The impact of feedback from job and task autonomy in the relationship between dispositional resistance to change and innovative work behaviour

Building on an interactionist approach, the present study investigated the moderating role of two task design characteristics, namely task autonomy and feedback from job, in the relationship between dispositional resistance to change and innovative work behaviour. Consistent with a trait activation perspective, it was specifically hypothesized that dispositional resistance to change would have a stronger, positive association with innovative performance when autonomy and feedback were high than when they were low. In a sample of 270 employees from the public sector, task autonomy was found to significantly interact with both composite resistance to change and with three of the four dimensions (routine seeking, short-term thinking, and emotional reaction). Simple slope analyses specifically revealed that individuals high in short-term thinking and emotional reaction exhibited positive relationships with innovative behaviour only in the case of high task autonomy, whereas in the case of low autonomy the relationship was nonsignificant. Furthermore, feedback from job was found to moderate the relationship between overarching dispositional resistance to change, short-term thinking, and emotional reaction, on one hand, and innovative performance, on the other, such that a positive and significant association emerged only in the case of high feedback.     

Le comportement de « prise de parole » (voice) : validation de la version française de la mesure de Maynes et Podsakoff

Voice is an essential behaviour that can inhibit or generate processes of innovation and organisational change. To date, few measurement scales adapted to the French context and allowing to analyse this behaviour exists. This article proposes to translate the 4’factors Voice scale from Maynes and Podsakoff (2014). The translation of this scale was tested by 4 studies on different samples of 1275 French workers from various organisational backgrounds. The first studies test the reliability, internal consistency, divergent and convergent validity of the scale. Then, a gender invariance analysis tests the metric properties of the scale. The results obtained present acceptable psychometric qualities that validate the French version.