Innovative Work Behavior: Development and Validation of a Scale for Teachers

2020 ◽  
Vol 10 (3) ◽  
pp. 112-123
Author(s):  
Solana Salessi ◽  
María Rosa Etchevers
Keyword(s):  
Teaching Practice ◽  
High Reliability ◽  
Idea Generation ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Behavior Development ◽  
Innovative Behaviour ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
Development And Validation

The innovative work behaviour constitutes a set of actions of opportunity exploration, idea generation, idea promotion and idea realization. Although generic scales are available, there are none to explore innovative behaviour in teaching practice. The objective of this study was to develop and validate a scale to measure teacher's innovative work behaviour. It was designed as an instrumental- transversal study. A sample of 458 primary school teachers (86.4% women, Mage = 34.67 years, Mseniority = 7.77 years) answered the developed scale with other standardized measures of psychological capital and job satisfaction. Factor analyses indicated a tetra-factorial structure that explained 69% of the total variance. Twelve items with high reliability integrated the final version of the scale. Evidence of convergent, discriminant and concurrent validity was obtained.

scholarly journals Innovative Work Behavior among Teachers in Malaysia: The Effects of Teamwork, Principal Support, and Humor

2021 ◽  
Vol 17 (2) ◽  
pp. 72
Author(s):  
Aduni Johari ◽  
Nor Wahiza Abdul Wahat ◽  
Zeinab Zaremohzzabieh
Keyword(s):  
Industrial Revolution ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Work Behavior ◽  
Principal Support ◽  
Innovative Work Behavior ◽  
Learning And Teaching ◽  
Innovative Behaviour ◽  
Innovative Work ◽  
Innovative Work Behaviour

Abstract: The Fourth Industrial Revolution (Industry 4.0) gives impetus to educational reform. Education experts have recently recognised the benefits of using technology in learning and teaching. They believe that innovations will shape Education 4.0 and that teachers will need to be prepared to build creative learning environments that support student creativity. Thus, the main purpose of this paper is to examine the relationships between teamwork, principal support, humor, and innovative work behaviour (IWB) among teachers. This study was conducted using a questionnaire, with a sample size of 354 school teachers in Malaysia. Multiple linear regression analysis has shown that teachers with high quality of teamwork and principal support were more likely to report innovative work behaviour. The findings indicated that teachers who frequently use humour can create more innovative behaviour. This paper can help managers and policymakers in the education sector, to develop a better understanding of these aspects, and their influence on teachers' innovative behaviour at work. In doing so, it would be helpful if teachers learnt effective procedures for innovative behaviour in class, via means of teamwork, humor, and principal support, to enhance their educational efforts. It is, therefore useful to establish university courses for pre-service teachers, focusing on new collaborative innovation strategies to encourage creativity and innovation in educational settings, and to apply collaborative creativity exercises in the classroom.   Keywords: Teamwork quality, Humor, Principal support, Teachers, Innovative work behavior, Malaysia

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.

MANAGING THE IMPLEMENTATION OF INNOVATION STRATEGIES IN PUBLIC SERVICE ORGANISATION — HOW MANAGERS MAY SUPPORT EMPLOYEES INNOVATIVE WORK BEHAVIOUR

2019 ◽  
Vol 24 (04) ◽  
pp. 2050074
Author(s):  
SIGNE PHIL-THINGVAD ◽  
KURT KLAUDI KLAUSEN
Keyword(s):  
Management Strategies ◽  
Idea Generation ◽  
Innovation Process ◽  
Work Behavior ◽  
Innovation Strategy ◽  
Management Communication ◽  
Management Tools ◽  
Innovative Work Behavior ◽  
Public Managers ◽  
Innovative Work

