{"id":{"repo_id":"uwtsd","oai_identifier":"oai:repository.uwtsd.ac.uk:2637"},"canonical_url":"https://search.dev.ndltd.org/etd/uwtsd/oai:repository.uwtsd.ac.uk:2637","repository":{"repo_id":"uwtsd","name":"University of Wales Trinity Saint David","base_url":"https://repository.uwtsd.ac.uk/cgi/oai2"},"display":{"title":"Incremental and radical idea generation: Examining a moderated mediation model of feedback seeking, emotional intelligence, and leader-member exchange","abstract":"Employees’ innovative work behavior is critical to creating a sustainable competitive advantage for public and private organizations. There is a missing puzzle piece in the linkage of leader-member exchange and idea generation, a dimension of innovative work behavior. Based on the social exchange theory, this study aims to investigate how and when leader-member exchange relationships may contribute a positive influence on employees’ incremental and radical idea generation through feedback-seeking behavior. In addition, this study proposed a moderated mediation model to test emotional intelligence as a potential moderator. Purposive sampling was applied to select a sample of 63 dyads at a telecommunication company with unique “talent-first” culture in Hong Kong. Supervisor and subordinate participants responded to an online questionnaire. Data were analyzed by using Hayes PROCESS Marco with SPSS. Factor analysis was employed to assess all study variables. The hypothesized mediation model and moderation models were respectively examined with Model 4 and Model 7. The results showed that leader-member exchange had a positive impact on incremental and radical idea generation. Positive and negative feedback-seeking behavior fully mediated the positive relationship between leader-member exchange and radical idea generation. The mediating effect of negative feedback-seeking behavior was stronger than that of positive feedback-seeking behavior. Emotional intelligence did not play a moderating role in the association between leader-member exchange and radical idea generation via positive or negative feedback-seeking behavior. However, emotional intelligence had a negative impact on positive and negative feedback-seeking behavior. This study answered the call for exploring potential mediators in the linkage between leader-member exchange and innovative behavior as a kind of adaptive performance. Little research has examined how leadership influences employees’ incremental and radical idea generation. This study is the first of its kind to empirically examine the roles and interrelationships of leader-member exchange and two desired forms of idea generation through two types of feedback-seeking behavior. Theoretical and managerial implications as well as future research directions are discussed at the end.","abstract_html":"Employees’ innovative work behavior is critical to creating a sustainable competitive advantage for public and private organizations. There is a missing puzzle piece in the linkage of leader-member exchange and idea generation, a dimension of innovative work behavior. Based on the social exchange theory, this study aims to investigate how and when leader-member exchange relationships may contribute a positive influence on employees’ incremental and radical idea generation through feedback-seeking behavior. In addition, this study proposed a moderated mediation model to test emotional intelligence as a potential moderator. Purposive sampling was applied to select a sample of 63 dyads at a telecommunication company with unique “talent-first” culture in Hong Kong. Supervisor and subordinate participants responded to an online questionnaire. Data were analyzed by using Hayes PROCESS Marco with SPSS. Factor analysis was employed to assess all study variables. The hypothesized mediation model and moderation models were respectively examined with Model 4 and Model 7. The results showed that leader-member exchange had a positive impact on incremental and radical idea generation. Positive and negative feedback-seeking behavior fully mediated the positive relationship between leader-member exchange and radical idea generation. The mediating effect of negative feedback-seeking behavior was stronger than that of positive feedback-seeking behavior. Emotional intelligence did not play a moderating role in the association between leader-member exchange and radical idea generation via positive or negative feedback-seeking behavior. However, emotional intelligence had a negative impact on positive and negative feedback-seeking behavior. This study answered the call for exploring potential mediators in the linkage between leader-member exchange and innovative behavior as a kind of adaptive performance. Little research has examined how leadership influences employees’ incremental and radical idea generation. This study is the first of its kind to empirically examine the roles and interrelationships of leader-member exchange and two desired forms of idea generation through two types of feedback-seeking behavior. Theoretical and managerial implications as well as future research directions are discussed at the end.","abstract_has_math":false,"creators":["Li, Chi Kin Earnest"],"institution":"University of Wales Trinity Saint David","degree_name":"phd","degree_level":"doctoral","degree_discipline":null,"degree_department":null,"school":null,"contributors":[],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2023,"date_issued":"2023-08","date_published":"2023-08","updated_at":"2026-07-24T05:52:59Z","subjects":["H Gwyddorau Cymdeithasol (Cyffredinol)","HD28 Rheoli. Rheoli Diwydiannol"],"languages":[],"rights":[],"rights_urls":[],"identifier_entries":[{"key":"dc:identifier.grantnumber","label":"Dc Identifier Grantnumber","values":["UWTSD"],"render_values":[{"text":"UWTSD","href":null,"code":true}]}]},"links":{"outbound_url":"https://doi.org/10.82227/repository.uwtsd.ac.uk.00002637","outbound_label":"DOI","outbound_source":"dc:identifier.doi"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor.sponsor","label":"Sponsor","values":["University of Wales Trinity Saint David"]},{"key":"dc:creator","label":"Author","values":["Li, Chi Kin Earnest"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2023-08-22"]},{"key":"dc:date.issued","label":"Date","values":["2023-08"]},{"key":"dc:publisher.commercial","label":"Dc Publisher Commercial","values":["University of Wales Trinity Saint David"]},{"key":"dc:publisher.department","label":"Dc Publisher Department","values":["Disgyblaeth Academaidd: Busnes","Faculty of Business and Management"]},{"key":"dc:publisher.institution","label":"Dc Publisher Institution","values":["University of Wales Trinity Saint David"]},{"key":"dc:relation.isreferencedby","label":"Dc Relation Isreferencedby","values":["https://repository.uwtsd.ac.uk/id/eprint/2637/"]},{"key":"dc:type","label":"Dc Type","values":["Gosodiad"]},{"key":"dc:type.qualificationlevel","label":"Dc Type Qualificationlevel","values":["doctoral"]},{"key":"dc:type.qualificationname","label":"Dc Type Qualificationname","values":["phd"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["H Gwyddorau Cymdeithasol (Cyffredinol)","HD28 Rheoli. 