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This study aimed to examine the effect of teacher candidates' individual innovativeness levels on their positive future expectations. A total of 412 teacher candidates, 194 women and 218 men, studying at sports science faculties of universities in Ankara, participated in the research. "Personal Information Form", "Individual Innovativeness Scale" and "Positive Future Expectation Scale" were used in the data collection process. During the data analysis phase, Independent Samples T test, One Way ANOVA analysis, Pearson correlation analysis and Multiple Linear Regression Analysis were used in the SPSS 25.0 program. The research found that the individual innovativeness levels and positive future expectations of the teacher candidates were above the medium level. It was found that the individual innovativeness levels and positive expectations of teacher candidates differ according to the type of university (public, private) and the class they study in (p <0.05). It was observed that there was a positive relationship between the individual innovativeness level and positive future expectation among the teacher candidates participating in the research (p<0.05), and it was also determined that the individual innovativeness level positively affected the positive future expectation (pz0.05). As a result, it can be said that the high level of individual innovativeness in teacher candidates is a factor that increases positive future expectations. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Health & Nursing Management / Sağlık ve Hemşirelik Yönetimi Dergisi is the property of Logos Medical Publishing and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Anadolu Journal of Educational Sciences International (AJESI) is the property of Anadolu Journal of Educational Sciences International and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: This study outlines the structured dimensions of innovative work behavior (IWB). It interprets and associates the underlying characteristics found in the existing literature to develop a conceptual framework, which provides a comprehensive overview of IWB from the perspective of individual factors. This study also identifies the cognitive and behavioral determinants of individual innovative behavior and the most related management theories. Furthermore, it investigates the quantitative modeling methods used to explore this phenomenon and recommends practical managerial applications to promote employees' innovative behavior. Design/methodology/approach: The conceptual framework was developed through a systematic literature review, following three fundamental stages: 1) planning, 2) development, and 3) synthesis of the review. We retrieved 637 documents, spanning a 5-year time frame, from both Scopus and Web of Science academic information indexing and retrieval systems. Subsequently, seven inclusion and exclusion criteria were applied to determine the eligibility of the studies, incorporating the guidelines from the PRISMA statement. The final sample consisted of 49 scientific articles that answered five guiding questions, leading to the integration of the framework. Findings: This study examines the dimensions of IWB--that is, the generation, introduction, and realization of ideas--by analyzing the fundamental properties mentioned by the authors of the selected documentary sample. It further identifies 48 determinants of IWB, categorized under three organizational management theories: personality traits, self-determination, and social exchange theories. This study also analyzes the applied quantitative research methods, business sectors, and countries investigated, identifying the most commonly used methods and most frequently investigated sectors and countries. Additionally, it highlights the current research agenda for promoting IWB as an enabler of competitive organizational development. Finally, we present a conceptual framework that provides a theoretical structure for understanding individual IWB. Practical implications: We clarify the current research landscape of IWB in an organizational context. We also help identify the level of academic interest in this subject for future studies. Furthermore, we compile valuable recommendations for business managers aiming to enhance the competencies of their workforce in managing innovative processes. Originality/value: We introduce a new conceptual framework for IWB that considers its primary strategic purposes. Therefore, this study is a reference point for future empirical innovation management studies. It provides a classification of individual-level determinants with a cognitive and behavioral focus, incorporating constructs such as spirituality, altruism, ethical and empathic behaviors, and resilience. [ABSTRACT FROM AUTHOR]

Copyright of Buca Faculty of Education Journal / Buca Egitim Fakültesi Dergisi is the property of Buca Faculty of Education Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Midwifery & Health Sciences is the property of Ataturk University Coordinatorship of Scientific Journals and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

By acknowledging the role of assessing employees' promotability in talent development and retention, along with the need to improve the understanding about its antecedents, this paper examines the impact of employees' role breadth self-efficacy on this criterion. Specifically, it builds upon the integration of previous theoretical developments regarding the motivational virtues of role breadth self-efficacy at work, with the core assumptions of Spence's signalling theory to empirically test whether innovative work behaviour acts as an underlying mechanism of the link between role breadth self-efficacy and promotability. Relying upon a time-lagged design with multisource data (employees and respective supervisors), evidence obtained from a sample of N = 185 software engineers supported the indirect effect of role breadth self-efficacy on supervisors' ratings of employees' promotability, via employees' innovative work behaviour. The main theoretical and applied contributions of these findings are presented and discussed in the context of human resource management. [ABSTRACT FROM AUTHOR]