This paper examines which management strategies public managers may use to enhance innovative behavior among their employees. We focus on the implementation of a politically ambitious innovation strategy in a large Danish municipality. Based on a survey distributed to 1292 employees and 113 managers, we conduct a multi-level analysis focusing on how different management strategies (reported by the managers) and perceived management behavior (reported by the employees) affect the public employees’ perceived idea generation, idea promotion, and idea realization. The results show that knowledge of the innovation strategy, encouraging management, a risk-tolerant culture and autonomy are important management tools, whereas strategic management communication and economic rewards do not correlate with any of the phases in innovative work behavior. We contribute with new evidence on how innovation is supported by public managers in the different phases of the innovation process, and we conclude by discussing the practical implications of the findings.

scholarly journals Apakah pemberdayaan pembelajar dapat mendukung kemampuan inovatif mahasiswa? Pengujian korelasional dan komparatif

2021 ◽  
Vol 10 (1) ◽  
pp. 16-32
Author(s):  
Fatina Zahra Aurelia ◽  
Arum Etikariena
Keyword(s):  
College Students ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Convenience Sampling ◽  
Innovative Work Behaviour ◽  
Behavior Scale ◽  
Learner Empowerment ◽  
The Relationship ◽  
One Way Anova

AbstractCompetition between companies relies on innovations from their employees. The potential of innovative employees could be developed since they were college students. One of the many ways to see their potential is by looking at how they perceive their capabilities, impacts, and means in academic settings, also known as learner empowerment. This study aims to look at the relationship between Learner Empowerment and Innovative Work Behavior in University of Indonesia college students. Participants of this research are 539 students above freshman year, gathered using the convenience sampling technique. The instrument used are the Innovative Work Behavior Scale by Janssen (2000) (? = 0,88) and the Learner Empowerment Scale by Frymier dkk. (1996) (? = 0,87), both instruments are adapted accordingly to suit the participants for this research. Analysis techniques used are Pearson's Correlation, Independent Sample T-Test, and One-way ANOVA. Results showed that there's a positive significant relationship between learner empowerment and innovative work behaviour. Dimensions of learner empowerment (meaningfulness, competence, impact) also have significant relationships to innovative work behaviour, with impact as the strongest determinant. Further research can explore other factors that explain the relationship between these two variables.Keywords: College Students; Correlational Research; Innovative Work Behavior; Learner Empowerment AbstrakPersaingan antar perusahaan pada masa ini membutuhkan ide inovatif dari karyawannya. Kemampuan inovatif karyawan dapat dikembangkan sejak individu masih menjadi mahasiswa. Salah satunya dengan bagaimana mahasiswa mempersepsikan kemampuan, potensi, dan peran yang dimilikinya dalam lingkungan belajar, dikenal sebagai pemberdayaan pembelajar. Penelitian ini bertujuan untuk melihat hubungan antara pemberdayaan pembelajar dengan perilaku kerja inovatif pada mahasiswa Universitas Indonesia. Partisipan penelitian merupakan 539 mahasiswa yang berada di atas semester 3, didapatkan melalui teknik convenience sampling. Alat ukur yang digunakan merupakan Innovative Work Behavior Scale dari Janssen (2000) (? = 0,88) dan Learner Empowerment Scale dari Frymier dkk. (1996)  (? = 0,87) yang diadaptasi menyesuaikan target partisipan penelitian. Teknik analisis yang digunakan adalah Pearson Correlation, Independent Sample T-Test, dan One-way ANOVA. Hasil penelitian menunjukkan bahwa terdapat hubungan positif dan signifikan antara Pemberdayaan Pembelajar dan Perilaku Kerja Inovatif. Ketiga dimensi pemberdayaan pembelajar (meaningfulness, competence, impact) juga secara signifikan berhubungan dengan perilaku kerja inovatif, dengan dimensi impact sebagai penentu terkuat. Penelitian lanjutan dapat mencari faktor yang mampu menjelaskan hubungan kedua variabel ini.Kata kunci: Mahasiswa; Pemberdayaan Pembelajar; Penelitian Korelasional; Perilaku Kerja Inovatif

