scholarly journals Shifts in Pharma-Marketing Trends in Post COVID-19 Era

2021 ◽  
Vol 2 (2) ◽  
pp. 108-114
Author(s):  
Md. Mahfuzur Rahman Khan ◽  
Kona Basak
Keyword(s):  
Sampling Technique ◽  
Time Frame ◽  
Work Behavior ◽  
Customer Relationship ◽  
Marketing Tactics ◽  
Innovative Work Behavior ◽  
Global Pandemic ◽  
Innovative Work ◽  
Negative Impacts ◽  
Target Consumer

The study reveals that there will be shift in pharma-marketing trends in post COVID-19 era. The crisis of COVID-19, which responded in lockdowns and social distancing, highlighted in some key elements in the digital transformation of healthcare. Therewith the marketing techniques changes totally in the field of pharmaceuticals. As, this is an explorative research so qualitative data has been used for conducting the research. A total number of 100 practitioners’ such as doctors, physicians, psychiatrist, medical representatives and pharmacist were selected for the interview via judgment sampling technique. The time-frame of this study is in between March 2020 to December 2020. The deductive approach is used in reaching the conclusive decision on the shift in pharma-marketing in post COVID-19 era. Review of literature asserted about negative impacts of disruptions throughout the pandemics in past, though every pandemics created new opportunities. So to survive and to sustain pharmaceutical field and conjugate industries should now focus more on new marketing tactics, to counter COVID-19 side effects. Findings of the study educe that pharmaceutical industry could encounter the global pandemic by the shifts in pharma marketing strategies including advanced marketing, digital marketing, e-detailing customer relationship management, e-sampling, innovative work behavior, telemedicine revolution in order to promoting product value and expediting prescriptions to the target consumer. So, coping up with the new normal and digitalizing the possible aspects of health care and medicines including techniques of pharma-marketing can be advantageous for both individuals and organizations.

scholarly journals Analisis Pengaruh Flexible Hrm Terhadap Firm Innovativeness Yang Dimediasi Innovative Work Behavior (Studi Kasus Pada Pt Xyz)

2019 ◽  
Vol 2 (6) ◽  
Author(s):  
Kevin Matthew Aditya
Keyword(s):  
Descriptive Analysis ◽  
Sampling Technique ◽  
Work Behavior ◽  
Research Approach ◽  
Employee Behavior ◽  
Innovative Work Behavior ◽  
Face To Face ◽  
Firm Innovativeness ◽  
Innovative Work ◽  
Permanent Employees

Innovation is one of the strategic prerequisites for companies if they want to have an advantage in competition. But to realize this is not easy, because it must also be supported by the flexibility of human resource management and employee behavior that must also be innovative. Based on this background, the purpose of this study was to analyze the direct influence of Flexible HRM, and Innovative Work Behavior on Firm Innovativeness; and the indirect effect of Flexible HRM on Firm Innovativeness through Innovative Work Behavior. This research approach is quantitative, with a type of causal research. The population is all PT XYZ permanent employees in Jakarta, totaling more than 700 employees, and a sample of 100 employees. The sampling technique is incidental sampling. Techniques for collecting data through face-to-face surveys, using questionnaires on a 1-5 Likert scale. Data analysis methods are descriptive analysis, multiple linear regression, and path analysis. The results showed that Flexible HRM and Innovative Work Behavior had a positive and significant effect on Firm Innovativeness. In addition, Innovative Work Behavior proved to play a role in mediating the influence of Flexible HRM on Firm Innovativeness.

scholarly journals The Role of Leaders in Stimulating Innovative Work Behavior and its Impacts towards Job Performance (Case Study: PT. XYZ)

2018 ◽  
Vol 7 (3.30) ◽  
pp. 571
Author(s):  
Jefta Harlianto ◽  
Rudi . ◽  
Dessy Afandy
Keyword(s):  
Job Performance ◽  
Task Assignment ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Work Behavior ◽  
P Value ◽  
Innovative Work Behavior ◽  
Innovative Work

