scholarly journals PERBEDAAN PERILAKU KERJA INOVATIF BERDASARKAN KARAKTERISTIK INDIVIDU KARYAWAN

2019 ◽  
Vol 17 (2) ◽  
pp. 107
Author(s):  
Arum Etikariena
Keyword(s):  
Demographic Data ◽  
Educational Background ◽  
Individual Characteristics ◽  
Work Behavior ◽  
Work Behaviors ◽  
Current Position ◽  
Innovative Work Behavior ◽  
Significant Difference ◽  
Innovative Work ◽  
Measuring Tool

In recent years, research on innovation in organizations, particularly innovative work behaviors, has developed considerably. The objective of the study were to examine the role of individual characteristics such as age, gender, educational background, ethnic’s background, tenure and length in current position which presumably would have an impact on the formation of innovative work behaviors. The study is quantitative study with non-experimental design, conducted on 279 respondents working in a Syariah Bank and a television company. The measuring tool used is the Innovative Work Behavior Scale. Demographic data were asked to be completed in the questionnaire. Data were analyzed using t-test, one-way Anova, and crosstabs analysis. The results show that innovative work behavior differs significantly based on age (χ2(3, 276) = 17.54; p < .001), educational background (χ2 (4, 275) = 8.18; p = .04), and tenure (χ2(2, 277) = 6.98; p = 0.03), but has no significant difference based on gender (χ2(2, 277) = 1.68; p = .20), ethnic background (χ2(13, 266) = 8.12; p = .78) and length in the current position (χ2(3, 276) = 3.81; p = .15). Thus, the results of this study will contribute to enrich the knowledge about innovative work behavior in Indonesia. Furthermore, this result will also be a consideration for dealing with employees to encourage innovative work behavior.

scholarly journals Effectiveness of Modified Hybrid Brainstorming Learning Program in Increasing Innovative Work Behavior and Innovative Idea Performance among Nurses

2021 ◽  
Vol 18 (22) ◽  
pp. 500
Author(s):  
Katekanok Kamonmarttayakul ◽  
Nongnut Boonyoung ◽  
Sasitorn Phumdoung
Keyword(s):  
Training Session ◽  
Cognitive Stimulation ◽  
Work Behavior ◽  
Learning Program ◽  
Innovative Work Behavior ◽  
Significant Difference ◽  
Post Test ◽  
Innovative Idea ◽  
Innovative Work

The ability to learn and innovate has been known as a key-factor for nurses to deliver quality of care and patient safety. To be successful in nursing innovation, nurses should perform sound innovative behaviors; thus, their innovative work behavior (IWB) should be promoted. A comprehensive learning program aimed at improving IWB with effective cognitive stimulation could enhance innovation abilities and quality of innovative idea performance. This study aimed to evaluate the effectiveness of a learning program that uses Modified Hybrid Brainstorming (MHB) techniques in increasing IWB and improving the quality of ideas generated (fluency, flexibility and originality) among nurses. A sample of 60 nurses were randomly assigned to a within group pre-test and post-test study design. The learning program with the MHB method was developed and implemented for 3 sessions workshop. IWB was measured pre- and 12 weeks post-program. Pre- and post-training session fluency, flexibility, and originality of generated ideas were also measured. The percentage of absolute agreement and the index of item- objective congruence of research instruments were met. Data were analyzed using descriptive statistics, and paired t-test. The results revealed that the average IWB scores of nurses after the implementation of the MHB learning program increased significantly (p < 0.05). There was also a significant difference in post-test scores (p < 0.05) of fluency, flexibility, and originality of ideas. This study showed that offering the MHB learning program to nurses is a feasible method to improve IWB and innovative idea.

Critical reflection and innovative work behavior: the mediating role of individual unlearning

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Roman Kmieciak
Keyword(s):  
Human Resource Development ◽  
Critical Reflection ◽  
Job Characteristics ◽  
Work Behavior ◽  
Work Behaviors ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
The Impact

PurposeAlthough employees' innovative work behaviors are crucial for innovativeness and the success of modern organization, the impact of individual unlearning and critical reflection on innovative work behaviors is underresearched. This study's goal is to empirically examine relationships between job characteristics, critical reflection, unlearning and innovative work behaviors.Design/methodology/approachThis study uses survey data from 252 Polish employees and the partial least squares method.FindingsThe results indicated that, among three considered job characteristics, only problem-solving demands were related to critical reflection. This study also shows that critical reflection is both direct and indirect, through individual unlearning, related to both idea generation and idea realization. However, nonmanagers have stronger relationships between unlearning and innovative work behaviors than do managers, while managers have stronger relationships between critical reflection and innovative work behaviors.Practical implicationsResults of this study may be used by human resource development managers to improve employees' innovative work behavior.Originality/valueThe study contributes to the limited empirical research on the role of critical reflection and individual unlearning for innovative work behavior. This study also explores which job characteristic affects critical reflection.