The Impact of Servant Leadership on Employees’ Innovative Work Behaviour-Mediating Role of Psychological Empowerment

2019 ◽  
Vol 5 (3) ◽  
pp. 10-21 ◽  
Author(s):  
Naveed Ahmad Faraz ◽  
Muhammad Farhan Mughal ◽  
Fawad Ahmed ◽  
Ali Raza ◽  
Muhammad Khalid Iqbal
Keyword(s):  
Servant Leadership ◽  
Psychological Empowerment ◽  
Idea Generation ◽  
Work Behavior ◽  
Equation Modeling ◽  
Future Research ◽  
Unique Contribution ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
The Impact

Change is the only constant phenomenon in this world, and organizations can bring it through innovation. This innovation ultimately leads to an organization’s competitive edge and sustainability. Every new idea primarily originates in the minds of individuals, and when it’s implemented successfully, it contributes to overall organizational innovation. Nurturing employees’ innovative work behavior (EIWB) is prudent for every organization looking to enhance its innovative outcomes. This research, at first, aimed to examine the influence of servant leadership (SL) at three distinctive levels of employees’ innovative work behavior (EIWB); namely, idea generation, idea promotion, and idea realization. Then, we investigated the influence of SL on overall EIWB. Finally, employees’ Psychological Empowerment (PE) is assessed as a mediator through which SL exerts its influence on EIWB. Servant leadership in conjunction with Social Exchange theories were used to develop the conceptual model of this research. Cross-sectional data were collected from 283 entry-level officers working in different Power Sector Companies of Pakistan. Partial least squares structural equation modeling (PLS-SEM) was employed through Smart-PLS 3.2.8 software to analyze the hypothesized relationships. The findings of this research show that SL positively influences each stage of EIWB as well as EIWB at an integrated level. Employees’ Psychological Empowerment (PE) partially mediates the positive influence of SL on EIWB. This research is one of the pioneers to examine the influence of SL at different levels of EIWB. Further, investigating employees’ PE as mediating between the relationship of SL and EIWB is also a unique contribution of this research. Besides offering the theoretical and managerial implications, detailed discussion on the results is carried out. Lastly, the limitations of this study and potential avenues for future research are highlighted.

Innovative Work Behaviour of School Teachers: Role of Belief for Innovation and Personality Patterns

2016 ◽  
Vol 5 (1) ◽  
Author(s):  
Anurupa Kundu ◽  
Debdulal Dutta Roy
Keyword(s):  
Idea Generation ◽  
Work Behavior ◽  
Assessment Scale ◽  
School Teachers ◽  
Innovative Work Behavior ◽  
Teachers Beliefs ◽  
Innovative Work ◽  
Role Of Teachers ◽  
Personality Patterns

In teaching, innovative work behavior is an important issue and there is a crucial role of teachers for development of innovations. Purpose of this study is to assess role of teachers beliefs and personality for innovative work behavior among school teachers. Participants were 400 secondary school teachers of 28 schools at Kolkata (West Bengal, India), who were administered the following measures: a) Innovative Work Behavior Scale (Janssen, 2000), b) Belief-Assessment Scale for Innovation and c) Neo Five Factor Inventory (Costa & McCrae, 1992). The Belief-Assessment Scale for Innovation was developed for this study. Teachers belief for innovation, openness, extra-version, and conscientiousness were found to be positively correlated with all the three domains of innovative work behavior i.e. idea generation, idea promotion, and idea realization. Neuroticism was negatively correlated with idea generation. Regression analysis revealed that teachers beliefs for innovation and degree of openness to new or different ideas have a potentially significant impact on innovative work behavior. This study is a significant contribution towards understanding the determining factors of innovative work behavior among teachers.