The aim of this study is to compare the individual innovativeness levels and job satisfactions of academician nurses at the university according to generations. This analytical-cross-sectional study was conducted with academician nurses working in faculties of health sciences and nursing faculties of state/foundation universities in our country between September 2018 and February 2019. The sample group consisted of 148 academician nurses who were selected by the improbable random sampling method, met the criteria for participation in the study, agreed to participate in the study, and filled out the online data collection forms completely. "Introductory Form" which included the socio-demographic characteristics of the participants, "Innovativeness Scale" (IS) and "Minnesota Job Satisfaction Questionnaire" (MSQ) were used to collect the data. In the analysis of the data, descriptive statistics, Kruskall Wallis and Mann Whitney U test were used. Majority of the participants were women (94.6%), married (62.8%) and Y generation (79.7%) individuals. While the participants IS score average was 74.81±8.82; the mean MSQ score was 3.74±0.56. As the result, academician nurses' individual innovativeness levels were found to be at the "pioneer" level and male academicians' openness to experience sub-dimension scores were higher. Professors' general satisfaction and intrinsic satisfaction scores from the MSQ sub-dimensions were significantly higher. It was determined that the job satisfaction levels of the Y generation academician nurses were lower than the X generation academician nurses. Accordingly, it is thought that it would be beneficial to plan initiatives to improve the individual innovativeness of academic nurses and increase their job satisfaction, and to consider generational characteristics during these planning. [ABSTRACT FROM AUTHOR]

Copyright of Buca Faculty of Education Journal / Buca Egitim Fakültesi Dergisi is the property of Buca Faculty of Education Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Objective: This study aimed to determine the relationship between nurses' innovativeness and bricolage levels. Method: The study is a descriptive study. It was conducted with 224 nurses working in a hospital in Izmir. Individual Innovation Scale and Bricolage Scale were used to collect data. The study analysis used numbers, percentage distribution, Kruskall Wallis, Mann Whitney U test, and correlation analysis. Result and Conclusion: It was found that the total mean score of the nurses from the individual innovativeness scale was 67.91±9.63, and the total mean score of the bricolage scale was 32.05±5.11. A positive correlation was found between nurses' bricolage scale scores and individual innovativeness scale total scores. According to the results of the study, we can say that the nurses have a high level of bricolage activities. It is possible that nurses' use of existing resources, that is, bricolage activities, affects individual innovativeness levels. For this reason, we can recommend organizing seminars, training programs, and new product definitions so that nurses can be aware of the innovations in care services. [ABSTRACT FROM AUTHOR]

Purpose: The aim of the paper is to analyze the individual innovation processes in industrial enterprise. Design/methodology/approach: Critical literature analysis. Analysis of international literature from main databases and polish literature and legal acts connecting with researched topic. Findings: The publication concentrate on problems connected with various aspects of individual innovations. In the paper we presented the analysis of differences between terms – innovation, reform and change and its impact on industrial management. Also we analyzed in detailed way the main trends in management in the context on their impact on individual innovations. We analyzed the activities organization should use to boast the innovativeness level in the enterprise. The innovativeness can be done in centralized or decentralized way. This is an important factor influencing the results of innovations activity. We try to analyze the situation of strong centralization of R&D activities in a company with an analysis of its advantages and disadvantages. We think that the decentralization of R&D give the company possibility to easy identify market opportunities and treats and because of that it can easy adapt new product and processes to the customer requirements. Originality/value: Detailed analysis of all subjects related to the problems connected with individual innovation in an industrial enterprise. [ABSTRACT FROM AUTHOR]

