scholarly journals The Influence of Organizational Climate on Innovative Work Behaviour

2021 ◽  
Vol 20 (1) ◽  
pp. 22-34
Author(s):  
Arum Etikariena ◽  
Shanindya Bias Imaji Kalimashada
Keyword(s):  
Organizational Climate ◽  
Quantitative Research ◽  
Positive Impact ◽  
Three Dimensions ◽  
Work Behaviors ◽  
Innovative Behavior ◽  
Mining Company ◽  
Analysis Technique ◽  
Innovative Work ◽  
Innovative Work Behaviour

This study discusses about the effect of organization climate on innovative work behaviour. The respondents ofthis study were 124 employees who work in a mining company which implement innovation. This research wasa quantitative research and used Innovative Work Behaviour Scale by Janssen (2000) and Organizational ClimateMeasurement by Patterson et al. (2005). The data analysis technique used multiple regression analysis. The resultshowed that there was an influence of organizational climate on innovative behavior in the workplace by 12.1%,R2 = .121; F(1, 122) = 16,721, p < .05.The results also showed from the three dimensions of organizational climate,only two has significant effects, they are flexibility & innovation, t(120) = 2.433, p < .05, and outward focus,t(120) = 2.113, p < .05. Dimension which not significantly affect innovation work behaviour is reflexivity, t(120)= -.143, p = .886. The implications of this study can be considered by organizations to develop a supportiveorganizational climate so that employees feel comfortable to display innovative work behaviors and at the endwill ultimately have a positive impact for the organization.

scholarly journals Knowledge Sharing, Individualism, Collectivism and Organizational Innovative Behaviour in the Public Health Organizations

2021 ◽  
Author(s):  
Khawaja Asif Tasneem ◽  
Saba Feroz Qureshi
Keyword(s):  
Public Health ◽  
Knowledge Sharing ◽  
Quantitative Research ◽  
Online Survey ◽  
Positive Impact ◽  
Positive Influence ◽  
Innovative Behavior ◽  
The Public ◽  
Innovative Behaviour ◽  
Public Health Institutions

<p>The purpose of this paper is to investigate that either individualists or collectivists employees are more innovative in the public sector concerning knowledge sharing and organizational culture. The study adopted quantitative research technique and data was collected through an online survey. We collected data from a field study of 480 employees working in Pakistan's two major public health institutions to test the study's hypotheses. The study adopted a hierarchical linear regression model to test the hypothesis. Our results show that there is a significant positive influence of organizational-based knowledge sharing, individual-based knowledge sharing, collectivism, and individualism on organizational innovative behavior in the organizations. Furthermore, this study also found a significant positive impact of collectivism and individualism as moderators on organizational innovative behavior. Finally, this study concluded that collectivism has a higher positive impact on organizational innovative behavior in comparison to individualism. </p>

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 Peran Pelatihan dan Pengembangan Dalam Menciptakan Perilaku Kerja Yang Inovatif dan Efektifitas Organisasi

2021 ◽  
Vol 12 (3) ◽  
pp. 331-338
Author(s):  
Siti Rosmayati ◽  
Engkus Kuswarno ◽  
Achmad Mudrikah ◽  
Yosal Iriantara
Keyword(s):  
Qualitative Research ◽  
Work Behaviors ◽  
Innovative Behavior ◽  
Learning And Development ◽  
Effective Work ◽  
Routine Work ◽  
Cognitive Work ◽  
Innovative Work ◽  
Workplace Innovation ◽  
Development Resource

This research uses descriptive qualitative research by creating a simple model in the development of training to create innovative and effective work in the workplace. Innovation is the development of work according to the skills of its employees. If the thoughts and actions of employees are creative and innovative, then innovation emerges. The need for innovation arises when a person tries to do cognitive work that is not routine. Learning and development is very important among various development resource practices that help employees to continuously update the knowledge, skills and attitudes required for innovation. It is important for the Organization to focus on eliciting innovative behavior among its employees to enable innovation. Non-routine work helps employees to be innovative and understand the importance of being innovative and learn the skills that are prerequisites for innovative behavior. This conceptual model tries to explore how non-routine work is carried out effectively through innovative work behaviors.

scholarly journals Analisis Faktor-Faktor Preferensi Mahasiswa terhadap Perbankan Syariah

