Job Control and Employee Innovative Behavior: A Moderated Mediation Model

Guolong Zhao; Yuxiang Luan; He Ding; Zixiang Zhou

doi:10.3389/fpsyg.2022.720654

Job Control and Employee Innovative Behavior: A Moderated Mediation Model

Front Psychol. 2022 May 6:13:720654. doi: 10.3389/fpsyg.2022.720654. eCollection 2022.

Authors

Guolong Zhao¹, Yuxiang Luan¹, He Ding², Zixiang Zhou¹

Affiliations

¹ School of Labor and Human Resources, Renmin University of China, Beijing, China.
² School of Economics and Management, North China Electric Power University, Beijing, China.

Abstract

The revolution of self-management and organizational democracy is gaining momentum with the development of new technologies. How to stimulate high employee innovation behavior is critical to an organization's success. In this study, we built and verified a theoretical model to explore the effect of job control (JC) on employee innovative behavior (EIB), the mediating effect of creative self-efficacy (CSE), and the moderating effect of mindfulness (MF), based on the self-determination theory (SDT). For this quantitative study, a 31-item questionnaire was used to collect data from five Internet companies with 329 Chinese employees. AMOS 24.0 software was used to calculate CFA. SPSS26.0 software was used to calculate means, standard deviations, correlations, and regression analysis. The results indicate that a moderated mediation model among JC, CSE, EIB, and MF is supported. Further, JC was positively related to EIB via CSE. Moreover, MF moderated the relationship between JC and EIB and the mediating role of CSE.

Keywords: creative self-efficacy; employee innovative behavior; job control; mindfulness; moderated mediation model.