Background/purpose – The continuity of society is ensured through schools where educational activities are formally conducted. There exists a wide range of tasks that are assigned to educational systems and schools, and three concepts play a critical role for the successful completion of those tasks: school climate, individual innovativeness, and teacher autonomy. The aim of this study was to investigate whether teacher autonomy had a mediating role in the relationship between school climate and teachers' individual innovativeness. Materials/methods – The relational survey model was used in the study, with 617 elementary school teachers selected using simple random sampling. Data were collected using three scales: the School climate scale, the Teacher autonomy scale, and the Individual innovativeness scale. The collected data were analyzed using regression and correlation analyses. In addition, Bootstrap analysis was performed through IBM SPSS v.24.0 (Hayes, 2013) with PROCESS Macro 3 and “Simple Mediation Model 4” used to examine the significance of the mediation effect. Results – The findings revealed that a positive, moderate, and significant relationship exists between school climate, individual innovativeness, and teacher autonomy. Bootstrap analysis showed that teacher autonomy had a significant mediating effect in the relationship between school climate and individual innovativeness. Furthermore, the Sobel test proved the significant mediating effect of teacher autonomy since the Z value was at the desired level. Conclusion – It was found that teacher autonomy had a mediating role in the relationship between school climate and teacher innovativeness. Since this is the first study to examine the mediation effect of teacher autonomy on the relationship between teacher innovativeness and school climate, further research is needed with different samples to verify the findings.

Copyright of Journal of Higher Education & Science / Yüksekögretim ve Bilim Dergisi is the property of Zonguldak Bulent Ecevit Universitesi and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Social Research & Behavioral Sciences / Sosyal Araştırmalar ve Davranış Bilimleri Dergisi is the property of Journal of Social Research & Behavioral Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Estudios Gerenciales is the property of Universidad ICESI and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Mediterranean Journal of Sport Science (MJSS) is the property of Mediterranean Journal of Sport Science (MJSS) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Synesis is the property of Synesis and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Digital technologies significantly impact on manufacturing firms as they innovate their business processes in response to rapidly changing environments. Therefore, the proper use of digital technology to promote innovative behavior has become an important topic in research. However, few studies have examined how firm-level digital transformation affects individual-level innovative behavior. Drawing on the minority dissent perspective, we explored the mechanism by which digital transformation affects innovative behavior. Surveying 540 participants from Chinese manufacturing firms revealed that firm-level digital transformation was significantly correlated with both cross-functional minority dissent and individual-level innovative behavior. Moreover, minority dissent played a partial mediating role in the relationship between digital transformation and innovative behavior. This study sheds new light on how firm-level digital transformation can determine individual-level innovative behavior. [ABSTRACT FROM AUTHOR]

INTRODUCTION: This research was designed as a descriptive and relational type in order to determine organizational citizenship and innovative behavior levels of manager nurses. METHODS: This research was carried out with 147 manager nurses between June 2016 and February 2017 in Inonu University Turgut Ozal Medical Center and Malatya State Hospital in Malatya province center. In the data accumulation, "personal information form", "organizational citizenship level scale" and "individual innovation scale" were used. Kruskal-Wallis and Mann-Whitney U test were used in the analyses of the data. RESULTS: In this survey, it was determined that most of the manager nurses were female, average 43+-1 years old, majority of them had a bachelor degree and professional experiences were generally more than 10 years. It was found that organizational citizenship and innovative behavior levels of manager nurses was not influenced by gender, age and the duration of working as a manager; however, education, hospital type, working in the same institution and unit were effective. It was determined that the level of organizational citizenship of manager nurses was related to the levels of individual innovativeness. DISCUSSION AND CONCLUSION: It was found that organizational citizenship was affected by individual innovativeness behaviors and it is suggested that the study should be repeated in different nursing groups.

Abstract This study aimed to investigate the relationship between knowledge sharing with individual innovation Allameh Tabatabai University graduate students in academic year 93-94, the survey was conducted. The study sample consisted of all graduate students in the School of Education, Psychology, Management and Accounting Pardis 1 and 2 of which there are 3977 people.The research sample consisted of 153 was determined on the basis of Morgan. And the class participants were selected randomly .The data from two scale, knowledge sharing by Nvrad Sadiq (1388) and individual innovation scale by Momeni Nour (1382) were collected. The Cronbach's alpha reliability of both scales, respectively,were 0/71 and 0/81. The results of multiple regression and t-test showed that a significant relationship exists between knowledge sharing and individual innovation. The multiple regression analysis with step by step method showed that knowledge sharing is dont able to predict individual innovation. The University should create an atmosphere of open exchange of originality which is emphasized so that students are more willing to share their new knowledge with each other and have their application

