Exploring Managerial Mechanisms that Influence Innovative Work Behaviour: Comparing private and public employees

By Rune Bysted, Kristina Risom Jespersen. 2014

144 citations recorded by the source corpus.

Subfields: Communication, Marketing, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/41c78c224e33805c0c623b30fc4af174f78d4e25

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Communication

1. Jesper Rosenberg Hansen
2. A. Bos‐Nehles
3. Rune Bysted
4. A. Arundel

In Marketing

1. A. Bos‐Nehles
2. A. Veenendaal
3. Jesper Rosenberg Hansen
4. Rune Bysted
5. M. Janssen
6. Luca Casali
7. B. Ferguson
8. Carter Bloch

In Organizational Behavior and Human Resource Management

1. A. Bos‐Nehles
2. A. Veenendaal
3. Jesper Rosenberg Hansen
4. Rune Bysted
5. M. Janssen
6. Carter Bloch
7. M. Renkema

Citations in the corpus

• Advancing innovation in the public sector: Aligning innovation measurement with policy goals (2019, background): “Experimentation with other forms of governance to encourage innovation has led to ‘joined up government’ and ‘networked’ governance models (Bysted and Jespersen, 2014; Hartley et al., 2013; Sorensen and Torfing, 2012).”
• Comparing Public and Private Sector Employees’ Innovative Behaviour: Understanding the role of job and organizational characteristics, job types, and subsectors (2015, methodology): “This is a very large survey, and some of these data have also been used in Bysted and Jespersen (2013).”
• Perceptions of HR practices and innovative work behavior: the moderating effect of an innovative climate (2019, background): “Indeed, empirical results show that a compensation system can have a significant impact on innovative behavior (e.g. Bysted & Jespersen, 2014; Sanders et al., 2010; Zhang & Begley, 2011), both because it can be a tool to increase such behavior and because it can also discourage other behaviors by…”
• HRM and innovative work behaviour: a systematic literature review (2017, background): “Bysted and Jespersen (2014) found that the relationship differs between private and public organisations, and that the effect on IWB of training and development practices is lower in public organisations than in private organisations.”
• How European public sector agencies innovate: The use of bottom-up, policy-dependent and knowledge-scanning innovation methods (2015, background): “, 2011) to a positive effect in another (Bysted and Jespersen, 2014).”