Job demands and innovative work behaviour: a double moderation model of training and nature of organisation

Purpose The purpose of this study is to check the relationship between job demands and innovative work behaviour by taking into account the moderating effect of training and the nature of organisation. By delving into this moderating effect, the research seeks to offer valuable insights into how different nature of organisation use job demands to improve employees’ innovative work behaviour. Design/methodology/approach Statistical tools like factor analysis, descriptive statistics, multiple regressions and Process MACRO were used over a primary data set of 406 respondents from 103 organisations. Findings The results discovered a significant and positive impact of job demands on innovative work behaviour. Findings further disclosed the positive moderating effect of training on this relationship. Moreover, the conditional effects of training were found stronger for service organisations as compared to manufacturing. Practical implications This research implies the fundamental role of training in encouraging a healthy learning culture within organisations, particularly in service sector. Such a culture not only equips employees with the necessary skills but also enables them to proactively tackle demanding job while enhancing their innovative work behaviour. Originality/value This study makes a significant contribution to person−environment fit theory by exploring how training helps employees handle demanding job requirements and improves innovative work behaviour. This examination takes place in the distinct settings of both manufacturing and service enterprises by addressing stronger impact on service organisations.