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Management of innovation: Role of psychological empowerment, work engagement and turnover intention in the Indian context
The International Journal of Human Resource Management
Abstract and Figures
The current study, while examining the fields of psychological empowerment, work engagement and innovation, found that psychological empowerment affected work engagement and led to high innovation and lower turnover intention. Psychological empowerment was found to have strong predictive power on work engagement and innovation. The sample respondents were 291 managers from the Indian industrial sectors of pharmaceutical, heavy engineering, IT, electronics and aeronautics engineering. Results of structural equation model revealed work engagement as a strong mediator between psychological empowerment and innovation. The current study provides strong empirical relationship among constructs of psychological empowerment, work engagement, innovation and turnover intention. The theoretical implications to multi-level research are drawn in the study and practical implications are discussed.
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... Bibliometric reviews and searches of scientific databases using the keywords "finance of innovation in India" and "management of innovation in India" found the following aspects to be of most interest to international researchers writing in English: a) Incentives of Indian entrepreneurs [26]. The prevailing research areas in Indian innovation are associated with key words "business, management, and accounting" [31] and "policy, economics, and governance" [32], while in China the focus would be placed on "IP and technology diffusion" [32]. ...
... Finally, "psychological empowerment" is an important part of innovation management and is used by companies in several Indian industries [26]. ...
... Secondly, innovative firms in India often use forms of personnel management that are not commonly observed in other countries. Work engagement in India is the highest in the world [26]. Accordingly, personnel management in India aims at creating the most favorable climate for innovative workers. ...
India is a fascinating example of an emerging economy which adapts the concept of innovation-based growth to its own specific economic and cultural context. Innovation in India has attracted growing interest among researchers, with a steady increase in the number of published works on the subject and in the number of their citations. The present paper provides a meta-review of the literature on the financing and management of innovation and green innovation in India. The novelty of the analysis is severalfold. Firstly, we highlight the coexistence of universal and India-specific features in the types of innovation and the practices of financing and management of innovation in the country. Secondly, the paper not only summarizes a range of bibliometric surveys and a large number of methodological and empirical papers on innovation in India, but also reviews a unique series of papers associated with the World Management Survey, which compare and contrast managerial practices in India with those in a large number of developed and emerging economies. Our analysis shows that India follows a number of universal approaches to the financing and management of innovation, and that parallels can be established between innovative IT companies in India and Japan. However, India uses many practices that are deemed inefficient in developed countries: the government, not the private sector, is the major supplier of R&D expenditure and green investment; family ownership is a driver of (not an obstacle to) innovation; there is a focus on low-income consumers; and cost-cutting rather than quality competition is the primary innovation technique. In conclusion, we link the India-specific innovation path to various opportunities for fostering green growth in the country.
... Another significant finding of the study is the positive impact of psychological empowerment on employees' work engagement. This result aligns with findings from other studies (Bhatnagar, 2012;Ugwu et al., 2014;Macsinga et al., 2014;Örücü and Hatipoğlu, 2018;Ciftci, 2019;Joo et al., 2019;Özbezek, 2022;Damar et al., 2024;Marampa et al., 2025). Furthermore, the study findings show that work engagement positively affects thriving at work. ...
... Yapılan çalışmalar, psikolojik güçlendirmenin çalışanların iş doyumu, motivasyonu, performans düzeyleri ve genel refahları üzerinde pozitif etkileri olduğunu ortaya koymaktadır (Welfare, Hallowell, Shah ve Riek 2019). Psikolojik olarak güçlendirilmiş çalışanlar, stres ve tükenmişlikle daha etkili bir şekilde başa çıkma eğilimindedir (Oh, 2020;Orlowska ve Laguna, 2023), bu da daha yüksek iş memnuniyeti ve adanmışlığa yol açar (Bhatnagar, 2012). Ayrıca, psikolojik güçlendirme, çalışanların kişisel değerleri ile iş talepleri arasında daha iyi bir uyum algılamalarını sağlayarak duygusal tükenme olasılığını azaltır (Orlowska ve Laguna, 2023:8). ...
... Psikolojik güçlendirme çalışanların içsel motivasyonlarını artırarak işe adanmışlık düzeylerini yükseltmektedir (Marampa vd., 2025). Bazı araştırmalar psikolojik güçlendirmenin işe adanmışlığın öncülü olduğunu öne sürmektedir (Bhatnagar, 2012;Ugwu, Onyishi ve Rodríguez-Sánchez, 2014 YZ'nin belirsiz doğası ve potansiyel olumsuz etkileri (örneğin, iş kaybı, rol değişimi) çalışanlarda yoğun bir kaygıya neden olabilir (Johnson ve Verdicchio, 2018). Bu durum, çalışanların işlerinde anlam bulma ve yetkinlik duygularını zayıflatarak psikolojik güçlendirmenin olumlu etkilerini azaltabilir. ...
