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- 주제어 : Innovative work behaviours (검색결과 4 건)
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Employee Expectation to Demonstrate Innovative Work Behaviour in Asia
Veena Jadhav,A. Seetharaman,Shivkumar Rai 한국유통과학회 2017 The Journal of Asian Finance, Economics and Busine Vol.4 No.1
The competitive nature of enterprises requires organizations to foster an environment that encourages employee innovation that leads to profitability and customer satisfaction. Organizational innovation is influenced by several factors with employee behaviour being one of the important factors. Employees contribute in the innovation process and thus, it is important for organizations to understand employee expectations to demonstrate innovative work behaviour in order to create and maintain an innovative work culture. In the present study, a conceptual model based on culture, reward and program, training, compensations, leadership and systems was tested to assess that impact on employee expectations leading to innovative work behaviour. The study was conducted in the context of city-state of Singapore due to its significant emphasis on promoting and nurturing employee innovation. The model was tested using empirical data collected through a survey of employees in Singapore. The results indicate that while culture, rewards and training programs have a direct relationship on employee expectations to demonstrate innovative work behaviour, when considered together, leadership and systems are significantly and positively associated with employee expectations. These factors are usually under the control of organizations and can be enhanced through systematic interventions, thereby providing practice managers an avenue to improve employee innovation behaviour. The other implications of the findings and future scope are discussed.
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How Does Corporate Social Responsibility Affect Innovative Work Behaviour?
Viet Quoc Cao(Viet Quoc Cao ) People&Global Business Association 2023 Global Business and Finance Review Vol.28 No.4
Purpose: This research examines the effect of perceived corporate social responsibility on the employee-company relationship (organisational trust, organisational identification) and employees' future well-being and participation in innovative work practices. Design/methodology/approach: This study used a quantitative research approach by PLS-SEM analysis with a sample size of 400. The respondents are employees working for four distinct textile garment manufacturing enterprises in Vietnam. Findings: Our study found that corporate social responsibility directly impacts organisational trust, identification, well-being, and innovative work practices, and innovative work behaviours are directly related to organisational trust, employee well-being, and identification. Research limitations/implications: The study focuses on workers who have a basic understanding of corporate social responsibility. Consequently, the scope of research in diverse industries throughout the country's regions and cities must be expanded. Given the constraints, future studies should be broadened and conducted in greater detail. Each profession should concentrate its efforts on a broader range of survey subjects, such as office workers, employees, and consumers. Originality/value: Employee well-being is linked to innovative work behaviour, and the stronger the company's identity, the more likely people will be to be creative at work. The author found that people who work for a company that has a good sense of itself are more likely to be creative at work. The study shows that when employees are happy, they are more likely to work in new and innovative ways.
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Linking Knowledge Sharing to Innovative Work Behaviour: The Role of Psychological Empowerment
ALMULHIM, Abdullah F. Korea Distribution Science Association 2020 The Journal of Asian Finance, Economics and Busine Vol.7 No.9
The purpose of the study is to explore the psychological empowerment of the worker as a moderator to explain the link between knowledge sharing and innovative work behaviour within the telecommunication sector of Saudi Arabia. This study is based on a quantitative approach, having collected data through a series of questionnaires developed on previous studies. This study has applied Smart-Partial Least Squares (PLS) for the data analysis. The results revealed that there is a positive and significant relationship between knowledge sharing and innovative work behaviour. The knowledge sharing increases the competencies of the workers, bringing about more creativeness and perfection. Furthermore, this study elaborates that psychological empowerment plays an important role as a moderator in making a strong relationship between knowledge sharing and innovative work behaviour. This study concluded that the innovative work behaviour in any organisation depends on the practice, experience, and capabilities of the workers and, most importantly, the interdepartmental knowledge shared amongst them. The sharing of knowledge psychologically empowers the worker to bring creativity, modernization and excellence in the work that affects the marginal productivity, profitability, and customer satisfaction at a great extent. These factors provide long-run sustainability to business in a highly competitive market environment.
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대학 여자 엘리트 축구팀 내 카리스마적 리더십이 선수들의 직무열의와 혁신행동에 미치는 영향
홍은아 ( Hong Eunah ),정예지 ( Jeong Yejee ) 한국스포츠산업경영학회 2017 한국스포츠산업경영학회지 Vol.22 No.2
본 연구에서는 대학 여자 엘리트 축구팀 내 카리스마적 리더십이 선수들의 혁신행동에 미치는 영향을 검증하고자 한다. 특히 카리스마적 리더십과 혁신행동 간에 직무열의의 매개 역할을 규명하는데 본 연구의 목적이 있다. 가설 검증을 위해 대한축구협회에 등록된 6개 대학 여자축구팀 소속 140명의 선수들에게 설문지를 배포하였다. 설문 응답이 누락되어 있거나 불성실한 응답을 한 설문지 15부를 제외하고 125부를 최종 자료 분석에 사용하였다. SPSS 21.0을 사용하여 신뢰도 분석, 상관관계 분석, 및 회귀분석을 하였고, Lisrel 9.2를 사용하여 확인적 요인 분석을 실시하였다. 본 연구에서 도출된 결과는 다음과 같다. 첫째, 지도자의 카리스마적 리더십은 선수들의 직무열의에 통계적으로 유의한 정(+)의 효과를 미치는 것으로 나타났다. 둘째, 선수들의 직무열의는 선수들의 혁신행동에 통계적으로 유의한 정(+)의 효과를 미치는 것으로 나타났다. 셋째, 선수들의 직무열의는 지도자의 카리스마적 리더십과 선수들의 혁신행동과의 관계를 완전 매개하는 것으로 나타났다. The purpose of this study was to examine how charismatic leadership in Korean university women`s football teams influences on innovative behaviour of players. Particularly, this study focussed on the mediating role of work engagement between charismatic leadership and innovative behaviour of university women football players. In this study, 140 questionnaires were distributed to the players who registered in Korea Football Association. 15 samples were discarded due to incomplete questionnaires or a lack of sincerity. Final number of data was 125. SPSS WIN 21.0 was used for data analysis including exploratory factor analysis, reliability test and correlation analysis. Lisrel 9.2 was used for data analysis including confirmatory factor analysis. The following results were as follows: first, charismatic leadership within a team had a positive effect on players` work engagement. Second, Work engagement had a positive effect on innovative behaviour of the players. Third, work engagement fully mediated the relationship between charismatic leadership and innovative behaviour of the players.
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