Reassessing Innovative Work Behaviors during COVID-19 Pandemic: The Impacts of Workplace Spirituality and Psychological Safety Perception

Yıl 2021, , 537 - 555, 31.07.2021

Seçil Taştan Serin İşiaçık

https://doi.org/10.31592/aeusbed.736610

Cited By: 3

Öz

Recent literature has shown the contributions of positivity in organizations, but less is known about the impact of spirituality and safety feelings as an extension of positive psychology on individuals’ innovative work behaviors. Considering the COVID-19 pandemic outbreak, it is suggested that the conditions encouraging employees’ perceptions and attitudes as well as their innovative work behaviors (IWBs) have been changed. Based on the positive psychology approach, workplace spirituality and psychological safety are seen as important factors on employees’ IWBs. Therefore, this study aimed to examine the relationships among perceived workplace spirituality, psychological safety, and employees’ IWBs within the context of the COVID-19 pandemic. Employees working in different private sectors in Istanbul (N= 251) participated in the current research. The statistical analyses revealed that workplace spirituality contributed to employees’ innovative behaviors, and psychological safety fully mediated this relationship. Based on the findings, practical and conceptual implications of this study are discussed and future directions are presented.

Anahtar Kelimeler

Innovative work behaviors, workplace spirituality, psychological safety perception

COVID-19 Salgını Döneminde Yenilikçi İç Davranışlarına Yeniden Bakış: Algılanan İşyeri Maneviyatının ve Psikolojik Güvenliğin Etkileri

Öz

Alanyazında yer alan çalışmalarda, pozitifliğin örgütlerdeki olumlu yansımalarına işaret edilmiş, ancak Pozitif Psikoloji’nin bir uzantısı olarak maneviyatın ve güvenlik hissinin yenilikçi iş davranışları (YİD) üzerindeki etkisi yeterince irdelenmemiştir. Bu araştırmada, işyeri maneviyatı, psikolojik güvenlik ve çalışanların yenilikçi iş davranışları arasındaki ilişkinin incelenmesi amaçlanmıştır. Bununla birlikte, COVID-19 salgının gündeme geldiği örgütsel koşullarda, YİD’nı oluşturan koşulların ve süreç esnasında çalışanların işyerine ilişkin tutum ve algılarının da farklılık gösterebileceği öngörülmüştür. Bu nedenle, çalışmada ele alınan değişkenlerin günümüz koşulları içerisindeki çalışanların algı, tutum ve davranışları açısından incelenmesi çalışmanın alanyazına önemli katkılar sunabileceği düşünülmüştür. Bu bağlamda gerçekleştirilen araştırmaya, İstanbul'da farklı özel sektörlerde çalışan bireyler (N = 251) katılmıştır. İstatistiksel analizler neticesinde, işyeri maneviyatının çalışanların yenilikçi davranışlarına katkıda bulunduğu ve psikolojik güvenliğin bu ilişkide kısmi aracılık rolüne sahip olduğu bulgusuna ulaşılmıştır. Ayrıca, bu sonuçların uygulamaya ve alanyazına yönelik katkıları değerlendirilmiştir.

