Linking e-leadership to innovative and proactive work behaviors in tourism higher education institutions: a moderated mediation model using SEM

Authors

  • Heba Said Tourism Studies Department, Faculty of Tourism and Hotels, Alexandria University
  • Noha Ahmed Kamel Tourism Studies Department, Faculty of Tourism and Hotels, Alexandria University

Keywords:

E-Leadership, innovative work behaviour, proactive work behaviour, work engagement, Tourism Higher Educational Institutions

Abstract

E-leaders should encourage academics to manage their multi-dimensional work requirements and even to go beyond these requirements to innovate in their tasks and achieve sustainable development in educational institutions. This study aims to examine the relationship between e-leadership, innovative work behavior and proactive work behavior in the presence of work engagement as a mediator. Researchers implemented a quantitative methodology. This study used data from an online survey of 398 academics in Egyptian tourism higher education institutions. The results of structural equation modeling presented strong support for the proposed model. E-leadership has been proven to affect innovative and proactive work behavior among academic staff positively. Work engagement has shown an effective and significant mediating role between the examined variables. Further, the academic department was proven to moderate the relation between e-leadership and innovative work behavior, while age had no moderation effect in this relation. The study draws researchers’ attention to the role of e-leadership in helping academics to cope with the dynamic nature of research and education.

References

Afsar, B., Al-Ghazali, B.M., Cheema S., & Javed, F. (2021). Cultural intelligence and innovative work behavior: the role of work engagement and interpersonal trust. European Journal of Innovation Management, 24(4), 1082-1109. https://doi.org/10.1108/EJIM-01-2020-0008

Afthanorhan, W. M. A. B. W., Ahmad, S., & Mamat, I. (2014). Pooled confirmatory factor analysis (PCFA) using structural equation modeling on volunteerism program: a step-by-step approach. International Journal of Asian Social Science, 4(5), 642–653.

Agarwal, U.A. (2014a). Examining the impact of social exchange relationships on innovative work behavior: Role of work engagement. Team Performance Management, 20 (3-4), 102-120. http://doi/10.1108/TPM-01-2013-0004/

Agarwal, U.A. (2014b). Linking justice, trust and innovative work behavior to work engagement. Personnel Review, 43 (1), 41-73. http://doi/ 10.1108/PR-02-2012-0019

Ajzen I. (1991). The theory of planned behavior. Organizational behavior and human decision processes. 50(2), 179–211. https://doi.org/10.1016/0749-5978(91)90020-T

Akram, T., Lei, S., Haider, M. J.(2016) .The impact of relational leadership on employee innovative work behavior in IT industry of China. Arab Economic and Business Journal, 11(2), 153-161. http://dx.doi.org/10.1016/j.aebj.2016.06.001

Ali, H., Li, M., & Qiu, X. (2022). Employee engagement and innovative work behavior among Chinese millennials: mediating and moderating role of work-life balance and psychological empowerment. Frontiers in Psychology, 13, 1-15. https://doi.org/10.3389/fpsyg.2022.942580

Antonopoulou, H., Halkiopoulos, C., Barlou, O. and Beligiannis, G.N. (2020), Leadership types and digital leadership in higher education: behavioural data analysis from university of Patras in Greece, International Journal of Learning, Teaching and Educational Research, 19(4), 110-129. https://doi.org/10.26803/ijlter.19.4.8

Arshad, M., Qasim, N., Farooq, O., & Rice, J. (2021). Empowering leadership and employees’ work engagement: A social identity theory perspective. Management Decision, 60 (5), 1218-1236. http://doi.org/ 10.1108/MD-11-2020-1485

Avolio, B. J., Sosik, J. J., Kahai, S. S., & Baker, B. (2014). E-leadership: Re-examining transformations in leadership source and transmission. The Leadership Quarterly, 25(1), 105-131.

Awang, Z.(2015). SEM made simple: A gentle approach to learning Structural Equation Modeling. MPWS Rich Publication.

Bakker, A. B., Tims, M., & Derks, D. (2012). Proactive personality and job performance: The role of job crafting and work engagement. Human Relations, 65(10) ,1359-1378. http://doi.org/10.1177/0018726712453471

Barhite, B. (2017). The effects of virtual leadership communication on employee engagement, PhD Thesis in Education, College of Bowling Green, USA. https://etd.ohiolink.edu/apexprod/rws_etd/send_file/

Baron, R.M., & Kenny, D.A. (1986). Moderator-mediator variable distinction in social psychological research: conceptual, strategic and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.

