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THE EFFECT OF EMPOWERING LEADERSHIP ON EMPLOYEES’ INNOVATIVE BEHAVIOR: THE ROLE OF AFFECTIVE COMMITMENT AND PSYCHOLOGICAL EMPOWERMENT

Year 2021, Issue: 46, 479 - 496, 02.09.2021
https://doi.org/10.30794/pausbed.829858

Abstract

In today’s globalized business world where innovation is considered the source of competition, companies develop various strategies to positively influence the behavior of employees, who are the essential factor that achieves innovation. These strategies are built on antecedents, which have a positive effect on employees’ innovative behavior. In this study, a model is proposed to reveal the antecedents of the employees’ innovative behavior. It is aimed to measure the effect of empowering leadership, psychological empowerment, and affective commitment on employees’ innovative behavior, based on the assumption that there is more than one driving force that can affect the employees’ innovative behavior. Besides, it is aimed to empirically investigate the mediating role of psychological empowerment and the moderator role of affective commitment in the relationship between empowering leadership and employees’ innovative behavior. The data were collected from 234 white-collar workers of a ready-made clothing company operating in Istanbul. According to the research results; empowering leadership, psychological empowerment, and affective commitment have a positive impact on the employees’ innovative behavior. However, psychological empowerment mediates, and affective commitment moderates between empowering leadership and employees’ innovative behavior.

References

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  • Düger, Y. S. (2020b). “The Effect of Leader-Member Exchange (LMX) on Employee Voice and Turnover Intention: The Moderator Role of Psychological Empowerment”, Gaziantep University Journal of Social Sciences, 19/3, 1215-1236.
  • Eisenberger, R., Karagonlar, G., Stinglhamber, F., Neves, P., Becker, T. E., Gonzalez-Morales, M. G., and Steiger-Mueller, M. (2010). “Leader–Member Exchange and Affective Organizational Commitment: The Contribution of Supervisor’s Organizational Embodiment”, Journal of Applied Psychology, 95, 1085-1103.
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  • Garg, S. and Dhar, R. L. (2016). “Extra-Role Customer Service: The Roles of Leader–Member Exchange (LMX), Affective Commitment, and Psychological Empowerment”, International Journal of Hospitality & Tourism Administration, 17/4, 373-396.
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GÜÇLENDİRİCİ LİDERLİĞİN ÇALIŞANLARIN YENİLİKÇİ DAVRANIŞINA ETKİSİ: DUYGUSAL BAĞLILIK VE PSİKOLOJİK GÜÇLENDİRMENİN ROLÜ

Year 2021, Issue: 46, 479 - 496, 02.09.2021
https://doi.org/10.30794/pausbed.829858

Abstract

İnovasyonun rekabetin kaynağı olarak kabul edildiği günümüzün küreselleşen iş dünyasında, işletmeler inovasyonu yaratan unsur olan çalışanların davranışlarını olumlu yönde yöneltmek için çeşitli stratejiler geliştirmektedir. Bu stratejiler, çalışanların yenilikçi davranışlar sergilemesine olumlu etki eden öncüler üzerine kurgulanmaktadır. Bu çalışmada, çalışanların yenilikçi davranışlarının öncülerini ortaya koyması için bir model önerilmektedir. Çalışanların yenilikçi davranışlarını etkileyebilecek birden fazla itici gücün olduğu varsayımından hareketle, güçlendirici liderlik, psikolojik güçlendirme ve duygusal bağlılığın çalışanların yenilikçi davranışına etkisini ölçmek amaçlanmaktadır. Ayrıca, güçlendirici liderlik ile çalışanların yenilikçi davranışları arasındaki ilişkide psikolojik güçlendirmenin aracı rolü ve duygusal bağlılığın düzenleyici rolünü amprik olarak araştırmak amaçlanmaktadır. İstanbul’da faaliyet gösteren bir hazır giyim firmasının 234 beyaz yaka çalışanından veriler toplanmıştır. Araştırma sonuçlarına göre; güçlendirici liderlik, psikolojik güçlendirme ve duygusal bağlılık çalışanların yenilikçi davranışlarını olumlu yönde etkilemektedir. Ayrıca, güçlendirici liderlik ile çalışanların yenilikçi davranışı arasındaki ilişkide psikolojik güçlendirmenin aracı, duygusal bağlılığında düzenleyici etkisi bulunmaktadır.

