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Retorting the Unrequited: Connecting the Threads between Thriving at Work, Psychological Capital and Individual’s Innovative Behavior

Author

Listed:
  • Faheem Ahmad Khan

    (Assistant Professor, Department of Management Sciences, COMSATS University Islamabad, Wah Campus, Pakistan)

  • Sidra Shehzad

    (MS Scholar, Department of Management Sciences, COMSATS University Islamabad, Wah Cantt, Pakistan)

  • Arslan Ahmad Siddiqi

    (General Manager, Institute of Industrial and Control System, Karachi, Pakistan)

  • Ammara Akram

    (Lecturer, Department of Commerce, Bahauddin Zakariya University, Multan, Pakistan)

  • Mazhar Iqbal

    (Lecturer, Department of Commerce, Bahauddin Zakariya University, Multan, Pakistan)

Abstract

This study aims to examine the effect of thriving at work and psychological capital on individual innovative behavior, precisely centering on the mediating role of employee engagement within the telecommunication services and wireless communication business environment. The 300 front-level employees of the telecom firms are being targeted for the study sample from four telecom and wireless communication firms using a non-probability snowball sampling technique. Questionnaires were used to collect the data, and the data was then analyzed using Structural Equation Modelling (SEM). The validity, including convergent and discriminant, was then measured through individual and nested Confirmatory Factor Analysis (CFA). Path analysis via SEM was employed to test the hypotheses. The findings demonstrated that thriving at work and psychological capital have a positive impact on individual innovative behavior. Results showed that employee engagement acts as a mediator in transmitting the effects of thriving at work and psychological capital on innovative individual behavior. Psychological capital appears to be an essential resource for organizations. Once individuals start performing their duties, managers are advised to improve their psychological capital in a supportive manner. This can be done by motivating and encouraging them to trigger a higher level of engagement which ultimately affects individual innovative behaviour of employees.

Suggested Citation

  • Faheem Ahmad Khan & Sidra Shehzad & Arslan Ahmad Siddiqi & Ammara Akram & Mazhar Iqbal, 2023. "Retorting the Unrequited: Connecting the Threads between Thriving at Work, Psychological Capital and Individual’s Innovative Behavior," Bulletin of Business and Economics (BBE), Research Foundation for Humanity (RFH), vol. 12(4), pages 361-375.
    • Handle: RePEc:rfh:bbejor:v:12:y:2023:i:4:p:361-375
    DOI: https://doi.org/10.61506/01.00137
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    References listed on IDEAS

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    1. Timo Lorenz & Clemens Beer & Jan Pütz & Kathrin Heinitz, 2016. "Measuring Psychological Capital: Construction and Validation of the Compound PsyCap Scale (CPC-12)," PLOS ONE, Public Library of Science, vol. 11(4), pages 1-17, April.
    2. Doran Justin & Ryan Geraldine, 2017. "The role of stimulating employees’ creativity and idea generation in encouraging innovation behaviour in Irish firms," The Irish Journal of Management, Sciendo, vol. 36(1), pages 32-48.
    3. Parul Malik, 2022. "Exploring the role of individual-focused transformational leadership in facilitating taking charge: mediating mechanism of psychological capital and thriving at work," International Journal of Productivity and Performance Management, Emerald Group Publishing Limited, vol. 73(2), pages 435-455, December.
    4. Wondwossen Kassa Tsegaye & Qin Su & Maria Malik, 2020. "The Quest For A Comprehensive Model Of Employee Innovative Behavior: The Creativity and Innovation Theory Perspective," Journal of Developing Areas, Tennessee State University, College of Business, vol. 54(2), pages 163-178, April-Jul.
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