Purpose

This study aims to explore the effect of multiple factors on employee innovative behavior (EIB) and examine the mediating role that thriving at work and organizational commitment play in this relationship, specifically related to the hospitality sector.

Design/methodology/approach

Primary data was gathered from 612 employees across 100 small and medium-sized enterprises (SMEs) in Vietnam. Using covariance-based structural equation modeling and the bootstrapping method, the research estimates ten overarching hypotheses to address the research question: how do job, personal and contextual factors influence EIB?

Findings

Job, personal and contextual factors influence EIB significantly and positively. The results uncover the relationship between workplace support and EIB under the mediating effects of thriving at work and organizational commitment. Especially interesting for the hospitality sector is that the authors find these three factors are a strong influence on EIB.

Practical implications

Management can stimulate EIB by designing job control and job demand appropriately to build and maintain workplace social support in the organization, especially in the hospitality sector. Employees’ personal characteristics can also facilitate this behavior. The research adds to theory on EIB and methods to analyze the factors affecting this driver of innovation.

Originality/value

The research enhances our understanding of EIB in the hospitality and the SME context generally. EIB is affected by employee perceptions of job factors (job demand and job control), personal factors (thriving at work and organizational commitment) and contextual factors (supervisor support, coworker support and climate for innovation).

中文翻译：

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评估多因素对中小企业员工创新行为的影响：工作欣欣向荣和组织承诺的中介作用

目的

本研究旨在探讨多种因素对员工创新行为 (EIB) 的影响，并检验工作中的蓬勃发展和组织承诺在这种关系中所起的中介作用，特别是与酒店业相关的关系。

设计/方法/方法

主要数据来自越南 100 家中小企业 (SME) 的 612 名员工。使用基于协方差的结构方程建模和自举法，该研究估计了十个总体假设来解决研究问题：工作、个人和背景因素如何影响 EIB？

发现

工作、个人和环境因素对 EIB 有显着和积极的影响。结果揭示了工作场所支持与EIB之间的关系在工作兴旺和组织承诺的中介作用下。酒店业特别有趣的是，作者发现这三个因素对 EIB 有很大影响。

实际影响

管理层可以通过适当设计工作控制和工作需求来刺激 EIB，以在组织中建立和维持工作场所的社会支持，特别是在酒店业。员工的个人特征也可以促进这种行为。该研究增加了 EIB 的理论和分析影响这一创新驱动因素的方法。

原创性/价值

该研究总体上增强了我们对 EIB 在酒店业和中小企业环境中的理解。EIB 受员工对工作因素（工作需求和工作控制）、个人因素（工作兴旺和组织承诺）和环境因素（主管支持、同事支持和创新氛围）的看法的影响。