The effect of job autonomy on innovation behavior

Public sector organizations face persistent challenges in strengthening employees’ affective commitment within rigid bureaucratic structures and increasing demands for innovation. Job satisfaction remains a critical issue, and efforts to promote an innovative climate and innovative behavior do not always translate into stronger emotional attachment to the organization. These conditions highlight the importance of understanding how job satisfaction and innovation-related factors interact in shaping affective commitment. This study examines the effect of job satisfaction on affective commitment, with innovative climate and innovative behavior tested as moderating variables. A quantitative explanatory design was employed using a census survey of 115 civil servants and probationary civil servants at the Regional Office XII of the National Civil Service Agency in Pekanbaru, Indonesia. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). Job satisfaction was modeled as a second-order construct reflected by satisfaction with pay, promotion, supervision, coworkers, and the work itself. The results indicate that job satisfaction has a positive and significant direct effect on affective commitment. Innovative climate and innovative behavior also show significant direct effects, but their moderating effects are not supported. Satisfaction with promotion emerges as the most dominant dimension, followed by satisfaction with pay and supervision. Overall, job satisfaction remains the primary antecedent of affective commitment, while innovative climate and innovative behavior act as complementary contributors. These findings highlight the importance of fair career advancement, equitable compensation, and supportive organizational practices.

Work engagement has been widely studied in organizational research owing to its impact on organizational behaviors and outcomes. We proposed and tested a mediation model that examine within-individual level job crafting and work engagement relationships between job autonomy and job satisfaction. We collected multilevel data using repeated measurement design and 119 participants and 1190 data points at within-individual level. To analyze hypotheses, we use multilevel structural equation modeling (MSEM). The results showed that within-individual level job crafting positively related to work engagement. Also, job crafting and work engagement mediated the relationship between job autonomy and job satisfaction. Implications of these results for theory, practice and directions for future research are discussed.

Innovative behavior drives nursing advancement, yet the mechanism linking career calling to innovative behavior for resident nurses remains unclear. This study used bootstrap-validated structural equation modeling to examine the mediating role of career calling between job satisfaction and innovative behavior. A cross-sectional survey of 247 resident nurses at a Sichuan tertiary hospital (April-July 2024) completed the McCloskey-Mueller Satisfaction Scale, 12-item calling scale, and Nurse Innovative Behavior Scale. Structural equation modeling was used to test the direct and mediating effects with bootstrap validation. Career calling (42.83 ± 12.24), job satisfaction (119.19 ± 25.16), and innovative behavior (36.18 ± 8.48) were positively correlated (p < .01). Job satisfaction significantly predicted career calling and innovative behavior (beta = 0.263), and career calling also predicted innovative behavior (beta = 0.547). The mediation effect (0.14, 58.75%) was significant, with good model fit (comparative fit index = 0.974, root mean square error of approximation = 0.111). Career calling partially mediates the effect of job satisfaction on innovative behavior, highlighting its pivotal role in fostering innovation among nurses. Enhancing both job satisfaction and career calling may effectively strengthen the innovative capacity and professional engagement of nurses.

Job satisfaction is one of the most frequently studied outcomes in the work–family conflict literature. This study extends the previous research examining the unique effects of work interfering with family (WIF) and family interfering with work (FIW) on job satisfaction by (1) controlling for family, personal, and job characteristics of dual‐earner couples, (2) employing cross‐sectional and longitudinal methods, and (3) predicting job satisfaction with a spousal rating of the target's WIF. Consistent with previous research, WIF was related to job satisfaction cross‐sectionally for men and women, and this effect existed beyond negative mood, job autonomy and monotony, and FIW. When predicting a change in job satisfaction a year later, and when using spouse rating of the target's WIF, WIF was predictive of women's job satisfaction but not men's, which is consistent with gender role theory. The fact that WIF predicted job satisfaction for women beyond affective and job characteristic variables, over time, and with non‐self reported measures, provides more confidence in this directional relationship than could previously be assumed. Societal and managerial implications are discussed.

