دانلود رایگان مقاله انگلیسی نقش سبک های رهبری و رابطه مبتنی بر حکمرانی کارمند در نوآوری خدمات گسترده - امرالد 2018

Abstract

Purpose – The purpose of this paper is to investigate the relationship of leadership styles (paternalistic, authentic and democratic) with relationship-based employee governance and open service innovation. Design/methodology/approach – Data were collected using a structured questionnaire from 422 medical professionals working in the Malaysian healthcare sector. Findings – Results of several statistical analyses showed that the three leadership styles positively influence relationship-based employee governance and open service innovation. Results also confirmed the mediating role of relationship-based employee governance in the relationships between the three leadership styles and open service innovation. Research limitations/implications – This research used a cross-sectional study design; use of a longitudinal research design in future research can provide a better interpretation of the underlying causality. A policy insight can be drawn from this research to generate awareness about effective leadership styles and the role of relationship-based employee governance in the successful implementation of open service innovation in the Malaysian healthcare sector. Originality/value – This paper contributes to leadership, open innovation, and organizational governance literature by highlighting how leadership styles affect relationship-based employee governance and open innovation. It also offers policy insights to practitioners in the Malaysian healthcare sector on how to enhance open service innovation outcomes.

Discussion

This study was undertaken with the aim to understand how different leadership styles affect open service innovation outcomes. The first finding of this study shows that a paternalistic leadership style is positively related to open service innovation. Extant research suggests that paternalistic leaders facilitate the process of adaptation and knowledge sharing in a secure working environment (Farh and Cheng, 2000). As an important attribute of open service innovation, a secure and supportive environment developed by a paternalistic leader can help in creating innovation (Chesbrough, 2011; Saputri and Mulyaningsih, 2016). In line with this, Tian and Sanchez (2017) suggested that a paternalistic leadership style might support the innovative and knowledge sharing behavior of the employees. Fu et al. (2013) also confirmed the influential role of authoritarian and benevolence characteristics of paternalistic leadership on innovative practices. The second finding confirmed the positive role of a democratic leadership style on open service innovation. This is logical since organizations require a free flow of knowledge from inside and outside of the organization to succeed in open service innovation (Chesbrough, 2003b). It is argued that democratic leaders encourage employee participation in decision-making process which creates a conducive working environment for knowledge exploration and exploitation.