WHAT IMPACT DO STRUCTURAL, RELATIONAL AND COGNITIVE ORGANISATIONAL SOCIAL CAPITAL HAVE ON EMPLOYEE INNOVATIVE WORK BEHAVIOUR? A STUDY FROM CHINA

2017 ◽  
Vol 21 (02) ◽  
pp. 1750012 ◽  
Author(s):  
TAYYABA AKRAM ◽  
SHEN LEI ◽  
MUHAMMAD JAMAL HAIDER ◽  
MUHAMMAD WAQAR AKRAM
Keyword(s):  
Social Capital ◽  
Multiple Regression ◽  
Service Provider ◽  
Work Behavior ◽  
Regression Analyses ◽  
Innovative Work Behavior ◽  
Computer Based ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
Practical Implications

In this study, researchers proposed that organisational social capital (OSC) have a positive and significant impact on the employee innovative work behaviour. Three forms of OSC i.e., structural, relational and cognitive OSC proposed to have a positive and significant impact on the employee innovative work behavior. To find out how much variance each of these forms of OSC contribute in employee innovative work behaviour, correlation and multiple regression analyses were applied on a sample of 235 employees collected from an IT and computer-based service provider firm situated in China. Results and findings from these analyses significantly and positively supported the three hypotheses of this study. Moreover, structural OSC explained highest variation in dependent variable, employee innovative work behaviour, followed by cognitive and relational OSC respectively. Further, theoretical and practical implications are also discussed.

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 Impact of Innovative Work Behaviour on Intrinsic-Extrinsic Motivation and Resistance to Change of different levels of Office Engineers in Private Manufacturing Industries

2013 ◽  
Vol 1 (1) ◽  
Author(s):  
Piyali Bhattacharya ◽  
Dr. Mallika Banerjee
Keyword(s):  
Intrinsic Motivation ◽  
Extrinsic Motivation ◽  
Resistance To Change ◽  
Idea Generation ◽  
Middle Level ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
The Relationship ◽  
Different Levels

The present study investigated the relationship between innovative work behavior, motivation, and resistance to change of different levels of office engineers. Participants are 120 engineers of three levels namely; working as lower-level executives, middle-level management, and senior-level management. There are three concepts under innovative work behavior viz., idea generation, idea promotion, and idea implementation. Three groups differ in intrinsic and extrinsic motivation where intrinsic motivation is highest in middle-level engineers and extrinsic motivation is highest in lower-level engineers. Under innovative work behavior, only idea implementation differs across groups and the relationship between intrinsic motivation and innovative performance is positive and intrinsic motivation mediated the relationship between various levels of engineers and innovative work behavior.

The Role of Talent Management Practices on Employee Innovative Work Behaviour: Moderating Role Transformational Leadership

2020 ◽  
Vol 9 (4) ◽  
pp. 338-346
Author(s):  
SAYYAM SAYYAM ◽  
MUHAMMAD ADIL ◽  
MUHAMMAD HAMAYUN
Keyword(s):  
Transformational Leadership ◽  
Management Practices ◽  
Banking Sector ◽  
Talent Management ◽  
Moderating Effect ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Management Domain ◽  
Innovative Work ◽  
Innovative Work Behaviour

The present study was conducted to examine the effect of talent management practices on Employee Innovative Work Behavior in project-based organizations. The study also examined the moderating effect of Transformational Leadership between talent management practices and Employee Innovative Work Behavior. The data was collected from project-based organizations like software houses, construction companies, and NGOs in Peshawar city. The convenience sampling technique was used to gather the data. For this purpose, a total of 220 questionnaires were distributed, and 201responses were recorded. The Preacher and Hayes process macro was adopted to check the moderating effect. The results of the study suggest that Transformational leadership strongly moderates the relationship between talent management practices and employee innovative work behavior. This research has a significant contribution to the project management domain. The study has some limitations and as the cross-sectional method was used for data collection. Future research directions were also suggested like, different sectors such as manufacturing firms, the health sector, the educations sector, the banking sector, and the telecommunication sector, etc can also be the target for generalization of results. Keywords: Talent Management Practice (TMP), Employee Innovative Work Behaviour (EIWB), Transformational Leadership (TL).

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