A 2 time-point survey was used to examine the mediating mechanism and boundary conditions through which proactive personality affects graduate students' innovative behavior. Results revealed that a proactive personality positively affected the innovative behavior of the students; feedback seeking mediated the influence of proactive personality on innovative behavior, and academic self-efficacy moderated the relationship between proactive personality and innovative behavior through feedback seeking. Namely, when graduate students' academic self-efficacy is high, for those with a proactive personality there is a stronger positive influence on their innovative behavior through feedback seeking. When graduate students' academic self-efficacy is low, a proactive personality has a weaker positive impact on their innovative behavior through feedback seeking. In this study we have, therefore, established a new mediating mechanism and boundary conditions through which proactive personality influences innovative behavior and have expanded existing innovation theory. Finally, we proposed management recommendations for ways to enhance and increase graduate students' innovative behavior.

Introduction: This research studied the mediating role of job autonomy in the relationship between ethical leadership and knowledge workers’ innovative behaviour based on self-determination theory. Data were collected from 377 knowledge workers in the IT industry in Sichuan, Henan, and Guangdong province, China. A conceptual model was constructed and tested with the statistical software SMART-PLS. This paper concludes that job autonomy effectively mediates ethical leadership and knowledge workers’ innovative behaviour. The findings also reveal the strong and positive impact of ethical leadership on knowledge workers’ innovative behaviour. This paper enriched the leadership literature and extended the understanding of the predictors of employee innovative behaviour Objective: To investigate the impact of ethical leadership on knowledge workers’ innovative behaviour. To study the relationship between ethical leadership and job autonomy. To examine the impact of job autonomy on knowledge workers’ innovative behaviour. To investigate the mediating effect of job autonomy between ethical leadership and knowledge workers’ innovative behaviour. Theoretical Framework: Knowledge workers are highly skilled workers with professional knowledge, good education, or experience in their respective fields (Davenport, 2006). According to Correia &amp; Dierendonck (2010), three core elements underpin the global meaning framework of knowledge workers: first, knowledge workers perceive their work as a calling; second, they have a strong desire for membership within a community of peers; third, they demand autonomy. These elements are in consistency with SDT. Method: This research used a quantitative approach to test the hypothesis, a closed questionnaire to collect the data, and SMART PLS version 4 to analyze the data. The survey questions were translated into Chinese with a back-translation approach (Brislin, 1986), as the respondents were all Chinese. Results and Discussion: Due to the single source, we first test common method bias. We adopted a full collinearity assessment approach to check the common method bias (Kock, 2015; Kock and Lynn, 2012). In this approach, the constructs were regressed on a new dummy variable with random values. As shown in table 4.1, the variance inflation factor (VIF) is lower than 3.3 (Kock, 2015), the model is indicated free of common method bias. Research Implications: The study constructed a research model to investigate the mediating effect of job autonomy between ethical leadership and knowledge workers' innovative behaviour. Management in knowledge-intensive industries, like the IT industry, can gain inspiration from the research to develop proper management strategies to promote knowledge workers’ innovative behaviour while guarding the ethical line.

The purpose of this study is to explore the differential effects of regulatory focus on job crafting type(promotion/prevention-focused job crafting) and job crafting type on job satisfaction, turnover intention, innovative behavior. Also, this study assume the mediation model that job satisfaction has a mediation effect on relationship between job crafting and turnover intention/innovative behavior. To do this, we conducted an online survey of 394 workers and used 355 data for the final statistical analysis. The results showed that trait promotion-focus was positively related with promotion-focused job crafting, and trait prevention-focus was positively related with prevention-focused job crafting. Also relationship between trait promotion-focus and prevention-focused job crafting, between trait prevention-focus and promotion-focused job crafting was non-significant. That is, the trait regulatory focus was associated with the type of job crafting corresponding to each trait. Moreover, the results supported the differential effects of job crafting type by showing that promotion-focused job crafting has a positive relationship with job satisfaction/innovative behavior and a negative relationship with turnover intention, while prevention-focused job crafting has a negative relationship with job satisfaction and a positive relationship with turnover intention. Results of the mediation model showed that promotion-focused job crafting was negatively and prevention-focused job crafting was positively related with turnover intention through job satisfaction. There was no mediation effect of job satisfaction on relationship between job crafting and innovative behavior. At the end of this paper this study results, implications and limitations of this study were discussed.

