FOSTERING EMPLOYEES’ INNOVATIVE WORK BEHAVIOUR IN HEALTHCARE ORGANISATIONS

2019 ◽  
Vol 24 (02) ◽  
pp. 2050014 ◽  
Author(s):  
DANIELA CARLUCCI ◽  
MATTEO MURA ◽  
GIOVANNI SCHIUMA
Keyword(s):  
Public Sector ◽  
Organizational Climate ◽  
Structural Equation ◽  
Work Behavior ◽  
Organizational Level ◽  
Hospital Data ◽  
Innovative Work Behavior ◽  
Organisational Climate ◽  
Innovative Work ◽  
Innovative Work Behaviour

Healthcare workers’ innovative work behaviour plays a key role in generating innovation. To date determinants of innovative work behaviour are not completely detected and there is a call for additional empirical evidence on organizational-level factors influencing individual’s innovation. This study empirically explores the relationships between organizational climate, organisation’s openness to innovation, and innovative work behaviour in the context of a public sector healthcare organization. A survey has been conducted on employees of a large Italian public sector hospital. Data collected on 560 professionals have been analyzed through Structural Equation Modelling technique. The results show that organisational climate affects employees’ innovative work behavior both directly and indirectly through organisation’s openness to innovation. Specifically our findings highlight that organization’s openness to innovation partially mediates the relationship between organizational climate and employees’ innovative work behavior. The results should lead managers to consider the importance of organizational climate and openness to innovation as effective levers to pull in order to improve employees’ innovative work behavior.

scholarly journals How Organizational Climate Mediates Employee Innovative Work Behavior among Food Manufacturing Industries in COVID-19 Pandemic: Implications to Business Economics and Management

2021 ◽  
Vol 39 (12) ◽  
Author(s):  
Chi Hau Tan ◽  
Harsandaldeep Kaur ◽  
A. Apsara Saleth Mary ◽  
Michael Bhobet Baluyot ◽  
MA. Dina D. Jimenez ◽  
...  
Keyword(s):  
Organizational Climate ◽  
Manufacturing Industries ◽  
Work Behavior ◽  
Business Economics ◽  
Food Manufacturing ◽  
Innovative Work Behavior ◽  
Meaningful Relationship ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
High Level

In this context, the study explored the relationship between organizational climate and employee innovative work behaviour among food manufacturing industries in Malaysia. The study is a descriptive correlational survey research design where data is sourced out from a total of randomly sampled 260 employees. Results revealed that a favourable organizational climate on innovation, proactivity, and risk-taking is prevailing among the companies. A very high level of innovative work behaviour is emanating among the employees on idea exploration, generation, championing, and implementation. Test of differences showed that employee gender, position, unit, and years of service spelt significant differences in the perception of the employees on organizational climate and innovative work behaviour. A meaningful relationship surfaced between organizational climate and employee innovative work behaviour, suggesting that for food manufacturing industries to sustain innovative and competitive advantages, there is a need to promote a nurturing and encouraging entrepreneurial organizational climate. Finally, a congruency among the domains of organizational climate and employee innovative work behaviour emerged. It suggests that when higher positive organizational climate surfaces, the more likely the employee's manifest innovation work behaviour. This study addressed the gap by providing organizational climate and employee innovative work behaviour among food manufacturing industries in Malaysia.  

scholarly journals THE IMPACT OF PROACTIVE-PERSONALITY ON INNOVATIVE WORK BEHAVIOR AND WORK ENGAGEMENT IN THE UAE AVIATION INDUSTRY.

2019 ◽  
Vol 2 (1) ◽  
pp. 108-112
Author(s):  
Sultan Salem Alshamsi ◽  
Kamarul Zaman Bin Ahmad
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Proactive Personality ◽  
Work Behavior ◽  
Aviation Industry ◽  
Innovative Work Behavior ◽  
Significant Relationships ◽  
Innovative Work ◽  
The Impact ◽  
The Relationship

The objective of this research is to examine the relationship between Proactive Personality, innovative work behavior, and work engagement. The sample consists of 220 respondent managers in the Aviation Industry in the UAE. Results of Structural Equation Modelling using SmartPLS revealed that there are significant relationships between Proactive Personality and innovative work behavior, and between Innovative Work Behavior and Work Engagement.

