Fostering innovation in public organizations in Thailand

2015 ◽  
Vol 23 (4) ◽  
pp. 528-544 ◽  
Author(s):  
Patthera Suwannathat ◽  
Pasu Decharin ◽  
Anupap Somboonsavatdee
Keyword(s):  
Structural Equation ◽  
Public Organizations ◽  
Strategic Orientation ◽  
Equation Modeling ◽  
Content Type ◽  
Management Commitment ◽  
Potential Factors ◽  
Successful Innovation ◽  
Managerial Level ◽  
Policy Solutions

Purpose – The purpose of this paper is to bring together the mutual perspectives of the “employee” and “client” dimensions of the factors that contribute to innovation in public organizations. Design/methodology/approach – The potential factors in nurturing innovation in public organizations are identified through the literature review. Structural equation modeling (SEM) was used to develop the models. Data collection and quantitative analysis were used to explore and understand each determinant. The models were evaluated at the managerial level by both “employee” and “client”. Findings – Findings reveal that management commitment is the essential factor that drives strategic orientation to boost innovation. This can be explained using three finalized models. Research limitations/implications – This paper explores only the domestic factors of the classifications. The results may not be generalizable to other countries in the region. Practical implications – Thoroughly understanding the factors influencing successful innovation in public organizations contributes to greater satisfaction of the needs and requirements of citizens. Originality/value – This paper offers novel models of the organizational culture of public organizations seeking innovative policy solutions.

Management approach for innovation success in unstable and stable environments

2019 ◽  
Vol 30 (1) ◽  
pp. 22-40
Author(s):  
Dora Abidi ◽  
Nakagawa Koichi
Keyword(s):  
Structural Equation ◽  
Equation Modeling ◽  
Management Approach ◽  
Content Type ◽  
Control Approach ◽  
Administrative Control ◽  
Unstable Environment ◽  
Comprehensive Comparison ◽  
Management Approaches ◽  
Successful Innovation

Purpose This paper aims to examine the management approaches that play a key role for innovation success in a stable and unstable environment. Design/methodology/approach Tunisia and Japan were chosen as a research sites to assess the accuracy of management approach adopted in each environment. Japan, as a developed, stable and predictable market, involves a traditional/conventional management mode known as administrative control approach (ACA) for successful innovation. However, we argue that a developing country is characterized by its unstable environment and requires an opportunity-based approach (OBA) that lies in the firm’s openness to search and benefit from environmental opportunities. Findings The paper confirms that OBA improves product innovation success in an unstable environment, for innovation in a stable one. Originality/value The paper provides a comprehensive comparison between innovation driven management approaches towards stable and unstable environments through multi-group structural equation modeling.

R & D commercialization capability criteria: implications for project selection

2016 ◽  
Vol 35 (3) ◽  
pp. 304-325 ◽  
Author(s):  
Charttirot Karaveg ◽  
Natcha Thawesaengskulthai ◽  
Achara Chandrachai
Keyword(s):  
Decision Making ◽  
Structural Equation ◽  
Evaluation Process ◽  
Equation Modeling ◽  
Evaluation Instrument ◽  
Content Type ◽  
Research Institutes ◽  
Speed Up ◽  
Financial Consultants ◽  
Successful Innovation

