ArticleFrontiers in psychology2022
Is not workplace gossip bad? The effect of positive workplace gossip on employee innovative behavior.
Article in Frontiers in psychology, 2022. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 6 papers.
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Who cites it
6 citing papers in PubMed.
- Beyond expectations: exploring the multifaceted role of positive gossip in organizations.Frontiers in psychology · 2026Article
- Motivations, consequences, and mechanisms of workplace gossip in nursing groups: a scoping review.Frontiers in public health · 2025Article
- Workplace gossip erodes proactive work behavior: anxiety and neuroticism as underlying mechanisms.BMC psychology · 2024Article
- Sexual Harassment at Work: Scoping Review of Reviews.Psychology research and behavior management · 2024Article
- Stakeholder network for developing open innovation practice of China's manufacturing enterprises.Heliyon · 2023Article
- From the dual-dimensional perspective of employee mindfulness and superior trust, explore the influence mechanism of negative workplace gossip on work engagement.Frontiers in psychiatry · 2023Article
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Authors and funding
4 authors.
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Abstract
Purpose: The purpose of this study is to examine the role of positive workplace gossip (PWG) in employee innovative behavior, whereby a mediating effect of employee loyalty is proposed in this relationship. The moderating effect of organizational trust (OT) is also examined on the indirect of PWG on employee innovative behavior through employee loyalty. Design/methodology/approach: This research used a survey data of 327 employees from the enterprises selected from the Pearl River and Yangtze River Delta region of China. Based on the literature review, five main hypotheses were formulated and explored. The SPSS-Process Macro Plugin was used to analyze the hypothesized model. Findings: Results show there is a positive and significant relationship between PWG and employee innovative behavior. This study also confirm that employee loyalty is an intervening variable and OT as a moderator. Practical implications: Organizations should pay more attention to workplace gossip phenomena, encourage employees to take appropriate part in positive workplace gossip and to communicate positive information about other colleagues, and build an inclusive, open, sincere, and interdependent platform in the organization. Originality/value: Employee innovative behavior plays an essential role in organization's survival and development. Few studies have investigated PWG may promote employee innovative behavior through employee loyalty. The data, model, and findings of this research address the gap and complement the current state of knowledge.
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