Bilal, Muhammad et al. (2021), Entrepreneurial leadership and employees' proactive behavior: Fortifying self-determination theory. Journal of Open Innovation: Technology, Market, and Complexity, 7(3), 1-15. https://doi.org/10.3390/joitmc7030176

Birdi, K., Leach, D., & Magadley, W. (2016). The relationship of individual capabilities and environmental support with different facets of designers’ innovative. Journal of Product Innovation Management, 33(1), 19-35. http://doi.org/10.1111/jpim.12250

Brien, A. R., Suhartanto, D., Sarah, I. S., Suhaeni, T., Setiawan, S., & Raksayudha, A. M. F. (2021). The role of religiosity on employee engagement and performance: The perspective of Muslim employees. International Journal of Applied Business Research, 3(1), 1-13. https://doi.org/10.35313/ijabr.v3i1.109

Buila, I., Martínezb, E., & Matutec, J. (2018). Transformational leadership and employee performance: The role of identification, engagement and proactive personality. International Journal of Hospitality Management,77, 64-75. https://doi.org/10.1016/j.ijhm.2018.06.014

Byrne, B. (2010). Structural equation modelling with AMOS. New York: Routledge.

Chong, S.H., Dyne, L.V., Kim, Y. J., & Oh ,J. K. (2021). Drive and direction: empathy with intended targets moderates the proactive personality–job performance relationship via work engagement. Applied Psychology: An International Review,70(2), 575–605. http://doi.org/ 10.1111/apps.12240

Christian, M.S., Garza, A.S., & Slaughter, J.E. (2011). Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 64(1), 89–136. https://doi.org/10.1111/j.1744-6570.2010.01203. x.

Coombes, B. (2009). Generation Y: Are they really digital natives or more like digital refugees. Synergy, 7(1), 31-40.

Das Gupta,P. ( 2011) . Literature Review: e-leadership. Emerging Leadership Journeys, 4(1), 1- 36.

Decuypere, A., & Schaufeli, W. (2020). Leadership and work engagement: Exploring explanatory mechanisms. German Journal of Human Resource Management, 34(1), 69-95. https://doi.org/10.1177/2397002219892197

Elyousfi, F., Anand, A., & Dalmasso, A. (2021). Impact of e-leadership and team dynamics on virtual team performance in a public organization. International Journal of Public Sector Management, 34(5), 508-528. https://doi.org/10.1108/IJPSM-08-2020-0218

Erhan,T., Uzunbacak, H. H., & Aydin, E.(2022). From conventional to digital leadership: exploring digitalization of leadership and innovative work behavior. Management Research Review, 45(11), 1524-1543. https://doi.org/10.1108/MRR-05-2021-0338

Fornell, C.G. & Larcker, D.F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50. https://doi.org/10.1177/00222437810180010

Garg, S., & Dhar, R. (2017). Employee service innovative behavior: The roles of leader-member exchange (LMX), work engagement, and job autonomy. International Journal of Manpower, 38(2), 242-258. http://doi.org/ 10.1108/IJM-04-2015-0060

Ghanizadeh, A., & Jahedizadeh, S. (2016). EFL teachers’ teaching style, creativity and burnout: a path analysis approach. Cogent Education, 3(1), 1151997. https://doi.org/10.1080/2331186X.2016.1151997

Gruman, J.A., & Saks, A.M. (2011). Performance management and employee engagement. Human Resource Management Review, 21(2), 123-136. https://doi.org/10.1016/j.hrmr.2010.09.004

Gul, N., Qurbanb, R., Anwerc, N., Muhammad, & Hussaine, S. (2021). Impact of participative leadership on proactive work behaviour: The mediating role of psychological capital, evidence of higher educational institutions Pakistan. International Journal of Innovation, Creativity and Change, 15(5), 112-131.

Gumusluoglu L. & Ilsev A. (2009). Transformational leadership, creativity, and organizational innovation. Journal of Business Research, 62(4), 461–473. https://doi.org/10.1016/j.jbusres.2007.07.032

Gumusluoglu, L., Karakitapo?lu-Aygün, Z., Scandura, T.A. (2017). A multilevel examination of benevolent leadership and innovative behavior in R&D contexts: a social identity approach. Journal of Leadership & Organizational Studies, 24(4), 479–493. https://doi.org/10.1177/1548051817705810

Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate data analysis. New Jersey: Prentice Hall.