In a world where technological developments are spreading rapidly, people who adopt an innovative understanding and can take risks will have more chances to adapt to the new structure and achieve success. Experiencing rapid changes along with technological developments made it necessary for individuals to adapt to new situations. With this in mind, it is very important to analyse the relationship between individual innovativeness and risk-taking behaviour, which is thought to have significant effects on innovation capacity. In this context, it was decided to examine the relationship between innovativeness, self-confidence and risk-taking behaviours of university students. In order to obtain the data required for the study, a questionnaire study was conducted using face-to-face interview method with randomly selected 504 students studying at Firat University. The findings were interpreted by performing necessary statistical analyses with the obtained data, and the relationship between innovativeness and self-confidence and risk-taking behaviours of university students was questioned. It was tried to determine what needs to be done in order to increase the level of innovation and self-confidence and risk taking among the students. According to the results obtained from the study, it was determined that there is a positive and significant relationship between innovativeness level and self-confidence and risk-taking levels and according to this result, it is commented that as students' self-confidence and risk-taking levels increase, their level of innovation also increases. [ABSTRACT FROM AUTHOR]

Purpose: This study was conducted to determine the rate at which the individual levels of innovativeness of the elderly explain their psychological resilience. Design and Methods: This study was conducted with 313 elderly people. The data of the study were collected using the Individual Innovativeness Scale and Psychological Resilience Scale for Adults. Findings: In this study, a significant relationship was found between individual innovativeness and psychological resilience in the elderly. Demographic variables were related to psychological resilience. Practice Implications: Within the scope of these results, increasing the individual innovativeness levels of older adults will enable them to be psychologically more resilient. [ABSTRACT FROM AUTHOR]

The aim of this study was to determine the individual innovativeness perceptions of coaches and Physical Education Teachers and to examine the differentiation situations of participant perceptions in terms of some demographic variables. The research is a quantitative study and was conducted in a descriptive screening mode. The sample of the study consisted of a total of 296 participants including 140 coaches working in Kahramanmaraş Youth and Sports Provincial Directorate and 156 physical education teachers working in the central district of Provincial National Education Directorate. The data of the study was analyzed using the statistical software program. The arithmetic mean and Standard deviation values were determined for the data analysis, t-Test and One-Way Analysis of Variance (ANOVA) test were used to determine the differentiation status of the scores obtained from the variables, and Post-Hoc Tests were used to determine the difference between the differences in F value. As a result of the research; it was seen that the participants' perceptions of individual Innovativeness were close to the innovative level and the participants were mostly in the Pioneer and Interrogator groups. It was concluded that the perceptions of the participants on the individual Innovativeness scales subscales differed significantly in terms of gender, marital status, education, task type, age and branch type variables, and there was no significant difference found in terms of seniority variable. One of the more significant findings to emerge from this study is that physical education teachers have higher scores than coaches in opinion leadership, openness to experience, and risk-taking, however, in terms of resistance to change that coaches have higher scores than physical education teachers. As a result, with this study, individual innovation perceptions of trainers and physical education teachers were determined in terms of different variables. [ABSTRACT FROM AUTHOR]

Organizational culture affects employees' attitudes, feelings, behaviors, performance, and motivation. The aim of this study is to determine the effect of organizational culture on individual innovation. For the purpose of the study, a survey was conducted with a total of 102 white and blue-collar employees in a company operating in Afyonkarahisar, a national cement company. T-test and one-way analysis of variance (ANOVA) were used to determine whether employee perceptions of organizational culture and individual innovation differed according to various demographic variables. Correlation and regression analyze were applied to determine the relationship between organizational culture and individual innovation. As a result of statistical analyzes, it was found that the dominant organizational culture type was a hierarchical culture, and a positive and moderate correlation was found between organizational culture and individual innovation. At the same time, it was found that the individual innovation levels of the participants showed a significant difference according to the status of being a managerial task, occupation, education and income level. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Anatolia Nursing & Health Sciences / Anadolu Hemsirelik Ve Saglik Bilimleri Dergisi is the property of Ataturk University Coordinatorship of Scientific Journals and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Although prior research has discussed the effects of several determinants on individual innovativeness, little is known about how individual together with social processes impact the adoption of innovation by employees. To address this issue and to examine the mediating mechanisms through which transformational leaders influence innovative behaviour, 200 museum employees were asked to fill out the Individual Innovativeness Scale, the Team Climate Inventory, and the Multifactor Leadership Questionnaire, as well as to provide their demographic data. The multiple regression analysis revealed that individuals' demographics, transformational style of leadership, and task orientation are essential to explain museum employees' innovativeness. Additionally, task orientation partially mediated the association between transformational leadership style and individual innovation. These findings not only provide a valuable basis for better understanding museum employees' acceptance of innovation, but also put forward the need to consider various variables on the promotion of employees' innovative behaviour within art organizations. [ABSTRACT FROM AUTHOR]