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Based on the social exchange theory, this study aims to investigate how and when leader-member exchange relationships may contribute a positive influence on employees’ incremental and radical idea generation through feedback-seeking behavior. In addition, this study proposed a moderated mediation model to test emotional intelligence as a potential moderator. Purposive sampling was applied to select a sample of 63 dyads at a telecommunication company with unique “talent-first” culture in Hong Kong. Supervisor and subordinate participants responded to an online questionnaire. Data were analyzed by using Hayes PROCESS Marco with SPSS. Factor analysis was employed to assess all study variables. The hypothesized mediation model and moderation models were respectively examined with Model 4 and Model 7. The results showed that leader-member exchange had a positive impact on incremental and radical idea generation. Positive and negative feedback-seeking behavior fully mediated the positive relationship between leader-member exchange and radical idea generation. The mediating effect of negative feedback-seeking behavior was stronger than that of positive feedback-seeking behavior. Emotional intelligence did not play a moderating role in the association between leader-member exchange and radical idea generation via positive or negative feedback-seeking behavior. However, emotional intelligence had a negative impact on positive and negative feedback-seeking behavior. This study answered the call for exploring potential mediators in the linkage between leader-member exchange and innovative behavior as a kind of adaptive performance. Little research has examined how leadership influences employees’ incremental and radical idea generation. This study is the first of its kind to empirically examine the roles and interrelationships of leader-member exchange and two desired forms of idea generation through two types of feedback-seeking behavior. Theoretical and managerial implications as well as future research directions are discussed at the end."]},{"key":"dc:format","label":"Dc Format","values":["text"]},{"key":"dc:title","label":"Title","values":["Incremental and radical idea generation: Examining a moderated mediation model of feedback seeking, emotional intelligence, and leader-member exchange"]}]}],"canonical_facts":{"dc:contributor.sponsor":["University of Wales Trinity Saint David"],"dc:creator":["Li, Chi Kin Earnest"],"dc:date":["2023-08-22"],"dc:date.issued":["2023-08"],"dc:description.abstract":["Employees’ innovative work behavior is critical to creating a sustainable competitive advantage for public and private organizations. There is a missing puzzle piece in the linkage of leader-member exchange and idea generation, a dimension of innovative work behavior. Based on the social exchange theory, this study aims to investigate how and when leader-member exchange relationships may contribute a positive influence on employees’ incremental and radical idea generation through feedback-seeking behavior. In addition, this study proposed a moderated mediation model to test emotional intelligence as a potential moderator. Purposive sampling was applied to select a sample of 63 dyads at a telecommunication company with unique “talent-first” culture in Hong Kong. Supervisor and subordinate participants responded to an online questionnaire. Data were analyzed by using Hayes PROCESS Marco with SPSS. Factor analysis was employed to assess all study variables. The hypothesized mediation model and moderation models were respectively examined with Model 4 and Model 7. The results showed that leader-member exchange had a positive impact on incremental and radical idea generation. Positive and negative feedback-seeking behavior fully mediated the positive relationship between leader-member exchange and radical idea generation. The mediating effect of negative feedback-seeking behavior was stronger than that of positive feedback-seeking behavior. Emotional intelligence did not play a moderating role in the association between leader-member exchange and radical idea generation via positive or negative feedback-seeking behavior. However, emotional intelligence had a negative impact on positive and negative feedback-seeking behavior. This study answered the call for exploring potential mediators in the linkage between leader-member exchange and innovative behavior as a kind of adaptive performance. Little research has examined how leadership influences employees’ incremental and radical idea generation. This study is the first of its kind to empirically examine the roles and interrelationships of leader-member exchange and two desired forms of idea generation through two types of feedback-seeking behavior. Theoretical and managerial implications as well as future research directions are discussed at the end."],"dc:format":["text"],"dc:identifier.doi":["10.82227/repository.uwtsd.ac.uk.00002637"],"dc:identifier.grantnumber":["UWTSD"],"dc:identifier.uri":["https://repository.uwtsd.ac.uk/id/eprint/2637/1/Li%2C%20Chi%20Kin%20Earnest%20%282022%29%20%20DBA%20Incremental%20and%20radical%20idea%20generation.pdf"],"dc:publisher.commercial":["University of Wales Trinity Saint David"],"dc:publisher.department":["Disgyblaeth Academaidd: Busnes","Faculty of Business and Management"],"dc:publisher.institution":["University of Wales Trinity Saint David"],"dc:relation.isreferencedby":["https://repository.uwtsd.ac.uk/id/eprint/2637/"],"dc:subject":["H Gwyddorau Cymdeithasol (Cyffredinol)","HD28 Rheoli. 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