The Influence of Transformational Leadership, Emotional Intelligence on Innovative Performance Behaviour Mediated by Knowledge Sharing in Employee Working in Digital Sector
DOI:
https://doi.org/10.38035/dijefa.v5i3.2942Keywords:
Emotional Intelligence, Transformational Leadership,Knowledge Sharing , Innovative PerformanceAbstract
This study investigates the pivotal role of innovative performance behavior among employees in the digital sector, focusing on how Emotional Intelligence and Transformational Leadership, influence Knowledge Sharing and Innovative Performance. As the digital market faces evolving technological challenges and heightened competition, companies must adapt to remain competitive. Data will be gathered through purposive sampling of 185 digital industry employees with a minimum of five years of experience. Using Google Forms, participants will respond to 19 questions on a 5-point Likert scale. Data analysis will be conducted using SMARTPLS. The findings highlight the critical impact of Emotional Intelligence and Transformational Leadership on Knowledge Sharing and Innovative Performance. High Emotional Intelligence, characterized by self-awareness, self-regulation, motivation, empathy, and social skills, enhances creativity, problem-solving, and adaptability, fostering a conducive environment for innovation. Employees with high Emotional Intelligence engage more in Knowledge Sharing behaviors, promoting better communication and collaboration. Transformational leaders drive innovation by inspiring and motivating their teams, encouraging creativity and risk-taking, and fostering a supportive environment. The study concludes that developing Emotional Intelligence and Transformational Leadership in organizations can significantly enhance Knowledge Sharing and Innovative Performance, leading to sustained innovation and competitiveness in the digital sector.
References
Afsar, B., & Umrani, W. A. (2020). Transformational leadership and innovative work behavior: The role of motivation to learn, task complexity and innovation climate. European Jounal of Innovation Management.
Alt?nda?, E., & Köseda??, Y. (2015). The Relationship Between Emotional Intelligence of Managers, Innovative Corporate Culture and Employee Performance. Procedia - Social and Behavioral Sciences, 210, 270–282. https://doi.org/10.1016/j.sbspro.2015.11.367
Astuty, I., & Udin, U. (2020). The Effect of Perceived Organizational Support and Transformational Leadership on Affective Commitment and Employee Performance. The Journal of Asian Finance, Economics and Business, 7(10), 401–411. https://doi.org/10.13106/jafeb.2020.vol7.no10.401
Bin Saeed, B., Afsar, B., Shahjehan, A., & Imad Shah, S. (2019). Does transformational leadership foster innovative work behavior? The roles of psychological empowerment, intrinsic motivation, and creative process engagement. Economic Research-Ekonomska Istraživanja, 32(1), 254–281. https://doi.org/10.1080/1331677X.2018.1556108
Birdi, K., Leach, D., & Magadley, W. (2016). The Relationship of Individual Capabilities and Environmental Support with Different Facets of Designers’ Innovative Behavior. Journal of Product Innovation Management, 33(1), 19–35. https://doi.org/10.1111/jpim.12250
Carmeli, A. (2003). The relationship between emotional intelligence and work attitudes, behavior and outcomes. Journal of Managerial Psychology, 18(8), 788–813. https://doi.org/10.1108/02683940310511881
Cherniss, C. (2000). Emotional Intelligence: What it is and Why it Matters. Consortium for Research on Emotional Intelligence in Organizations, 15, 1–14. www.eiconsortium.org
Christian,M.,Yulita.,H (2024) Resistant to Change, Self-efficacy, Awareness, and Perceptions of Price on the Use of Digital Banks as Complementary Banks, Studies in Systems, Decision and Control.https:// doi: 10.1007/978-3-031-48479-7_26
Choi, D. S., Sung, C. S., & Park, J. Y. (2020). How Does Technology Startups Increase Innovative Performance? The Study of Technology Startups on Innovation Focusing on Employment Change in Korea. Sustainability, 12(2), 551. https://doi.org/10.3390/su12020551
