The predictive power of leadership towards innovative behaviour: Bridging role of organizational culture

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Abstract

In the present era, leadership and organizational culture contribute significantly to innovative behaviour. The present paper predicts the impact of leadership on innovative behaviour directly and indirectly through organizational culture in Egypt’s construction industry, targeting project managers. The researchers followed the domain researchers like Zheng et al. (2019), and Zhao and Sun (2024) to develop the conceptualization of the study. The researchers applied quantitative methods, where the data were collected using a survey questionnaire with a convenience sample technique. Finally, the study derived the results based on 336 valid cases. The results demonstrate a positive effect of transformational and transactional leadership on organizational culture and innovative behaviour. On the other hand, the organizational culture negatively affects innovative behaviour. Finally, the organizational culture mediates the connection between transformational, transactional leadership and innovative behaviour. The findings would navigate and mitigate challenges arising from the connection between organizational culture and innovative behaviour by establishing innovative capabilities platforms that contribute to an inclusive consideration of the intricate interconnections between leadership, organizational culture, and innovation in the construction sector. Finally, the study’s findings would enrich the depth of the literature by adding more empirical evidence from a developing context.

Keywords: Transactional Leadership, Transformational Leadership, Organizational Culture, Innovative Behaviour, Construction Industry, Project Managers

Authors’ individual contribution: Conceptualization — N.A.A.A.; Methodology — N.A.A.A. and B.A.S.; Software — B.A.S.; Validation — N.A.A.A.; Formal Analysis — B.A.S.; Investigation — N.A.A.A. and B.A.S.; Resources — N.A.A.A.; Data Curation — N.A.A.A. and B.A.S.; Writing — N.A.A.A. and B.A.S.; Visualization — N.A.A.A.; Supervision — N.A.A.A.; Project Administration — N.A.A.A.; Funding Acquisition — N.A.A.A.

Declaration of conflicting interests: The Authors declare that there is no conflict of interest.

JEL Classification: L1, L2, L6, O3, Q5

Received: 22.01.2024
Accepted: 20.06.2024
Published online: 25.06.2024

How to cite this paper: Abdelwahed, N. A. A., & Soomro, B. A. (2024). The predictive power of leadership towards innovative behaviour: Bridging role of organizational culture [Special issue]. Corporate Governance and Organizational Behavior Review, 8(2), 355–365. https://doi.org/10.22495/cgobrv8i2sip10