References

  • Afsar, B. and Badir, Y. (2016). “The Mediating Role of Psychological Empowerment on the Relationship Between Person-Organization Fit and Innovative Work Behavior”, Journal of Chinese Human Resource Management, 7/1, 5-26.
  • Ahearne, M., Mathieu, J. and Rapp, A. (2005). “To Empower or Not to Empower Your Sales Force? An Empirical Examination of the Influence of Leadership Empowerment Behaviour on Customer Satisfaction and Performance”, Journal of Applied Psychology, 9/5, 945-955.
  • Akram, T., Lei, S., Haider, M. J. and Hussain, S. T. (2020). “The Impact of Organizational Justice on Employee Innovative Work Behavior: Mediating Role of Knowledge Sharing”, Journal of Innovation & Knowledge, 5/2, 117-129.
  • Alge, B. J., Ballinger, G. A., Tangirala, S. and Oakley, J. L. (2006). “Information Privacy in Organizations: Empowering Creative and Extrarole Performance”, Journal of Applied Psychology, 91/1, 221-234.
  • Allen, N. J. and Meyer, J. P. (1990). “The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization”, Journal of Occupational Psychology, 63/1, 1-18.
  • Amundsen, S. and Martinsen, Ø. L. (2014). “Empowering Leadership: Construct Clarification, Conceptualization, and Validation of a New Scale”, The Leadership Quarterly, 25, 487-511.
  • Amundsen, S. and Martinsen, Ø. L. (2015). “Linking Empowering Leadership to Job Satisfaction, Work Effort, and Creativity: The Role of Self-Leadership and Psychological Empowerment”, Journal of Leadership & Organizational Studies, 22/3, 304-323.
  • Arnold, J. A., Arad, S., Rhoades, J. A., and Drasgow, F. (2000). “The Empowering Leadership Questionnaire: The Construction and Validation of a New Scale for Measuring Leader Behaviors”, Journal of Organizational Behavior, 21, 249-269.
  • Atitumpong, A. and Badir, Y. F. (2018). “Leader-Member Exchange, Learning Orientation and Innovative Work Behavior”, Journal of Workplace Learning, 30/1, 32-47.
  • Bagheri, A. (2017). “The Impact of Entrepreneurial Leadership on Innovation Work Behavior and Opportunity Recognition in High-Technology SMEs”, The Journal of High Technology Management Research, 28/2, 159-166.
  • Baron, R.M. and Kenny, D.A. (1986). “The Moderator–Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations”, Journal of Personality and Social Psychology, 51/6, 1173-2001.
  • Boudrias, J.-S., Gaudreau, P., Savoie, A., and Morin, A. J. S. (2009). “Employee Empowerment: From Managerial Practices to Employees’ Behavioral Empowerment”, Leadership & Organization Development Journal, 30/7, 625-638.
  • Bücker, J. and van der Horst, E. (2017). “Innovative Work Behavior: To What Extent and How Can HRM Practices Contribute to Higher Levels of Innovation Within SMEs?”, Issues of Human Resource Management, (Ed: L. Mura), IntechOpen, London.
  • Carmeli, A. and Nihal Colakoglu, S. (2005), "The Relationship Between Affective Commitment and Organizational Citizenship Behaviors: The Moderating Role of Emotional Intelligence", The Effect of Affect in Organizational Settings (Research on Emotion in Organizations, Vol. 1), (Ed: Ashkanasy, N.M., Zerbe, W.J. and Härtel, C.E.J.), Emerald Group Publishing Limited, Bingley.
  • Carmeli, A., Meitar, R. and Weisberg, J. (2006). “Self-leadership Skills and Innovative Behavior at Work”, International Journal of Manpower, 27/1, 75-90.
  • Cheong, M., Spain, S.M., Yammarino, F.J. and Yun, S. (2016). “Two Faces of Empowering Leadership: Enabling and Burdening”, The Leadership Quarterly, 27/4, 602-616.
  • Choi, S.B., Kim, K., Ullah, S.E. and Kang, S.W. (2016). “How Transformational Leadership Facilitates Innovative Behavior of Korean Workers: Examining Mediating and Moderating Processes”, Personnel Review, 45/3, 459-479.
  • Conger, J. A. and Kanungo, R.N. (1988). “The Empowerment Process: Integrating Theory and Practice”, Academy of Management Review, 13/3, 471-482.
  • Cropanzano, R. and Mitchell, M. S. (2005). “Social Exchange Theory: An Interdisciplinary Review”, Journal of Management, 31, 874-900.
