Learning Organizations and Innovative Work Behaviors: A Moderated  Mediation Model of Creative Self-Efficacy and Self-Leadership from the  Perspective of Social Cognitive Theory and Social Schema Theory

Muhammad Salman  Chughtai; Yasra  Khalid

doi:10.62270/jirms.vi.24

Authors

Muhammad Salman Chughtai Ph.D. Scholar, Faculty of Management Sciences, International Islamic University, Islamabad https://orcid.org/0000-0002-6117-9070
Yasra Khalid Department of Business Administration, University of Sahiwal, Sahiwal https://orcid.org/0000-0003-0682-9461

DOI:

https://doi.org/10.62270/jirms.vi.24

Keywords:

Learning Organizations (LOs), Creative Self-Efficacy (CSE), , Innovative Work Behaviors (IWBs), Social Schema Theory (SST), Social Cognitive Theory (SCT), Self-Leadership

Abstract

Purpose: The purpose of this study is to investigate the direct effect of learning organizations on innovative work behaviors. This study also examines the mediating effect of creative self-efficacy between learning organizations and innovative work behaviors. Additionally, this study investigates the moderating role of self-leadership between creative self-efficacy and innovative work behaviors.

Study design/methodology/approach: A total of 487 permanent employees (361 subordinates and 126 immediate officers/supervisors) from the manufacturing sector voluntarily in a non-contrived setting participate in the data collection survey. Statistical analysis of this study is conducted using different statistical software (SPSS v.25, AMOS v.22, and Smart-PLS v.3) to test the direct, mediation, moderation, and moderated mediation hypothesized relationships.

Findings: Results of this study reveal that learning organizations predict innovative work behaviors of employees. This study's findings also reveal that creative self-efficacy partially mediates the relationship between learning organizations and innovative work behaviors. Furthermore, results indicate that a higher level of self-leadership moderates the positive relationship between creative self-efficacy and innovative work behaviors. Finally, this study’s results confirm that a higher level of self-leadership indirectly influences the positive relationship between learning organizations and innovative work behaviors via creative self-efficacy.

Research limitations/implications for Practice: The present study highlights the importance of learning organizations for the enhancement of innovative work behaviors of employees. The employees' creative self-efficacy helps the management to overcome the uncertain situations of rapid globalized change through innovative behaviors. Additionally, self-leadership is vital for individuals and organizations to support the learning organization's culture and creative self-efficacy for enhancing innovative work behaviors.

Originality/value of the Results: The present study will be helpful for the management how to overcome the circumstances of unprecedented changes which occur rapidly around the world; also, the findings of this study be beneficial for the management how to increase innovative behaviors of their workforce, which are now mandatory for survival and competitive advantage. Moreover, this study adds knowledge to positive psychology and organizational behavior by explaining the mediating role of creative self-efficacy and moderating role of self-leadership.