Anahtar Kelimeler

Yenilikçi iş davranışları, İşyeri maneviyatı, Psikolojik güvenlik algısı

Kaynakça

• Agarwal, P. and Farndale, E. (2017). High‐performance work systems and creativity implementation: the role of psychological capital and psychological safety. Human Resource Management Journal, 27(3), 440-458. Afsar, B. and Badir, Y. (2017). Workplace spirituality, perceived organizational support and innovative work behavior: The mediating effects of person-organization fit. Journal of Workplace Learning, 29(2), 95-109. Alas, R. and Mousa, M. (2016). Organizational culture and workplace spirituality. International Journal of Emerging Research in Management and Technology, 5(3), 285-314. Alex Linley, P., Joseph, S., Harrington, S. and Wood, A. M. (2006). Positive psychology: Past, present, and (possible) future. The Journal of Positive Psychology, 1(1), 3-16. 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. Blau, P. (1964). Power and exchange in social life. NY: John Wiley & Sons. Buller, P. F. and McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight. Human Resource Management Review, 22(1), 43-56. Cameron, K. S. and Quinn, R. E. (1999). An introduction to changing organizational culture. Diagnosing and changing organizational culture: Based on the competing values framework, 1-17. Cao, W., Fang, Z., Hou, G., Han, M., Xu, X., Dong, J. and Zheng, J. (2020). The psychological impact of the COVID-19 epidemic on college students in China. Psychiatry Research, 112934. Carmeli, A., Brueller, D. and Dutton, J. E. (2009). Learning behaviours in the workplace: The role of high‐quality interpersonal relationships and psychological safety. Systems Research and Behavioral Science: The Official Journal of the International Federation for Systems Research, 26(1), 81-98. Carmeli, A., Gelbard, R. and Gefen, D. (2010). The Importance of Innovation Leadership in Cultivating Strategic Fit and Enhancing Firm Performance. The Leadership Quarterly, 21, 339-349. Carmeli, A., Sheaffer, Z., Binyamin, G., Reiter‐Palmon, R. and Shimoni, T. (2014). Transformational leadership and creative problem‐solving: The mediating role of psychological safety and reflexivity. The Journal of Creative Behavior, 48(2), 115-135. Chen, S., Jiang, W., Zhang, G. and Chu, F. (2019). Spiritual Leadership on Proactive Workplace Behavior: The Role of Organizational Identification and Psychological Safety. Frontiers in Psychology, 10, 1206. Chen, B., Van Assche, J., Vansteenkiste, M., Soenens, B. and Beyers, W. (2015). Does psychological need satisfaction matter when environmental or financial safety are at risk?. Journal of Happiness Studies, 16(3), 745-766. Collins, C. J. and Smith, K. G. (2006). Knowledge exchange and combination: The role of human resource practices in the performance of high-technology firms. Academy of Management Journal, 49(3), 544-560. Cropanzano, R. and Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874-900. Çalışkan, A., Akkoç, İ. and Turunç, Ö. (2011). Örgütsel Performansın Arttırılmasında Motivasyonel Davranışların Rolü: Yenilikçiliğin ve Girişimciliğin Aracılık Rolü. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 16(3), 363-401. Çimen, İ. and Yücel, C. (2017). Yenilikçi Davranış Ölçeği (YDÖ): Türk Kültürüne Uyarlama Çalışması. Cumhuriyet Uluslararası Eğitim Dergisi, 6(3), 365-381. Deci, E. L., Connell, J. P. and Ryan, R. M. (1989). Self-determination in a work organization. Journal of Applied Psychology, 74(4), 580. Dehler, G. E. and Welsh, M. A. (1994). Spirituality and organizational transformation: Implications for the new management paradigm. Journal of Managerial Psychology, 9(6), 17-26. De Jong, J. P. and Den Hartog, D. N. (2008). Innovative work behavior: Measurement and validation. EIM Business and Policy Research, 8(1), 1-27. Delizonna, L. (2017). High-performing teams need psychological safety. here’s how to create it. Harvard Business Review, 8, 2017. Duan, L. and Zhu, G. (2020). Psychological interventions for people affected by the COVID-19 epidemic. The Lancet Psychiatry, 7(4), 300-302. Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350-383. Edmondson, A. C. and Lei, Z. (2014). Psychological safety: The history, renaissance, and future of an interpersonal construct. Annu. Rev. Organ. Psychol. Organ. Behav., 1(1), 23-43. Edmondson, A. C. (2018). The fearless organization: Creating psychological safety in the workplace for learning, innovation, and growth. John Wiley & Sons. Eren, E. (2016). Yönetim ve Organizasyon.