The key significance of the current study is the investigation of the impact of job demands, job stress and positive affections in relationship with innovative work behavior of employees.
Studies in the past have mostly focused on the negative consequences of job stress on employees' innovative work behavior i.e. how job demands and job stress result in lower behavioral performances and job outcomes. However, this relationship may also be affirmative as employees may innovate in order to handle job stress resulting from the existence of high level job demands.
Innovative work behavior is a construct related to competitive advantage, economic development and success at organizational level, advancement in technology has compelled organizations to be innovative and embrace the change. Organizations are increasing job demands on employees to make them fabricate and execute novel ideas.
Table of Contents
Chapter 1: Introduction
1. Background
2. Problem Statement
Non-Governmental Organizations: Context of Problem Statement
3. Present Study
4. Research Questions
5. Significance of Study
6. Rationale of the Study
7. Aim and Objectives of the Study
8. Definition of Study Variables
8.1 Job Demands
8.2 Innovative Work Behavior
8.3 Job Stress
8.4 Positive Affections
Chapter 2: Review of Related Literature
1. Innovative Work Behavior
2. Job Demands
3. Job Stress
4. Positive Affections
5. Proposed Model
6. Hypotheses
6.1 Job Demands and Innovative Work Behavior
6.2 Job Demands and Job Stress
6.3 Job Stress and Innovative Work Behavior
6.4 Job Stress as Mediator of Impact of Job Demands on Innovative Work Behavior
6.5 Positive Affections and Innovative Work Behavior
6.6 Positive Affections as Moderator of Relationship of Job demands and Innovative Work Behavior
Chapter 3: Research Methodology
1. Research Approach and Justification of chosen Approach
2. Study Area
2.1 Selection of Non-Governmental Organizations
3. Target Population and Sampling Procedure
4. Data Collection Methods
4.1 Questionnaire
4.2 Mode of Questionnaire Development
4.3 Structure of the Questionnaire
4.4 Pilot study
4.5 Administration of the Questionnaire
5. Research Design
5.1 Universe
5.2 Sampling
5.3 Procedure
5.4 Instrumentation
5.5 Measures
5.6 Control Variables
6. Data Screening and Cleaning
6.1 Reliability
6.2 Convergent Validity
Chapter 4: Results
1. Demographic Characteristics
2. Test of Normality
3. Descriptive Analysis of Dependent variable
3.1. Innovative work behavior
4. Descriptive Analysis of Independent Variables
4.1 Job Demands
4.2 Job Stress
4.3 Positive Affections
5. Divergent validity
6. Regression Analysis
6.1 Hypothesis-1(JDs and IWB)
6.2 Hypothesis-2 (JDs and JS)
6.3 Hypothesis-3 (JS and IWB)
6.4 Hypothesis-4 (JS Mediates the relationship between JDs and IWB)
6.5 Hypothesis-5 (PAs and IWB)
6.6 Hypothesis-6 (PAs Moderate the association between JDs and IWB)
Chapter 5: Discussion
1. Job Demands effect on employee Innovative work behavior
2. Impact of Job Demands on Job Stress
3. Impact of Job Stress on employee Innovative work behavior
4. Mediating Impact of Job Stress
5. Impact of Positive Affections on Innovative work behavior
6. Moderating Impact of Positive Affections
7. Conclusion
8. Significance of the Study
9. Limitations and Future Research
Study Objectives and Research Focus
The primary aim of this research is to investigate the impact of job demands and job stress on employee innovative work behavior within non-governmental organizations, while also assessing the mediating role of job stress and the moderating function of positive affections in this relationship.
- Exploring the relationship between job demands and innovative work behavior.
- Examining how job stress mediates the impact of job demands on innovative work behavior.
- Evaluating the direct influence of positive affections on innovative work behavior.
- Assessing whether positive affections moderate the association between job demands and innovative work behavior.