  • De Jong, J. P. J. and Den Hartog, D. N. (2007). “How Leaders Influence Employees’ Innovative Behavior”, Europe Journal of Innovative Management, 10/1, 41-64.
  • Dewettinck, K. and van Ameijde, M. (2011). “Linking Leadership Empowerment Behaviour to Employee Attitudes and Behavioural Intentions: Testing the Mediating Role of Psychological Empowerment”, Personnel Review, 40/3, 284-305.
  • Düger, Y. S. (2020a). “Ethical Leadership and Innovative Behavior of Employees: A Moderated Mediation Model of Leader Member Exchange and Emotional Intelligence”, Ahi Evran University Journal of Social Sciences Institute, 6/3, 345-364.
  • Düger, Y. S. (2020b). “The Effect of Leader-Member Exchange (LMX) on Employee Voice and Turnover Intention: The Moderator Role of Psychological Empowerment”, Gaziantep University Journal of Social Sciences, 19/3, 1215-1236.
  • Eisenberger, R., Karagonlar, G., Stinglhamber, F., Neves, P., Becker, T. E., Gonzalez-Morales, M. G., and Steiger-Mueller, M. (2010). “Leader–Member Exchange and Affective Organizational Commitment: The Contribution of Supervisor’s Organizational Embodiment”, Journal of Applied Psychology, 95, 1085-1103.
  • Erstad, M. (1997). “Empowerment and Organizational Change”, International Journal of Contemporary Hospitality Management, 9/73, 325-333.
  • Fernandez, S. and Moldogaziev, T. (2012). “Using Employee Empowerment to Encourage Innovative Behavior in the Public Sector”, Journal of Public Administration Research and Theory, 23/1, 155-187.
  • Garg, S. and Dhar, R. L. (2016). “Extra-Role Customer Service: The Roles of Leader–Member Exchange (LMX), Affective Commitment, and Psychological Empowerment”, International Journal of Hospitality & Tourism Administration, 17/4, 373-396.
  • Gkorezis, P. (2016). “Principal Empowering Leadership and Teacher Innovative Behavior: A Moderated Mediationmodel”, International Journal of Educational Management, 30/6, 1030-1044.
  • Hayes, A. F. (2013). Introduction to Mediation, Moderation, and Conditional Process Analysis, The Guilford Press, New York, NY.
  • Humborstad, S. I. W., Nerstad, C. G. L. and Dysvik, A. (2014). “Empowering Leadership, Employee Goal Orientations and Work Performance: A Competing Hypothesis Approach”, Personnel Review, 43/2, 246-271.
  • Janssen, O. (2000). “Job Demands, Perceptions of Effort-Reward Fairness and Innovative Work Behavior”, Journal of Occupational and Organizational Psychology, 73/3, 287-302.
  • Jose, P. E. (2013a). MedGraph-I: A Programme to Graphically Depict Mediation Among Three Variables: The Internet Version, version 3.0. Victoria University of Wellington, Wellington, New Zealand. (19.10.2020). https://psychology.victoria.ac.nz/medgraph.
  • Jose, P.E. (2013b). ModGraph-I: A Programme to Compute Cell Means for the Graphical Display of Moderational Analyses: The Internet Version, Version 3.0. Victoria University of Wellington, Wellington, New Zealand. (20.10.2020). https://psychology.victoria.ac.nz/modgraph.
  • Kalaycı, Ş. (2016). SPSS uygulamalı çok değişkenli istatistik teknikleri, Asil Yayınları, Ankara. Kim, M. and Beehr, T. A. (2018a). “Empowering Leadership: Leading People to Be Present Through Affective Organizational Commitment?”, The International Journal of Human Resource Management, 31/16, 2017-2044.
  • Kim, M. and Beehr, T.A. (2018b). “Organization-Based Self-Esteem and Meaningful Work Mediate Effects of Empowering Leadership on Employee Behaviors and Well-Being”, Journal of Leadership & Organizational Studies, 25/4, 385-398.
  • Konczak L. J., Stelly D. J. and Trusty M. L. (2000). “Defining and Measuring Empowering Leader Behaviors: Development of an Upward Feedback Instrument”, Educational and Psychological Measurement, 60/2, 301-313.
  • Kundu, S. C., Kumar, S. and Gahlawat, N. (2019). “Empowering Leadership and Job Performance: Mediating Role of Psychological Empowerment”, Management Research Review, 42/5, 605-624.
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There are 74 citations in total.