In order to explore the relationship between high commitment human resource management, job autonomy, and job satisfaction, a random questionnaire survey is conducted on 194 teachers in higher education institutions nationwide. SPSS24.0 is used in methods including descriptive statistical analysis, one-way analysis of variance, back testing, correlation analysis, regression analysis, and stepwise regression analysis. The following results are obtained: 1.High commitment human resource management and job autonomy were significantly and positively correlated; 2.High commitment human resource management is significantly and positively correlated with job satisfaction; 3.Job autonomy is significantly and positively correlated with job satisfaction; 4.High commitment human resource management and job autonomy are significantly different in terms of education. Job satisfaction is significantly different in terms of employee status and years of working. High commitment human resource management, job autonomy, and job satisfaction are significantly different in terms of school location (provincial capital, non-provincial capital); 5.Job autonomy plays a partially mediating role in the relationship between high commitment huamn resource management and job satisfaction. In response to the results, it is suggested that Chinese higher education institutions should implement high commitment human resource management model to reasonably expand employees’ job autonomy and improve their job satisfaction according to the actual situation.

In the past few decades, a firm’s innovative climate has received much attention in the context of innovative behavior, competitiveness, and business performance. The existing literature has relied to a great extent on innovative climate as an interacting factor and overlooked its role as an antecedent of various organizational phenomena. Furthermore, the interaction effects of the firm’s size and age on the relationships between innovative climate and other organizational variables have gone unnoticed. This study adds to the literature by empirically assessing the effects of the firm’s innovative climate on organizational learning and employees’ innovative behavior as well as its consequences on the firm’s competitiveness and business performance. Additionally, it addresses the interaction impacts of firm size and age on the relationships between the abovementioned variables. This research achieves its goal by developing an integrative research design that analyzes complex relations using covariance-based structural equation modeling (SEM) and regression techniques on a dataset of 408 Chinese law firms. The results indicate that the firm’s innovative climate has a significant positive relationship with organizational learning and employees’ innovative behavior. It is also found that organizational learning has a significant positive influence on employees’ innovative behavior. Meanwhile, organizational learning and employees’ innovative behavior have a significant positive influence on firm competitiveness and business performance. Another important finding is that contextual factors, i.e., firm size and age, strengthen these relations. Theoretical and managerial implications, including links to firm size and age, are provided.

Research within the domain of job satisfaction has brought about renewed interest among human resource practitioners and researchers in the past twenty years. Furthermore, many studies have examined the antecedents of job satisfaction in various organisational settings. However, focusing on social integration and job autonomy relationships with work outcomes have been limited and worthy of empirical investigation. The purpose of the study was to examine the relationship between social integration and job autonomy on job satisfaction among school sport facilitators. The study is located with a quantitative research paradigm. A structured questionnaire consisting of validated scales for social integration, job autonomy and job satisfaction was administered to a sample of 201 school sport facilitators in the Southern Gauteng region of South Africa. The results show significant positive correlations among the constructs, social integration, and job autonomy and job satisfaction. In addition, social integration, a facet of QWL life and job autonomy was found to significantly influence job satisfaction. Confirmatory factor analysis (CFA) was used to examine the fit to the proposed model and the path model using structural equation modelling (SEM) to examine casual relationships among the constructs. Results show satisfactory goodness-of fit indices. The path model showed strong casual relationships indicating that social integration and job autonomy of school sport facilitators significantly related to job satisfaction. The results demonstrate that the higher the prevalence of social integration and job autonomy, the higher the levels of job satisfaction. It is recommended that sport facilitators should be given adequate autonomy to make decisions about the services they render and any top-down imposition of change may be counter-productive to job satisfaction among sport facilitators.

