The effect of job autonomy on innovation behavior The mediating effect of job satisfactionand moderating effects of personality and climate for innovation

Main Article Content

Deukyoung Ko
TaeYong Yoo

Abstract

The first purpose of this study was to examine the mediating effect of job satisfaction on the relationship between job autonomy and innovation behavior. The second purpose was to examine the moderating effect of proactive personality and openness to experience on the relationship between job autonomy and job satisfaction, And the third purpose was to examine the moderating effects of climate for innovation on the relationship between job satisfaction and innovation behavior. Data were gathered from 338 employees who were working in various organizations in Korea. As results, job autonomy had positive relationship with job satisfaction and innovation behavior, and job satisfaction had mediation effect on the relationship between job autonomy and innovation behavior. Proactive personality and openness to experience had moderating effects on the relationship job autonomy and job satisfaction because the relationship was more positive when proactive personality and openness to experience was high than low. Also climate for innovation had moderating effect on the relationship job satisfaction and innovation behavior because the relationship was more positive when climate for innovation was high than low. The implications for research and practice, limitations, and future research tasks were discussed.

Metrics

Metrics Loading ...

Article Details

How to Cite
Ko, D., & Yoo, T. (2012). The effect of job autonomy on innovation behavior: The mediating effect of job satisfactionand moderating effects of personality and climate for innovation. Korean Journal of Industrial and Organizational Psychology, 25(1), 215–238. https://doi.org/10.24230/kjiop.v25i1.215-238
Section
Empirical Articles

References

김병목 (2005). 팀웍과 팀웍의 결정요인에 대한 측정 도구 개발. 성균관대학교 석사학위논문.

김영식, 서용원 (2018). 조직동료의식(Organizational Companionship)의 개념화 및 척도개발 연구. 한국심리학회지: 산업 및 조직, 31(1), 1-31.

김영식, 한성호, 서용원 (2017). 과업갈등이 관계갈등에 미치는 영향에 대한 조절효과: 관계의 질과 개인차에 따라서. 한국심리학회지: 산업 및 조직, 30(3), 415-441.

신동희 (2012). 향상-예방 조직문화와 감성리더십이 조직 갈등과 팀 수행에 미치는 효과. 성균관대학교 석사학위논문.

Baron, R. A. (1991). Positive effects of conflict: A cognitive perspective. Employee Responsibilities and Rights Journal, 2, 25-36. DOI: https://doi.org/10.1007/BF01390436

Behfar, K. J., Peterson, R. S., Mannix, E. A., & Trochim, W. M. (2008). The critical role of conflict resolution in teams: A close look at the links between conflict type, conflict management strategies, and team outcomes. Journal of Applied Psychology, 93(1), 170-188. DOI: https://doi.org/10.1037/0021-9010.93.1.170

Bentler, P. M., & Bonett, D. G. (1980). Significance tests and goodness of fit in the analysis of covariance structures. Psychological Bulletin, 88, 588-606. DOI: https://doi.org/10.1037/0033-2909.88.3.588

Bettenhausen, K. L. (1991). Five years of groups research: What we have learned and what needs to be addressed. Journal of Management, 17(2), 345-381. DOI: https://doi.org/10.1177/014920639101700205

Bowlby, J. (1969). Attachment and Loss. Vol. 1. Attachment. New York: Basic Books.

Bradley, B. H., Anderson, H. J., Baur, J. E., & Klotz, A. C. (2015). When conflict helps: Integrating evidence for beneficial conflict in groups and teams under three perspectives. Group Dynamics: Theory, Research, and Practice, 19(4), 243-272. DOI: https://doi.org/10.1037/gdn0000033

Bradley, B. H., Postlethwaite, B. E., Klotz, A. C., Hamdani, M. R., & Brown, K. G. (2012). Reaping the benefit of task conflict in teams: The critical role of team psychological safety climate. Journal of Applied Psychology, 97(1), 151-158. DOI: https://doi.org/10.1037/a0024200

Brannick, M. T., Prince, C., & Salas, E. (1995). The measurement of team process. Human Factors, 37(3), 641-651. DOI: https://doi.org/10.1518/001872095779049372

Carmeli, A., Brueller, D., & Dutton, J. E. (2009). Learning behavior in the workplace: The role of high-quality interpersonal relationships and psychological safety. Systems Research and Behavioral Science, 26(1), 81-98. DOI: https://doi.org/10.1002/sres.932

Cameli, A., & Gittell, J. H. (2009). High-quality relationships, psychological safety, and learning from failures in work organizations. Journal of Organizational Behavior, 30(6), 709-729. DOI: https://doi.org/10.1002/job.565

Cohen, S. G., & Bailey, D. E. (1997). What makes teams work: Group effectiveness research from the shop to the executive suite. Journal of Management, 23(3), 239-290. DOI: https://doi.org/10.1177/014920639702300303

De Dreu, C. K. W. (2011). Conflict at work: Basic principles and applied Issues. In S. Zedeck (Ed.), APA Handbook of Industrial and Organizational Psychology, Vol 3: Maintaining, expanding, and contracting the organization (pp. 461-493). Washington, DC: American Psychology Association.

