scholarly journals Effectiveness of Modified Hybrid Brainstorming Learning Program in Increasing Innovative Work Behavior and Innovative Idea Performance among Nurses

2021 ◽  
Vol 18 (22) ◽  
pp. 500
Author(s):  
Katekanok Kamonmarttayakul ◽  
Nongnut Boonyoung ◽  
Sasitorn Phumdoung
Keyword(s):  
Training Session ◽  
Cognitive Stimulation ◽  
Work Behavior ◽  
Learning Program ◽  
Innovative Work Behavior ◽  
Significant Difference ◽  
Post Test ◽  
Innovative Idea ◽  
Innovative Work

The ability to learn and innovate has been known as a key-factor for nurses to deliver quality of care and patient safety. To be successful in nursing innovation, nurses should perform sound innovative behaviors; thus, their innovative work behavior (IWB) should be promoted. A comprehensive learning program aimed at improving IWB with effective cognitive stimulation could enhance innovation abilities and quality of innovative idea performance. This study aimed to evaluate the effectiveness of a learning program that uses Modified Hybrid Brainstorming (MHB) techniques in increasing IWB and improving the quality of ideas generated (fluency, flexibility and originality) among nurses. A sample of 60 nurses were randomly assigned to a within group pre-test and post-test study design. The learning program with the MHB method was developed and implemented for 3 sessions workshop. IWB was measured pre- and 12 weeks post-program. Pre- and post-training session fluency, flexibility, and originality of generated ideas were also measured. The percentage of absolute agreement and the index of item- objective congruence of research instruments were met. Data were analyzed using descriptive statistics, and paired t-test. The results revealed that the average IWB scores of nurses after the implementation of the MHB learning program increased significantly (p < 0.05). There was also a significant difference in post-test scores (p < 0.05) of fluency, flexibility, and originality of ideas. This study showed that offering the MHB learning program to nurses is a feasible method to improve IWB and innovative idea.

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.

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 Exploring the Existence of Innovative Work Behavior among Government Employee: Have Been There?

2021 ◽  
Vol 36 (3) ◽  
pp. 272-282
Author(s):  
Dediek Tri Kurniawan ◽  
Yesiana Ihda Kusnayain ◽  
Fatwah Inna Aulisaina ◽  
Muhamad Arif Rahman Hakim
Keyword(s):  
Organizational Justice ◽  
Work Engagement ◽  
Structural Equation ◽  
Work Behavior ◽  
Equation Modeling ◽  
Government Employees ◽  
Government Employee ◽  
Innovative Work Behavior ◽  
Innovative Work

Introduction/Main Objectives: This study aims to determine the existence of innovative work behavior ecosystems for Indonesia’s government employees Background problems: The quality of individual employees partially determines the quality of the organization. The abilities of the different employees who work in the same system will undoubtedly deliver the government employee and possibly produce results which are less than were expected. Novelty: The previous studies have examined innovative work behavior, focusing on the external factors and ignoring the internal factors of individual traits. This study focused on investigating the interrelationship among the factors that will be affected by innovative behavior, especially in government employees in Indonesia. Methods: This study examines the relationship among these variables using structural equation modeling (SEM) with LISREL 8.8 as the statistical tool. Finding/Result: This study found that transforma­tional leadership and work engagement positively influence innovative work behavior. Unexpectedly, this research indicates an insignificant relationship between organizational justice and innovative work behavior among government employees. Besides, this study also found that transformational leadership and organizational justice have an impact on work engagement. Conclusion: These findings provide managerial implications about the need to strengthen employees’ innovative work behavior to ensure the organization’s continuity. Additionally, the results prove that innovative work behavior by government employees is supported by government’s role such as the style of leadership and work engagement.

Storytelling and innovative behavior: an empirical study in a Brazilian group

2017 ◽  
Vol 41 (8) ◽  
pp. 722-736 ◽  
Author(s):  
Fernanda Pauletto D’Arrigo ◽  
Eduardo Robini ◽  
Fabiano Larentis ◽  
Maria Emilia Camargo ◽  
Peter Schmiedgen
Keyword(s):  
Human Resource Development ◽  
Training Session ◽  
Work Behavior ◽  
Research Approach ◽  
Innovative Behavior ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Construction Of Knowledge ◽  
Innovative Work

Purpose The paper aims to identify the relationship between the use of storytelling and innovative work behavior (IWB) in organizations. Design/methodology/approach The research took place in a human resource development (HRD) training session for leaders of Alpha Group. In this session, storytelling was adopted to discuss innovation and IWB. Following the training, the leaders completed a questionnaire about the effectiveness of the stories for the construction of knowledge and IWB. Data were collected from 97 leading sectors. Subsequently, data analysis was performed to identify correlations between the aspects. Findings The paper provides empirical insights about the use of storytelling, the effectiveness of the stories, as well as their relationship with the innovative behavior of sectors leaders in a Brazilian organization. It has identified the relation between effectiveness of stories and level of innovative behavior. Research limitations/implications Owing to the chosen research approach, the research results cannot be generalized. Because it is a study of a single organization, the results concern to the reality experienced in the organization studied. Therefore, researchers are encouraged to test this relationship in other organizations to contribute to the discussion and practice of innovation in HRD. Practical implications Stories can contribute to innovative behavior, and innovative behavior contributes to helping understand the stories. HRD practitioners can provide the use of storytelling, combined with other forms of interventions, to enhance IWB to promote collaborative learning culture and work engagement. Originality/value Previous papers have identified the role of HRD in the development of IWB in organizations. Theoretically, previous papers have also highlighted that storytelling can be a tool for the development of innovative behavior. The paper empirically has tested these contributions, identifying emerging aspects of this relationship.

scholarly journals The Antecedents of Innovative Work Behavior: The Roles of Self-Monitoring

2017 ◽  
Vol 15 (4) ◽  
pp. 263-270 ◽  
Author(s):  
Jovi Sulistiawan ◽  
Nuri Herachwati ◽  
Silvia Dwi Permatasari ◽  
Zainiyah Alfirdaus
Keyword(s):  
Individual Differences ◽  
Work Behavior ◽  
Innovative Behavior ◽  
Self Monitoring ◽  
Innovative Work Behavior ◽  
Positive Image ◽  
Innovative Work ◽  
The Relationship

In this study, the authors examined why employees engage in innovative behavior even though innovation is a risky behavior. Employees tend to engage in innovative behavior since they expect positive image gains. Besides, employees tend to avoid innovative behavior because it forfeits their image inside organization (expected image risks). Furthermore, the willingness to engage in innovative behavior depends on individual differences. Therefore, the authors tried to examine the role of individual differences, drawing from self-monitoring theory. The surprising findings were the quality of relationship between employees and their peers did not affect employee image risk and self-monitoring did not moderate the relationship between expected image gain and innovative work behavior.

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.

How to Promote Innovative Work Behavior among Academics

2020 ◽  
Vol 24 (03) ◽  
pp. 569-583
Author(s):  
Salbeha Ibus ◽  
Eta Wahab ◽  
Fadillah Ismail
Keyword(s):  
Work Behavior ◽  
Innovative Work Behavior ◽  
Innovative Work
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