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.

scholarly journals Examining the External Antecedents of Innovative Work Behavior: The Role of Government Support for Talent Policy

2021 ◽  
Vol 18 (3) ◽  
pp. 1213
Author(s):  
Zaisheng Zhang ◽  
Meng Liu ◽  
Qing Yang
Keyword(s):  
Behavioral Control ◽  
Resource Dependence Theory ◽  
Government Support ◽  
Work Behavior ◽  
Equation Modeling ◽  
Perceived Behavioral Control ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
The Relationship

The innovative work behavior (IWB) or creativity of employees is regarded as the key to the sustainable innovation performance of an organization. In the field of human resource management (HRM), the relationship between an organization’s high-performance work system (HPWS) and IWB has been studied extensively. However, the current understanding of organizational external antecedents is limited. Our paper focuses on an extra-organizational government support factor, government support for talent policy (GSTP). Similar to HRM policies within an organization, GSTP also has an ability–motivation–opportunity framework that may influence the IWB of employees. We integrate the resource dependence theory, institutional theory, and theory of planned behavior (TPB) to propose a theoretical model of the mechanism of GSTP influence on IWB. Using a structural equation modeling approach, we empirically verify the hypotheses in a survey dataset of HRM practitioners in 152 technology-based enterprises in China. The results indicate that the external antecedent, GSTP, positively influences the innovative attitude, subjective norm, and perceived behavioral control of HRM practitioners in the organization. Innovative attitude and perceived behavioral control completely mediated the relationship between GSTP and innovative intention. Moreover, there is a distal indirect effect between GSTP and IWB. The paper contributes to filling a gap in the innovation policy literature. In practice, both HPWS and individual employees should be concerned about the possible role of GSTP.

scholarly journals Innovative Work Behavior—A Key Factor in Business Performance? The Role of Team Cognitive Diversity and Teamwork Climate in This Relationship

2021 ◽  
Vol 14 (4) ◽  
pp. 185
Author(s):  
Nadežda Jankelová ◽  
Zuzana Joniaková ◽  
Juraj Mišún
Keyword(s):  
Business Performance ◽  
Main Tool ◽  
Work Behavior ◽  
Cognitive Diversity ◽  
Staff Perceptions ◽  
Innovative Work Behavior ◽  
Positive Effects ◽  
Key Factor ◽  
Innovative Work

The aim of our paper is to examine whether the support of innovative work behavior by management is positively related to business performance and at the same time, whether this relationship is mediated by the teamwork climate and cognitive diversity of teams. Cognitive diversity is defined as differences in knowledge and perspective, which arise from professional diversity and account for its positive effects. A teamwork climate represents staff perceptions of collaboration between personnel. Business performance is defined by the level of sales. Our sample consisted of 211 managers of companies operating in Slovakia, and data collection took place in the form of a questionnaire. The main tool for examining the mechanism of operation of the investigated relationships is mediation using regression analysis and the Sobel test to determine the significance of the indirect effect of mediation variables. The findings point to a significant direct relationship between the innovative work behavior of company employees and business performance. The intensity of this relationship can be partly influenced by promoting cognitive diversity, especially in the area of knowledge and ways of thinking. The significant role of a teamwork climate was not demonstrated in the examined model.

scholarly journals Developmental Human Resource Configuration, Unique Human Capital, and Employee Innovative Work Behavior: A Multilevel Moderated Mediation Model

SAGE Open ◽  
2021 ◽  
Vol 11 (2) ◽  
pp. 215824402110279
Author(s):  
Po-Chien Chang ◽  
Man-Jing Zhang ◽  
Ting Wu
Keyword(s):  
Human Capital ◽  
Human Resource ◽  
Social Exchange ◽  
Work Behavior ◽  
High Tech ◽  
Full Time ◽  
Resource Configuration ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Empowerment Climate

Drawing on social exchange theory (SET), the purposes of this research are to investigate the effect that developmental human resource configuration (DHRC) has on employee innovative work behavior (IWB) and to examine the role that an empowerment climate plays in the relationship. The study assumes that knowledge workers perform IWB if they perceive the application of DHRC and the empowerment climate to support autonomy, information sharing, and team accountability. The data were collected from 37 R&D managers and 370 full-time R&D engineers, constituting 37 different high-tech companies in Guangdong province, China. Results show that a positive relationship between DHRC and IWB was found and was partially mediated by unique human capital. Findings also demonstrate that empowerment climates strengthen this relationship. The implications of the findings and future directions for research are further discussed.

scholarly journals Towards teacher innovative work behavior: A conceptual model

2021 ◽  
Vol 8 (1) ◽  
pp. 1869364
Author(s):  
Soheila Hosseini ◽  
Zahra Rastegar Haghighi Shirazi
Keyword(s):  
Conceptual Model ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Innovative Work
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