Innovative Behavior in the Workplace: The Role of Performance and Image Outcome Expectations

By Feirong Yuan, R. Woodman. 2010

1,574 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/bb81133f937b31ed3ee1e34966e554991f5b6abe

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Citations in the corpus

Implications of Family Business Employment for Employees’ Innovative Work Involvement (2015, methodology): “The measure we used is based on Yuan and Woodman (2010) and evaluated on a 4-point scale (1 = never to 4 = always); one item was deleted from the original scale because it referred to technological elements and was therefore not applicable for all our respondents.”
IMPACT OF WORKLOAD ON INNOVATIVE PERFORMANCE: MODERATING ROLE OF EXTROVERT (2019, neutral): “…asset for organizations to gain competitive edge over rivals (Bordia, Kronenberg, & Neely 2005; Mahdieh, 2015; Rijal, 2016; Oetomo, Satrio, & Lestariningsih, 2016) and to grow in the market (Tellis, Prabhu, & Chandy, 2009; Yuan & Woodman, 2010; Intan, 2016; Nishiyama, 2016; Srisangkaew, 2017).”
Management of innovation: role of psychological empowerment, work engagement and turnover intention in the Indian context (2012, background): “The current study focuses on the contextual causes of innovation, an area where research is underdeveloped and inconclusive (Yuan and Woodman 2010).”
Person–organization fit, perceived organizational support, and organizational citizenship behavior: The role of job embeddedness (2016, background): “…and goal interdependence) and individual factors (personal characteristics, problem solving style, self-efficacy, propensity to innovate) have been studied as important antecedents of OCB (Janssen, van de Vliert, & West, 2004; Mumford & Licuanan, 2004; Scott & Bruce, 1994; Yuan & Woodman, 2010).”
The Influence of Authentic Leadership on Creativity and Innovativeness (2013, background): “Additionally, Yuan and Woodman (2010) emphasized that generating creative ideas is a component of innovativeness. According to Bear (2012) the first stage of innovation is creativity and provides the foundation for innovation.”
How work–family enrichment influence innovative work behavior: Role of psychological capital and supervisory support (2017, background): “…competencies (Carmeli, Meitar, & Weisberg, 2006), self-esteem and perceived insider status in the organization (Chen & Aryee, 2007), personality (Sung & Choi, 2009), proactivity (Kim, Hon, & Lee, 2010), expected positive performance outcomes (Yuan & Woodman, 2010), and commitment (Jafri, 2010).”
Transformational leadership and employee voice behavior : a Pygmalion mechanism. (2017, neutral): “Prior studies on the Pygmalion effect in management have exclusively focused on identifying how the leader’s performance or creativity expectations facilitate employee task and creativity performance (e.g., Natanovich & Eden, 2008; Tierney & Farmer, 2004; 2011; Yuan & Woodman, 2010).”
Keep the fire burning: Reciprocal gains of basic need satisfaction, intrinsic motivation and innovative work behaviour (2015, background): “…construct as it not only involves the generation of ideas (i.e., creative behaviour) but also refers to those sociopolitical activities that are important to transform ideas into concrete innovations (Chen, Sharma, Edinger, Shapiro, & Farh, 2011; Janssen & Van Yperen, 2004; Yuan & Woodman, 2010).”
LEADERSHIP AND INNOVATION IN ORGANIZATIONS: A SYSTEMATIC REVIEW OF FACTORS THAT MEDIATE OR MODERATE THE RELATIONSHIP (2012, background): “Such willingness may in part depend on the perception of the consequences of such actions in the environment, as Yuan and Woodman (2010) and Scott and Bruce 1240007-8 (1994) show.”
Islamic Work Ethic, innovative work behaviour, and adaptive performance: the mediating mechanism and an interacting effect (2017, methodology): “Moreover, IWB helps employees to meet expected performance (Farr & Ford, 1990; Yuan & Woodman, 2010), and in a dynamic environment, organizations expect high performance from their employees through”
Are you really doing good things in your boss's eyes? Interactive effects of employee innovative work behavior and leader–member exchange on supervisory performance ratings (2018, background): “Past research has implicitly assumed a positive relationship between subordinate innovative work behavior and supervisor performance ratings (Yuan & Woodman, 2010).”