Determinants of Innovative Work Behaviour: Development and Test of an Integrated Model

By Nagarajan Ramamoorthy, P. Flood, Tracy Slattery, Ron M. Sardessai. 2005

504 citations recorded by the source corpus.

Subfields: Gender Studies, Marketing, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/9e172cfd26796a14ee75868dd5be1cf9c6447d5b

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Citations in the corpus

Psychological capital as a mediator of the relationship between leadership and creative performance behaviors: empirical evidence from the Indian R&D sector (2014, background): “Zhang and Bartol (2010) tested their scale on a sample collected from a technology company in China while Ramamoorthy et al. (2005) tested their scale on an Indian sample.”
Trust as a predictor of innovation network ties in project teams (2015, methodology): “Innovation networks To assess the IG and IR networks, questions were derived from the Innovative Work Behaviour (IWB) scale (De Jong and Den Hartog, 2010; Ramamoorthy et al., 2005) that characterised IG and IR respectively (Janssen, 2000).”
Perceptions of HR practices and innovative work behavior: the moderating effect of an innovative climate (2019, background): “Perceptions of compensation being offered by the organization may lead to a sense of obligation to provide the employer with unique knowledge and input, or with innovative suggestions for improvement (Ramamoorthy et al., 2005).”
Is innovative behavior really good for the firm?: Innovative work behavior, conflict with coworkers and turnover intention: moderating roles of perceived distributive fairness (2011, background): “While scholars have given much attention to factors that promote IWB (Chen and Aryee, 2007; Dorenbosch et al., 2005; Janssen, 2003; Ramamoorthy et al., 2005; Scott and Bruce, 1994), few studies have investigated the negative aspects of it ( Janssen, 2003; Janssen et al.”
HRM and innovative work behaviour: a systematic literature review (2017, methodology): “Janssen’s (2000) findings are consistent with those of Ramamoorthy et al. (2005) in the sense that both suggest that the mutual relationship between the employer and employee influences IWB; however, Janssen (2000) further argued that perceptions of effort-reward fairness were necessary for this…”
On the Relation of Job Insecurity, Job Autonomy, Innovative Work Behaviour and the Mediating Effect of Work Engagement (2014, unknown): “As a result, research identified autonomy as a strong predictor of employee innovative behaviour (e.g. Axtell et al., 2000; Parker et al., 2003; Krause, 2004; Ramamoorthy et al., 2005; Unsworth, Wall & Carter, 2005; Ohly, Sonnentag & Pluntke, 2006; Slåtten & Mehmetoglu, 2011).”
Psychological contract and its motivational and health‐enhancing properties (2010, result): “though consistent with the research on breach, it has been shown to be associated with for example higher levels of in-role performance, employee innovativeness and organizational citizenship behaviour (Millward and Hopkins, 1998; Turnley et al., 2003; Ramamoorthy et al., 2005).”
Need for Cognition as an Antecedent of Individual Innovation Behavior (2014, methodology): “These dimensions were both previously applied to indicate job autonomy in innovation behavior studies (e.g., Axtell et al., 2000; Ramamoorthy et al., 2005).”
A review of creativity within organizations from a psychological perspective (2010, background): “Another causal model of creative action developed within social psychology was proposed by Ramamoorth et al. (2005)”