Building on core goal theories in work and organizational psychology (goal setting theory, expectancy-value theory, social cognitive theory, and self-regulation theory), the purpose of the present article is to redirect further empirical research on innovative work behaviour by providing a motivational model to explain innovative behaviour at work. After briefly reviewing the main results of research on goals over the last decade, a model on motivation for innovation will be presented that considers innovative work behaviour as part of a comprehensive motivational process, involving two broad systems: goal generation, composed of envisioning and planning sub-processes; and goal striving, composed of enacting and reflecting sub-processes. Additionally, several research propositions are provided that concern the expected influence of work environment characteristics (work design and innovation climate), motivational states (role breadth self-efficacy, psychological empowerment and flexible role orientation) and person-environment fit (person-organization goal fit) on such motivational processes, which are supposed to be related to the attainment of innovation goals and to successful innovative outcomes.

Can goal theories explaininnovative work behaviour?The motivating power ofinnovation-related goals / C. Odoardi; A. Battistelli; F. Montani. - In: BOLLETTINO DI PSICOLOGIA APPLICATA. - ISSN 0006-6761. - STAMPA. - 261-262:(2010), pp. 3-17.

Can goal theories explaininnovative work behaviour?The motivating power ofinnovation-related goals

ODOARDI, CARLO;
2010

Abstract

Building on core goal theories in work and organizational psychology (goal setting theory, expectancy-value theory, social cognitive theory, and self-regulation theory), the purpose of the present article is to redirect further empirical research on innovative work behaviour by providing a motivational model to explain innovative behaviour at work. After briefly reviewing the main results of research on goals over the last decade, a model on motivation for innovation will be presented that considers innovative work behaviour as part of a comprehensive motivational process, involving two broad systems: goal generation, composed of envisioning and planning sub-processes; and goal striving, composed of enacting and reflecting sub-processes. Additionally, several research propositions are provided that concern the expected influence of work environment characteristics (work design and innovation climate), motivational states (role breadth self-efficacy, psychological empowerment and flexible role orientation) and person-environment fit (person-organization goal fit) on such motivational processes, which are supposed to be related to the attainment of innovation goals and to successful innovative outcomes.
2010
261-262
3
17
C. Odoardi; A. Battistelli; F. Montani
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Utilizza questo identificatore per citare o creare un link a questa risorsa: https://hdl.handle.net/2158/521874
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