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.

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 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 Relationship Between Organizational Agility, Innovative Work Behaviors, and Job Satisfaction Among the Second-grade High School Teachers

2021 ◽  
Vol 9 (4) ◽  
pp. 86-95
Author(s):  
Azim Omidvar ◽  
◽  
Adel Zahed ◽  
Mehdi Moeinikia ◽  
Ali Khaleghkhah ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Secondary School ◽  
Secondary School Teachers ◽  
Second Grade ◽  
Work Behaviors ◽  
Organizational Agility ◽  
School Teachers ◽  
Statistical Population ◽  
Innovative Work

Objective: The present study explored the relationship between organizational agility, innovative work behaviors, and job satisfaction in second-grade secondary school teachers in Ardebil City, Iran. Methods: This was a descriptive correlational study. The statistical population of this research was all secondary school teachers in Ardebil City, Iran, in the academic year of 2016-2017. Among them, 129 teachers were selected by cluster random sampling method. The research tools were the Organizational Agility Scale (Zhang et al., 2000), the Innovative Work Behavior Questionnaire (Holman et al., 2011), and the Job Satisfaction Scale (Berifield et al., 1951). Data analysis was performed using Pearson’s correlation coefficient and regression analysis method. Results: The obtained results indicated a significant positive correlation between organizational agility, innovative work behaviors, and teachers' job satisfaction. Furthermore, the results of regression analysis revealed that roughly 0.42% of the total variance of job satisfaction was predicted based on organizational agility and innovative work behaviors (P<0.001). Conclusion: The obtained results suggested that organizational agility and innovative work behaviors were related to the prevention of teachers' job satisfaction, which calls for the attention of authorities and educators to these variables.

scholarly journals Relationship between emotional intelligence and innovative work behaviors in Turkish banking sector

2012 ◽  
Vol 1 (1) ◽  
pp. 21-28 ◽  
Author(s):  
Hasan Dincer ◽  
Nazife Orhan
Keyword(s):  
Emotional Intelligence ◽  
Banking Sector ◽  
Dynamic Structure ◽  
Work Behaviors ◽  
Data Collection Tool ◽  
Intelligence Scale ◽  
Private Banks ◽  
Innovative Work ◽  
High Level ◽  
Almost All

Nowadays, almost all sectors especially service ones are aware of the fact that the presence of employees who have high level of emotional intelligence and innovative work behaviors is crucial so as to perform efficiently and productively. Since customer satisfaction and customer loyalty are the main primacy for the banking sector, they need to keep up with all kinds of changes and developments to resist and gain advantages over their competitors subject to the highly increase of competition worldwide.  The main reason of applying this study on the banking sector is its dynamic structure that has been changed both positively and negatively owing to the economic crisis. In connection with this, it is aimed to present the importance of emotional intelligence and innovative work behaviors on the success of banking sector through the analysis of two variables in terms of their relationship between each other. Additionally, it is intended for setting forth the differences of state-owned and private banks in terms of the level of emotional intelligence and innovative work behaviors. As a data collection tool, questionnaire technique has been used. It has been benefited from the emotional intelligence scale developed by Wong and Law to obtain the data related to emotional intelligence level; and the innovative work behaviors scale developed by Janssen to obtain the data related to innovative work behaviors. The findings obtained from the questionnaire were applied to 332 employees in Turkish banking sector.

Women Entrepreneurial Innovative Behavior: The Role of Lean start-up and Business Coaching

2021 ◽  
Vol 39 (8) ◽  
Author(s):  
Rimsha Khalid ◽  
Mohsin Raza ◽  
Anusara Sawangchai ◽  
Wendy July Allauca-Castillo ◽  
Rosario Mercedes Huerta-Soto
Keyword(s):  
Deep Understanding ◽  
Mediating Effect ◽  
Work Behavior ◽  
Innovative Behavior ◽  
Business Coaching ◽  
Innovative Work Behavior ◽  
Start Up ◽  
Innovative Work ◽  
Entrepreneurial Action

The main objective of a startup is to discover a suitable plan of action that can create value for growth in the economy. This research provides evidence and allied vision engrossed on three perspectives: business coaching, lean start-up approach, and innovative work behavior of women's context in solar energy entrepreneurial action. Moreover, the study is based on a quantitative method, and results indicated that it has a significant impact on the lean start-up approach on innovative work behavior and has a significant mediating effect on business coaching. This study helps researchers and practitioners cope with the entrepreneurial incubation programs for women entrepreneurs in the lean start-up approach. Moreover, this also contributes to the deep understanding of women's exploring, building, and implementing business ideas. Additionally, the study argues that guidance and directions are important for innovative entrepreneurial actions.