Cleavenger, D. J., & Munyon, T. P. (2013). It’s how you frame it: Transformational leadership and the meaning of work. Business Horizons, 56(3), 351–360. https://doi.org/10.1016/j.bushor.2013.01.002
De Jong, J., & Den Hartog, D. (2010). Measuring Innovative Work Behaviour. Creativity and Innovation Management, 19(1), 23–36. https://doi.org/10.1111/j.1467-8691.2010.00547.x
De Vries, R. E., Van Den Hooff, B., & De Ridder, J. A. (2006). Explaining Knowledge Sharing. Communication Research, 33(2), 115–135. https://doi.org/10.1177/0093650205285366
Deeter?Schmelz, D. R., & Sojka, J. Z. (2003). DEVELOPING EFFECTIVE SALESPEOPLE: EXPLORING THE LINK BETWEEN EMOTIONAL INTELLIGENCE AND SALES PERFORMANCE. The International Journal of Organizational Analysis, 11(3), 211–220. https://doi.org/10.1108/eb028972
García-Morales, V. J., Jiménez-Barrionuevo, M. M., & Gutiérrez-Gutiérrez, L. (2012). Transformational leadership influence on organizational performance through organizational learning and innovation. Journal of Business Research, 65(7), 1040–1050. https://doi.org/10.1016/j.jbusres.2011.03.005
Goleman, D. (2001). Working With Emotional intelligence. PT Gramedia Pustaka Utama.
Guillén, L., Mayo, M., & Korotov, K. (2015). Is leadership a part of me? A leader identity approach to understanding the motivation to lead. The Leadership Quarterly, 26(5), 802–820. https://doi.org/10.1016/j.leaqua.2015.05.001
Jufrizen, Farisi, S., Muslih, & Sari, M. (2023). Transformational leadership and organizational citizenship behavior: Mediating role of affective commitment and work engagement of hotel employees in Indonesia. Problems and Perspectives in Management, 21(4), 1–12. https://doi.org/10.21511/ppm.21(4).2023.01
Kankanhalli, Tan, & Wei. (2005). Contributing Knowledge to Electronic Knowledge Repositories: An Empirical Investigation. MIS Quarterly, 29(1), 113. https://doi.org/10.2307/25148670
Lee, C.-C., Yeh, W.-C., Yu, Z., & Lin, X.-C. (2023). The relationships between leader emotional intelligence, transformational leadership, and transactional leadership and job performance: A mediator model of trust. Heliyon, 9(8), e18007. https://doi.org/10.1016/j.heliyon.2023.e18007
Li, Y., Song, Y., Wang, J., & Li, C. (2019). Intellectual Capital, Knowledge Sharing, and Innovation Performance: Evidence from the Chinese Construction Industry. Sustainability, 11(9), 2713. https://doi.org/10.3390/su11092713
Lu, L., Leung, K., & Koch, P. T. (2006). Managerial Knowledge Sharing: The Role of Individual, Interpersonal, and Organizational Factors. Management and Organization Review, 2(1), 15–41. https://doi.org/10.1111/j.1740-8784.2006.00029.x
Malik, S. (2021). Emotional intelligence and innovative work behaviour in knowledge-intensive organizations: how tacit knowledge sharing acts as a mediator? VINE Journal of Information and Knowledge Management Systems, 52(5), 650–669. https://doi.org/10.1108/VJIKMS-09-2020-0158
McGuirk, H., Lenihan, H., & Hart, M. (2015). Measuring the impact of innovative human capital on small firms’ propensity to innovate. Research Policy, 44(4), 965–976. https://doi.org/10.1016/j.respol.2014.11.008
Northouse, P. G. (2018). Leadership: Theory and Practice. In SAGE Publications (Vol. 8).
Pieterse, A. N., van Knippenberg, D., Schippers, M., & Stam, D. (2010). Transformational and transactional leadership and innovative behavior: The moderating role of psychological empowerment. Journal of Organizational Behavior, 31(4), 609–623. https://doi.org/10.1002/job.650
Qalati, S. A., Ostic, D., Sulaiman, M. A. B. A., Gopang, A. A., & Khan, A. (2022). Social Media and SMEs’ Performance in Developing Countries: Effects of Technological-Organizational-Environmental Factors on the Adoption of Social Media. SAGE Open, 12(2), 215824402210945. https://doi.org/10.1177/21582440221094594
Robbins, S. P., Judge, T., & Campbell, T. (2017). Organizational Behavior (2nd ed.).