De Dreu, C. K. W., & Weingart, L. R. (2003). A contingency theory of task conflict and performance in group and organizational teams. Journal of Applied Psychology, 88(4), 741-749.

De Dreu, C. K. W., & West, M. A. (2001). Minority dissent and team innovation: The importance of participation in decision making. Journal of Applied Psychology, 86(6), 1191-1201. DOI: https://doi.org/10.1037/0021-9010.86.6.1191

De Dreu, C. K. W., & Van Knippenberg, D. (2005). The possessive self as a barrier to conflict resolution: Effects of mere ownership, process, accountability, and self-concept clarity on competitive congnitions and behavior. Journal of Personality and Social Psychology, 89, 345-357. DOI: https://doi.org/10.1037/0022-3514.89.3.345

de Wit , F, R, C., Greer, L, L., & Jehn, K, A. (2012). The paradox of intragroup conflict: A meta-analysis. Journal of Applied Psychology, 86(6), 1191-1201.

de Wit, F, R, C., Jehn, K, A., & Scheepers, D. (2013). Task conflict, information processing, and decision-making: The damaging effect of relationship conflict. Organizational Behavior and Human Decision Processes, 122(2), 177-189. DOI: https://doi.org/10.1016/j.obhdp.2013.07.002

Dickinson, T. L., & McIntyre, R. M. (1997). “A conceptual framework for teamwork measurement”, In M. T. Brannick, E. Salas, & C. Prince (Eds), Team performance assessment and measurement: Theory, methods, and applications (pp. 19-43), NJ: Erlbaum.

Gladstein, D. L. (1984). Groups in context: A model of task group effectiveness. Administrative Science Quarterly, 29(4), 499-517. DOI: https://doi.org/10.2307/2392936

Goodman, P. S., Ravlin, E., & Schminke, M. (1987). Understanding groups in organizations. Research in Organizational Behavior, 9, 121-173.

Gottman, M. T., & Parkhust, J. T. (1980). A developmental theory of friendship and acquaintanceship processes. In W. A. Collins (Ed.), Minnesota Symposium on Child Psychology (pp. 197-253). Hillsdale, NJ: Erlbaum.

Guzzo, R. A., & Shea, G. P. (1992). Group performance and intergroup relations in organizations. In M. D. Dunnette, & L. M. Hough (Eds), Handbook of industrial and organizational psychology (2nd ed., Vol 3, pp. 269-313). Palo Alto, CA: Consulting Psychologists Press.

Greer, L. L., Jehn, K. A., & Mannix, E. A. (2008). Conflict transformation: A longitudinal investigation of the relationships between different types of intragroup conflict and the moderating role of conflict resolution. Small Group Research, 39(3), 278-302. DOI: https://doi.org/10.1177/1046496408317793

Hackman, J. R. (1987). Assessing the behavior and performance of teams in organizations: The case of air transport crews. In D. Peterson & D. Fishman (Eds.), Assessment for decision (pp. 283-313). US: Rutgers University Press.

Harris, T. C., & Barnes-Farrell, J. L. (1997). Components of teamwork: Impact on evaluations of contributions to work team effectiveness. Journal of Applied Psychology, 27(19), 1694-1715.

Heider, F. (1958). The psychology of interpersonal relations. New York: Wiley. DOI: https://doi.org/10.1037/10628-000

Hoegl, M., & Gemuenden, H. G. (2001). Teamwork quality and the success of innovative projects: A theoretical concept and empirical evidence. Organization Sciences, 12(4), 435-449. DOI: https://doi.org/10.1287/orsc.12.4.435.10635

Hu, L. T. & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling, 6(1), 1-55. DOI: https://doi.org/10.1080/10705519909540118

Janssen, O., van de Vliert, E., & Veenstra, C. (1999). How task and person conflict shape the role of positive interdependence in management. Journal of Management, 25(2), 117-142. DOI: https://doi.org/10.1177/014920639902500201

Jehn, K. A. (1995). A multimethod examination of the benefits and detriments of intragroup conflict. Administrative Science Quarterly, 40(2), 256-282. DOI: https://doi.org/10.2307/2393638

Jehn, K. A., & Bendersky, C. (2003). Intragroup conflict in organizations: A contingency perspective on the conflict-outcome relationship. Research in Organizational Behavior, 25, 187-242. DOI: https://doi.org/10.1016/S0191-3085(03)25005-X

Jehn, K. A., & Mannix, E. (1997). The dynamic of conflict: A longitudinal study of intragroup conflict and group performance. Manuscript submitted for publication, University of Pennsylvania, Philadelphia.

Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724.

Katzenbach, J. R., & Smith, D. K. (2004). Harvard Business Review on Teams That Succeed. Harvard Business School Publishing, Boston, MA. 1-26.

Liden, R. C., Wayne, S. J., & Sparrow, R. T. (2000). An Examination of the mediating role of psychological empowerment on the relations between the empowerment on the relationships, and work outcomes, Journal of Applied Psychology, 85(3), 407-416. DOI: https://doi.org/10.1037//0021-9010.85.3.407

Marks, M. A., Mathieu, J. E., & Zaccaro, S. J. (2001). A temporally based framework and taxonomy of team processes. Academy of management Review, 26(3), 356-376. DOI: https://doi.org/10.5465/amr.2001.4845785

Markus, H. R., & Kitayama, S. (1994). A collective fear of the collective: Implications for selves and theories. Personality and Social Psychology Bulletin, 20, 568-579. DOI: https://doi.org/10.1177/0146167294205013

McGrath, J. E. (1964). Social Psychology: A Brief introduction. New York: Rinehart and Winston.

O'Neill, T. A., Allen, N. J., & Hasting, S. E. (2013). Examining the "pros" and "Cons" of team conflict: A team-level meta-analysis of task , relationship, and process conflict. Human Performance, 26(3), 236-260. DOI: https://doi.org/10.1080/08959285.2013.795573

O'Neill, T. A., & McLarnon, J. W. (in press). Optimizing team conflict dynamics for high performance teamwork. Human Resource Management Review.

Pelled, L. H. (1996). Demographic diversity, conflict, and work group outcomes: An intervening process theory. Organization Science, 7, 615-631. DOI: https://doi.org/10.1287/orsc.7.6.615

Pondy, L. R. (1969). Varieties of organizational conflict. Administrative Science Quarterly, 14, 499-506. DOI: https://doi.org/10.2307/2391586

Potter, J., & Wetherell, M. (1998). Social representations, discourse analysis, and racism. In U. Flick. (Ed.), The psychology of the social (pp. 138-155). New York: Cambridge University Press.

Prus, R. (1996). Symbolic interaction and ethnographic research. Albany: Satate University of New York Press.

Reicher, S. (1995). Three dimensions of the social self. In A. Oosterwegel. (Ed.), The self in European and North American culture: Development and processes (pp. 277-290). Dordrecht, Netherlands: Kluwer.

Rispens, S. (2012). The influence of conflict issue importance on the co-occurance of task and relationship conflict in teams. Applied Psychology: An International Review, 61(3), 349- 367. DOI: https://doi.org/10.1111/j.1464-0597.2011.00473.x

Sampson, E. E. (1993). Celebrating the other: A dialogic account of human nature. Boulder, CO: Westview Press.

Schlenker, B. R. (1985). Identity and self- identification. In B. R. Schlenker. (Ed.), The Self in social life (pp. 65-99). New York: McGraw-Hill.

Simons, T, L., & Peterson, R, S. (2000). Task conflict and relationship conflict in top management teams: The pivotal role of intragroup trust. Journal of Applied Psychology, 85(1), 102-111. DOI: https://doi.org/10.1037/0021-9010.85.1.102

Steele, C. M. (1988). The psychology of self-affirmation: Sustaining the integrity of the self. In L. Berkowitz (Ed.), Advanced in experimental social psychology(Vol. 21, pp. 261-302). San Diego, CA: Academic Press.

Sundstrom, E., McIntyre, M., Halfhill, T., & Richard, H. (2000). Work group: From the Hawthorne studies to work teams of the 1990s and beyond. Group Dynamics: Theory, Research, and Practice, 4(1), 44-67. DOI: https://doi.org/10.1037/1089-2699.4.1.44

Swann, W. B. (1987). Identity negotiation: where two roads meet. Journal of personality and social psychology, 53(6), 1038-1051. DOI: https://doi.org/10.1037/0022-3514.53.6.1038

Torrance, E. P. (1957). Group decision making and disagreement. Social Forces, 35, 314-318. DOI: https://doi.org/10.2307/2573319

Wall, J. A., & Callister, R. R. (1995). Conflict and its management. Journal of Management, 21(3), 515-558. DOI: https://doi.org/10.1177/014920639502100306

Yang, J., & Mossholder, K. W. (2004). Decoupling task and relationship conflict: The role of intragroup emotional processing, Journal of Organizational Behavior, 25(5), 589-605. DOI: https://doi.org/10.1002/job.258

Most read articles by the same author(s)

1 2 3 > >>