Need for Cognition as an Antecedent of Individual Innovation Behavior

Published on Sep 1, 2014in Journal of Management9.06
· DOI :10.1177/0149206311429862
Chia-Huei Wu24
Estimated H-index: 24
(UWA: University of Western Australia),
Sharon K. Parker41
Estimated H-index: 41
(UWA: University of Western Australia),
Jeroen P.J. de Jong25
Estimated H-index: 25
(EUR: Erasmus University Rotterdam)
The authors propose that need for cognition, an individual’s tendency to engage in and enjoy thinking, is associated with individual innovation behavior. Moreover, drawing on an interactionist perspective, the authors suggest that need for cognition becomes more important when individuals face lower job autonomy and time pressure in their work. This is because, when these job characteristics are low, there is no contextual driving force for individual innovation, so personality has a stronger influence. In a multisource study of 179 employees working in a Dutch research and consultancy organization, the authors’ expectations were largely supported. They found that need for cognition was positively associated with peer-rated innovation behavior, as were job autonomy and time pressure, even when controlling for openness to experience and proactive personality. Furthermore, the relationship between need for cognition and innovation behavior was strongest for individuals with low job autonomy and low time pressure and indeed was nonexistent at high levels of these contextual variables. This study, therefore, suggests that context can substitute for an individual’s need for cognition when it comes to individual innovation.
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  • Citations (90)
Published on Jan 1, 1960
D. E. Berlyne31
Estimated H-index: 31
(BU: Boston University)
Frank M. Andrews33
Estimated H-index: 33
(UM: University of Michigan),
George F. Farris6
Estimated H-index: 6
(MIT: Massachusetts Institute of Technology)
Time pressure experienced by scientists and engineers predicted positively to several aspects of performance including usefulness, innovation, and productivity. Higher time pressure was associated with above average performance during the following five years, even when supervisory status, education, and seniority were controlled. Performance, however, did not predict well to subsequent reports of time pressure, suggesting a possible causal relationship from pressure to performance. High perform...
Published on Jan 1, 2011in Journal of Applied Psychology5.07
Dong Liu14
Estimated H-index: 14
(UW: University of Washington),
Xiao-Ping Chen29
Estimated H-index: 29
(UW: University of Washington),
Xin Yao7
Estimated H-index: 7
(CU: University of Colorado Boulder)
Building on self-determination theory, we theorized about and demonstrated, through 2 multilevel field studies, the pivotal role of harmonious passion in translating organizational autonomy support and individual autonomy orientation into job creativity. Results based on 3-level data from 856 members in 111 teams within 23 work units of a porous metal company (Study 1) and from 525 employees in 98 teams of 18 branches of a large commercial bank (Study 2) revealed 2 major findings. First, organiz...
Helen M. Williams11
Estimated H-index: 11
(Swansea University),
Sharon K. Parker41
Estimated H-index: 41
(UWA: University of Western Australia),
Nick Turner25
Estimated H-index: 25
(UM: University of Manitoba)
This study investigated the determinants of team proactive performance amongst 43 shift teams from a UK chemical processing plant. Using external ratings of team proactive performance, the study found that the most proactive teams were those with higher levels of self-management, transformational team leaders, and a higher- than-average level of proactive personality. The relationship between transformational leadership and team proactive performance was mediated by favourable interpersonal norm...
Published on May 1, 2010in Journal of Management9.06
Sharon K. Parker41
Estimated H-index: 41
(UWA: University of Western Australia),
Catherine G. Collins7
Estimated H-index: 7
(UNSW: University of New South Wales)
The authors aimed to clarify the similarities, differences, and interrelationships among multiple types of proactive behavior. Factor analyses of managers’ self-ratings (N = 622) showed concepts were distinct from each other but related via a higher-order structure. Three higher-order proactive behavior categories were identified—proactive work behavior, proactive strategic behavior, and proactive person-environment fit behavior—each corresponding to behaviors aimed at bringing about change in t...
Published on Apr 1, 2010in Academy of Management Journal7.19
Feirong Yuan5
Estimated H-index: 5
(KU: University of Kansas),
Richard W. Woodman22
Estimated H-index: 22
(A&M: Texas A&M University)
Why do employees engage in innovative behavior at their workplaces? We examine how employees' innovative behavior is explained by expectations for such behavior to affect job performance (expected positive performance outcomes) and image inside their organizations (expected image risks and expected image gains). We found significant effects of all three outcome expectations on innovative behavior. These outcome expectations, as intermediate psychological processes, were shaped by contextual and ...
Published on Jan 1, 2010in Journal of Management9.06
Rustin D. Meyer9
Estimated H-index: 9
(Georgia Institute of Technology),
Reeshad S. Dalal25
Estimated H-index: 25
(GMU: George Mason University),
Richard Hermida4
Estimated H-index: 4
(GMU: George Mason University)
Situational strength pertains to the idea that various characteristics of situations have the ability to restrict the expression and, therefore, the criterion-related validity of individual differences. Despite situational strength’s intuitive appeal, however, little information exists regarding its construct space. This review (a) categorizes extant operationalizations into four facets (constraints, consequences, clarity, and consistency), (b) examines the empirical literature on situational st...
Published on Jul 8, 2009in Journal of Organizational Behavior5.00
Sandra Ohly14
Estimated H-index: 14
(Goethe University Frankfurt),
Charlotte Fritz18
Estimated H-index: 18
(PSU: Portland State University)
Work characteristics such as time pressure and job control can be experienced as a challenge that is positively associated with performance-related behaviors. Using experience-sampling data from 149 employees, we examined the relationships between these work characteristics and creativity and proactive behavior on a daily level. Results from multilevel analyses indicate that time pressure and job control are perceived as challenging, and that challenge appraisal in turn is related to daily creat...