2018 ◽  
Vol 1 (1) ◽  
pp. 99
Author(s):  
Ayif Fathurrahman ◽  
Umi Azizah
Keyword(s):  
Adverse Effect ◽  
Linear Regression ◽  
Quantitative Research ◽  
Positive Impact ◽  
Customer Preferences ◽  
Analysis Technique ◽  
Positive Effect ◽  
Economic Studies

This research proposed to determine the factors of customer preferences in Islamic or Sharia banking. The research sampling which being use is the students of Economic studies mainly in 5th semester and 7th semester. The research designed in quantitative research by collecting data using questionnaires. Analysis technique using doubled linear regression. The result indicates that (1) Religion or beliefs have positive effect towards the rate of Economic Studies students preferences in Muhammadiyah Yogyakarta University towards Sharia Banking; (2) Costs factor has adverse effect but further insignificant towards the level of Economic Studies students preferences in Muhammadiyah Yogyakarta University towards Sharia Banking; (3) Benefits factor has positive effect yet negligible to the level of Economic Studies students preferences in Muhammadiyah Yogyakarta University towards Sharia Banking; (4) Facilities factor carry out positive impact towards the rate of Economic Studies students preferences in Muhammadiyah Yogyakarta University towards Sharia Banking; (5) Knowledge factor positively affected towards the rate of Economic Studies students preferences in Muhammadiyah Yogyakarta University towards Sharia Banking.

Taiwanese study shows job crafting is positively related to innovative work behaviour and relationship is mediated by team psychological Capital

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Psychological Capital ◽  
Positive Impact ◽  
Positive Influence ◽  
Job Crafting ◽  
Content Type ◽  
Team Members ◽  
Mediating Role ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
High Level

Purpose This study aimed to test the cross-level effects of team job crafting on individual innovative work behaviour (IWB) and the mediating role of team psychological capital (PsyCap). Design/methodology/approach Data were collected in two waves from 163 employees of 45 teams in 12 Taiwanese companies. The employees came from financial, IT and administration services. There were 73 women and 90 men. One questionnaire concerned team job crafting and the second questionnaire concerned PsyCap and IWB. Findings Results showed that team-level job crafting had a significant positive effect on IWB. Results also showed that team job crafting had a significant positive influence on the mediator, team PsyCap. Meanwhile, Team PsyCap had a positive impact on IWB. Finally, while testing the mediator, the main effect between team job crafting and IWB was found to be not significant. An indirect effect was found between team-level job crafting and IWB through team PsyCap. The results indicated that team PsyCap mediated the relationship between team job crafting and IWB. Originality/value The study highlighted a few recommendations for organizations to encourage positive behaviours in the workplace from a team perspective. Job crafting at the team level would encourage team members to display a high level of initiative. When job crafting received support from team members, employees were more likely to gain high self-efficacy, hope, resilience and optimism. The findings suggested that increasing job resources and challenging job demands might be an effective strategy for increasing innovation or creativity.

The Effect of Innovative Work Behaviour on the Performance of Service Sector SMEs in Sabah

2021 ◽  
Vol 6 (1) ◽  
pp. 20
Author(s):  
Siti Noraisah Hj Musneh ◽  
Sylvia @ Nabila Azwa Ambad ◽  
Rosmimah Mohd Roslin
Keyword(s):  
Quantitative Research ◽  
Service Sector ◽  
New Technologies ◽  
Innovative Environment ◽  
Current Scenario ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
Small Medium Enterprises ◽  
Medium Enterprises

Innovation is often associated with the introduction of new products or services in the business. Moreover, it can also be about changing the way business is conducted. Innovation embraces new technologies, improves industry methods, meets changing customer demands or needs, and creates better systems and processes. The organisation relies heavily upon its stakeholders, especially the employees, when it wants to develop or create an innovative environment in the workplace, either in terms of operations, processes, or methods. In line with employees' innovative spirits, innovation is deemed more critical for Small Medium Enterprises (SMEs). As the backbone of Malaysia's economy, SMEs' competitive ability is often measured through its innovative capacity. In essence, SMEs and innovation are synergistically integrated as innovative efforts are regarded as the source of economic competitiveness. However, the means for the firms to be innovative remain questionable (Makanyeza & Dzvuke, 2016). In the current scenario, to achieve long-term success, an organisation needs to support and enhance its employees' innovative potential rather than focusing solely on research and development (R&D) professionals, scientists, or specialists. Thus, this study is conducted to examine the effect of innovative work behaviour on Sabah's SMEs' performance in the Service Sector.  This is a quantitative research in which a total of 300 questionnaires were distributed to the managers of Service Sector SMEs in Sabah and 219 responses were received. The data collected was then analysed using PLS-SEM.  This study found that the innovative work behaviour (β = 0.393, p =0.000) were positively related to organisation performance. Hence, innovative work behaviour is crucial to be embraced by the employees of the organisation itself to enable organisations to stay relevant in the industry and keep pace with the environment's rapid changes.    

