Fifteenth International Conference on Interdisciplinary Social Sciences

Abstract

Workplace innovation allows the organization to stand out in a particularly competitive context. Managers are interested in ways to foster these innovations without compromising the psychological well-being (PWB) of their employees. This study strives to provide a better understanding of the indirect link between self-two personnel protective factors to PWB, self-efficacy, psychological work climate, and innovation. To explore mechanisms that sustain this link, compassionate goals were used as a mediating variable of these two relationships. These compassionate goals refer to an indivdual interest in helping others, for the care of the well-being of his colleagues. Our method included 192 participants working in Canadian organizations (i.e. hospitals, multimedia sector, universities) that may require innovative behaviors from their employees have been enrolled. Francophone workers aged 18 and over responded voluntary to an online questionnaire measuring the variables under study. Multiple regression and mediation analysis using PROCESS 3.3 procedure were conducted. Results and discussion : This research shows that compassionate goals mediate the relationship between the psychological work climate and innovation, but do not act significantly in the relationship between self-efficacy and innovation. Compassionate goals, by improving inter-employee relationships, will allow these employees to experience a sincere interest in providing support to their colleagues. This perception of support can make it easier for the employee to overcome the different challenges that may occur in implementation of an innovation. This research provided a better understanding of the organizational components that would allow employees to emit innovative behaviors.