ABSTRACT

Organisations need innovation in products and services to grow and survive in competitive environments. Development of innovation in organisations is achieved by human resources. Employees’ innovative behaviour is influenced by various factors, including leadership styles and leaders’ characteristics. Therefore, this study aimed to analyse the effect of narcissistic leadership on employees’ innovative behaviour by introducing employees’ job embeddedness and job engagement as the mediating variables. A narcissistic leader never allows employees to participate in decision-making processes, which affects their corporation's intention and creativity and makes them do what they are expected to do. The data were collected from 455 employees and managers of the governmental organisations located in the eastern provinces of Iran. According to the results, managers’ narcissism negatively affected employees’ job embeddedness and job engagement. Besides, leaders’ narcissism had a negative impact on employees’ innovative behaviour. Other research findings indicated the mediating roles of job embeddedness and job engagement. The interaction of leaders’ narcissism and leaders’ humility is associated with job engagement and job embeddedness. The proposed model provided new insights into the analysis of contradictions in leaders’ characteristics. In other words, their characteristics influence employee attitudes, including job embeddedness and job engagement, and employee behaviour and performance.

摘要

组织需要产品和服务的创新才能在竞争激烈的环境中成长和生存。组织创新的发展是通过人力资源实现的。员工的创新行为受到多种因素的影响，包括领导风格和领导特征。因此，本研究旨在通过引入员工的工作嵌入和工作投入作为中介变量，分析自恋型领导对员工创新行为的影响。一个自恋的领导者从不允许员工参与决策过程，这会影响他们公司的意图和创造力，并使他们做他们应该做的事情。这些数据是从位于伊朗东部省份的政府组织的 455 名员工和管理人员那里收集的。结果表明，管理者的自恋对员工的工作嵌入和工作投入产生了负面影响。此外，领导者的自恋对员工的创新行为产生了负面影响。其他研究结果表明工作嵌入和工作投入的中介作用。领导者自恋和领导者谦逊的相互作用与工作投入和工作嵌入有关。所提出的模型为分析领导者特征的矛盾提供了新的见解。换句话说，他们的特征会影响员工的态度，包括工作嵌入和工作投入，以及员工的行为和绩效。其他研究结果表明工作嵌入和工作投入的中介作用。领导者自恋和领导者谦逊的相互作用与工作投入和工作嵌入有关。所提出的模型为分析领导者特征的矛盾提供了新的见解。换句话说，他们的特征会影响员工的态度，包括工作嵌入和工作投入，以及员工的行为和绩效。其他研究结果表明工作嵌入和工作投入的中介作用。领导者自恋和领导者谦逊的相互作用与工作投入和工作嵌入有关。所提出的模型为分析领导者特征的矛盾提供了新的见解。换句话说，他们的特征会影响员工的态度，包括工作嵌入和工作投入，以及员工的行为和绩效。