Purpose

The purpose of this paper was to explore the role of empowering leadership, organizational climate for initiative and job autonomy in spurring innovative work behavior (IWB).

Design/methodology/approach

This study resorted to the structural equation modeling technique along the Bayesian estimation approach to analyze the mediating role of the organizational climate for initiative and job autonomy in the empowering leadership-IWB link in data gathered from CEOs, middle managers and non-managerial employees of 444 small and medium enterprises in Morocco.

Findings

The findings revealed that empowering leadership is a prerequisite of IWB as subordinates, who are empowered by their leaders, demonstrate IWB. Further, organizational climate for initiative and job autonomy mediate the empowering leadership-IWB link.

Practical implications

This research has demonstrated that firms and organizational leaders who seek to make their middle managers innovative in their job should adopt empowering leadership practices, build an organizational climate that is favorable for initiative-taking and grant middle managers with autonomy in the way they carry out their tasks.

Originality/value

This paper extends our understanding on the mechanisms linking empowering leadership and IWB by testing the mediating effects of organizational climate for initiative and job autonomy.

中文翻译：

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赋予领导力和创新工作行为：气候对摩洛哥中小企业主动性和工作自主性的中介作用

目的

本文的目的是探讨授权领导、主动性和工作自主性的组织氛围在刺激创新工作行为 (IWB) 中的作用。

设计/方法/途径

本研究采用贝叶斯估计方法的结构方程建模技术，从 444 名 CEO、中层管理人员和非管理人员收集的数据中分析组织氛围对主动性和工作自主性在授权领导-IWB 链接中的中介作用摩洛哥的中小企业。

发现

调查结果表明，授权领导是 IWB 的先决条件，因为被领导授权的下属表现出 IWB。此外，主动性和工作自主性的组织氛围可以调节授权领导力与 IWB 之间的联系。

实际影响

这项研究表明，寻求让中层管理人员在工作中创新的公司和组织领导者应该采用授权领导实践，营造有利于主动采取行动的组织氛围，并授予中层管理人员执行任务方式的自主权。任务。

原创性/价值

本文通过测试组织氛围对主动性和工作自主性的中介作用，扩展了我们对授权领导与 IWB 联系机制的理解。