Hair, J. F., Gabriel, M., & Patel, V. (2014). AMOS covariance-based structural equation modeling (CB-SEM): Guidelines on its application as a marketing research tool. Brazilian Journal of Marketing, 13(2), 44-55. http://doi.org/10.5585/remark. v13i2.2718

He, G., Wang, Y., Zheng, Xinnian, G., & Zisheng, Z.Y. (2021). Linking paternalistic leadership to work engagement among Chinese expatriates: A job demand resource perspective. International Journal of Manpower, 43(4), 889-909. http://doi.org/10.1108/IJM-07-2020-0322.

Iqbal, A., Latif, K.F. & Ahmad, M.S. (2020). Servant leadership and employee innovative behavior: Exploring psychological pathways. The Leadership and Organization Development Journal, 41(6), 813-827. http://doi.org/10.1108/LODJ-11-2019-0474

Iqbal, A., Nazir, T., Ahmad, M.S. (2020). Entrepreneurial leadership and employee innovative behavior: an examination through multiple theoretical lenses. European Journal of Innovation Management, 25(1), 173-190. http://doi.org/10.1108/EJIM-06-2020-0212

Iriqat, R. A., & Khalaf, D. M. (2017). Using e-leadership as a strategic tool in enhancing organizational commitment of virtual teams in foreign commercial banks in North West Bank-Palestine. International Journal of Business Administration, 8(7), 25-32. http://doi.org/10.5430/ijba.v8n7p25

Janssen O. (2004). How fairness perceptions make innovative behavior more or less stressful. Journal of Organizational Behavior 25(2), 201–215. https://doi.org/10.1002/job.238

Kandil, M. A., & Abd-Elmonem, M. M. (2021). The effect of virtual leadership practices on work engagement during COVID-19. Delta University Scientific Journal, 4(1), 44-53. https://doi.org/10.21608/DUSJ.2021.205893

Kim, M.S. & Koo, D.W. (2017). Linking LMX, engagement, innovative behavior, and job performance in hotel employees. International Journal of Contemporary Hospitality Management, 29(12), 3044-3062. http://doi.org/10.1108/IJCHM-06-2016-0319

Kwon, K. & Kim, K. (2020). An integrative literature review of employee engagement and innovative behavior: Revisiting the JD-R model. Human Resource Management Review, 30(2), 100704. https://doi.org/10.1016/j.hrmr.2019.100704

Lee, A., Legood, A., Hughes, D., Tian, A.W., Newman, A. & Knight, C. (2020). Leadership, creativity and innovation: A meta-analytic review. European Journal of Work and Organizational Psychology, 29(1), 1-35. https://doi.org/10.1080/1359432X.2019.1661837

Litvinenko, V.S. (2020). Digital economy as a factor in the technological development of the mineral sector. Natural Resources Research, 29(3), 1521-1541. https://doi.org/10.1007/s11053-019-09568-4

Maciel, A.G., Carraro, N.C., de Sousa, M. A. B., & Sanches, A. C. (2017). Análise do teletrabalho no Brasil. Revista Gestão Empresarial, 1, 20–33.

Maden-Eyiusta, C. (2016). Job resources, engagement, and proactivity: A moderated mediation model. Journal of Managerial Psychology, 31(8), 1234-1250. https://doi.org/10.1108/JMP-04-2015-0159

Malik, S.D., & Wilson, D.O. (1995). Factors influencing engineers' perceptions of organizational support for innovation. Journal of Engineering and Technology Management, 12(3), 201-218. https://doi.org/10.1016/0923-4748(95)00010-5

Marica D.F.(2018). The contribution of work engagement over proactive personality and proactive work behavior. Studia Doctoralia. Psychology and Educational Science, 16,106-115. https://doi.org/10.47040/sd/sdpsych.v9i2.82

Masood, M., & Afsar, B. (2017). Transformational leadership and innovative work behavior among nursing staff. Nursing Inquiry,24(4), 1-14. https://doi.org/10.1111/nin.12188

Memon, M.A., Jun, H.C., Ting, H., & Francis, C.W. (2018). Mediation analysis issues and recommendations. Journal of Applied Structural Equation Modeling, 2(1), 1-9.

Mihardjo, L., Sasmoko, S., Alamsjah, F., & Elidjen, E. (2019). Digital leadership role in developing business model innovation and customer experience orientation in industry 4.0. Management Science Letters, 9(11), 1749-1762. http://doi.org/10.5267/j.msl.2019.6.015

Mitchell, Ryan N. (2015), The correlation between virtual communication and employee engagement. PhD Thesis in Business Administration, Walden University. Retrieved 19.03.2023 from https://scholarworks.waldenu.edu/dissertations/497/

Mubarak, N., Khan, J., Yasmin, R., & Osmadi, A. (2021). The impact of a proactive personality on innovative work behavior: The role of work engagement and transformational leadership. Leadership & Organization Development Journal, 42(7), 989-1003. http://doi.org/10.1108/LODJ-11-2020-0518.

