scholarly journals Impact of Innovative Work Behavior on the Performance of Agile Project Management in Pakistan

2019 ◽  
Vol II (I) ◽  
pp. 27-39
Author(s):  
Bilal Anwar ◽  
Umer Iqbal ◽  
Muhammad Imran Ashraf
Keyword(s):  
Project Management ◽  
Software Industry ◽  
Descriptive Analysis ◽  
Computer Software ◽  
Idea Generation ◽  
Project Performance ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Software Market ◽  
Agile Project Management

In recent years, Pakistan's computer software market has experienced steady growth. Agile is the iterative approach in software industry. Innovation by employees is one of the best ways to enhance innovation and organizational success. The customer wants new and innovative products. This required an effective innovative behavior. New ideas affect the performance of projects positively or negatively and became the reason of project success or project failure. Based on 223 responses collected from the software industry in Pakistan. To test descriptive analysis and correlation Cronbach alpha and SPSS was used. The study found that Idea Exploration was significantly related to agile project performance. Idea Generation also was significantly related to agile project performance. Idea Championing also was significantly related to agile project performance. Idea Implementation also was significantly related to agile project performance. The findings of this study help the project managers to implement better strategies and plan for agile project management success. The study has implications for both theoretical and practical professionals working in software industry of Pakistan.

scholarly journals Analisis Pengaruh Flexible Hrm Terhadap Firm Innovativeness Yang Dimediasi Innovative Work Behavior (Studi Kasus Pada Pt Xyz)

2019 ◽  
Vol 2 (6) ◽  
Author(s):  
Kevin Matthew Aditya
Keyword(s):  
Descriptive Analysis ◽  
Sampling Technique ◽  
Work Behavior ◽  
Research Approach ◽  
Employee Behavior ◽  
Innovative Work Behavior ◽  
Face To Face ◽  
Firm Innovativeness ◽  
Innovative Work ◽  
Permanent Employees

Innovation is one of the strategic prerequisites for companies if they want to have an advantage in competition. But to realize this is not easy, because it must also be supported by the flexibility of human resource management and employee behavior that must also be innovative. Based on this background, the purpose of this study was to analyze the direct influence of Flexible HRM, and Innovative Work Behavior on Firm Innovativeness; and the indirect effect of Flexible HRM on Firm Innovativeness through Innovative Work Behavior. This research approach is quantitative, with a type of causal research. The population is all PT XYZ permanent employees in Jakarta, totaling more than 700 employees, and a sample of 100 employees. The sampling technique is incidental sampling. Techniques for collecting data through face-to-face surveys, using questionnaires on a 1-5 Likert scale. Data analysis methods are descriptive analysis, multiple linear regression, and path analysis. The results showed that Flexible HRM and Innovative Work Behavior had a positive and significant effect on Firm Innovativeness. In addition, Innovative Work Behavior proved to play a role in mediating the influence of Flexible HRM on Firm Innovativeness.

scholarly journals Factors Affecting Innovative Work Behavior of Employees in Local Administrative Organizations in the South of Thailand

2017 ◽  
Vol 4 (3) ◽  
pp. 154-157 ◽  
Author(s):  
Rutchapong Chatchawan ◽  
Kanon Trichandhara ◽  
Idsaratt Rinthaisong
Keyword(s):  
Transformational Leadership ◽  
Descriptive Analysis ◽  
Work Behavior ◽  
Team Climate ◽  
Learning Orientation ◽  
Review Of Literature ◽  
Direct Role ◽  
Innovative Work Behavior ◽  
Factors Affecting ◽  
Innovative Work

This study aimed to develop a conceptual framework of factors affecting innovative work behavior of employeers in local administrative organizations. The study was conducted through a review of literature and document analysis. The results were presented in a form of descriptive analysis. The results show that team climate inventory, learning orientation, organizational supoortiveness, and transformational leadership play a direct role in developing innovative work behavior. Meanwhile, organizational supportiveness indirectly affects team climate inventry and transformational leadership indirectly affects learning orientation. Int. J. Soc. Sc. Manage. Vol. 4, Issue-3: 154-157

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 Conceptual Framework of Agile Project Management, Affecting Project Performance, Key: Requirements and Challenges