Developing a structural equation model from Grandey's emotional regulation model to measure nurses' emotional labor, job satisfaction, and job performance

Background: Employee job satisfaction has been established to be one of the important factors that work towards addressing the subject matter of productivity in organizations. Healthcare professionals deserve some level of basic psychological need satisfaction in the area of job autonomy. Reasons that lead to employees achieving job autonomy and job satisfaction have been researched by industrial and organizational psychologists but very few of such studies have directed their attention towards the role psychological capital can play. Therefore, this study sought to find out how much of an impact positive psychology can make on the job autonomy of healthcare employees leading to the fulfillment of job satisfaction. Methods: Data were collected from 385 healthcare professionals from the public sector. A structural equation model was performed to analyze the relationship that exists between the constructs of psychological capital and job autonomy leading to job satisfaction on the part of the employees. Results: Results showed both a direct and indirect positive relationship between hope and job satisfaction and indirect through job autonomy. Apart from self-efficacy, that had a very low positive relationship, optimism largely influenced job autonomy of healthcare professionals. Results also showed that psychological capital positively related to job autonomy while job autonomy minimally influenced job satisfaction. Conclusions: It is concluded from this study that healthcare professionals deserve some level of basic psychological need satisfaction in the area of job autonomy and that can stimulate positive work ethic.

Aim. The purpose of the present study was to determine the relationship between job satisfaction, burnout level and quality of life of the nurses working at hospitals in Sivas, Turkey. It is thought that there is a relationship between job satisfaction, burnout levels and quality of life of nurses and that the direction of this relationship may have a positive or negative effect on care services they provide. For this reason, the measurement of the relationship between job satisfaction, burnout level and quality of life of nurses is important. Methods. Study sample included 439 nurses. The data was collected through Personal Information Form, Minnesota Satisfaction Questionnaire (MSQ), Maslach Burnout Inventory and Quality of Life Questionnaire (WHOQOL-BREF). The scores that the nurses received from the scales were presented in averages and in standard deviation. Correlation analysis was used for statistical analysis. Results. General job satisfaction average score of the nurses was 3.2±0.6. There was a positive and significant relationship between job satisfaction and all sub-dimensions of quality of life (p<0.01). Burnout sub-dimension average score of the nurses was 17.2±7.6, desensitization average score was 3.30±3.59 and personal achievement average score was 24.1±5.2. Quality of life average score of the nurses was 13.53±2. 7 in physical domain, 14.2±2 in psychological domain, 14.0±2.2 in social domain and 12.53±2.17 in environmental domain. There was a negative relationship between all sub-dimensions of quality of life and exhaustion and desensitization scores. It was found that there was a positive relationship between quality of life and personal achievement average scores (p<0.01). Conclusions. Quality of life of the nurses was slightly above average in all domains. As job satisfaction and personal achievements of the nurses increased, so did their quality of life. As the emotional exhaustion and desensitization levels of the nurses increased, their quality of life levels decreased. Keywords: Nurse, job satisfaction, burnout, quality of life Ozet Amac. Bu arastirma, Sivas ilindeki hastanelerde calisan hemsirelerin is doyumu, tukenme duzeyi ve yasam kaliteleri arasindaki iliskiyi belirlemek amaciyla yapilmistir. Hemsirelerin is doyumu, tukenme duzeyleri ve yasam kaliteleri arasinda bir iliski oldugu ve bu iliskinin yonunun onlarin sunduklari bakimin kalitesini de olumlu ya da olumsuz olarak etkileyebilecegi dusunulmektedir. Bu nedenle hemsirelerin is doyumu, tukenme duzeyi ve yasam kaliteleri arasindaki iliskinin olculmesi onemlidir. Yontem. Orneklem 439 hemsireden olustu. Veriler Kisisel Bilgi Formu, Minnesota Doyum Anketi (MSQ), Maslach Tukenmislik Envanteri ve Yasam Kalitesi Olcegi (WOHQQL-BREF) kullanilarak toplandi. Hemsirelerin olceklerden aldiklari puanlar ortalama ve standart sapma olarak sunulmus ve istatistiksel analizde korelasyon analizi kullanilmistir. Bulgular. Hemsirelerin genel is doyum puan ortalamasi 3,2±0,6 olup, is doyumu ile yasam kalitesinin tum alt boyutlari arasinda pozitif yonde anlamli bir iliski saptanmistir (p<0,01). Hemsirelerin tukenmisligin duygusal tukenme alt boyutu puan ortalamasi 17,2±7,6, duyarsizlasma puan ortalamasi 3,3±3,6 ve kisisel basari puan ortalamasi 24,1±5,2’dir. Hemsirelerin yasam kalitesi puan ortalamalari; fiziksel alanda 13,5±2,7, ruhsal alanda 14,2±2,3, sosyal alanda 14,0±2,2 ve cevre alaninda 12,5±2,2’dir. Yasam kalitesinin tum boyutlari ile duygusal tukenme ve duyarsizlasma puanlari arasinda negatif yonde, yasam kalitesi ile kisisel basari puan ortalamasi arasinda pozitif yonde anlamli bir iliski bulunmustur (p<0,01). Sonuc. Hemsirelerin yasam kaliteleri tum alanlarda ortanin biraz uzerindedir. Hemsirelerin is doyumlari ve kisisel basarilari arttikca yasam kaliteleri yukselmekte, duygusal tukenme ve duyarsizlasma duzeyleri attikca yasam kaliteleri dusmektedir. Anahtar sozcukler: Hemsire, is doyumu, tukenmislik, yasam kalitesi

