Purpose

The purpose of the paper is to examine the relationship between workplace spirituality and employees’ innovative work behaviour and also to check the mediating role of psychological empowerment on this relationship from the lens of self-determination theory (SDT).

Design/methodology/approach

An internet-based survey was conducted among knowledge workers, i.e. 340 employees (software engineers and product developers) working in different US-based multi-national companies operating in India. The relationships are tested by using partial least squares structural equation modelling (PLS-SEM) and, for mediation, Preacher and Hayes (2008) procedure has been used.

Findings

The PLS-SEM and Preacher and Hayes (2008) mediation results revealed that there is a significant positive relationship between workplace spirituality and employees’ innovative work behaviour. There is also a substantial effect of workplace spirituality on psychological empowerment and psychological empowerment on employees’ innovative work behaviour. Psychological empowerment is found to be mediating fully between workplace spirituality and employees’ innovative work behaviour.

Practical implications

In the context of organizations, it will be really beneficial to enhance employees’ innovative work behaviour through inculcating workplace spirituality. Promoting workplace spirituality is one of the prerequisites in organizations towards creating sustainability and establishing an empowered organization in this competitive business environment.

Originality/value

There is a dearth of studies in linking the relationship between workplace spirituality and employees’ innovative work behaviour with the mediating role of psychological empowerment from the lens of SDT.

中文翻译：

---

职场精神与员工创新工作行为的关系：心理授权的中介作用

目的

本文的目的是考察工作场所精神与员工创新工作行为之间的关系，并从自我决定理论（SDT）的角度检验心理授权在这种关系中的中介作用。

设计/方法/方法

一项基于互联网的调查在知识工作者中进行，即在印度经营的不同美国跨国公司工作的 340 名员工（软件工程师和产品开发人员）。这些关系通过使用偏最小二乘结构方程模型 (PLS-SEM) 进行测试，并且对于调解，使用了 Preacher 和 Hayes (2008) 程序。

发现

PLS-SEM 和 Preacher 和 Hayes (2008) 的中介结果显示，工作场所精神与员工的创新工作行为之间存在显着的正相关关系。职场精神对心理授权和心理授权对员工创新工作行为也有显着影响。发现心理授权在工作场所精神和员工的创新工作行为之间具有充分的中介作用。

实际影响

在组织的背景下，通过灌输职场精神来提升员工的创新工作行为将是非常有益的。促进工作场所精神是组织在这个竞争激烈的商业环境中创造可持续性和建立授权组织的先决条件之一。

原创性/价值

从SDT的角度，将工作场所精神与员工创新工作行为之间的关系与心理授权的中介作用联系起来的研究很少。