Details

Primary Language English
Subjects Finance
Journal Section Articles
Authors

Yavuz Selim Düger 0000-0003-3523-9671

Publication Date September 2, 2021
Acceptance Date January 20, 2021
Published in Issue Year 2021 Issue: 46

Cite

APA Düger, Y. S. (2021). THE EFFECT OF EMPOWERING LEADERSHIP ON EMPLOYEES’ INNOVATIVE BEHAVIOR: THE ROLE OF AFFECTIVE COMMITMENT AND PSYCHOLOGICAL EMPOWERMENT. Pamukkale Üniversitesi Sosyal Bilimler Enstitüsü Dergisi(46), 479-496. https://doi.org/10.30794/pausbed.829858
AMA Düger YS. THE EFFECT OF EMPOWERING LEADERSHIP ON EMPLOYEES’ INNOVATIVE BEHAVIOR: THE ROLE OF AFFECTIVE COMMITMENT AND PSYCHOLOGICAL EMPOWERMENT. PAUSBED. September 2021;(46):479-496. doi:10.30794/pausbed.829858
Chicago Düger, Yavuz Selim. “THE EFFECT OF EMPOWERING LEADERSHIP ON EMPLOYEES’ INNOVATIVE BEHAVIOR: THE ROLE OF AFFECTIVE COMMITMENT AND PSYCHOLOGICAL EMPOWERMENT”. Pamukkale Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, no. 46 (September 2021): 479-96. https://doi.org/10.30794/pausbed.829858.
EndNote Düger YS (September 1, 2021) THE EFFECT OF EMPOWERING LEADERSHIP ON EMPLOYEES’ INNOVATIVE BEHAVIOR: THE ROLE OF AFFECTIVE COMMITMENT AND PSYCHOLOGICAL EMPOWERMENT. Pamukkale Üniversitesi Sosyal Bilimler Enstitüsü Dergisi 46 479–496.
IEEE Y. S. Düger, “THE EFFECT OF EMPOWERING LEADERSHIP ON EMPLOYEES’ INNOVATIVE BEHAVIOR: THE ROLE OF AFFECTIVE COMMITMENT AND PSYCHOLOGICAL EMPOWERMENT”, PAUSBED, no. 46, pp. 479–496, September 2021, doi: 10.30794/pausbed.829858.
ISNAD Düger, Yavuz Selim. “THE EFFECT OF EMPOWERING LEADERSHIP ON EMPLOYEES’ INNOVATIVE BEHAVIOR: THE ROLE OF AFFECTIVE COMMITMENT AND PSYCHOLOGICAL EMPOWERMENT”. Pamukkale Üniversitesi Sosyal Bilimler Enstitüsü Dergisi 46 (September 2021), 479-496. https://doi.org/10.30794/pausbed.829858.
JAMA Düger YS. THE EFFECT OF EMPOWERING LEADERSHIP ON EMPLOYEES’ INNOVATIVE BEHAVIOR: THE ROLE OF AFFECTIVE COMMITMENT AND PSYCHOLOGICAL EMPOWERMENT. PAUSBED. 2021;:479–496.
MLA Düger, Yavuz Selim. “THE EFFECT OF EMPOWERING LEADERSHIP ON EMPLOYEES’ INNOVATIVE BEHAVIOR: THE ROLE OF AFFECTIVE COMMITMENT AND PSYCHOLOGICAL EMPOWERMENT”. Pamukkale Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, no. 46, 2021, pp. 479-96, doi:10.30794/pausbed.829858.
Vancouver Düger YS. THE EFFECT OF EMPOWERING LEADERSHIP ON EMPLOYEES’ INNOVATIVE BEHAVIOR: THE ROLE OF AFFECTIVE COMMITMENT AND PSYCHOLOGICAL EMPOWERMENT. PAUSBED. 2021(46):479-96.