2021 ◽  
Vol 8 (4) ◽  
pp. 10-14
Author(s):  
Ahmed Muayad Younus ◽  
◽  
Hala Younis ◽  
Keyword(s):  
Project Management ◽  
Conceptual Model ◽  
Negative Impact ◽  
Project Performance ◽  
Quality Factors ◽  
Environmentally Conscious ◽  
Team Members ◽  
Advantages And Disadvantages ◽  
Agile Project Management ◽  
The Impact

There have been a few studies that have adequately compared the advantages and disadvantages of various types of agile techniques. This research study develops a conceptual model that enables top management team members, software developers, project managers, and researchers to gain insight and understanding of agile techniques and methods. Those involved in the project want to successfully complete projects on time and within budget while maintaining high quality standards and operating in a safe and environmentally conscious manner They also want to minimize the negative impact on the environment. When it comes to project execution, however, there are numerous constraints and risks that limit their ability to begin or progress operations, and which frequently have a significant negative impact on the overall performance of the project. After reviewing the literature, it was discovered that the Agile method is capable of accurately representing most factors. It is based on the findings of this research that this paper presents a conceptual model for the effect of agile project management on project performance in terms of timeliness, cost, and quality. factors are unpredictable and can have consequences that are difficult to undo without incurring significant costs in the process. As a result, it is more critical than ever to investigate their impact on project outcomes. The ability of countries to manage risks, control expenditures, exploit and benefit from opportunities is dependent on their ability to comprehend the impact of Agile methods on their respective organizations and cultures.

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.

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.

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 Trust, knowledge sharing, and innovative work behavior: empirical evidence from Poland

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Roman Kmieciak
Keyword(s):  
Knowledge Sharing ◽  
Idea Generation ◽  
Work Behavior ◽  
Cross Sectional ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Knowledge Sharing Behavior ◽  
Innovative Work ◽  
The Impact ◽  
Sharing Behavior

PurposeThe purpose of this paper is to assess the effects of two types of trust (vertical and horizontal trust) on knowledge sharing (knowledge donating and knowledge collecting) and the impact of knowledge sharing on innovative work behavior (idea generation and idea realization). The study also explores the mediating role of knowledge sharing.Design/methodology/approachPartial least squares path modeling and data collected from 252 participants at one large Polish capital group were used to test the research hypotheses.FindingsThe results showed that both vertical trust and horizontal trust are positively related to knowledge donating and knowledge collecting. Contrary to knowledge collecting, knowledge donating is significantly related to idea generation, which is highly correlated with idea realization. There is no direct relation between knowledge sharing behavior and idea realization. Knowledge donating mediates the relationship between vertical trust and idea generation.Research limitations/implicationsSelf-reports and the cross-sectional nature of the data collection are the main limitations of this study.Practical implicationsThe results allow managers to better understand what factors and processes contribute to greater employee innovativeness.Originality/valueTo the best of the author's knowledge, the study is the first to examine the relationships among vertical trust, horizontal trust, knowledge donating, knowledge collecting, idea generation and idea realization in an integrated way. This paper answered the questions (1) which type of trust is more important for knowledge sharing, and (2) which type of knowledge sharing behavior is more important for innovative work behavior. This paper investigated whether differences in the strength of relationships between constructs are significant.

Innovation climate, knowledge management, and innovative work behavior in small software companies

2021 ◽  
Vol 49 (4) ◽  
pp. 1-17
Author(s):  
Huaqian Huang ◽  
Fuda Li
Keyword(s):  
Knowledge Management ◽  
Idea Generation ◽  
Work Behavior ◽  
Three Dimensions ◽  
Equation Modeling ◽  
Innovative Work Behavior ◽  
Software Companies ◽  
Innovative Work ◽  
Innovation Climate ◽  
The Impact

Innovation is of great significance to a company's sustainable development. Using structural equation modeling, we analyzed data from an online survey conducted with 385 employees of software companies in China. We explored the mechanism through which innovation climate helped improve knowledge management and innovative work behavior in the businesses. The results show that innovation climate had a positive impact on knowledge acquisition, knowledge dissemination, and responsiveness to knowledge, as three dimensions of management of knowledge; and also on idea generation and idea promotion, as two of three dimensions of innovative work behavior. However, the impact of innovation climate on the dimension of idea realization was nonsignificant. These findings enrich the literature on innovation in regard to work behavior and workplace climate, and highlight the important impact of innovation climate on knowledge management and innovative work behavior. The cultivation of employees' innovative behavior helps to improve enterprise performance, so enterprise managers will also benefit.

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