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.  

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.

Innovatief werkgedrag en stress als reacties op roloverlading en rolambiguïteit

2005 ◽  
Vol 18 (2) ◽  
Author(s):  
Simon B. de Jong ◽  
Onne Janssen
Keyword(s):  
Role Ambiguity ◽  
Positive Relationship ◽  
Work Behavior ◽  
Survey Study ◽  
Role Overload ◽  
Role Clarity ◽  
Insurance Company ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
High Level

Innovative working behavior and stress as a response to role overload and role ambiguity Innovative working behavior and stress as a response to role overload and role ambiguity Simon B. de Jong & Onne Janssen, Gedrag & Organisatie, Volume 18, April 2005, nr. 2, pp. 66-82 This research develops and tests the hypothesis that role ambiguity strengthens the positive relationship between role overload and innovative work behavior, whereas role clarity (i.e. less role ambiguity) weakens this relationship. Furthermore, it is presumed that role overload is positively related to stress regardless of the level of role ambiguity. The results of a survey study, involving 101 employees of a Dutch healthcare insurance company, showed that role overload was indeed positively related with innovative work behavior when employees experience a high level of role ambiguity, whereas this relationship did not occur when employees experienced the role clarity. In addition, role ambiguity did not appear to have a moderating influence on the positive relationship between role overload and stress. The results are discussed in the context of the Job Demand-Control-model and recent findings in literature on innovation.

scholarly journals The Effect of Leader-Member Exchange on Innovative Work Behavior in the Saudi Hospitality

2017 ◽  
Vol 12 (6) ◽  
pp. 189 ◽  
Author(s):  
Abdulrahman Alsughayir
Keyword(s):  
Work Behavior ◽  
Leader Member Exchange ◽  
Employee Behavior ◽  
Innovative Work Behavior ◽  
Member Exchange ◽  
Innovative Work ◽  
Hospitality Sector ◽  
Hotel Sector ◽  
High Level

This study investigated whether a relationship exists between leader–Member exchange (LMX) and innovative work behavior (IWB) of hotel sector employees in the territory of Riyadh. LMX’s overall effect on innovative employee work behavior can be seen in the values of R2 = 0.655 and adjusted R2 =0.423. Overall, the results explain 65 percent of the variation in innovative employee behavior, which represents a satisfactory and positive result for the study and supported the study’s hypotheses. One aim of the study was to improve our understanding of the effect that LMX has on IWB among the hospitality sector in Riyadh. LMX was found to be an important antecedent of IWB, and a high level of quality of LMX between employees and supervisors will inspire employees to be increasingly innovative while working.

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.

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 ANTECEDENT OF EDUCATIONAL STAFF CONTEXTUAL PERFORMANCE IN MEDAN CITY PRIVATE UNIVERSITIES

2021 ◽  
Vol 9 (2) ◽  
pp. 316-338
Author(s):  
. Supriadi ◽  
Ritha F. Dalimunthe ◽  
Prihatin Lumbanraja ◽  
H. B. Tarmizi
Keyword(s):  
Intrinsic Motivation ◽  
Organizational Climate ◽  
Contextual Performance ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Individual Level ◽  
Scarce Resources ◽  
Innovative Work ◽  
The Individual ◽  
Cultural Openness

Resource Based View (RBV) theory appears often used to create models that explain how to achieve firm performance in an effort to win the competition. The level of analysis unit used by the RBV theory base is organization. The issue that arises in this RBV theory is its ability to reach the unit of analysis at the individual or individual level. To become an employee who has contextual performance, requirements are needed, among others, employees have valuable resources, where these resources will be able to exploit opportunities and neutralize threats, have scarce resources among existing employees, cannot be imitated, not equivalent as a substitute. The aim of this study was to determine and analyze the effect of cultural openness, personal and organizational suitability, and organizational climate on partially innovative work behavior. To identify and analyze the effect of cultural openness, personal and organizational suitability, organizational climate and innovative work behavior towards a partially contextual performance. To identify and analyze the effect of cultural openness on contextual performance which mediated by innovative work behavior. To identify and analyze the effect of personal and organizational suitability on contextual performance which mediated by innovative work behavior. To identify and analyze the influence of organizational climate towards contextual performance mediated by innovative work behavior. To identify and analyze the influence of organizational climate towards innovative work behavior moderated by intrinsic motivation. To identify and analyze the influence of organizational climate towards contextual performance moderated by intrinsic motivation.

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.

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