Innovative work behaviors: role of climate, meaningfulness and employee status

Purpose This study aims to investigate the role of psychological mechanisms and boundary conditions that clarify the relationships between organizational and community forms of diversity climates and their impact on innovative work behaviors (IWBs). Design/methodology/approach Grounded in the conservation of resources (COR) theory, this study hypothesizes that meaningfulness mediates the relationships between organizational and community diversity climates and IWBs, with employee status moderating both stages of the mediation process. To test these hypotheses, the authors conducted a field study using data collected from a regional location of a US-based manufacturing company. A sample of 151 responses provided a diverse cross-section, allowing for an in-depth examination of how both forms of diversity climate shape perceptions of meaningfulness, which subsequently drive IWBs. Findings The results reveal that meaningfulness derived from work acts as a mediating factor in the relationship between both organizational and community forms of diversity climates and IWBs. Additionally, the analysis also supports the proposed moderation effect of employee status on the relationship between organizational diversity climate and meaningfulness. Originality/value This study offers a unique exploration of contextual and personal resources, along with employee status, in the shaping of IWBs. By integrating the COR perspective, this study underscores the pivotal role of meaningfulness as a mediator between both organizational and community diversity climates and IWBs. It also uncovers a moderating effect of employee status, revealing that nonmanagerial employees experience a stronger influence of organizational diversity climate on their sense of meaningfulness.