Purpose – The purpose of this paper is to study the criteria of R & D commercialization capability by using the successful cases from government research institutes. Design/methodology/approach – The data were collected from 272 entrepreneurs and researchers with a structured questionnaire. The data analysis was carried out by the structural equation modeling (SEM). Findings – The research results revealed that there are six criteria for R & D project commercialization capability, these are arranged according to the significance; marketing, technology, finance, non-financial impact, intellectual property, and human resource. Moreover, the evaluator’s roles, both researchers and entrepreneurs, effect the level of criteria for consideration. Research limitations/implications – This research is derived from samples form voluntary participants from the disclosed lists in the governmental research institutes. Although SEM results provide weight for each R & D commercialization capability that would be the first step for developing the R & D evaluation instrument and the longitudinal will need to investigate. Practical implications – This study provides the holistic R & D commercialization capability criteria to assist entrepreneurs and researchers when faced with R & D commercialization decision. The criteria was developed from successful innovation cases; hence they enhance decision-making potential, provide a guideline of R & D commercialization evaluation process, speed up the decision-making process, and prevent risk of a resource meltdown and increase innovation exploitation. Social implications – The roles of the evaluators are important when considering R & D, hence, to use the same criteria for evaluating the researchers and entrepreneurs seems inappropriate since naturally, the researchers usually lack marketing and financial skills while the entrepreneurs usually lack technological skills and human resources. The answer may be in the form of providing specifics about project requirement, establishment of marketing and financial consultants in research institutes, enhancement of research and development division, or doing the business matching before doing the agreement in order to encourage co-research and increase the technology transfer level. Originality/value – This paper proposes the holistic criteria in order to decrease the ambiguous subjectivity of fuzzy-expert system and to help with effectively funding R & D and to prevent a resource meltdown.

Innovation orientation and its relationship with business performance: moderating role of firm size

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rayees Farooq ◽  
Sandeep Vij ◽  
Jaspreet Kaur
Keyword(s):  
Firm Size ◽  
Structural Equation ◽  
Business Performance ◽  
Equation Modeling ◽  
National Capital Region ◽  
Confirmatory Factor Analyses ◽  
Content Type ◽  
National Capital ◽  
Managerial Level ◽  
The Relationship

Purpose The study aims to test the relationship between innovation orientation (INO) and business performance. It also explores the moderating effect of firm size on the relationship between INO and business performance. Design/methodology/approach A purposive sample of 278 firms (manufacturing and service) was taken from the National Capital Region and the Punjab state of India. The survey questionnaire was administered to two to three managerial-level employees from each of the 278 firms. Exploratory and confirmatory factor analyses were used to validate the INO and business performance scales. The hypotheses were tested using multi-group moderation analysis and structural equation modeling. Findings The study shows that INO has a significant positive effect on business performance. The results have indicated that firm size (based on the number of employees) moderates the relationship between INO and business performance. However, firm size (based on investment) does not moderate the relationship between INO and business performance. Originality/value The study is an attempt to synthesize the fragmented results testing innovation–performance relationship using firm size as a moderator on the relationship between INO and business performance and provides insights for both academicians and practitioners.

Perceptions of leader transformational justice and job satisfaction in public organizations

2018 ◽  
Vol 14 (2) ◽  
pp. 80-95 ◽  
Author(s):  
Hassan Barau Singhry
Keyword(s):  
Job Satisfaction ◽  
Organizational Behavior ◽  
Structural Equation ◽  
Public Organizations ◽  
Equation Modeling ◽  
Continuous Change ◽  
Content Type ◽  
Informational Justice ◽  
The Relationship

Purpose Transformational leadership (TL) is one among the leadership behaviors that is important in a period of uncertainty and continuous change. The behavior affects employees’ job satisfaction (JS) and performance. Nevertheless, there is an inconclusive debate over how organizational justice (OJ) can help transformational leaders to influence employees’ (JS). Therefore, the purpose of this paper is to investigate the role of OJ on the relationship between TL and employees’ JS. Design/methodology/approach The study employed a quantitative research design based on cross-sectional strategy. Structured questionnaires were distributed and data were collected from a sample of 418 middle managers of public organizations in Nigeria. Multiple regressions aided by structural equation modeling were employed to test four hypotheses. Findings The regression results support the mediating role of OJ, such as distributive, procedural, interpersonal and informational justice between TL and JS. Equally, the relationship between TL and JS, TL and OJ, and OJ and JS are all positive and significant. Overall, the influence of TL and OJ has a strong explanatory effect on JS. Originality/value This study adds to the literature of human resource management and organizational behavior by empirically validating and integrating TL theory with the four dimensions of OJ theory. The study will be beneficial to the top management and middle-level employees in public organizations.