Leading the innovation: role of trust and job crafting as sequential mediators relating servant leadership and innovative work behavior

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Mumtaz Khan ◽  
Muhammad Shujaat Mubarik ◽  
Tahir Islam
Keyword(s):  
Servant Leadership ◽  
Structural Equation ◽  
Work Behavior ◽  
Job Crafting ◽  
Equation Modeling ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Mediating Role ◽  
Innovative Work

PurposeThe purpose of the study is to ascertain the role of servant leadership in causing innovative work behavior. The study also examines the mediating role of job crafting and sequential mediating role of trust and job crafting between servant leadership and innovative work behavior.Design/methodology/approachThe data were collected from 258 knowledge workers employed in software houses in Pakistan through survey design. The data analysis was done through structural equation modeling.FindingsThe results of the analysis of 258 respondents show that servant leadership is related with trust, job crafting and innovative work behavior. The mediation analysis revealed that job crafting mediates the relation between servant leadership and innovative work behavior. Finally, the relation between servant leadership and innovative work behavior was found to be sequentially mediated by trust and job crafting.Originality/valueThe current study contributes to delineating the linking mechanism between servant leadership and innovative work behavior. The main contributions of the study are exploring the mediating role of job crafting along with the sequential mediating role of trust and job crafting.

scholarly journals How innovative climate leads to project success: the moderating role of gender and work culture

2020 ◽  
Vol 17 (4) ◽  
pp. 413-430
Author(s):  
Ambreen Sarwar ◽  
Muhammad Kashif Imran ◽  
Zafar-Uz-Zaman Anjum ◽  
Umer Zahid
Keyword(s):  
Organizational Climate ◽  
Project Success ◽  
Moderating Effect ◽  
Work Behavior ◽  
Organizational Level ◽  
Work Culture ◽  
Content Type ◽  
Gender And Work ◽  
Innovative Climate ◽  
Innovative Work

Purpose In modern times, innovation is considered as a vital component of sustainable competitive advantage. The purpose of this paper is to identify how innovation at the individual level [innovative work behavior (IWB)] and at the organizational level [innovative organizational climate (IOC)] affects the chances of success of a particular project. Additionally, the moderating effect of gender and work culture on the relation between innovative climate and behavior is tested in the study. Design/methodology/approach Survey technique was used to collect data from 425 employees working in project departments at the executive, middle level and senior level management in the paint manufacturing industry of Pakistan. Multiple regression, as well as Preacher and Hayes (2004) tests, were applied to test the hypotheses. Findings The result of the data analysis showed that IWB acts as a mediator between IOC and project success (PS), thereby supporting the hypothesized model of innovation and PS. Work culture was supported as a moderator; however, no moderating effect of gender was validated by the results. Research limitations/implications The management must make sure that to maximize the rate of success of projects, innovative work climate within the organizations and departments be given due importance. In addition to this, personnel’s individual innovation capabilities must also be enhanced by taking steps toward improvement through training and development. Originality/value Though attention has been given to research in innovation in light of other related variables, its relation to PS remains yet to be studied. The effect of gender and work culture on innovation in Pakistani paint industry was long over-due which has been addressed by this study.

scholarly journals Predicting overall Staffs’ Creativity and Innovative Work Behavior in Banking

2019 ◽  
Vol 14 (2) ◽  
pp. 188-202 ◽  
Author(s):  
Ho Thanh Tri ◽  
Vo Thi Nga ◽  
Juraj Sipko
Keyword(s):  
Work Environment ◽  
Structural Equation ◽  
Positive Impact ◽  
Empirical Test ◽  
Strong Relationship ◽  
Work Behavior ◽  
Empowering Leadership ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
The Impact

Abstract This study focuses on the impact of empowering leadership and challenges work environment on both sale employee’s creativity and innovative work behavior in the Vietnamese banking industry. An empirical test, a structural equation model comprising a sample of 319 sale employees in 15 banks, indicates a strong relationship between sales staff creativity and innovative work behavior. Moreover, the findings indicate that both an empowering leadership and a challenging work environment can trigger sale employees’ creativity. Finally, innovative work behavior has a positive impact on innovative output. In general, this study contributes with some suggestions for bank managers to identify appropriate methods in order to stimulate the creativity and innovative work behavior of employees with the objective of achieving strong and sustainable business performance.

scholarly journals Exploring the Existence of Innovative Work Behavior among Government Employee: Have Been There?