Nowadays, companies are operating in a changing world and competitive market. PT. XYZ realizes that innovation is the key for company to be able to remain competitive. Creating an innovative environment within the company requires both leaders’ role and employees’ involvement. Leaders should have a role to empower employees to be innovative in the workplace. Employees with innovative work behavior will drive their individual job performance, thus improving organization performance. The aim of this study is to examine the role of PT. XYZ’s leaders in stimulating innovative work behavior of their employees. This study applied seven leader behaviors of J. P. J. De Jong & Hartog (2007) that have direct impact in stimulating innovative work behavior of employee. A paper based questionnaire was used to collect the data about employee perception about their leaders’ roles, innovative work behavior and job performance. Based on Slovin formula sampling technique, there were 299 respondents from 815 employees’ population taken for this study. Partial Least Square Method is used to find the significant level between multiple dependent variables and multiple independent variables. The result of this study found that Consulting (T-statistics=2.815, p-value=0.003), Providing Resources (T-statistics=2.510, p-value= 0.006) and Task Assignment (T-statistics=3.250, p-value=0.001) have significant effect on employee innovative work behavior. Although Delegating, Supporting for innovation, Recognizing, and Monitoring from the leaders have no significant effect on innovative work behavior, the organization might provide effect to these four behaviors. The result also shows that employee innovative work behaviors have significant effect on Job Performance (T-statistics=2.503, p-value=0.006).  

scholarly journals The Effect of Job Insecurity on Innovative Work Behavior through Organizational Commitment in UFO Elektronika Employees

2021 ◽  
Vol 2 (6) ◽  
pp. 401-416
Author(s):  
Dian Fauziawati
Keyword(s):  
Statistical Analysis ◽  
Organizational Commitment ◽  
Problem Solving ◽  
Job Insecurity ◽  
Sampling Technique ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Work Insecurity ◽  
The Relationship

UFO Elektronika is a brand used by PT Damai Sejahtera Abadi, company engaged in furniture and electronic retail, which was founded in 2003. This study aims to determine and explain the effect of job insecurity on innovative work behavior with organizational commitment as an intervening variable on UFO Elektronika employees. This is a quantitative study with a sample of 41 employees using the saturated sampling technique. The statistical analysis used SEM-PLS with SmartPLS 3 software. The results explained that job insecurity has a negative significant effect on organizational commitment, job insecurity has a negative significant effect on innovative work behavior, organizational commitment has a positive significant effect on innovative work behavior, and organizational commitment are able to mediate the relationship between job insecurity and innovative work behavior. The implementation of research that can be applied to companies is the creation of a suggestion box that can be filled in by employees to report conditions in the workplace to minimize work insecurity caused by several factors and communicate problem solving together, compile an organizational culture to strengthen the bonds of value, company values for employees, and rewarding employees who are active in proposing innovative ideas for the success of the company.

scholarly journals A Model for Enhancing Innovative Work Behavior

2020 ◽  
Vol 9 (2) ◽  
pp. 132-139
Author(s):  
Atfa Suryo Nugroho ◽  
Desti Ranihusna
Keyword(s):  
Organizational Learning ◽  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Sampling Technique ◽  
Work Behavior ◽  
Test Reliability ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
The Relationship

This study aims to examine and determine the relationship between organizational learning and perceived organizational support for innovative work behavior through work engagement mediation. The study was conducted on 210 employees of CV. Laksana the sampling technique using incidental sampling technique. This study uses data collection techniques using a questionnaire. Using analysis tools, namely SmartPLS 3.0. Researchers tested the relationship with various tests, namely the validity test, reliability test, hypothetical and simultaneous hypothesis testing. From the results of this study it can be concluded that organizational learning has a significant effect on innovative work behavior. While the perception of organizational support has no significant effect on innovative work behavior. Work engagement mediates the relationship between organizational learning and perceived organizational support for innovative work behavior. Suggestions for further research can use other variables to improve employees’ innovative work behavior.

Work-Based Learning Strategies and Innovative Work Behavior

2020 ◽  
pp. 38-53
Author(s):  
Sadia Shaheen ◽  
Muhammad Waseem Bari
Keyword(s):  
Learning Strategies ◽  
Work Experience ◽  
Positive Impact ◽  
Time Lag ◽  
Cognitive Learning ◽  
Sampling Technique ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Sports Industry ◽  
Innovative Work

This study investigates the relationship between learning strategies and innovative work behavior. The author chooses business organizations (e.g., textile industry, sports industry, and pharmaceutical companies) for the purpose of data collection. Particularly, those employees are targeted who avail business tours and conferences on a regular basis. Hence, the convenience sampling technique is used to collect data. A total of 800 questionnaires were distributed, but 535 proper filled questionnaires having response rate 66.87% were utilized. Data were collected in two-time waves. At T1 (Time lag 1), data were collected regarding employee demographics (e.g., gender, age, and education and work experience) as well as independent variables (e.g., cognitive learning strategies as well as behavioral learning strategies). At T2 (Time lag 2), data were collected on the dependent variable (innovative work behavior). The results of the study indicate that CLS and BLS have a positive impact on IWB. Managerial and theoretical implications are also discussed along with limitations and future directions.