Nazir, S., Shafi, A., Asadullah, M.A., Qun,W., & Khadim, S. (2021). Linking paternalistic leadership to follower’s innovative work behavior: The influence of leader–member exchange and employee voice. European Journal of Innovation Management, 24(4), 1354-1378. https://doi.org/10.1108/EJIM-01-2020-0005

Newman, S.A., & Ford, R.C. (2021). Five steps to leading your team in the virtual COVID-19 workplace. Organizational Dynamics, 50(1), 100802. https://doi.org/10.1016/j.orgdyn.2020.100802

Ngang, T.K., Prachak, B., Saowanee, T. (2013). Leadership soft skills of deans in three Malaysian Public Universities. Procedia - Social and Behavioral Sciences, 93, 1182-1186. http://doi.org/10.1016/j.sbspro.2013.10.012

Olson, K.E., O’Brien, M.A., Rogers, W.A., & Charness, N. (2011). Diffusion of technology: frequency of use for younger and older adults. Ageing international, 36(1), 123-145. https://doi.org/10.1007/s12126-010-9077-9

Pallant, J. (2013). SPSS survival manual (5th ed.). Sydney, NSW: Allen &Unwin.

Park, S. & Jo, S.J. (2018). The impact of proactivity, leader-member exchange, and climate for innovation on innovative behavior in the Korean government sector. Leadership and Organization Development Journal, 39(1),130-149. https://doi.org/10.1108/lodj-09-2016-0216

Park, Y.K., Song, J.H., Yoon, S.W., Kim,J. (2013). Learning organization and innovative behavior: The mediating effect of work engagement. European Journal of Training and Development, 38(1/2), 75-94. https://doi.org/10.1108/EJTD-04-2013-0040

Parker, S.K., & Collins, C.G. (2010). Taking stock: Integrating and differentiating multiple proactive behaviors. Journal of Management, 36(3), 633–662. https://doi.org/10.1177/0149206308321554

Qi L., Liu B., Wei X., & Hu Y. (2019). Impact of inclusive leadership on employee innovative behavior: Perceived organizational support as a mediator. PLoS ONE, 14(2), 1-14. https://doi.org/10.1371/journal.pone.0212091

Razemba, N., & Devi, R. (2022). A conceptual study on virtual leadership in higher education beyond COVID-19 pandemic: overcoming challenges and seizing opportunities. International Journal of Academic Research in Business and Social Sciences, 12(1), 319–327. http://dx.doi.org/10.6007/IJARBSS/v12-i1/12051

Rogers, E. (2003). Diffusion of innovations. New York: Simon & Schuster.

Rony, Z. T. (2019). Generation y challenges in becoming innovative leaders at organization in the 21st century. International Journal of Recent Technology and Engineering (IJRTE), 8, 789-794. https://doi.org/10.35940/ijrte.B1164.0982S919

Salanova, M., & Schaufeli, W.B. (2008). A cross-national study of work engagement as a mediator between job resources and proactive behaviour. The International Journal of Human Resource Management,19(1), 116-131. https://doi.org/10.1080/09585190701763982

Schaufeli, W.B., Martinez, I.M., Pinto, A.M., Salanova, M., & Bakker, A.B. (2002). Burnout and engagement in university students: A cross-national study. Journal of Cross-Cultural Psychology, 33(5), 464-481. https://doi.org/10.1177/0022022102033005003

Schmitt, A., Den Hartog, D.N., & Belschak, F.D. (2016). Transformational leadership and proactive work behaviour: A moderated mediation model including work engagement and job strain. Journal of Occupational and Organizational Psychology, 89(3), 588-610. https://doi.org/10.1111/joop.12143

Scott S. G., & Bruce R. (1994). Creating innovative behavior among R&D professionals: the moderating effect of leadership on the relationship between problem-solving style and innovation. Proceedings of 1994 IEEE International Engineering Management Conference - IEMC '94, Dayton North, OH, USA, 48-55. http://doi.org/10.1109/IEMC.1994.379952

Sedrine, S., Bouderbal, A., & Nasraoui, H. (2021). Leadership style effect on virtual team efficiency: trust, operational cohesion and media richness role. Journal of Management Development, 40(5), 365-388. http://doi.org/10.1108/JMD-10-2018-0289

Silvas, S. (2016). Leader-follower attachment, psychological safety, transformational leadership practices: Adjunct Faculty. Doctoral dissertation, Northcentral University, USA.