Can human resource flexibility disentangle innovative work behavior among hospitality employees? The roles of harmonious passion and regulatory foci

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tuan Trong Luu
Keyword(s):  
Human Resource ◽  
Work Behavior ◽  
Equation Modeling ◽  
Innovative Behavior ◽  
Promotion Focus ◽  
Harmonious Passion ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Hospitality Organizations ◽  
Innovative Work

Purpose The ongoing improvement of hospitality services stems from innovative behavior among employees. This study aims to investigate how and when human resource (HR) flexibility promotes hospitality employees’ innovative work behavior. Design/methodology/approach The data were garnered from 438 employees and 67 managers from 19 hotels operating in Vietnam. Multilevel structural equation modeling was used to analyze the data. Findings The positive association was observed between HR flexibility and innovative work behavior. Harmonious passion functioned as a mediator for such a relationship. While promotion focus was found to positively interact with HR flexibility to predict employee harmonious passion, prevention focus demonstrated an attenuating effect on the association between HR flexibility and harmonious passion. Practical implications The findings suggest that hospitality organizations can promote innovative work behavior among employees through building skill and behavioral flexibility, as well as flexibility in HR practices. Hospitality organizations should also realize the role of harmonious passion as a mechanism that can channel HR flexibility into innovative work behavior and the interactive effect of promotion focus and HR flexibility on fostering harmonious passion and, in turn, innovative work behavior. Originality/value This inquiry advances the strand of research on the HR management-innovative behavior linkage by offering insights into how and when HR flexibility promotes innovative work behavior among hotel employees.

The Relationship between the Fulfillment of the IT Professional’s Psychological Contract and their Organizational Citizenship and Innovative Work Behaviors

2012 ◽  
pp. 1085-1105 ◽  
Author(s):  
Sandra K. Newton ◽  
Linda I. Nowak ◽  
J. Ellis Blanton
Keyword(s):  
Organizational Citizenship ◽  
Social Information Processing ◽  
Psychological Contract ◽  
Research Question ◽  
Organizational Citizenship Behaviors ◽  
Work Behaviors ◽  
Citizenship Behaviors ◽  
It Professionals ◽  
Innovative Work ◽  
The Relationship

Little is known about the relationship between of the level of fulfillment of the IT professional’s psychological contract and their innovative work and organizational citizenship behaviors. Using psychological contract and social information processing theories, this study proposes to answer the research question: What is the relationship between the level of fulfillment of the IT professionals’ psychological contract and their organizational citizenship and innovative work behaviors? Survey data were collected from 209 IT professionals using group-administered paper and on-line surveys. Results show positive relationships with the level of fulfillment of the IT professional’s psychological contract and their innovative work behavior, as well as four of their organizational citizenship behaviors, specifically loyalty, advocacy participation, obedience, and functional participation. Extending the body of knowledge, the dimensional approach of the psychological contract was used resulting in the scope, focus, and tangibility dimensions being the most significant predictors of the organizational behaviors.

The Relationship Between the Fulfillment of the IT Professional's Psychological Contract and their Organizational Citizenship and Innovative Work Behaviors

2010 ◽  
pp. 368-389
Author(s):  
Sandra K. Newton ◽  
Linda I. Nowak ◽  
J. Ellis Blanton
Keyword(s):  
Organizational Citizenship ◽  
Social Information Processing ◽  
Psychological Contract ◽  
Research Question ◽  
Organizational Citizenship Behaviors ◽  
Work Behaviors ◽  
Citizenship Behaviors ◽  
It Professionals ◽  
Innovative Work ◽  
The Relationship

Little is known about the relationship between of the level of fulfillment of the IT professional’s psychological contract and their innovative work and organizational citizenship behaviors. Using psychological contract and social information processing theories, this study proposes to answer the research question: What is the relationship between the level of fulfillment of the IT professionals’ psychological contract and their organizational citizenship and innovative work behaviors? Survey data were collected from 209 IT professionals using group-administered paper and on-line surveys. Results show positive relationships with the level of fulfillment of the IT professional’s psychological contract and their innovative work behavior, as well as four of their organizational citizenship behaviors, specifically loyalty, advocacy participation, obedience, and functional participation. Extending the body of knowledge, the dimensional approach of the psychological contract was used resulting in the scope, focus, and tangibility dimensions being the most significant predictors of the organizational behaviors.a

scholarly journals PERBEDAAN PERILAKU KERJA INOVATIF BERDASARKAN KARAKTERISTIK INDIVIDU KARYAWAN

2019 ◽  
Vol 17 (2) ◽  
pp. 107
Author(s):  
Arum Etikariena
Keyword(s):  
Demographic Data ◽  
Educational Background ◽  
Individual Characteristics ◽  
Work Behavior ◽  
Work Behaviors ◽  
Current Position ◽  
Innovative Work Behavior ◽  
Significant Difference ◽  
Innovative Work ◽  
Measuring Tool

In recent years, research on innovation in organizations, particularly innovative work behaviors, has developed considerably. The objective of the study were to examine the role of individual characteristics such as age, gender, educational background, ethnic’s background, tenure and length in current position which presumably would have an impact on the formation of innovative work behaviors. The study is quantitative study with non-experimental design, conducted on 279 respondents working in a Syariah Bank and a television company. The measuring tool used is the Innovative Work Behavior Scale. Demographic data were asked to be completed in the questionnaire. Data were analyzed using t-test, one-way Anova, and crosstabs analysis. The results show that innovative work behavior differs significantly based on age (χ2(3, 276) = 17.54; p < .001), educational background (χ2 (4, 275) = 8.18; p = .04), and tenure (χ2(2, 277) = 6.98; p = 0.03), but has no significant difference based on gender (χ2(2, 277) = 1.68; p = .20), ethnic background (χ2(13, 266) = 8.12; p = .78) and length in the current position (χ2(3, 276) = 3.81; p = .15). Thus, the results of this study will contribute to enrich the knowledge about innovative work behavior in Indonesia. Furthermore, this result will also be a consideration for dealing with employees to encourage innovative work behavior.

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