The contemporary business world is undergoing a significant transformation with the rapid adoption of artificial intelligence (AI) technologies. While AI presents opportunities for operational efficiency, cost reduction, and competitive advantage for businesses, it also induces anxieties among employees, such as fears of unemployment and uncertainty. The integration of AI is not merely a technological adaptation; it is a complex process that affects employees' psychological well-being. The primary aim of this study is to examine the relationships between psychological empowerment, work engagement, and self-development at work, as well as to identify the moderating effect of AI anxiety on these relationships. To achieve this, data were collected from employees of private banks operating in the central districts of Ankara. The data were analysed using the Partial Least Squares (SEM-PLS) method through the Smart PLS 4 statistical program. The results of the analysis indicate that psychological empowerment has significant and positive effects on both self-development at work and work engagement. Furthermore, it was observed that work engagement positively affects self-development at work. However, it was concluded that AI anxiety does not have a moderating effect on the relationship between psychological empowerment and self-development at work, nor on the relationship between work engagement and self-development at work. On the other hand, AI anxiety was found to have a moderating effect on the positive relationship between psychological empowerment and work engagement. This research is believed to contribute to developing more effective strategies to enhance employee productivity in technology-driven work environments.
... When employees are deeply engaged in their work and less affected by external factors, they are better equipped to generate creative solutions and tackle problems innovatively, thereby boosting their creativity and fostering radical innovation (Wu et al., 2021). Employees who are highly engaged at work not only maximize the use of existing work resources, but also create new ones to sustain their engagement, as a result, these employees are more likely to work harder, be more efficient, exhibit greater creativity, and demonstrate a higher capacity for radical innovative behaviors (Bhatnagar, 2012). Furthermore, the sense of purpose that engaged employees feel at work encourages them to make extra efforts to understand problems from various angles and to connect with different information sources, which can promote radical innovation in the workplace (Gilson and Shalley, 2004;Montani et al., 2020). ...
Introduction
Rapid shifts in the global economy have increased the demand for innovation within companies, with radical innovation being a key factor for achieving competitive advantage, organizational success, and sustainable growth. Leadership traits can significantly affect employee behavior and attitudes, which in turn, can influence their work. leader’s others-oriented perfectionism, representing the interaction between a perfectionist leader and their employees, is particularly relevant in the workplace.
Methods
This study constructed a theoretical model to explore the relationship between leadership perfectionism and employee radical innovation and validated it through empirical research.
Results
The findings indicate that there is a positive correlation between leader’s others-oriented perfectionism and employees’ work engagement, which in turn is related to radical innovation. In addition, there is a moderating effect of leader’s conscientiousness between the effects of perfectionism on employee work engagement. Employee promotion focus moderated the mediating role of work engagement in the relationship between leader perfectionism and employee radical innovation.
Discussion
The purpose of this study is to reveal the relationship between leadership perfectionism and employee work engagement and to explore how these findings can help organizations enhance employee breakthrough innovation. The findings will provide specific practical guidance for managers to encourage the combination of leadership perfectionism and accountability to drive employee work engagement and expand employee facilitation focus, ultimately impacting breakthrough innovation.
... Information and Communication Technology (ICT) as part of science and technology (IPTEK) in general is all technology related to the collection, collection (acquisition), processing, storage, dissemination and presentation of information. Information technology is also a technology that is used to process data including processing, obtaining, compiling, storing, manipulating data in various ways to produce quality information, namely information that is relevant, accurate and timely for personal, business and governance and is strategic information for decision making (Bhatnagar, 2012). ICT itself is a large umbrella terminology that includes all technical equipment for processing and conveying information. ...
The purpose of this study was to determine and analyze the influence of social media, work motivation, work discipline on improving employee performance at the Sipare-Pare Tengah Village Office. The research method used in this study is a quantitative research method. This research also includes quantitative research that is correlational. The population in this study were all employees at the Sipare-Pare Tengah Village Office with a total of 44 people. The number of samples used in this study amounted to 44 people. Where the entire population is used as a research sample using the saturated sample method. The data used in this study is primary data, namely data obtained directly by researchers from measuring the length of the short intervals in the measuring instrument is the Likert scale. The data analysis technique used in this study is a quantitative data analysis technique using statistical methods. This study uses the calculation results of the IBM Statistical Package For The Social Science (SPSS) version 26 which aims to determine the significant level and relationship between the independent variables and the dependent variable. Partially, the social media variable (X1) has a positive and significant effect on the performance improvement variable by tcount value 2,636 > ftable 1,684 with a significant value of 0.215 > 0.05. Partially, the work motivation variable (X2) has a positive and significant effect on performance improvement variables with a tcount of 2,089 > ftable of 1,684 with a significant value of 0.000 <0.
Purpose
Eco-innovation management efforts focused on the circular economy (CE) have become a considerable challenge for organizations, as they must diminish waste with maximum resource reprocessing. The present study unveils the contribution of eco-innovation, green empowerment (GE), and green passion (GP) in shaping a CE.
Design/methodology/approach
The study applied a deductive approach, and the researchers collected 298 cases from automobile manufacturing companies, both local and multinational firms, operating in Pakistan.