The prime objective of the current study is to explain the relationship between employee turnover intentions, supervisors support, job autonomy and job satisfaction. Furthermore, the mediating role of job satisfaction in the relationship between job autonomy, employee turnover intentions and supervisors support are examined. We have used the SEM-PLS as a statistical tool to achieve the objectives of the current study. The data is collected with the aid of an adapted questionnaire. The operation managers and finance managers of Indonesian manufacturing firms are chosen as the final sample of the current study. The current study focused on job satisfaction, and it is argued that job autonomy is a key determinant of job satisfaction, as greater autonomy will lead to more satisfaction and lower the turnover. Meanwhile, the findings of the study have revealed the fact that supervisor support is also a key factor. The results of the study are providing support to the proposition of agency theory and resource-based theory. Overall the findings of the current study are in line with the proposed findings. The paramedical staff of Thai government hospital is chosen as the sample of the study.

The purpose of this study was to investigate the influence of job demand(work load, time pressure, role conflict, and role ambiguity) on adaptive performance and the mediating effect of burnout. Also, this study examined the moderating effect of leader-member exchange on the relationship between quantitative demand and burnout, and the moderating effect of emotional stability on the relationship between qualitative demand and burnout. Using the survey research method, data were collected from 272 employees who were working in a variety of organizations in Korea. As results, work load, time pressure, role conflict, and role ambiguity had positive relationships with adaptive performance. And burnout had complete mediation effect on the relationship between work load, time pressure, role conflict, and role ambiguity and adaptive performance. And emotional stability had moderation effect on the relationship between qualitative demand and burnout. Specifically, the positive relationship between qualitative demand and burnout was weaker when emotional stability was high rather than low. On the other hand, moderating effect of leader-member exchange quality on the relationship between quantitative demand and burnout was not significant. Finally, based on these results, we discussed the implications and limitations of the study, and the suggestions for the future research.