Excerpt from the Book
1. Background
The demand for Innovative work behavior from employees is increasing ever then before due to fast paced business environment and advancement in technology (Suli, 2010) and due to the importance of Innovative work behavior for survival and existence of employees and organizations (Spiegelaere, 2012; Scott & Bruce, 1994), as illustrated by Janssen (2000) that an organization which depends exclusively on the set of prearranged behaviors is a very insubstantial organization, on the basis of which it can be concluded that for survival and existence in ever changing organizational environments the significance of the concept of Innovative work behavior is increasing ever than before for employees and organizations too, however according to Martin et al., (2007) research work on individual employee level Innovative work behavior is still at emerging phases. The nature of job is changing at a fast pace due to which job stress is causing problems and health issues in employees, which is a threat of greater intensity for organizational health (NIOSH, 1999). In light of regular justifications by Ganster (2005), Shahab & Ali, (2013) and Bano & Khan (2014) Job stress arising due to high level of Job demands consequently lead to many behavioral problems of employees in organizations thus in turn contributing to overall organizational underperformance, because problems related to fitness and behavior of employees due to Job stress include depression, musculoskeletal disorders, multi adaptive behaviors and heart related disease which all ultimately lead to lower behavioral performance and job outcomes i.e. Innovative work behavior of employees (Leka & Jain, 2010; Harnois & Gabriel, 2002) in addition to that in accordance with Montagne & Keegel, (2012) it also affects employee physical, psychological and social fitness.
Summary of Chapters
Chapter 1: Introduction: This chapter introduces the growing need for innovative work behavior in non-governmental organizations and outlines the research questions and study variables.
Chapter 2: Review of Related Literature: This section provides a theoretical background on innovative work behavior, job demands, job stress, and positive affections, while detailing the proposed research model and hypotheses.
Chapter 3: Research Methodology: This chapter outlines the quantitative, cross-sectional approach used to collect data from employees in non-governmental organizations in Chitral, including instrumentation and statistical methods.
Chapter 4: Results: This chapter presents the empirical findings, demographic analysis, normality tests, and the results of the regression analyses testing the hypothesized relationships.
Chapter 5: Discussion: This concluding chapter interprets the research findings, discusses theoretical and practical implications, and highlights the limitations while suggesting directions for future research.
Keywords
Innovative work behavior, Job demands, Job stress, Positive affections, Non-governmental organizations, Mediation, Moderation, Organizational performance, Employee well-being, Behavioral outcomes, Pakistan, Chitral, Broaden-and-build theory, Job stress-resource model.
Frequently Asked Questions
What is the core focus of this study?
The study primarily investigates how job demands and job stress impact employee innovative work behavior within non-governmental organizations, focusing on the potential for stress to act as a catalyst for innovation under specific conditions.
What are the main thematic areas covered?
The research covers employee innovative work behavior, the influence of job demands as psychological stressors, the role of job stress as a mediator, and the impact of positive affections as a moderator in organizational behavior.
What is the primary research goal?
The main goal is to identify if and how job stress mediates the impact of job demands on innovative work behavior and to examine how positive affections moderate this relationship.
Which scientific methodology is employed?
The study utilizes a quantitative, correlational research design, specifically a cross-sectional survey, applying multiple regression analysis to test hypotheses.
What does the main body address?
The main body reviews existing literature, defines key variables, explains the proposed model and hypotheses, details the research methodology, and reports and discusses the findings of the empirical data analysis.
Which keywords define this work?
Key terms include innovative work behavior, job demands, job stress, positive affections, non-governmental organizations, and mediator/moderator effects.
Why are NGOs in Chitral selected as the target population?
The region of Chitral was chosen because it is a rural, underdeveloped area where NGOs play a crucial role in social development, yet the impact of job stress and the potential for innovation among its employees had not been previously explored.
How is positive affection theorized in this study?
Positive affection is theorized as an internal driving force that, based on Fredrickson’s broaden-and-build theory, allows employees to cope with high job demands and stress by broadening their action repertoires, thereby facilitating innovative work behavior.
- Arbeit zitieren
- Mujtaba Ahmad (Autor:in), 2015, Impact of Job Demands on Employees' Innovative Work Behavior, München, GRIN Verlag, https://www.grin.com/document/506029