Findings
The path analysis unveils a positive effect of product eco-innovation (PEI) on GP but a non-statistically significant effect on GE and CE. Process eco-innovation (PREI) affects GE and CE positively, but negatively affects GP. The management eco-innovation (MEI) positively predicts GE, CE and GP. Moreover, GE has a positive effect on CE, while GP has a negative impact on CE. With regard to mediating effects, GE mediates the connection between MEI and CE but does not mediate between PEI, PREI and CE. Finally, GP mediates the connection between PEI, PREI, MEI, and CE.
Practical implications
The study’s outcomes assist policymakers and environmental experts in developing CE in industries by constructing an effective eco-innovation milieu with overflowing innovations. Moreover, the study advances employees’ empowerment and passion for accomplishing green sustainability and performance, where they also cultivate a circular environment. Finally, the study’s empirical findings enrich the domain literature’s depth.
Originality/value
The study offers an extensive and integrated framework that combines eco-innovation, GE, GP, and CE in a single framework with direct and indirect paths in Pakistani automobile manufacturing companies.
This study investigated the moderating role of psychological contract breach on the relationship between psychological empowerment and work engagement among employees in the tourism and hospitality industries in Galicia, northwest Spain. Employing a quantitative approach, the research gathered data from 378 employees, with quantitative data analysed using regression analyses in SPSS. Additionally, the questionnaire included several open questions, providing supplementary qualitative insights, which were analysed thematically. The findings indicate a significant moderating effect of psychological contract breach on the psychological empowerment-work engagement relationship, particularly pronounced among employees experiencing high levels of contract breach. Five main themes emerged, explaining why employees perceive psychological contract breach. The study highlights the critical role of psychological contract breach in influencing the dynamics between psychological empowerment and work engagement. This is the first study to explore these connections, providing new insights into the psychological mechanisms involved. The results can inform strategies to improve employee well-being and organisational effectiveness in the tourism and hospitality sectors. Several practical implications for organisations and policymakers are presented.
Employee task performance plays a critical role in driving organizational success, and understanding its interaction with employee psychological status is essential for unlocking a workforce’s full potential. Psychological ownership has been shown to significantly influence performance outcomes, making it crucial to explore how these dynamics shape individual effectiveness. This study attempts to gain a deeper understanding of how employees’ sense of ownership influences their intrapreneurial behavior and contributes to enhanced task performance outcomes within organizational settings. A sample of full-time employees based in the United States provided 523 responses on an online questionnaire. The hypotheses were tested using SmartPLS. The findings support that intrapreneurial behavior exhibits full mediation of task performance’s relationship with psychological ownership. The outcomes indicate that when employees feel a sense of personal responsibility and attachment to their work, it significantly fosters their innovative actions and enhances their performance, thereby contributing to organizational success. This study contributes to the existing literature by arguing that employees who feel attached to the organization take more responsibility, improve performance, and proactively establish creative innovations to foster organizational success. Study limitations and recommendations are discussed.
This study aims to investigate the impact of internal firm factors such as work-life balance (WLB), internal communication (IC), and reward and recognition (RR) on employee engagement (EE), and consequently, the effect of employee engagement on employee performance (EP) within the textile sector of Karachi. The study's main purpose is to provide empirical evidence supporting effective human resource practices and policies to improve overall firm performance. Findings from the study revealed significant relationships between work life balance, internal communication, reward and recognition and employee engagement, with work life balance having the strongest impact on employee engagement. Furthermore, employee engagement demonstrated a strong positive effect on employee performance, suggesting that higher levels of engagement are likely to improve employee performance. The study reaffirms the importance of effective human resource practices, particularly work life balance and RR, in promoting employee engagement and enhancing employee performance. It also highlights the need for organizations in the textile industry to strategically prioritize these areas to boost productivity and improve overall performance. The findings underscore the potential benefits of nurturing an engaged workforce within the textile sector in Karachi.
Given the importance of work engagement for organizations and the almost unified and steadfast understanding of its benefits, it is imperative to investigate the potential downside of work engagement to prevent unexpected damage. However, there has been relatively little research on its negative impacts. Drawing on the moral licensing theory, this study identifies the potential negative effects of work engagement by exploring the mediating role of psychological entitlement. An online experiment and a survey are conducted to test the theoretical model. The results reveal that work engagement leads to deviant workplace behavior through psychological entitlement only in cases where there is a higher level of relationship conflict with supervisors. The conclusions of this study shed light on how work engagement negatively affects organizations. The current study also contributes to practice by suggesting that supervisors should be aware of employees with a higher level of work engagement and communicate with them in a reasonable manner.
Based on 7,939 business units in 36 companies, this study used meta-analysis to examine the relationship at the business-unit level between employee satisfaction–engagement and the business-unit outcomes of customer satisfaction, productivity, profit, employee turnover, and accidents. Generalizable relationships large enough to have substantial practical value were found between unit-level employee satisfaction–engagement and these business-unit outcomes. One implication is that changes in management practices that increase employee satisfaction may increase business-unit outcomes, including profit.