Shahzad, K., Shahid, M., Chaudhry, S., Bilal, M., Amber, H., Aslam, S., & Malik, S. (2022). The Link Between Team Identification, Entrepreneurial Orientation, and Innovative Work Behavior and Its Dimensions in the Context of Pakistan. SAGE Open, 12(1), 215824402210798. https://doi.org/10.1177/21582440221079893
Son, T. T., Phong, L. B., & Loan, B. T. T. (2020). Transformational Leadership and Knowledge Sharing: Determinants of Firm’s Operational and Financial Performance. SAGE Open, 10(2), 215824402092742. https://doi.org/10.1177/2158244020927426
Trivellas, P., Akrivouli, Z., Tsifora, E., & Tsoutsa, P. (2015). The Impact of Knowledge Sharing Culture on Job Satisfaction in Accounting Firms. The Mediating Effect of General Competencies. Procedia Economics and Finance, 19, 238–247. https://doi.org/10.1016/S2212-5671(15)00025-8
Wang, S., & Noe, R. A. (2010). Knowledge sharing: A review and directions for future research. Human Resource Management Review, 20(2), 115–131. https://doi.org/10.1016/j.hrmr.2009.10.001
Wijaya, A. (2019). Metode penelitian menggunakan SMART PLS 03 (A. Wijaya, Ed.). INNOSAIN.
Wijaya, A., Tannia, Handoko, Matthew Karsten, J., & Jonathan Salim, S. (2024). THE EFFECT OF AUTHENTIC LEADERSHIP ON TURNOVER INTENTION IN SERVICE SECTOR WITH WORK ENGAGEMENT AS MEDIATOR. Jurnal Muara Ilmu Ekonomi Dan Bisnis, 8(1), 75–86. https://doi.org/10.24912/jmieb.v8i1.28150
Yang, M., Luu, T. T., & Qian, D. (2021). Dual-focused transformational leadership and service innovation in hospitality organisations: A multilevel investigation. International Journal of Hospitality Management, 98. https://doi.org/https://doi.org/10.1016/j.ijhm.2021.103035
Yukl, G. (1999). An evaluation of conceptual weaknesses in transformational and charismatic leadership theories. The Leadership Quarterly, 10(2), 285–305.
Zhu, B., Chen, C.-R., Shi, Z.-Y., Liang, H.-X., & Liu, B. (2016). Mediating effect of self-efficacy in relationship between emotional intelligence and clinical communication competency of nurses. International Journal of Nursing Sciences, 3(2), 162–168. https://doi.org/10.1016/j.ijnss.2016.04.003
Zulfadil, Hendriani, S., & Machasin. (2020). The influence of emotional intelligence on team performance through knowledge sharing, team conflict, and the structure mechanism. Journal of Management Development, 39(3), 269–292. https://doi.org/10.1108/JMD-12-2018-0354
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2024 Andreas Wijaya, Tannia Tannia, Rendy Andrian, Vanessa Keylita Sutarna, Yudiar Antariksa Christi, Novita Novita
This work is licensed under a Creative Commons Attribution 4.0 International License.
Authors who publish their manuscripts in this journal agree to the following conditions:
- The copyright on each article belongs to the author(s).
- The author acknowledges that the Dinasti International Journal of Economics, Finance & Accounting (DIJEFA) has the right to be the first to publish with a Creative Commons Attribution 4.0 International license (Attribution 4.0 International (CC BY 4.0).
- Authors can submit articles separately, arrange for the non-exclusive distribution of manuscripts that have been published in this journal into other versions (e.g., sent to the author's institutional repository, publication into books, etc.), by acknowledging that the manuscript has been published for the first time in the Dinasti International Journal of Economics, Finance & Accounting (DIJEFA).
