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Managing Innovative Talent: A Moderated-Mediation Model of the Relationship between Leader-Member Exchange, Learning Strategies and Innovation

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Title: Managing Innovative Talent: A Moderated-Mediation Model of the Relationship between Leader-Member Exchange, Learning Strategies and Innovation
Language: English
Authors: Jack Smothers
Source: Learning Organization. 2024 31(4):508-525.
Availability: Emerald Publishing Limited. Howard House, Wagon Lane, Bingley, West Yorkshire, BD16 1WA, UK. Tel: +44-1274-777700; Fax: +44-1274-785201; e-mail: emerald@emeraldinsight.com; Web site: http://www.emerald.com/insight
Peer Reviewed: Y
Page Count: 18
Publication Date: 2024
Document Type: Journal Articles
Reports - Research
Descriptors: Innovation, Learning Strategies, Cognitive Style, Thinking Skills, Social Cognition, Leadership Styles, Supervisor Supervisee Relationship, Employer Employee Relationship, Environmental Influences, Social Influences, Cognitive Objectives, Behavior Patterns, Modeling (Psychology), Adults, Employees
DOI: 10.1108/TLO-04-2023-0062
ISSN: 0969-6474
1758-7905
Abstract: Purpose: This study aims to extend understanding of individual innovation by examining how learning strategies and relational dynamics influence the generation and promotion of innovative ideas. By investigating the extent to which the relationship between learning strategies and innovation varies as a function of a social factor (i.e. leader-member exchange), this research strengthens the conceptual model of individual innovation by integrating cognitive, behavioral and environmental factors. Design/methodology/approach: Data collected from 667 working adults met satisfactory standards of construct reliability, and confirmatory factor analyses were used to verify sufficient convergent and discriminant construct validity. A first-stage moderated-mediation model was used to measure the direct and indirect effects of the independent variable on the dependent variable, as well as the effect of the moderating variable. Findings: Leader-member exchange positively moderated the relationship between behavioral learning strategies and idea generation, but not the relationship between cognitive learning strategies and idea generation. Furthermore, idea generation mediated the relationship between the interaction (i.e. behavioral learning strategies × leader-member exchange) and idea promotion. Idea generation also mediated the relationship between cognitive learning strategies and idea promotion. Originality/value: This research extends the generalizability of social cognitive theory within individual innovation processes and provides a greater understanding of how relational dynamics strengthen employee innovation through behavioral learning strategies. Support for the hypothesized moderated-mediation model empirically validates how organizational leaders can leverage relational dynamics and learning strategies to elicit the conceptualization and championing of innovative ideas in the workplace.
Abstractor: As Provided
Entry Date: 2025
Accession Number: EJ1461990
Database: ERIC
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  Data: Emerald Publishing Limited. Howard House, Wagon Lane, Bingley, West Yorkshire, BD16 1WA, UK. Tel: +44-1274-777700; Fax: +44-1274-785201; e-mail: emerald@emeraldinsight.com; Web site: http://www.emerald.com/insight
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  Data: Purpose: This study aims to extend understanding of individual innovation by examining how learning strategies and relational dynamics influence the generation and promotion of innovative ideas. By investigating the extent to which the relationship between learning strategies and innovation varies as a function of a social factor (i.e. leader-member exchange), this research strengthens the conceptual model of individual innovation by integrating cognitive, behavioral and environmental factors. Design/methodology/approach: Data collected from 667 working adults met satisfactory standards of construct reliability, and confirmatory factor analyses were used to verify sufficient convergent and discriminant construct validity. A first-stage moderated-mediation model was used to measure the direct and indirect effects of the independent variable on the dependent variable, as well as the effect of the moderating variable. Findings: Leader-member exchange positively moderated the relationship between behavioral learning strategies and idea generation, but not the relationship between cognitive learning strategies and idea generation. Furthermore, idea generation mediated the relationship between the interaction (i.e. behavioral learning strategies × leader-member exchange) and idea promotion. Idea generation also mediated the relationship between cognitive learning strategies and idea promotion. Originality/value: This research extends the generalizability of social cognitive theory within individual innovation processes and provides a greater understanding of how relational dynamics strengthen employee innovation through behavioral learning strategies. Support for the hypothesized moderated-mediation model empirically validates how organizational leaders can leverage relational dynamics and learning strategies to elicit the conceptualization and championing of innovative ideas in the workplace.
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      – SubjectFull: Learning Strategies
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      – SubjectFull: Cognitive Style
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      – SubjectFull: Supervisor Supervisee Relationship
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      – SubjectFull: Employer Employee Relationship
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      – SubjectFull: Environmental Influences
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