2021 ◽  
Vol 36 (3) ◽  
pp. 272-282
Author(s):  
Dediek Tri Kurniawan ◽  
Yesiana Ihda Kusnayain ◽  
Fatwah Inna Aulisaina ◽  
Muhamad Arif Rahman Hakim
Keyword(s):  
Organizational Justice ◽  
Work Engagement ◽  
Structural Equation ◽  
Work Behavior ◽  
Equation Modeling ◽  
Government Employees ◽  
Government Employee ◽  
Innovative Work Behavior ◽  
Innovative Work

Introduction/Main Objectives: This study aims to determine the existence of innovative work behavior ecosystems for Indonesia’s government employees Background problems: The quality of individual employees partially determines the quality of the organization. The abilities of the different employees who work in the same system will undoubtedly deliver the government employee and possibly produce results which are less than were expected. Novelty: The previous studies have examined innovative work behavior, focusing on the external factors and ignoring the internal factors of individual traits. This study focused on investigating the interrelationship among the factors that will be affected by innovative behavior, especially in government employees in Indonesia. Methods: This study examines the relationship among these variables using structural equation modeling (SEM) with LISREL 8.8 as the statistical tool. Finding/Result: This study found that transforma­tional leadership and work engagement positively influence innovative work behavior. Unexpectedly, this research indicates an insignificant relationship between organizational justice and innovative work behavior among government employees. Besides, this study also found that transformational leadership and organizational justice have an impact on work engagement. Conclusion: These findings provide managerial implications about the need to strengthen employees’ innovative work behavior to ensure the organization’s continuity. Additionally, the results prove that innovative work behavior by government employees is supported by government’s role such as the style of leadership and work engagement.

scholarly journals Developing Optimal Distinctive Open Innovation in Private Universities: Antecedents and Consequences on Innovative Work Behavior and Employee Performance

2020 ◽  
Vol 9 (5) ◽  
pp. 19
Author(s):  
Luhgiatno Luhgiatno ◽  
Christantius Dwiatmadja
Keyword(s):  
Open Innovation ◽  
Structural Equation ◽  
Private Universities ◽  
Work Behavior ◽  
Superior Performance ◽  
Equation Modeling ◽  
Job Fit ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Person Organization Fit

The purpose of this study is to analyze the effect of the concept of optimal distinctive open innovation as mediating variable in relationship between Person-Job Fit and Person-Organization Fit and work innovation behavior and lecturer performance. The method used in this study are through Structural Equation Modeling (SEM) analysis with the object of the study conducted on 193 lecturers determined by purposive random sampling technique at private universities in Central Java. The findings showed significant effects of person-organization fit on the optimal distinctive open innovation and on innovative work behavior. Moreover, person-job fit is of significant on optimal distinctive open innovation, and on innovative work behavior. In testing the effect of mediating variables, optimal distinctive open innovation is of significant on innovative work behavior which in turn affecting the significant influence of innovative work behavior on lecturer performance. The findings emphasize that the success-oriented way of thinking requires the expertise of employees to always create creative, superior and unique ideas. Private universities must always pay attention to the principles of industrial management and professionalism in human resource management, in order to survive and develop. Superior skills will produce superior performance, and superior skills are distinctive competence that supports the company to achieve positional advantage.

scholarly journals Leadership and Employees’ Innovative Work Behavior: Test of a Mediation and Moderation Model

2017 ◽  
Vol 13 (9) ◽  
pp. 9 ◽  
Author(s):  
Francoise Contreras Torres ◽  
Juan C. Espinosa ◽  
Utz Dornberger ◽  
Yonni Angel Cuero Acosta
Keyword(s):  
Organizational Climate ◽  
Work Behavior ◽  
Equation Modeling ◽  
Moderator Effect ◽  
Innovative Work Behavior ◽  
Proposed Model ◽  
Innovative Work ◽  
Moderation Model ◽  
The Relationship ◽  
Mediation And Moderation

The aim of this study is to determine the relationship between Transformational (TFL)/ Transactional (TSL) leadership and employees’ Innovative Work Behavior (IWB), through a mediation and moderation model. The proposed model postulates that Organizational Climate for Innovation (OCI) and Organizational Absorptive Capacity (OAC) exert a mediating role whereas Employees´ Work Engagement (EWE) has a moderating effect in such relationship. A total of 267 Colombian workers from different kind of companies completed a reliable battery of questionnaires. The sample was collected through the MBA programs from two recognized universities located in Bogotá, Colombia. Structural equation modeling and hierarchical regression analyses were used to test the proposed model. According to the results, there is a direct and positive relationship between TFL and IWB as was expected. However, contrary to what had been hypothesized, TSL demonstrated to exert the same positive linkage. OCI and OAC showed its mediator effect in the relationship between TFL/TSL and IWB, nevertheless, this effect was less strong than when the relationship between theses variables was direct. On the contrary, EWE does not exert a moderator effect in this relationship as it was posited, but shows a significant and direct relationship with IWB. This research allows assert that leadership influences IWB, either directly or mediated by organizational variables. These results contribute to extent the literature in a scarcely studied field, by testing an empirical model.

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