scholarly journals Validating a model of strategic leadership practices for Malaysian vocational college educational leaders

2019 ◽  
Vol 43 (1/2) ◽  
pp. 21-38
Author(s):  
Hairuddin bin Mohd Ali ◽  
Inas Binti Zulkipli
Keyword(s):  
Leadership Practices ◽  
Structural Equation ◽  
Educational Leaders ◽  
Strategic Orientation ◽  
Equation Modeling ◽  
Strategic Leadership ◽  
High Tendency ◽  
Content Type ◽  
Vocational College ◽  
Confirmatory Factor

PurposeThe purpose of this study is to conceptualize, validate and confirm a structural equation modeling (SEM) hypothesized model of strategic leadership practices of Malaysian vocational college educational leaders.Design/methodology/approachThe study used a quantitative survey approach. The data were collected from 500 educational leaders of 65 Malaysian vocational colleges throughout Malaysia using a five-point strategic leadership scale. The gender composition of the sample was almost equivalent. The study embarked on descriptive statistics, confirmatory factor analysis and full-fledged SEM for the data analyses.FindingsThe findings revealed that the Malaysian vocational college educational leaders had high tendency and inclination of practicing strategic leadership at their workplace. Besides, there was also evidence that the educational leaders of the Malaysian vocational college exhibited high levels or degree of strategic leadership practices. The responses to the survey items were consistent with seven distinct practices of strategic leadership such as strategic orientation, strategic alignment, strategic intervention, restlessness, absorptive capacity, adaptive capacity and leadership wisdom. The use of SEM procedures had confirmed that the hypothesized model of strategic leadership practices for Malaysian vocational college educational leaders was empirically valid and reliable.Practical implicationsThe findings highlighted the importance of planning and development of a specific-context training program for Malaysian vocational college educational leaders in strategic leadership. The training was considered fundamental in pursuit of effective leadership and positive institutional outcomes for such colleges in Malaysia.Originality/valueThe study had successfully formulated, tested and validated a model of strategic leadership practices for Malaysian vocational college educational leaders. The model was believed to be the first of its kind in the Malaysian vocational education context.

Determinants of innovation capability: the roles of transformational leadership, knowledge sharing and perceived organizational support

2019 ◽  
Vol 23 (3) ◽  
pp. 527-547 ◽  
Author(s):  
Phong Ba Le ◽  
Hui Lei
Keyword(s):  
Knowledge Sharing ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Innovation Capability ◽  
Cross Sectional ◽  
Content Type ◽  
Potential Factors

PurposeThe study aims to explore the differences in transformational leadership’s (TL’s) influences on each aspect of innovation capability, namely, product innovation and process innovation. It also deepens understanding of the pathways and conditions to improve specific aspects of innovation capability by assessing the mediating role of knowledge sharing (KS) and moderating mechanism of perceived organizational support (POS).Design/methodology/approachThe paper utilized structural equation modeling and cross-sectional design to test hypotheses in the proposed research model based on using data collected from 394 participants at 88 Chinese firms.FindingsThe findings indicate that KS mediates TL’s effects on innovation capabilities. In addition, the influences of TL and KS on specific aspects of innovation capability are different and depend on the extent of employees’ POS.Research limitations/implicationsFuture studies should test mediating roles of knowledge management’s constituents and/or investigate the moderating roles of firm ownership form to increase the understanding of potential factors or key conditions that may have significant influences on a firm’s innovation capability.Practical implicationsThe paper significantly contributes to increasing the understanding of the link between TL and specific aspects of innovation capability by highlighting the important role of stimulating KS and enhancing POS.Originality/valueThe paper provides useful information and valuable initiatives to increase leadership outcomes and firm’s capability for innovation.

