The Effect of Organizational Resilience on Employee Innovation Behavior in A VUCA Environment: Evidence from Meta-Analysis

Wenqing Gao

doi:10.62051/ijgem.v6n2.24

Authors

Wenqing Gao

DOI:

https://doi.org/10.62051/ijgem.v6n2.24

Keywords:

Organizational resilience, Employee innovation behavior, VUCA environment, Meta-analysis

Abstract

This paper has explored how organizational resilience influences employee innovation behavior in a VUCA environment. To test the relationship among employees' mental resilience and innovation behavior, this study used a meta-analysis to conduct a quantitative review of existing literature. Consistent with previous studies, this study found a significant positive correlation among organizational resilience and employee innovation behavior. Based on the analysis from the perspective of resource conservation theory, organizations encourage flexible practices, and employees can easily seek information or help within the organization and make innovation attempts. The findings indicate that uncertainty avoidance has a significant negative moderating effect on the correlation between organizational resilience and innovative behavior. This indicates that in a social environment with a high level of uncertainty avoidance, the correlation among innovative behavior and organizational resilience is low. This study also indicates that there was no significant difference in the type of measurement tools and gender differences in the positive effect of organizational resilience on innovation behavior. Through meta-regression, this study also found that the correlation among innovation behavior and organizational resilience was on the rise, indicating that in the international environment with increasing VUCA, the positive effect of organizational resilience on innovation behavior was increasingly prominent. This research has contributed to existing literature by elucidating the intricate dynamics among employee innovation behavior and organizational resilience within a VUCA environment.

Downloads

Download data is not yet available.

References

[1] Barasa, E., Mbau, R., & Gilson, L. (2018). What is resilience and how can it be nurtured? A systematic review of empirical literature on organizational resilience. International journal of health policy and management, 7(6), 491.

[2] Beck, D., Pal, A., Zaveri, P., Zheng, A., Tiwari, A. K., & Majumdar, S. (2025). Ecosystem Resilience for Climate Resilience, Strategies and Innovations: A Case Study from Developing Countries. In Sustainable Synergy: Harnessing Ecosystems for Climate Resilience (pp. 49-64). Cham: Springer Nature Switzerland.

[3] Boikanyo, D. H. (2024). The Role of Employee Behavior and Organizational Culture in Strategy Implementation and Performance in a VUCA World. In Organizational Culture-Cultural Change and Technology. IntechOpen.

[4] Bukowski, A., & Rudnicki, S. (2019). Not only individualism: The effects of long-term orientation and other cultural variables on national innovation success. Cross-Cultural Research, 53(2), 119-162.

[5] Brandon‐Jones, E., Squire, B., Autry, C. W., & Petersen, K. J. (2014). A contingent resource‐based perspective of supply chain resilience and robustness. Journal of Supply Chain Management, 50(3), 55-73.

[6] Bani-Melhem, S., Quratulain, S., & Al-Hawari, M. A. (2021). Does employee resilience exacerbate the effects of abusive supervision? A study of frontline employees’ self-esteem, turnover intention, and innovative behaviors. Journal of Hospitality Marketing & Management, 30(5), 611-629.

[7] Broderick, W. P. (2013). Uncertainty avoidance and country-risk ratings (Doctoral dissertation, Capella University).

[8] Chowdhury, M., Uddin, M. A., Biswas, S. R., & Hridoy, A. I. (2024). Promoting Human Resource and Innovative Climate to Foster Organizational Resilience During Pandemic Time: The Mediating Role of Employee Resilience. Global Journal of Flexible Systems Management, 1-31.

[9] Clore, G. L., Schwarz, N., & Conway, M. (2014). Affective causes and consequences of social information processing. In Handbook of social cognition (pp. 323-418). Psychology Press.

[10] Chen, Z., Takeuchi, R., & Shum, C. (2013). A social information processing perspective of coworker influence on a focal employee. Organization Science, 24(6), 1618-1639.

[11] Do, H., Budhwar, P., Shipton, H., Nguyen, H. D., & Nguyen, B. (2022). Building organizational resilience, innovation through resource-based management initiatives, organizational learning and environmental dynamism. Journal of business research, 141, 808-821.

[12] Dodge, R., Dwyer, J., Witzeman, S., Neylon, S., & Taylor, S. (2017). The role of leadership in innovation: A quantitative analysis of a large data set examines the relationship between organizational culture, leadership behaviors, and innovativeness. Research-Technology Management, 60(3), 22-29.

[13] Duchek, S. (2020). Organizational resilience: a capability-based conceptualization. Business research, 13(1), 215-246.

[14] Du, J., & Chen, Z. (2018). Applying Organizational Ambidexterity in strategic management under a “VUCA” environment: Evidence from high tech companies in China. International Journal of Innovation Studies, 2(1), 42-52.

[15] Fredrickson, B. L. (2004). The broaden–and–build theory of positive emotions. Philosophical transactions of the royal society of London. Series B: Biological Sciences, 359(1449), 1367-1377.