scholarly journals The Effect of Humor on The Innovative Output with Innovative Work Behavior as Variable of Medition

2021 ◽  
Vol 10 (1) ◽  
pp. 37-44
Author(s):  
Desy Mulyani Yulianah
Keyword(s):  
Data Analysis ◽  
Hypothesis Test ◽  
Descriptive Analysis ◽  
Sampling Technique ◽  
Work Behavior ◽  
Validity And Reliability ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Relationship Of ◽  
Innovative Output

The aim of this research is to know the role of innovative work behavior mediation on the relationship of humor to the innovative output. The population in this study is all owners of SMEs in the Semarang city. Methods of data collection using observation, interview, and questioners. Sampling technique using multiple random sampling. The sample size is 201 SMEs actors. Methods of data analysis using descriptive analysis, validity and reliability test, and hypothesis test. Data analysis using WarpPLS software version 7.0. The results showed that humor increases innovative work behavior and innovative output. In addition, innovative work behavior also increase innovative output. Furthermore, this study found the effect of humor on innovative output can be mediated by innovative work behavior.

Following the Ants

2017 ◽  
Vol 33 (6) ◽  
pp. 409-421 ◽  
Author(s):  
Anne B. Janssen ◽  
Martin Schultze ◽  
Adrian Grötsch
Keyword(s):  
Short Form ◽  
Supervisor Support ◽  
Proactive Personality ◽  
Work Behavior ◽  
Model Fit ◽  
Item Selection ◽  
Short Version ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Two Measures

Abstract. Employees’ innovative work is a facet of proactive work behavior that is of increasing interest to industrial and organizational psychologists. As proactive personality and supervisor support are key predictors of innovative work behavior, reliable, and valid employee ratings of these two constructs are crucial for organizations’ planning of personnel development measures. However, the time for assessments is often limited. The present study therefore aimed at constructing reliable short scales of two measures of proactive personality and supervisor support. For this purpose, we compared an innovative approach of item selection, namely Ant Colony Optimization (ACO; Leite, Huang, & Marcoulides, 2008 ) and classical item selection procedures. For proactive personality, the two item selection approaches provided similar results. Both five-item short forms showed a satisfactory reliability and a small, however negligible loss of criterion validity. For a two-dimensional supervisor support scale, ACO found a reliable and valid short form. Psychometric properties of the short version were in accordance with those of the parent form. A manual supervisor support short form revealed a rather poor model fit and a serious loss of validity. We discuss benefits and shortcomings of ACO compared to classical item selection approaches and recommendations for the application of ACO.

How to Promote Innovative Work Behavior among Academics

2020 ◽  
Vol 24 (03) ◽  
pp. 569-583
Author(s):  
Salbeha Ibus ◽  
Eta Wahab ◽  
Fadillah Ismail
Keyword(s):  
Work Behavior ◽  
Innovative Work Behavior ◽  
Innovative Work

scholarly journals The Nexus between Team Culture, Innovative Work Behaviour and Tacit Knowledge Sharing: Theory and Evidence

2021 ◽  
Vol 13 (8) ◽  
pp. 4333
Author(s):  
Cem Işık ◽  
Ekrem Aydın ◽  
Tarik Dogru ◽  
Abdul Rehman ◽  
Rafael Alvarado ◽  
...  
Keyword(s):  
Knowledge Sharing ◽  
Tacit Knowledge ◽  
Work Behavior ◽  
Frontline Employees ◽  
Innovative Work Behavior ◽  
Mediating Role ◽  
Team Culture ◽  
Tacit Knowledge Sharing ◽  
Innovative Work ◽  
The Relationship

Tacit knowledge sharing is an essential intellectual capital for frontline employees in hotel enterprises. While the relationship of knowledge sharing with team culture (TC) and innovative work behavior (IWB) was investigated in the extant literature, little is known about the extent to which tacit knowledge sharing affects TC and IWB. In this regard, the purpose of this study is to investigate the role of tacit knowledge sharing in the relationship between TC and IWB. For this purpose, data were gathered from 360 department managers of Turkish 4–5 star hotels. The results were analyzed utilizing Smart PLS 3 using bootstrapping to determine the level of significance of the relationships between tacit knowledge sharing, TC and IWB. The results show statistically significant relationships between tacit knowledge sharing, TC and IWB. Moreover, tacit knowledge sharing has a mediating role in the relationship between team culture and innovative work behavior.

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