How salespersons induce trust between consumers and retailers

2015 ◽  
Vol 43 (12) ◽  
pp. 1104-1125 ◽  
Author(s):  
Molka Abbes ◽  
Alain Goudey
Keyword(s):  
Structural Equation ◽  
Well Being ◽  
Product Distribution ◽  
Measurement Scale ◽  
Equation Modeling ◽  
Content Type ◽  
Brick And Mortar ◽  
Key Dimensions ◽  
Managerial Level

Purpose – Although there is existing research investigating trust itself, there is a need for research on the concept of trust, specifically in retail environments. The purpose of this paper is to identify specific the dimensions of the concept of trust with retailing and to note impactful antecedents as activators for managers to secure long-term business. Design/methodology/approach – The authors propose a multi-dimensional measurement scale of trust that is examined through a structural equation modeling the connections between the determinants of the concept and its various features. Findings – This research has identified two new key dimensions for trust, specific to the well-being retailing context: customer/salesperson relationship and customer/sales environment relationship. Hence, this research primarily highlights the role of the salesperson and advice in establishing and sustaining the customer-retailer trust relationship. Practical implications – On the managerial level, this research helps further an advanced relational approach in the area of consumer product distribution by paying particular attention to building and developing a trust-based relationship. This research may serve as a “handbook” for any retailer looking to establish and sustain a durable relationship with their customers. Originality/value – The paper adapts the concept of trust in the specific context of brick-and-mortar retailing and tests it thanks to a quantitative study in the field of well-being retailing. The paper uses empirical data to establish original indications regarding: new relevant dimensions for trust in a retailing context that could be used by shop managers to develop a better comprehension of trust and impactful antecedents of trust in a retailing context that could be activated by shop managers to enhance trust regarding their shops.

Enhancing employee innovativeness and job performance through a culture of workplace innovation

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohsin Khan ◽  
Rampalli Prabhakara Raya ◽  
Rajeesh Viswanathan
Keyword(s):  
Job Performance ◽  
Structural Equation ◽  
Working Environment ◽  
Equation Modeling ◽  
Original Research ◽  
Major Step ◽  
Content Type ◽  
Workplace Innovation ◽  
It Organizations ◽  
Managerial Level

PurposeThe creative employees with innovative ideas tend to engage with the latest technologies and the needed organizational processes for the survival of the companies. The culture of workplace innovation (WIP) causes, strengthens, sustains and incentivizes employee performance to enhance employee innovativeness. This paper explores as to what employees perceive on and how to go about WPI; the study of the perception of knowledge professionals about nature, extent, the association and the outcomes of workplace innovation, therefore, assumes importance.Design/methodology/approachKnowledge professionals were surveyed to collect data regarding workplace innovation. And 481 collected responses were analyzed to infer the results and employed structural equation modeling (SEM) to validate the proposed research model. The results of the reliability and validity tests show that the proposed model has satisfactory psychometric properties.FindingsThe present study looked into how culture facilitates WPI and enhances employee innovativeness and performance. The level of trust between employees and organizations has to be very high, and the organization has to have a close-knit working environment to ensure that organizations remain in the market retaining their market standing. This is so particularly in the context of today's global scenario where organizations have access to technologies, and technologies have changed the way we live, consume and meet people. The success of an organization depends on the culture of the organization.Research limitations/implicationsThe study has certain constraints. Foremost, the sample collected comprises a good percentage of entry and middle managerial level employees while the proportion of senior managerial level employees is relatively less. In a way, it represents the actual population, as in general, the senior managers make a very less percentage in information technology (IT) organizations.Practical implicationsTo accomplish the goal of marinating high performing and innovative organizational workforce, the policymakers and the management of organizations should adopt an employee-centric approach by employing nontechnical innovation at the workplace, namely WPI. The results of this study pronounce the same. The more favorable the culture of an organization, the more likely the employee thrives and continues in it. Hence, the major step from the employer side could be to develop and maintain a supportive and constructive organizational culture.Originality/valueThe value of this original research lies in the understanding of the literature reviewed that it is the first survey of its kind done in India, and it helps the Indian IT organizations and knowledge professionals to understand that the WPI enhances employee innovativeness and job performance.