Sobel, M.E. (1982). Asymptotic confidence intervals for indirect effects in structural equation models. Social Methodology, 13, 290-312. http://dx.doi.org/10.2307/270723

Steven, K. (2012). Sampling. Hoboken, NJ: John Wiley & Sons.

Thomas W.H.N.G., & Feldman, D.C. (2013). Age and innovation-related behavior: The joint moderating effects of supervisor undermining and proactive personality. Journal of Organizational Behavior, 34(5), 583–606. http://doi.org/10.1002/job.1802

Tian ,Q., & Sanchez, J.I. (2017). Does paternalistic leadership promote innovative behavior? The interaction between authoritarianism and benevolence. Journal of Applied Social Psychology, 47(5), 235-246. https://doi.org/10.1111/jasp.12431

Volery, T. & Tarabashkina, L. (2021). The impact of organisational support, employee creativity and work centrality on innovative work behavior. Journal of Business Research, 129(3), 295–303. http://doi.org/10.1016/j.jbusres.2021.02.049

Wang, H.M., & Li, X. (2021). Moderating multiple mediation model of the impact of inclusive leadership on employee innovative behavior. Frontiers in Psychology, 12, 1-18. http//doi.org/10.3389/fpsyg.2021.666477.

Wang, Z. & Sun, C., & Cai, S. (2021). How exploitative leadership influences employee innovative behavior: the mediating role of relational attachment and moderating role of high-performance work systems. Leadership & Organization Development Journal, 42(2), 233-248. http://doi.org/10.1108/LODJ-05-2020-0203

Wang, Z., Meng, L., & Cai, S. (2019). Servant leadership and innovative behavior: a moderated mediation. Journal of Managerial Psychology, 34(8), 505-518. http://doi.org/10.1108/JMP-11-2018-0499

Wasono L. W., & Furinto A. (2018). The effect of digital leadership and innovation management for incumbent telecommunication company in the digital disruptive era. International Journal of Engineering Technology, 7, 125–130. http://doi.org/10.14419/ijet. v7i2.29.13142

Wu, M., Zhang, L., Imran, M., Xu, J., & Yu, R. (2021). Impact of differential leadership on innovative behavior of employees: A double-edged sword. Social Behavior and Personality: An international journal, 49(2), 1-12. https://doi.org/10.2224/sbp.9746

Wu, T.J., & Wu, Y.J. (2019). Innovative work behaviors, employee engagement, and surface acting A delineation of supervisor-employee emotional contagion effects. Management Decision, 57(11), 3200-3216. http://doi.org/10.1108/MD-02-2018-0196.

Yamak, O.U., & Eyupoglu, S.Z. (2021). Authentic leadership and service innovative behavior: mediating role of proactive personality. Sage Open,11(1), 1–15. http://doi.org/10.1177/2158244021989629

Yücebalkan, B. (2020). A view from the holistic perspective to current leadership: digital leadership þ green transformational leadership. International Journal of Disciplines Economics and Administrative Sciences Studies, 6(18), 388-396.

Zahoor, A. (2019). Employee proactivity, work engagement, job resources and service recovery performance: a study of structural linkages. Journal of Contemporary Marketing Science, 3(2), 153-168. http://doi.org/10.1108/JCMARS-02-2019-0016

Zanin, N. (2018). The impact of leadership on virtual team satisfaction and viability: the role of performance monitoring and teamwork engagement. Master’s Dissertation, Universidade Católica Portuguesa, Portugal. Available at https://repositorio.ucp.pt/bitstream/10400.14/25445/1/CLSBE_MasterThesis_Nicolas_Zanin.pdf

Zeng, J., & Xu, G. (2020). Ethical leadership and young university teachers’ work engagement: a moderated mediation model. International Journal of Environmental Research and Public Health, 17(1), 1-15. https://doi.org/10.3390/ijerph17010021

Zhang, G., & Wang, Y. (2021). Organizational identification and employees’ innovative behavior: The mediating role of work engagement and the moderating role of creative self-efficacy. Chinese Management Studies, 16(5), 1108-1123. https://doi.org/10.1108/CMS-07-2021-0294

Downloads

Published

31.10.2023

Issue

Section

Business/Management: Research Papers

How to Cite

Said, H., & Kamel, N. A. (2023). Linking e-leadership to innovative and proactive work behaviors in tourism higher education institutions: a moderated mediation model using SEM. Tourism & Management Studies, 19(4), 47-60. https://tmstudies.net/index.php/ectms/article/view/1998

Most read articles by the same author(s)

1 2 3 4 5 6 7 8 9 10 > >>