scholarly journals Pengaruh Intellectual Capital terhadap Kinerja Usaha Mikro yang Dimediasi oleh Perilaku Kerja Inovatif

2020 ◽  
Vol 5 (1) ◽  
pp. 77
Author(s):  
Ida Subaida ◽  
Rini Kartikasari
Keyword(s):  
Intellectual Capital ◽  
Economic Globalization ◽  
Business Environment ◽  
Academic Community ◽  
Work Behavior ◽  
Company Performance ◽  
Global Business ◽  
Innovative Work Behavior ◽  
Knowledge Based ◽  
Innovative Work

Economic globalization is characterized by the implementation of technology and knowledge, companies are faced with the challenges of technological change and improvement in the global business environment. Knowledge and technology can be reflected in intellectual capital. Intellectual capital represents knowledge in an organization at a particular time. Intellectual capital owned by the company will lead to innovative work behavior. Intellectual capital has also received attention from both the academic community and companies because of the influence of innovation and learning on achieving competitive advantage for companies in new or knowledge-based economies. The purpose of this research is that this study wants to examine both the direct effect of intellectual capital on company performance and the indirect effect through innovative work behavior. This research was conducted on micro businesses in Situbondo District, Situbondo Regency. Data analysis methods in this research were descriptive statistics and testing the outer and inner models using PLS Warp. The results show that intellectual capital directly does not affect innovative work behavior, intellectual capital directly influences the performance of micro businesses, and intellectual capital indirectly through innovative work behavior does not affect the performance of micro businesses.

Enhancing Employee Innovative Work Behavior Through Human Resource Management Practices

2022 ◽  
pp. 1230-1250
Author(s):  
Nurten Polat Dede
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Business Environment ◽  
Essential Elements ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Innovation Capacity ◽  
Innovative Work

Innovation capacity is one of the essential elements that ensure sustainability of the organizations. Organizations need to be creative and innovative so as to put products and services to market by forecasting customer needs to get competitive advantage in a rapidly changing business environment. Businesses that are more pioneering in innovation will be more successful if they can respond to changing environmental conditions and develop new capabilities that will allow them to deliver better performance. Innovation helps businesses to reduce costs, improve performance, and create new products and services to increase their competitiveness. Scholars contend that the development and implementation of human resource management is critical to benefit such essential employee contributions.

Enhancing Employee Innovative Work Behavior Through Human Resource Management Practices

2019 ◽  
pp. 1-21
Author(s):  
Nurten Polat Dede
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Business Environment ◽  
Essential Elements ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Innovation Capacity ◽  
Innovative Work

Innovation capacity is one of the essential elements that ensure sustainability of the organizations. Organizations need to be creative and innovative so as to put products and services to market by forecasting customer needs to get competitive advantage in a rapidly changing business environment. Businesses that are more pioneering in innovation will be more successful if they can respond to changing environmental conditions and develop new capabilities that will allow them to deliver better performance. Innovation helps businesses to reduce costs, improve performance, and create new products and services to increase their competitiveness. Scholars contend that the development and implementation of human resource management is critical to benefit such essential employee contributions.

What We (Do Not) Know About Research on Innovation in Hotels

2021 ◽  
pp. 264-291
Author(s):  
Catarina Fernandes ◽  
Rui Alexandre R. Pires
Keyword(s):  
Technological Innovation ◽  
Work Behavior ◽  
Learning Approach ◽  
Research Front ◽  
Innovative Work Behavior ◽  
Main Research ◽  
Knowledge Based ◽  
Key Factor ◽  
Innovative Work ◽  
And Performance

This chapter performs a bibliometric analysis on innovation in hotels field. More specifically, it maps the current research front on innovation in hotels field based on 287 papers published in refereed journals indexed to the Scopus database. Using the VOSviewer software and the bibliographic coupling method, it was possible to identify and systematize the main research streams of this field: 1) technological innovation, 2) sustainable innovation, 3) innovative work behavior, 4) market orientation' role in promoting innovation, 5) knowledge-based resources as a driver of innovation and performance as an outcome of innovation, 6) service innovation, 7) knowledge sharing and management as a key factor for innovation, 8) innovation ambidexterity, 9) innovation in time of crisis, and 10) learning approach as a source of innovation. The findings presented in this chapter will enable future authors studying innovation in hotels to focus their studies more effectively.

scholarly journals Authentic Leadership and Innovation: What is the Role of Psychological Capital?