BACKGROUND: Scholars have called for studies to adopt a more holistic perspective to conduct multilevel examinations of leadership processes, but corresponding empirical studies are rare. Besides, researches on the relationship of paradoxical leadership with team innovation and individual innovation are still in the exploratory stage. OBJECTIVE: Integrating paradoxical leadership theory, role system theory and role engagement theory, we developed a multilevel, dual process model to explore the mechanisms through which paradoxical leadership simultaneously affect individual innovation and team innovation. METHODS: Based on the multiphase, multisource data collected from 367 employees of 80 teams in Fujian and Jiangsu province in China, Structural equation model (SEM) and Hierarchical Linear Model (HLM) were applied to analyze the survey data. RESULTS: Our empirical results revealed that, (1) At the individual level, role engagement positively contributes to individual innovation. (2) At the team level, paradoxical leadership exerted positive influence on team innovation, and team coordination mediates the relationship between paradoxical leadership and team innovation. (3) At the cross level, paradoxical leadership positively contributed to individual innovation, and the variables role engagement and team coordination play a cross-level mediation role in the relationship of paradoxical leadership and individual innovation. Furthermore, team coordination moderates the relationship between role engagement and individual innovation. CONCLUSIONS: By combining paradoxical leadership theory, role system theory and role engagement theory, we proposed a multilevel theoretical framework, taking a meaningful step for explaining the relationship and the influence mechanism between paradoxical leadership and team innovation and individual innovation. Our finding inspires leaders at all levels of the organization to leverage paradoxical leadership to engage the contradictions and competing demands pervade in the workplace and organizations effectively, and gain comfort from discomfort, and further achieve good innovation performance. We hope our research can offer a basis for management research and practice in this complex set. [ABSTRACT FROM AUTHOR]

Copyright of OPUS - International Journal of Society Researches is the property of OPUS - International Journal of Society Research and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background: This study, which is descriptive and relational screening in nature, aims to investigate the relationship between e-health literacy and individual innovation in university students enrolled in health-related departments. Methods: The study was conducted with the participation of 227 people who accepted to participate in the study and who were enrolled in health-related departments. Data were collected using the Socio-demographic Form, E-health Literacy Scale, and Individual Innovation Scale. Results: Students' e-health literacy was found to be at moderate level. Additionally, categorization of the participants according to their Individual Innovativeness Scale scores showed that 55.9% were laggards. Moreover, there was a negative relationship between E-Health Literacy Scale and Individual Innovativeness Scale mean scores and positive, significant relationship between age (p<0.05, p<0.01) Conclusion: According to the Individual Innovation Scale, no students were found to be in the innovative group. Besides, there was a negative relationship between Individual Innovation and e-health literacy. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Higher Education & Science / Yüksekögretim ve Bilim Dergisi is the property of Zonguldak Bulent Ecevit Universitesi and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Psychological capital is applications related to practicing on the strengths and positive psychological capacities of human resources to improve the performance of businesses and competitive power. The fact that the tourism industry has a labor- intensive structure, working with a labor force that has a high level of positive psychological capital turns to an advantage. Another factor that can make a difference between the opponents is the workers performing tasks with innovative thinking and by applying innovations. The purpose of this research is to measure the effect of psychological capital levels on the innovative thinking structure of the employees working in hotel enterprises of Van Province. The questionnaire was selected as the data collection tool in the study, was implemented between December 2017 and April 2018 and the entire sample was reached. 148 collected data were evaluated and analyzed by the SPSS program. As a result of the research, it has been determined that the psychological capital levels of the employees who work in the hotel enterprises differ according to the number of star hotels. [ABSTRACT FROM AUTHOR]

