W. E., & Bruce, R. A. (1994). Determinant of innovative behavior: a path model of individual innovation in the workplace. Academy of Management Journal, 37, 580-607.
  118. Schaufeli, W., & Salanova, M. (2007). Work engagement. Managing Social and Ethical issues in Organizations, 135, 177.
  119. Slåtten, T. (2010). Do employees' feelings really matter in service‐quality management?. European Business Review.
  120. Slåtten, T. (2011). Antecedents and effects of employees' feelings of joy on employees' innovative behaviour. International Journal of Quality and Service Sciences.
  121. Seligman, M. E., & Csikszentmihalyi, M. (2014). Positive psychology: An introduction. In Flow and the foundations of positive psychology (pp. 279-298). Springer, Dordrecht.
  122. Serrano-Bedia, A. M., López-Fernández, M. C., & Garcia-Piqueres, G. (2016). Analysis of the relationship between sources of knowledge and innovation performance in family firms. Innovation, 18(4), 489-512.
  123. Shaver, P., Schwartz, J., Kirson, D. and O’Connor, C. (1987), “Emotion knowledge: further exploration of a prototype approach”, Journal of Personality and Social Psychology, Vol. 52 No. 6, pp. 1061-8.
  124. Spiegelaere, S., Van Gyes, G., De Witte, H., & Van Hootegem, G. (2012). Job Design, Work Engagement and Innovatiove Work Behavior: One Size Does Not Fit All Types of Employee. Journal of Entrepreneurship, Management and Innovation. Vol 8 (4): 5-20.
  125. Shah, T. A., Khattak, M. N., Zolin, R., & Shah, S. Z. A. (2019). Psychological empowerment and employee attitudinal outcomes. Management Research Review.
  126. Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71–92.
  127. Singh, M., & Sarkar, A. (2012). The relationship between psychological empowerment and innovative behavior. Journal of Personnel Psychology.
  128. Schiopu, A. F. (2015). Workplace emotions and job satisfaction. International Journal of Economic Practices and Theories, 5(3), 277-282.‏
  129. Shelton, C. D., Darling, J. R., & Walker, W. E. (2002). Foundations of organizational excellence: leadership values, strategies, and skills. LTA, 1(02), p46-63.
  130. Spence, J.T., & Robbins, A.S. (1992). Workaholism: Definition, measurement, and preliminary results. Journal of Personality Assessment, 58, 160-178. doi:10.1207/ s15327752jpa5801_15, PMid:16370875.
  131. Thomas, K.W. and Velthouse, B.A. (1990), “Cognitive elements of empowerment: an interpretive model of intrinsic task motivation”, Academy of Management Review, Vol. 15 No. 4, pp. 666-681.
  132. Trends, D. G. H. C. (2019). Leading the Social Enterprise: Reinvent with a Human Focus. New York: Deloitte Development LLC.
  133. Tschohl, J. (1998), “Empowerment – the key to quality service”, Managing Service Quality, Vol. 8 6, pp. 421-5.
  134. Vinarski-Peretz, H., & Carmeli, A. (2011). Linking care felt to engagement in innovative behaviors in the workplace: The mediating role of psychological conditions. Psychology of Aesthetics, Creativity, and the Arts, 5(1), 43.
  135. Weigl, M., Hornung, S., Parker, S. K., Petru, R., Glaser, J., & Angerer, P. (2010). Work engagement accumulation of task, social, personal resources: A three-wave structural equation model. Journal of Vocational Behavior, 77(1), 140-153.
  136. Weiss, H. M. (2002). Deconstructing job satisfaction: Separating evaluations, beliefs and affective experiences. Human resource management review, 12(2), 173-194.
  137. Welbourne, T. M. (2007). Employee engagement: Beyond the fad and into the executive suite.
  138. West, M.A. and Altink, W.M.M. (1996) Innovation atWork.European Journal of Work and OrganizationalPsychology, 5, 3–11.
  139. Wright, T. A., Cropanzano, R., & Bonett, D. G. (2007). The moderating role of employee positive well being on the relation between job satisfaction and job performance. Journal of occupational health psychology, 12(2), 93.
  140. Wright, T.A. (2006), “To be or not be. The role of employee well-being”, Academy of Management Perspectives, August, pp. 118-20.
  141. Xerri, M., Brunetto, Y., & Shacklock, K. (2009). The innovative behaviour of employees within a small to medium sized enterprise: a social capital perspective. In 23rd ANZAM Conference, 2009, Sustainability Management and Marketing, 1-4
  142. December, Crown Promenade Hotel, Southbank, Melbourne/ANZAM. Promaco Conventions, 2009.
  143. Yin, Y., Wang, Y., & Lu, Y. (2019). Antecedents and outcomes of employee empowerment practices: A theoretical extension with empirical evidence. Human Resource Management Journal, 29(4), 564-584.‏
  144. Zhang, X. and Bartol, K.M. (2010), “Linking empowering leadership and employee creativity: the influence of psychological empowerment, intrinsic motivation, and creative process engagement”, The Academy of Management Journal, Vol. 53 No. 1, pp. 107-128.
چشم انداز مدیریت دولتی
دوره 12، شماره 3 - شماره پیاپی 47
1400
صفحه 126-154