This study investigated the effects of a leader’s feedback behavior on the followers’ innovative behaviors, and the mediating effects of voice behavior and job autonomy in the above relationship. To test the analytical model with the hypotheses, survey data were collected from 527 Korean employees working in 35 companies from manufacturing, distribution, and service industries. A structural equation model analysis was performed to test the hypotheses. The results of our empirical analysis are as follows. First, it was found that positive feedback from the leader positively influenced the followers’ voice behaviors, job autonomies, and innovative behaviors. Second, voice behavior and job autonomy were confirmed to have a positive mediating effect between the leader’s feedback and the innovative behavior of the followers. These findings imply that a leader’s feedback behavior contributes toward enhancing the followers’ innovative behaviors in the process of organizational innovation. We suggest that organizations and managers pay attention to the benefits of feedback activities and facilitate key mechanisms that connect them to employee innovation behavior, effectively.

This study investigated the effect of entrepreneurial orientation on firm performance with the firm resource orchestration capability and environmental dynamics in moderating roles. Using survey data collected from 301 Korean manufacturing and service firms, we devised a three-way interaction model to uncover the complex and dynamic conditions that maximize the effect of entrepreneurial orientation on firm performance. We found a positive association between entrepreneurial orientation and firm performance. Moreover, our findings indicated that both the firm resource orchestration capability and environmental dynamics played positive moderating roles in the above relationship. The results also showed that, in the case of a high level of environmental dynamics, entrepreneurial orientation was more positively related to firm performance for firms with a high resource orchestration capability. In addition, in the case of low resource orchestration capability, entrepreneurial orientation was associated more positively with firm performance for firms with high environmental dynamics. Thus, this study confirmed the importance of interaction between the three factors for enhancing firm performance. Furthermore, our investigation of substantial moderators provided key insights regarding the conditions that better explain how entrepreneurial orientation promotes firm performance. In addition to two-way interaction, the support for a three-way interaction suggests that moderators of the relationship interact to further explain the relationship. The theoretical and practical implications are discussed.

Many previous studies on creativity have focused on discovering positive factors to improve creativity and innovation performance from leader, individual, and organizational perspectives. However, research on factors that hinder creative performance was relatively insufficient. This study examines leaders’ behavior that hinders employees’ creative performance by focusing on abusive supervision. Based on the Korean employee context, our research model draws upon constructs of abusive supervision, relational conflict, employee silence, and creative performance to hypothesize serial mediation mechanisms connecting abusive supervision to creative performance. Using survey data of 555 Korean employees, we find that abusive supervision is negatively related to creative performance. We also find that both relational conflict and employee silence mediate the relationship between abusive supervision and employee creative performance. More importantly, our empirical analysis indicates that a serial mediation effect testing a dual coordination effect was identified in the process of the leader’s abusive supervision leading to employee’s creative performance. Although many previous studies were focused on a single medium effect in the relationship between leadership types and employee creativity, this study applied the serial mediation effects in the relationship to test a dual medium effect. We further addressed a more complex process to explain the path of reducing creative performance by supervisor abusive supervision. We conclude by discussing both theoretical and practical implications.