Published on Jan 1, 2009in Journal of Organizational Behavior5.00
Carmen Binnewies17
Estimated H-index: 17
(University of Konstanz),
Sabine Sonnentag56
Estimated H-index: 56
(University of Konstanz),
Eva J. Mojza11
Estimated H-index: 11
(University of Konstanz)
This study examined the state of being recovered in the morning (i.e., feeling physically and mentally refreshed) as a predictor of daily job performance and daily compensatory effort at work. Ninety-nine employees from public service organizations completed a general survey and two daily surveys on pocket computers over the course of one workweek. Hierarchical linear modeling showed that being recovered in the morning was positively related to daily task performance, personal initiative, and or...
Published on Jan 1, 2009in Journal of Applied Psychology5.07
Kevin Daniels32
Estimated H-index: 32
(Lboro: Loughborough University),
Grahame Boocock10
Estimated H-index: 10
(Lboro: Loughborough University)
+ 2 AuthorsJ Holland13
Estimated H-index: 13
(Lboro: Loughborough University)
The demands control support model (R. A. Karasek & T. Theorell, 1990) indicates that job control and social support enable workers to engage in problem solving. In turn, problem solving is thought to influence learning and well-being (e.g., anxious affect, activated pleasant affect). Two samples (N = 78, N = 106) provided data up to 4 times per day for up to 5 working days. The extent to which job control was used for problem solving was assessed by measuring the extent to which participants cha...
Cited By90
Anna Christina Bos-Nehles5
Estimated H-index: 5
(UT: University of Twente),
Andre Veenendaal2
Estimated H-index: 2
(UT: University of Twente)
AbstractThe purposes of this paper are to explore the effect that perceived HR practices have on the innovative work behavior (IWB) of individual workers and to examine the role that an innovative climate plays in this relationship. We hypothesize that employees will show greater IWB if they perceive the organizational climate to support innovation and perceive the presence of HR practices related to a compensation system, training and development, information sharing, and supportive supervision...
Published on Aug 27, 2019in Psychophysiology3.38
Li He1
Estimated H-index: 1
(CNU: Chongqing Normal University),
Kaixiang Zhuang4
Estimated H-index: 4
(SWU: Southwest University)
+ 7 AuthorsJiang Qiu9
Estimated H-index: 9
(BNU: Beijing Normal University)
Published on Aug 5, 2019
Rongrong He (Sichuan University), Shuaifeng Li (Haida: Hainan University)
To explore the factors influencing the innovative behavior of civil servants, a hypothetical model was established in this study on the basis of literature research and in-depth interview. To verify the research hypotheses, a questionnaire survey was conducted on 322 Chinese civil servants and statistical analysis was made on the sample data using SPSS22.0 and MPLUS7. The results show that: (1) Prosocial leadership silence and bureaucratic culture can only indirectly influence the innovative beh...
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Within fierce market competition, economic integration acceleration, information technology development, customer demands that are more complex than ever before and product life cycle acceleration have greatly increased the complexity and uncertainty of the operating environment of Chinese private listed companies. Considering the special situation and the current situation of the enterprise development phase in China, the shaping and upgrading of sustainable innovation capability for Chinese pr...
Published on 2019in Pratiques Psychologiques0.20
F. Chaume (UPVM: Paul Valéry University, Montpellier III), D. Gilibert (UPVM: Paul Valéry University, Montpellier III), C. Sauvezon (UPVM: Paul Valéry University, Montpellier III)
Resume Notre travail a consiste a recenser, dans la litterature scientifique en psychologie du travail et des organisations et en management, les differentes approches theoriques et modelisations du concept de comportements proactifs et plus largement, celui de la proactivite. Le concept de proactivite est, dans un premier temps, aborde comme une variable interindividuelle et dispositionnelle impliquant des traits de personnalite. Dans un second temps, nous developpons plus precisement les compo...
Anne Burmeister5
Estimated H-index: 5
(University of Bern),
Ulrike Fasbender5
Estimated H-index: 5
(University of Giessen),
Fabiola H. Gerpott4
Estimated H-index: 4
(Technical University of Berlin)
textabstractThe nature of the consequences of knowledge hiding, defined as an intentional attempt to withhold knowledge that has been requested, and the mechanisms through which knowledge hiding affects outcomes are under-theorized. In this research, we propose that knowledge hiding can evoke guilt and shame in the knowledge hiding perpetrator. We zoom into the three types of knowledge hiding—evasive hiding, playing dumb, and rationalized hiding—and predict that the more deceptive knowledge hidi...
Andreas Strobl9
Estimated H-index: 9
(University of Innsbruck),
Jessica Niedermair (University of Bern)+ 1 AuthorsTobias Mussner1
Estimated H-index: 1
(University of Innsbruck)
The present study investigates the influence of level 5 leadership, a leadership approach based on humility and professional will, on subordinate’s innovation behavior at work. The main aim is to shed further light on the understanding of how leadership can foster innovative behavior. Further we test if the dark triad of personality, consisting of narcissism, Machiavellianism and psychopathy, affects the likelihood of being a level 5 leader. Applying partial least squares (PLS) structural equati...
Published on Jun 1, 2019in Journal of Adolescence2.35
Abstract Introduction The epidemic of sleep deprivation among college students is alarming. Prior studies of college students' sleep deprivation have focused on academic outcomes and mental health problems. This study considers the impact of college students’ sleep deprivation on two key, developmental outcomes: leadership and need for cognition. Methods This study is a secondary analysis of longitudinal data from the Wabash National Study of Liberal Arts Education (N = 3,690), using random-effe...
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