TY - JOUR T1 - Innovative Behavior in the Workplace: An Empirical Study of Moderated Mediation Model of Self-Efficacy, Perceived Organizational Support, and Leader-Member Exchange. AU - Choi,Woo-Sung, AU - Kang,Seung-Wan, AU - Choi,Suk Bong, Y1 - 2021/12/16/ PY - 2021/10/21/received PY - 2021/12/10/revised PY - 2021/12/13/accepted PY - 2021/12/23/entrez PY - 2021/12/24/pubmed PY - 2021/12/24/medline KW - conservation of resource theory KW - innovative behavior KW - leader–member exchange KW - perceived organizational support KW - self-efficacy JF - Behavioral sciences (Basel, Switzerland) JO - Behav Sci (Basel) VL - 11 IS - 12 N2 - Recently, most organizations, from for-profit organizations to nonprofit organizations, are facing a rapidly changing environment and increased uncertainty. Organizational performance now depends on quickly responding and overcoming change through employees' innovative behavior. As the importance of innovative behavior has been highlighted, many organizations are looking for effective ways to encourage employees to adopt innovative behavior. From the resource perspective, innovative behavior can be regarded as high-intensity job demand, and organizations should support innovative behavior by providing and managing employees' resources. Based on the conservation of resource perspective, this study attempted to empirically explore how self-efficacy and perceived organizational support affect the relationship between leader-member exchange (LMX) and innovative behavior. Using two-wave, time-lagged survey data from 337 employees in South Korea, we found that leader-member exchange enhances innovative behavior via the mediation of self-efficacy. Additionally, perceived organizational support positively moderates the relationship between leader-member exchange and self-efficacy. Our findings demonstrate that self-efficacy is a mediating mechanism in the relationship between leader-member exchange and innovative behavior. Furthermore, this study suggests that the higher the level of perceived organizational support, the greater the effect of leader-member exchange on innovative behavior affected by self-efficacy. SN - 2076-328X UR - https://www.unboundmedicine.com/medline/citation/34940117/Innovative_Behavior_in_the_Workplace:_An_Empirical_Study_of_Moderated_Mediation_Model_of_Self_Efficacy_Perceived_Organizational_Support_and_Leader_Member_Exchange_ DB - PRIME DP - Unbound Medicine ER -