LASISI, Taiwo Temitope, Constanta ENEA, Kayode Kolawole ELUWOLE and Serdar EGELI. A Parallel Mediation Study of Hospitality Employee's Innovative Work Behavior and Proactivity Using Self-Determination Theory. SAGE open. THOUSAND OAKS: SAGE PUBLICATIONS INC, 2024, vol. 14, No 3, 23 pp. ISSN 2158-2440. Available from: https://dx.doi.org/10.1177/21582440241251933.
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Basic information
Original name A Parallel Mediation Study of Hospitality Employee's Innovative Work Behavior and Proactivity Using Self-Determination Theory
Authors LASISI, Taiwo Temitope, Constanta ENEA, Kayode Kolawole ELUWOLE and Serdar EGELI.
Edition SAGE open, THOUSAND OAKS, SAGE PUBLICATIONS INC, 2024, 2158-2440.
Other information
Original language English
Type of outcome Article in a journal
Country of publisher United States of America
Confidentiality degree is not subject to a state or trade secret
Impact factor Impact factor: 2.000 in 2022
Doi http://dx.doi.org/10.1177/21582440241251933
UT WoS 001280750300001
Keywords in English aviation industry; employee performance; employee proactivity; innovation-based human resource system; innovative work behavior; Nigeria
Changed by Changed by: Kayode Kolawole Eluwole, Ph.D., učo 250894. Changed: 9/9/2024 09:20.
Abstract
Innovativeness is becoming increasingly significant in driving organizational competitiveness and relevance; however, studies advancing the impact of innovation-based human resource management are sparse. In this study, we examine the relationship between innovation-based human resource system (IBHRS), employee proactivity, innovative work behavior, and employee performance, as well as the individual and parallel mediating role of both employee proactivity and innovative work behavior on the relationship between IBHRS and employee performance. Empirical results based on data collected from 247 dyads of passenger-contact employees and their managers in Nigerian airports indicate that IBRHS positively affects employee proactivity and innovative work behavior. In addition, we found that employee proactivity and innovative work behavior fully mediate the relationship, and the significant difference in the mediating effects suggests that innovative work behavior is a more significant mediator of the two. Theoretical contributions and practical implications were discussed based on these findings.
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