Innovation has emerged as a key work outcome for modern organizations. The present paper answers recent calls from several researchers for further empirical research on the validity of personality variables for predicting individual innovative performance. More specifically, it is focused on the validity of proactive personality. Using a sample of 170 software engineers and their direct supervisors from a multinational information technology firm, we found that this individual disposition represents a valid and meaningful predictor of individual innovative performance, when assessed through supervisor ratings. Further analyses have also shown that proactive personality remains a significant predictor of this criterion, when the big five factors of personality are taken into account. Theoretical and practical implications of these findings are presented and discussed. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Theory & Practice in Education (JTPE) / Eğitimde Kuram ve Uygulama is the property of Journal of Theory & Practice in Education and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of International Social Research is the property of Journal of International Social Research and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: Taking a literature review as a point of departure, the main aim of this paper was the identification of the behavioural indicators of innovators at the workplace, and their classification. Design/methodology/approach: A literature review was addressed by means of a search in Elsevier's Scopus, Web of Science and Google Scholar. By applying inclusive and exclusive criteria, references were obtained with the search protocol. After filtering and scanning, there was a selection of references plus other articles added by the snowball effect. The final phase undertaken was the classification of the main indicators raised in the publications selected. Findings: Our main contribution was the identification of the behavioural indicators of innovators at the workplace and their classification in five dimensions. Practical implications: This research may yield some light on the assessment of innovative workplace performance of individuals in organisations, as well as on the development of the innovative competence of students in academic institutions as a challenge to meet the needs of both professionals and Higher Education institutions. Originality/value: Some authors have studied the characteristics of innovative people mainly focusing on cognitive abilities, personality, motivation and knowledge. We have sought to offer a better understanding of the phenomenon of individual innovation in organisations, through the analysis of behavioural indicators, an issue that has not been studied from this perspective previously. [ABSTRACT FROM AUTHOR]

Transformational leadership has consistently been argued to enhance team innovation, yet related research has generated ambiguous findings. We suggest that our understanding of leader impact on innovation would benefit from explicitly recognizing both group- and individual-focused transformational leadership dimensions and their distinct effects on team and individual innovation. In particular, we predict a novel contrasting effect in which group-focused transformational leader behavior has a positive impact on team innovation but a negative impact on individual innovation. We further argue that this divergence in leader effect is strengthened by task interdependence, which enhances the negative effects of group-level transformational leadership on individual innovation. Data from 195 members of 56 teams support our predicted pathways, which contribute to a clearer understanding of the complex, multilevel effects of leadership in innovation in teams, and highlight the importance of differentiating between team and individual leader dimensions and outcomes. [ABSTRACT FROM AUTHOR]

Leveraging the IT innovation capabilities of employees is becoming increasingly feasible in the era of IT consumerization. Consumer IT tools, in form of tablets, smartphones, or social media, are entering organizations and are changing the way employees use technology for work. In this article, the authors decipher the term IT consumerization in more detail by providing a framework that illustrates the various perspectives of the phenomenon. They then apply the various perspectives in order to propose an IT consumerization framework that juxtaposes consumer IT with enterprise IT in its ability to lead to individual IT innovation behaviors. Using data from 486 European employees that work for large-sized companies, they are able to infer that consumer IT and the permission to use privately owned IT exert positive effects on employees' innovation behaviors. An examination of the various perspectives supports the assumption of science and practice that BYOD strategies and the diffusion of consumer IT within organizations are beneficial for innovation. The results provide a first step in theorizing about the innovative power of IT consumerization. [ABSTRACT FROM AUTHOR]

Research has shown that employees' innovative work behaviour is important for the competitive advantage of organizations. However, the question of how this innovative work behaviour can be stimulated remains unanswered. The purpose of this paper is to test empirically the effect of perceptions of four high-commitment HR practices on three dimensions of innovative work behaviour by production workers. Disentangling three dimensions of innovative work behaviour makes it conceptually possible to determine how perceived HRM can stimulate three different behavioural types linked to idea generation, idea championing, and idea application. The results of a survey among 328 workers in a Dutch manufacturing company show that four perceived HR practices (supportive supervision, training and development, information sharing, and compensation) have an effect on all three dimensions of innovative work behaviour. Overall, positively perceived supportive supervision was found to be the most beneficial practice for innovative work behaviour. [ABSTRACT FROM AUTHOR]