innovative work behavior

Aim: Given the importance of employee innovation in the performance of advertising organizations, this study seeks to examine the effect of social support (family and work) on women's innovative work behavior with the mediating role of work-family conflict. The answer to the question can help to a better understanding of this issue. Methods: This study was a descriptive/survey in terms of the data collection method and applied in terms of purpose. A questionnaire containing 53 questions was designed by the standard measures of previous studies and randomly distributed among 568 female employees in advertising companies in the two metropolises of Iran to collect data. Then, the structural equation model and the software of Amos software, and SPSS were used to analyze the data and test the assumptions of the relationship between the conceptual model. Results: The hypothesis test showed that work-family conflict mediates the relationship between social support (family and work) and repetitive thought. The role of moderating epetitive thought in the relationship between work-family conflict and innovative work behavior was also demonstrated. Besides, the research findings indicate the negative impact of social support (family and work) on work-family conflict. Conclusion: Innovative work behavior has been studied in various research due to its importance. However, the present study, for the first time, shows how social support can affect innovative work behavior through work-family conflict and repetitive thought

Applying supportive policies by the organization towards human resources can provide a suitable basis for creating mutual benefits. On one hand, this issue will affect their behavioral and functional approaches, and on the other hand, it will determine the type of their perceptions towards the job. Accordingly, in this research, the impact of social support on the job performance of employees by considering the role of job enrichment and innovative work behaviors has been investigated. The statistical population of this research included physical education managers of Iranian universities which 333 people participated in it according to the rule of at least five times the number of statements and with the convenience sampling method. The data collection tool was a standard questionnaire taken from reliable sources including innovative work behaviors scale by De Jong & Den Hartog, (2010), job performance scale by Chirumbolo & Areni, (2010), perceived social support by scale Mack & Rhineberger-Dunn, (2019) and job enrichment scale by Vijay & Indradevi, (2015) and data analysis and hypothesis testing has been done by using the structural equation modeling technique with the partial least squares approach in the PLS software. The research findings indicate that social support has a significant and positive effect on innovative work behaviors, job enrichment and job performance. There is a positive and significant relationship between innovative work behaviors and job enrichment with job performance. Job enrichment and innovative work behaviors play a mediating role in the relationship between social support and job performance.

The aim of the research was to investigate the role of resonant leadership on the quality of virtual school education mediated by the innovative work behavior of teachers. The study population consisted of all secondary school teachers in Hamedan province during the academic year 2021-2022 (N=1797). A sample of 316 teachers was chosen through proportional stratified random sampling, following Cochran's formula. This descriptive correlational research employed the structural equation modeling (SEM) approach. Data collection utilized Wagner's Resonant Leadership Questionnaire (2010), Janssen's Innovative Work Behavior Scale (2000), and a researcher-developed questionnaire on the quality of virtual education in schools. A significant finding of the study indicates that the indirect effect of resonant leadership on the quality of virtual education, mediated by innovative work behavior, surpasses its direct effect. Therefore, school leaders are advised to capitalize on teachers' innovative behaviors to enhance the quality of virtual education and cultivate an environment that values teachers' ideas and creativity more than strict adherence to rules and regulations.

This study aimed to investigate the effect of proactive personality on innovative work behavior and creativity of teachers through the mediation of intrinsic motivation and thriving at work. This study was correlation using descriptive methods and structural equation modeling for applied goals. In this regard, 250 people were selected from 711 senior high school teachers in Urmia City by stratified random sampling method and using Morgan Table. To collect data, the questionnaires, including Buck's proactive personality (2011), Scott and Bruce's innovative work behavior (1994), Tierney et al.'s work creativity (1999), Kern's thriving at work (2018), and Tierney et al.'s intrinsic motivation of employees (1999) were used. After confirming face and content validity, the construct validity of every questionnaire was calculated using confirmatory factor analysis and its concistency was calculated using Cronbach's Alpha. All variables had a Cronbach's alpha coefficient above 0.7. Data analysis was performed using SPSS and PLS3 software. The results of testing research hypotheses showed that the proactive personality had a positive effect on teachers' innovative work behavior and creativity and intrinsic motivation mediated this relationship. Also, teachers' work thriving as a result of these interactions increased creativity and innovation in the teaching process. Based on the findings, it was suggested that schools should strengthen teachers' proactive personality traits and intrinsic motivation by designing educational programs and workshops to develop creative skills. This will not only help improve the quality of teaching, but also can also lead to the creation of a dynamic and creative educational environment.