Exploring determinants of pre-training motivation and training effectiveness: a temporal investigation

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Amitabh Deo Kodwani ◽  
Manisha Kodwani
Keyword(s):  
Training Program ◽  
Structural Equation ◽  
Training Effectiveness ◽  
Equation Modeling ◽  
Sampling Frame ◽  
Content Type ◽  
Business Context ◽  
Training Motivation ◽  
Managerial Level ◽  
And Training

PurposeThe present study is an attempt to extend previous findings and examine the role of the trainer's reputation, training nomination and training reputation on pre-training motivation and training effectiveness in a business context.Design/methodology/approachThe authors hypothesized that trainer reputation, training nomination and training reputation would affect pre-training motivation; and that pre-training motivation would act as a mediator between these three variables and training effectiveness. The sample is constituted by 251 managerial-level employees at a large firm in India who completed pre-training and post-training surveys. These data were then analyzed using structural equation modeling and other inferential techniques.FindingsThe results suggested that self-nomination positively influences pre-training motivation. Similarly, positive training and trainer reputations also affect pre-training motivation. Pre-training motivation mediates the relationship between trainer reputation, training nomination, training reputation and training effectiveness.Research limitations/implicationsThe method bias and measurement error cannot be ruled out. The data were collected from employees in a single firm via self-reports, and, ceteris paribus, it would be advantageous to broaden the sampling frame to cover multiple organizations with data collected using more than one methodology. However, the temporal lag of 45 days used herein between collecting predictor data and criterion data can reasonably be expected to have mitigated this problem to some extent.Practical implicationsThe findings regarding the reputation suggest that what trainees know or what they believe they know about the trainer or the training program they are going to attend will have a significant impact on their pre-training motivation, and subsequently on the training effectiveness. It is also essential to understand how trainees get information about training. Most often, this information travels through various informal channels and passes through many people, and thus trainees may get inadequate or incorrect information about the training program and the trainer.Originality/valuePrevious research indicates that only a small proportion of training actually gets transferred to the job (Mackay, 2007). This study augments the literature by putting forward empirical evidence that could be leveraged by firms' senior management teams pursuant of optimizing investments in the training of employees.

The impact of job content on employability and job performance in public organizations

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Izabela Marzec ◽  
Agata Austen ◽  
Aldona Frączkiewicz-Wronka ◽  
Bogna Zacny
Keyword(s):  
Job Performance ◽  
Structural Equation ◽  
Public Organizations ◽  
Work Outcomes ◽  
Equation Modeling ◽  
Content Type ◽  
The Subject ◽  
Job Content ◽  
The Impact

PurposeThe increased expectations regarding job performance accompanied by changes in employment relationships in public organizations require special concern for the employability enhancement of their workers. Literature on the subject points out the importance of job content in the context of employability enhancement. The purpose of this paper is to answer the following question: what are the relationships between job variety, the learning value of the job, employability and job performance?Design/methodology/approachThe paper presents the results of a survey which was carried out in 2016. The sample consisted of 566 pairs, i.e. employees and their immediate supervisors in 147 public organizations which provide key public services in Poland. A model of the relationships between job variety, the learning value of the job, employability and job performance was proposed and tested using path analysis and structural equation modeling (SEM).FindingsIt was found that both job variety and the learning value of the job were positively connected to employability, which mediated their relationships with job performance. However, the analysis revealed that the examined predictors not only affected employee work outcomes indirectly, through their impact on employability, but also directly influenced the quality of job performance.Originality/valueThe study has provided empirical evidence regarding the relationships between job content, employability and job performance, which was hitherto absent from public organizations. An original conclusion from the research is that employability enhancement brings positive results for both employees and organizations.

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