Purpose

In the backdrop of job demands-resources model, the purpose of this paper is to investigate the effect of selected job resources (job autonomy and rewards and recognition) and job demands (problem with work) on innovative work behaviour through the mediation of employee engagement in the higher education sector of India.

Design/methodology/approach

The sample consists of randomly selected 275 teachers from higher education institutions from a city in India. This study used PLS-SEM for data analysis.

Findings

The results suggest that employee engagement associates closely with innovative work behaviour. Job autonomy, one of the resources, affects innovative work behaviour directly and its effect does not move via employee engagement. Further, reward and recognition does not impact innovative work behaviour directly, rather, its effect moves through employee engagement. Finally, the work suggests that employee engagement mediates between selected job resources and job demands and innovative work behaviour.

Research limitations/implications

This study can be extended to include more demands and resources which are unique to academic institutions. For example, a transparent career path to all teachers or a high-octane research culture can serve as a boon. Additionally, their interaction effect can also be studied. The present study being a cross-sectional study, at best, offers a snap-shot view of relationship among the variables.

Practical implications

This study shall help organizations to use job resources and job demands to enhance teachers’ engagement and innovative work behaviour. Specifically, results of this study offer a reason to academic institutions to give more autonomy and rewards to their teachers to eke out innovative work behaviour.

Social implications

Firstly, this study will have a positive outcome for students who will be the prime beneficiaries of innovative work behaviour of teachers. Secondly, broadly the society and its constituents will get benefited by improvement in research outcomes.

Originality/value

The outcome of this study proposes that job autonomy and reward and recognition do not connect with employee engagement and innovative work behaviour in a known way.

中文翻译：

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JD-R模式在提升高等教育教师创新工作行为中的作用

目的

在工作需求-资源模型的背景下，本文的目的是通过员工敬业度的中介研究选定的工作资源（工作自主性、奖励和认可）和工作需求（工作中的问题）对创新工作行为的影响。在印度的高等教育部门。

设计/方法/方法

样本包括从印度一个城市的高等教育机构中随机抽取的 275 名教师。本研究使用 PLS-SEM 进行数据分析。

发现

结果表明，员工敬业度与创新工作行为密切相关。工作自主权是一种资源，它直接影响创新工作行为，其影响不会通过员工敬业度改变。此外，奖励和认可不会直接影响创新工作行为，而是通过员工敬业度产生影响。最后，这项工作表明，员工敬业度在选定的工作资源、工作需求和创新工作行为之间起中介作用。

研究限制/影响

这项研究可以扩展到包括更多学术机构独有的需求和资源。例如，面向所有教师的透明职业道路或高强度的研究文化可以带来福音。此外，还可以研究它们的交互作用。目前的研究是一项横断面研究，充其量只是提供了变量之间关系的快照视图。

实际影响

本研究将帮助组织利用工作资源和工作需求来提高教师的参与度和创新的工作行为。具体而言，这项研究的结果为学术机构提供了一个理由，给予他们的教师更多的自主权和奖励，以维持创新的工作行为。

社会影响

首先，这项研究将对成为教师创新工作行为的主要受益者的学生产生积极的结果。其次，从广义上讲，社会及其成员将从研究成果的改善中受益。

原创性/价值

这项研究的结果表明，工作自主权、奖励和认可与员工敬业度和创新工作行为并没有以已知的方式联系起来。