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

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.