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How work–family enrichment influence innovative work behavior: Role of psychological capital and supervisory support

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  • Mishra, Pavitra
  • Bhatnagar, Jyotsna
  • Gupta, Rajen
  • Wadsworth, Shelley MacDermid

Abstract

This paper examines the relationship between bi-directional work–family enrichment, psychological capital, and supervisor support in promoting innovative work behavior. We hypothesized that work-to-family enrichment and family-to-work enrichment would have a positive relation with psychological capital. Further, we examined that psychological capital would mediate the relationship between (i) work-to-family enrichment and innovative work behavior, and (ii) family-to-work enrichment and innovative work behavior. We also studied the role of supervisor support as a predictor or moderator for catalyzing innovative work behavior. Data were collected through questionnaire survey from 398 service-sector employees. We analyzed the data using structural equation modeling. Building on the theoretical foundation of broaden-and-build theory, we establish that both work-to-family enrichment and family-to-work enrichment were positively related to psychological capital. Psychological capital fully mediated between bi-directional enrichment and innovative work behavior. Supervisor support was directly related to innovative work behavior. We also suggest interventions for facilitating innovative work behavior.

Suggested Citation

  • Mishra, Pavitra & Bhatnagar, Jyotsna & Gupta, Rajen & Wadsworth, Shelley MacDermid, 2019. "How work–family enrichment influence innovative work behavior: Role of psychological capital and supervisory support," Journal of Management & Organization, Cambridge University Press, vol. 25(1), pages 58-80, January.
    • Handle: RePEc:cup:jomorg:v:25:y:2019:i:01:p:58-80_00
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    Cited by:

    1. Živilė Stankevičiūtė & Eglė Staniškienė & Urtė Ciganė, 2020. "Sustainable HRM as a Driver for Innovative Work Behaviour: Do Respect, Openness, and Continuity Matter? The Case of Lithuania," Sustainability, MDPI, vol. 12(14), pages 1-29, July.
    2. Aihua Tao & Qian Xu & Chencui Zhou & Wei Wang & Feng Yu, 2023. "Work Connectivity Behavior After-Hours and Turnover Intention: A Configuration Perspective," SAGE Open, , vol. 13(4), pages 21582440231, December.
    3. Beili Li & Xu Fan & Susana Álvarez-Otero & Muhammad Safdar Sial & Ubaldo Comite & Jacob Cherian & László Vasa, 2021. "CSR and Workplace Autonomy as Enablers of Workplace Innovation in SMEs through Employees: Extending the Boundary Conditions of Self-Determination Theory," Sustainability, MDPI, vol. 13(11), pages 1-16, May.
    4. Mudassar Ali & Li Zhang & Zhenduo Zhang & Muhammad Zada & Abida Begum & Heesup Han & Antonio Ariza-Montes & Alejandro Vega-Muñoz, 2021. "Can Leaders’ Humility Enhance Project Management Effectiveness? Interactive Effect of Top Management Support," Sustainability, MDPI, vol. 13(17), pages 1-17, August.
    5. Hanan S. AlEssa & Christopher M. Durugbo, 2022. "Systematic review of innovative work behavior concepts and contributions," Management Review Quarterly, Springer, vol. 72(4), pages 1171-1208, December.

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