Version 1
: Received: 31 October 2023 / Approved: 1 November 2023 / Online: 1 November 2023 (09:38:56 CET)
How to cite:
Shaturaev, J.; Khakimova, M.; Fayzullaeva, N.; Kholmuratov, S. A Dual Mediation Model for Evaluating the Impact of Organizational Change on Employee Innovation Performance. Preprints2023, 2023110043. https://doi.org/10.20944/preprints202311.0043.v1
Shaturaev, J.; Khakimova, M.; Fayzullaeva, N.; Kholmuratov, S. A Dual Mediation Model for Evaluating the Impact of Organizational Change on Employee Innovation Performance. Preprints 2023, 2023110043. https://doi.org/10.20944/preprints202311.0043.v1
Shaturaev, J.; Khakimova, M.; Fayzullaeva, N.; Kholmuratov, S. A Dual Mediation Model for Evaluating the Impact of Organizational Change on Employee Innovation Performance. Preprints2023, 2023110043. https://doi.org/10.20944/preprints202311.0043.v1
APA Style
Shaturaev, J., Khakimova, M., Fayzullaeva, N., & Kholmuratov, S. (2023). A Dual Mediation Model for Evaluating the Impact of Organizational Change on Employee Innovation Performance. Preprints. https://doi.org/10.20944/preprints202311.0043.v1
Chicago/Turabian Style
Shaturaev, J., Nilufar Fayzullaeva and Salim Kholmuratov. 2023 "A Dual Mediation Model for Evaluating the Impact of Organizational Change on Employee Innovation Performance" Preprints. https://doi.org/10.20944/preprints202311.0043.v1
Abstract
Affected by the COVID-19 and the international development pattern, the international environment has undergone profound changes, and enterprises, as the main body of activities rushing in the front line of production and operation and the main battlefield of market competition, are facing various risk challenges in the domestic and international markets. For theoretical research, the impact of organizational change on employee innovation performance has become a key issue in organizational behavior and human resource management research. However, the influence mechanism of organizational change on employee innovation performance is still unclear. In this study, we examine whether, how, and when organizational change increases employee innovation performance in accordance with job demands-resource theory, as well as the effect of work pressure and work engagement on employee innovation performance. Data from 289 employees at three time points are examined. The results show that: (1) Organizational change negatively affects employee innovation performance through work pressure, i.e., work pressure mediates the impact of organizational change on employee innovation performance. (2) Organizational change positively affects employee innovation performance through work engagement, i.e., work engagement mediates the impact of organizational change on employee innovation performance. (3) Organizational identity plays a moderating role between organizational change and work pressure and work engagement, respectively, and there is a moderating effect in the process of mediation of work pressure and work engagement. The findings of this study provide important insights into how and when organizational change influences employee innovation performance.
Keywords
organizational change; employee innovation performance; work pressure; work engagement; organizational identity
Subject
Social Sciences, Behavior Sciences
Copyright:
This is an open access article distributed under the Creative Commons Attribution License which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
