Relationship between Organizational Climate for Innovation and Innovative Work Behavior in Government-linked Companies

2014 ◽  
Author(s):  
Roy Shanker ◽  
Ramudu Bhanugopan
Keyword(s):  
Organizational Climate ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Innovative Work

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.

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.

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.

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.  

scholarly journals Empowering leadership and innovative work behavior: the mediating effects of climate for initiative and job autonomy in Moroccan SMEs

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Abderrahman Hassi ◽  
Sylvia Rohlfer ◽  
Simon Jebsen
Keyword(s):  
Organizational Climate ◽  
Middle Managers ◽  
Work Behavior ◽  
Job Autonomy ◽  
Mediating Effects ◽  
Empowering Leadership ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Innovative Work

PurposeThe purpose of this paper was to explore the role of empowering leadership, organizational climate for initiative and job autonomy in spurring innovative work behavior (IWB).Design/methodology/approachThis study resorted to the structural equation modeling technique along the Bayesian estimation approach to analyze the mediating role of the organizational climate for initiative and job autonomy in the empowering leadership-IWB link in data gathered from CEOs, middle managers and non-managerial employees of 444 small and medium enterprises in Morocco.FindingsThe findings revealed that empowering leadership is a prerequisite of IWB as subordinates, who are empowered by their leaders and demonstrate IWB. Further, organizational climate for initiative and job autonomy mediate the empowering leadership-IWB link.Practical implicationsThis research has demonstrated that firms and organizational leaders who seek to make their middle managers innovative in their job should adopt empowering leadership practices, build an organizational climate that is favorable for initiative-taking and grant middle managers with autonomy in the way they carry out their tasks.Originality/valueThis paper extends our understanding on the mechanisms linking empowering leadership and IWB by testing the mediating effects of organizational climate for initiative and job autonomy.

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