(12. Baskı). Beta Basım Yayın, İstanbul. Farr, J. L. and West, M. A. (Eds.). (1990). Innovation and creativity at work: Psychological and organizational strategies. Wiley. Fernando, Y., Jabbour, C. J. C. and Wah, W. X. (2019). Pursuing green growth in technology firms through the connections between environmental innovation and sustainable business performance: does service capability matter?. Resources, Conservation and Recycling, 141, 8-20. Fox, C., Webster, B. D. and Casper, W. C. (2018). Spirituality, psychological capital and employee performance: An empirical examination. Journal of Managerial Issues, 30(2), 194-153. Gupta, M., Kumar, V. and Singh, M. (2014). Creating satisfied employees through workplace spirituality: A study of the private insurance sector in Punjab (India). Journal of Business Ethics, 122(1), 79-88 Gupta, A. A. K. (2017). Workplace Spirituality-A New Paradigm in Management. Ushus-Journal of Business Management, 16(2), 45-52. Hackman J.R. and Oldham, G.R. (1976). "Motivation through the design of work: Test of a theory." Organizational Behavior and Human Performance, 16:250-279. Hirak, R., Peng, A. C., Carmeli, A. and Schaubroeck, J. M. (2012). Linking leader inclusiveness to work unit performance: The importance of psychological safety and learning from failures. The Leadership Quarterly, 23(1), 107-117. Hofstede, G. (1997). Cultures and organizations: Software of the mind. New York: McGrawHill. Howard, S. and Welbourn, D. (2004). The spirit at work phenomenon. Azure. Jung, D. I., Chow, C. and Wu, A. (2003). The role of transformational leadership in enhancing organizational innovation: Hypotheses and some preliminary findings. The Leadership Quarterly, 14(4-5), 525-544. Kağıtçıbaşı (1997). Individualism and collectivism. In J. W. Berry, M. H. Segall, and C. Kagitcibasi (Eds.), Handbook of Cross-cultural Psychology, 2nd Ed. King, N. and Anderson, N. (2002). Managing innovation and change: A critical guide for organizations. Cengage Learning EMEA. King-Kauanui, S., Thomas, K. D. and Waters, G. R. (2005). Entrepreneurship and spirituality: integration of spirituality into the workplace. Journal of Management, Spirituality & Religion, 2(2), 255-274. Kinjerski, V. M. and Skrypnek, B. J. (2004). Defining spirit at work: Finding common ground. Journal of Organizational Change Management, 17(1), 26-42. Kinjerski, V. and Skrypnek, B. J. (2006, August). Measuring the Intangible: Development of the Spirit at Work Scale. In Academy of management proceedings (Vol. 2006, No. 1, pp. A1-A6). Briarcliff Manor, NY 10510: Academy of Management. Kostopoulos, K. C. and Bozionelos, N. (2011). Team exploratory and exploitative learning: Psychological safety, task conflict, and team performance. Group & Organization Management, 36(3), 385-415. Kumar, M. (2016). Workplace Spirituality and Employee Work Attitudes: Exploring Gender as a Moderator. Journal of Business and Management, 18(5), 1-10. Low, J. G. and Wilder-Smith, A. (2005). Infectious respiratory illnesses and their impact on healthcare workers: a review. Ann Acad Med Singapore, 34(1), 105-110. Luthans, F. (2002b). The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, 23, 695-706. Mayo, E. (1945). Social problems of an industrial civilization. Boston, MA: Division of Research, Graduate School of Business Administration, Harvard University. McKibbin, W. J. and Fernando, R. (2020). The global macroeconomic impacts of COVID-19: Seven Scenarios. Milliman, J., Czaplewski, A. J. and Ferguson, J. (2003). Workplace spirituality and employee work attitudes: An exploratory empirical assessment. Journal of Organizational Change Management, 16(4), 426-447. Mitroff, I. I. and Denton, E. A. (1999). A study of spirituality in the workplace. MIT Sloan Management Review, 40(4), 83. Mónico, L. S., Mellão, N., Nobre-Lima, L., Parreira, P. and Carvalho, C. (2016). Emotional intelligence and psychological capital: What is the role of workplace spirituality. Rev. Port. Enferm. Saúde Mental, 3, 45-50. Nehles, A. B, Renkema, M. and Janssen, M. (2017). HRM and innovative work behaviour: a systematic literature review. Personnel Review, 46 (7), 1228-1253. Nembhard, I. M. and Edmondson, A. C. (2006). Making it safe: The effects of leader inclusiveness and professional status on psychological safety and improvement efforts in health care teams. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 27(7), 941-966. Newman, A., Donohue, R. and Eva, N. (2017). Psychological safety: A systematic review of the literature. Human Resource Management Review, 27(3), 521-535. Nunnally, J. C. and Bernstein, I. H. (1994). Validity. Psychometric Theory, 3, 99-132. Oldham, G. R. and Cummings, A. (1996). Employee creativity: Personal and contextual factors at work. Academy of Management Journal, 39(3), 607-634. O'Reilly, C. A., Chatman, J. and Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34(3), 487-516. Pandey, A., Gupta, V. and Gupta, R. K. (2019). Spirituality and Innovative Behavior in Teams: Examining the Mediating Role of Team Learning. IIMB Management Review, 4(2), 1-23. Pierce, J. L., Gardner, D. G., Cummings, L. L. and Dunham, R. B. (1989). Organization-based self-esteem: Construct definition, measurement, and validation. Academy of Management Journal, 32(3), 622-648. Qiu, J., Shen, B., Zhao, M., Wang, Z., Xie, B. and Xu, Y. (2020). A nationwide survey of psychological distress among Chinese people in the COVID-19 epidemic: implications and policy recommendations. General Psychiatry, 33(2). Rego, A. and Cunha, M. P. (2008). Workplace spirituality and organizational commitment: an empirical study. Journal of Organizational Change Management, 21(1) , 53-75. Riggio, R. E. (2012). Industrial and Organizational Psychology. Pearson Higher Ed. Robbins, S. P. and Judge, T. (2012). Organizational Behavior. Upper Saddle River, N.J: Pearson/Prentice Hall. Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21 (7), 600-619. Saks, A. M. (2011). Workplace spirituality and employee engagement. Journal of Management, Spirituality & Religion, 8 (4), 317–340. Schumacker, R. E. and Lomax, R. G. (2004). A beginner's guide to structural equation modeling. psychology press. Scott, S. G. and Bruce, R. A. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of Management Journal, 37(3), 580-607. Seligman, M. E. and Csikszentmihalyi, M. (2000). Positive psychology: An introduction. American Psychologist, 55, 5–14 Sethia, N. (1991). The evocation of creativity through collaboration. In annual meeting of the Academy of Management, Miami. Seyyar, A. and Evkaya, C. (2015). Batıda “İşyeri Maneviyatı” Üzerine Yapılan Bilimsel Çalışmaların Türk Bilim Camiasına Etkileri. Siyaset, Ekonomi ve Yönetim Araştırmaları Dergisi, 2(2), 1-20. Shinde, U. and Fleck, E. (2015). What spirituality can bring to leaders and managers: Enabling creativity, empathy and a stress free workplace. Journal of Organizational Psychology, 15(1), 101. Siemsen, E., Roth, A. V., Balasubramanian, S. and Anand, G. (2009). The influence of psychological safety and confidence in knowledge on employee knowledge sharing. Manufacturing & Service Operations Management, 11(3), 429-447. Spreitzer, G. M. (1995). Psychological empowerment in the workplace: Dimensions, measurement, and validation. Academy of Management Journal, 38(5), 1442-1465 Şimşek, Ö. F. (2007). Yapısal eşitlik modellemesine giriş:(temel ilkeler ve LISREL uygulamaları). Ekinoks. Tasselli, S., Kilduff, M. and Landis, B. (2018). Personality change: implications for organizational behavior. Academy of Management Annals, 12(2), 467-493. Taştan, S. B. (2013). The influences of participative organizational climate and self-leadership on innovative behavior and the roles of job involvement and proactive personality: A survey in the context of SMEs in Izmir. Procedia-Social and Behavioral Sciences, 75, 407-419. Taştan, S. B. and Davoudi, S. M. M. (2015). An examination of the relationship between leader-member exchange and innovative work behavior with the moderating role of trust in leader: A study in the Turkish context. Procedia-Social and Behavioral Sciences, 181, 23-32. Taştan, S. B., Güçel, C. and İşçi, E. (2015). Dünyaya İlişkin Varsayımlar ve Özerklik Algısının Çalışanlarda Olumlu Sosyal Davranışlar ve Saldırganlık ile İlişkilerinin İncelenmesi: Öz-Belirleme ve Pozitif Yanılsamalar Kuramları Bağlamında Bir Değerlendirme. İş'te Davranış Dergisi, 2(2), 1-10. Taştan, S. B. and Serinkan, C. (2013). An empirical research on the relationship between individuals’ psychological empowerment and voluntary performance behaviors: An assessment of the combination of psychological power and intimate will. Journal of Global Strategic Management, 13, 100-124. Taştan, S. B. (2016). Predicting job strain with psychological hardiness, organizational support, job control and work overload: an evaluation of Karasek’s DCS model. Postmodern Openings, 7(1), 107-130. Turner, J. (1999). Spirituality in the workplace. CA Magazine, 132 (10), 41-52. Unnikrishnan Nair, K. (2001). Adaptation to creation: progress of organizational learning and increasing complexity of learning systems. Systems Research and Behavioral Science, 18(6), 505-521. Üçler, Ç. and Taştan, S. B. (2017). Psikolojik sözleşme, örgütsel şeffaflık ve lider-üye etkileşiminin çalışan performans davranışları ile ilişkisinin incelenmesi. İş’te Davranış Dergisi, 2(2), 89-107. Üçok, D. T. and Torun, A. A. (2016). The relatıonship of group cohesiveness, psychological safety, control over work, and competitive work environment with organizational silence: The mediating role of motives of silence. Uluslararası İşletme, Ekonomi ve Yönetim Perspektifleri Dergisi, 4, 62-80. Ünal, Z. M. and Turgut, T. (2015). Örgüt kültürünün iş yerinde maneviyat üzerindeki katkısı. 3. Örgütsel Davranış Kongresi Bildiriler Kitabı, Tokat. Walumbwa, F. O. and Schaubroeck, J. (2009). Leader personality traits and employee voice behavior: mediating roles of ethical leadership and work group psychological safety. Journal of Applied Psychology, 94(5), 1275. West, M.A. and Farr, J.L. (1989) Innovation at Work: Psychological Perspectives. Social Behavior, 4, 15-30. Weiss, H.M. and Cropanzano. R. (1996). Affective Events Theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work. Research in Organizational Behavior, 18, 1 – 74. Vandekerkhof, P., Steijvers, T., Hendriks, W. and Voordeckers, W. (2018). Socio‐emotional wealth separation and decision‐making quality in family firm TMTs: The moderating role of psychological safety. Journal of Management Studies, 55(4), 648-676. Yener, S. (2015). Psikolojik Rahatlık Ölçeğinin Türkçe Formunun Geçerlik ve Güvenilirlik Çalışması. ODÜ Sosyal Bilimler Araştırmaları Dergisi (ODÜSOBİAD), 5(13), 280-305.