2020 ◽  
pp. 27-42
Author(s):  
Dewiana Novitasari ◽  
Dwi Ferdiyatmoko Cahya Kumoro ◽  
Teguh Yuwono ◽  
Masduki Asbari
Keyword(s):  
Leadership Style ◽  
Authentic Leadership ◽  
Psychological Capital ◽  
Simple Random Sampling ◽  
Work Behavior ◽  
Global Business ◽  
Innovative Work Behavior ◽  
Manufacturing Company ◽  
Innovative Work ◽  
The Relationship

This research aims to measure the effect of authentic leadership style and psychological capital on the innovative work behavior of a manufacturing company in Indonesia. Psychological capital also plays a role as a mediation between the relationship between authentic leadership and innovative work behavior. Data collection was carried out by simple random sampling to the 303 population. The returned and valid questionnaire results were 231 samples. Data processing was using the SEM method with SmartPLS 3.0 software. The results of this research are authentic leadership style and psychological capital have a positive and significant effect on innovative work behavior. Psychological capital as a mediator for the relationship between authentic leadership style and innovative work behavior. This novel research is proposing a model to enhance innovative work behavior among employees of a manufacturing company in Indonesia through authentic leadership practice and psychological capital. This research can pave the way to improve employee readiness in facing global business competition.

The influence of ethical leadership on innovative performance: modeling the mediating role of intellectual capital

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Irfan Ullah ◽  
Bilal Mirza ◽  
Amber Jamil
Keyword(s):  
Intellectual Capital ◽  
Ethical Leadership ◽  
Research Study ◽  
Work Behavior ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Innovative Performance ◽  
Mediating Role ◽  
Innovative Work

PurposeRecent research studies have increasingly suggested leadership as a major antecedent to encourage innovative work behavior among business employees. Empirical studies which investigated the influence of various leadership aspects such as style and ethics on employees' innovative performance and unraveled the mechanism through which leadership exerts its impact on employees' innovative work behavior were restricted. Thus, the purpose of this research was to investigate the relationship between ethical leadership and employees' innovative performance by focusing on the mediating role of two forms of the intellectual capital (IC), i.e. human capital and social capital.Design/methodology/approachData for present research were collected through in person administered questionnaire-based survey from the managerial level employees of the targeted sample of the manufacturing firms. Furthermore, due consideration was given while selecting the individuals from R&D departments of these organizations, who were typically involved in knowledge-intensive jobs and where application of intellectual assets was needed.FindingsEthical leadership was observed as to positively influencing employees' innovative performance. Two forms of IC, i.e. human capital and social capital were observed as playing mediating role in the ethical leadership – employees' innovative performance relationship.Originality/valueThe contemporary research study adds value in the literature of the ethical leadership. The most imperative theoretical contribution of the present research study underlines the psychological process, i.e. IC by which ethical leaders encourage innovative behavior among employees.

scholarly journals Conducive Business Environment: Local Government Innovative Work Behavior

2014 ◽  
Vol 129 ◽  
pp. 214-220 ◽  
Author(s):  
Othman Mohd Yunus ◽  
Hasnun Anip Bustaman ◽  
Wan Faridatul Akma Wan Mohd Rashdi
Keyword(s):  
Local Government ◽  
Business Environment ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Innovative Work

scholarly journals Influences of power distance and uncertainty avoidance on innovative work behavior

2018 ◽  
Vol 31 (3) ◽  
pp. 669-694
Author(s):  
Jungsik Kim ◽  
Zhou Fan
Keyword(s):  
Power Distance ◽  
Business Environment ◽  
Uncertainty Avoidance ◽  
Research Literature ◽  
Value Orientations ◽  
Work Behavior ◽  
Cultural Value ◽  
Mediation Effects ◽  
Innovative Work Behavior ◽  
Innovative Work

This study examines the relationships between employees’ cultural value orientations and their innovative work behaviors and the mediation effects of self-leadership in the relationships. Four hundred and eighty two employees working at various firms in Korea and China responded to a questionnaire consisting of measures designed to assess uncertainty avoidance, power distance, and innovative work behavior. Analyses of the data revealed that power distance was negatively related to innovative work behavior for both respondents while uncertainty avoidance was positively related to innovative work behavior. The mediation effects of self-leadership were also found. This study contributes to current research literature by providing empirical evidence for the role of self-leadership in the mechanism linking individuals’ cultural value orientations and innovative work behavior. The study also discusses similarities and differences in the patterns of power distance, uncertainty avoidance, innovative work behavior, and self-leadership across Korean and Chinese respondents and their implications in changing business environment.

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.

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