PENGARUH IKLIM ORGANISASI TERHADAP KINERJA KARYAWAN DI PT. PINDAD PERSERO BANDUNG

2018 ◽  
Vol 1 (2) ◽  
pp. 1-10
Author(s):  
Ayu Hajari Baizani ◽  
Zufita Sari
Keyword(s):  
Regression Analysis ◽  
Organizational Climate ◽  
Quantitative Research ◽  
Employee Performance ◽  
Pearson Correlation ◽  
Linear Regression Analysis ◽  
Simple Linear Regression ◽  
Analysis Technique ◽  
Pearson Correlation Analysis ◽  
Research Show

This study aims to determine the effect of organizational climate on employee performance at PT. PINDAD Persero Bandung. This research is quantitative research. The analysis technique used was Pearson correlation analysis and simple linear regression analysis with 5% significant level. The results of research show that: (1). There is a positive and significant influence between organizational climate on employee performance in PT. PINDAD Persero Bandung. (2) The contribution value of organizational climate influence on employee performance is 32,7% while the rest equal to 67,3% influenced by other factor not observed.

Learning organization and innovative behavior

2013 ◽  
Vol 38 (1/2) ◽  
pp. 75-94 ◽  
Author(s):  
Yu Kyoung Park ◽  
Ji Hoon Song ◽  
Seung Won Yoon ◽  
Jungwoo Kim
Keyword(s):  
Learning Organization ◽  
Work Engagement ◽  
Structural Equation ◽  
Equation Modeling ◽  
Work Behaviors ◽  
Innovative Behavior ◽  
Content Type ◽  
Effective Interventions ◽  
Innovative Work ◽  
The Relationship

Purpose – The purpose of this study is to investigate the mediating effect of work engagement on the relationship between learning organization and innovative behavior. Design/methodology/approach – This study used surveys as a data collection tool and implemented structural equation modeling for empirically testing the proposed research model. Findings – The study found that learning organization culture makes a direct and indirect impact on employees' innovative work behaviors. Results from hierarchical multiple regressions and structural equation modeling supported that work engagement fully mediates the relationship between the learning organization and innovative work behaviors. Practical implications – HRD practitioners can develop effective interventions to enhance their employees' innovative behavior by devoting efforts to create a workplace that promotes collaborative learning culture and work engagement. Originality/value – This study is valuable to HRD specialists interested in developing effective interventions that encourage employees to engage in innovative behavior.

scholarly journals Knowledge Sharing, Individualism, Collectivism and Organizational Innovative Behaviour in the Public Health Organizations

2021 ◽  
Author(s):  
Khawaja Asif Tasneem ◽  
Saba Feroz Qureshi
Keyword(s):  
Public Health ◽  
Knowledge Sharing ◽  
Quantitative Research ◽  
Online Survey ◽  
Positive Impact ◽  
Positive Influence ◽  
Innovative Behavior ◽  
The Public ◽  
Innovative Behaviour ◽  
Public Health Institutions

<p>The purpose of this paper is to investigate that either individualists or collectivists employees are more innovative in the public sector concerning knowledge sharing and organizational culture. The study adopted quantitative research technique and data was collected through an online survey. We collected data from a field study of 480 employees working in Pakistan's two major public health institutions to test the study's hypotheses. The study adopted a hierarchical linear regression model to test the hypothesis. Our results show that there is a significant positive influence of organizational-based knowledge sharing, individual-based knowledge sharing, collectivism, and individualism on organizational innovative behavior in the organizations. Furthermore, this study also found a significant positive impact of collectivism and individualism as moderators on organizational innovative behavior. Finally, this study concluded that collectivism has a higher positive impact on organizational innovative behavior in comparison to individualism. </p>

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.  

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