What Comes Before Innovation Kicks in: Contemporary Evidence and Future Directions of Innovative Work Behaviour of Individuals — A Conceptual Literature Review (original) (raw)
Related papers
A conceptual framework to measure innovative behaviour published paper
Journal of Research in Administrative Sciences, 2018
The UAE’s organizations are driven to achieve the Vision 2021 to become a competitive knowledge economy and one of the key performance indicators is to keep improving the gross innovation index until UAE becomes the most innovative nation by the year 2021. To that effect, the organisations are experiencing an innovation movement and contributing through various innovation initiatives to achieve the national objective. Hence, it becomes quintessential to measure the innovative practices implemented in an organisation and the growth and sustainability of the innovation will be determined by the behaviour (innovative) of the employees. Research Objectives – The main research objective is to develop a conceptual framework to electronically measure the innovative practices and the innovative behaviour of the employees working in the higher education organisations in UAE. Methodology – The epistemological belief that the innovative behaviour of employees is contingent on the context of the organizational setting, the constructivist research paradigm has been applied to investigate the research. The primary data has been collected using the interview method and the secondary data is collected through a systematic review of literature extracted from the various database using the keyword search criteria. Thematic analysis and Narrative analysis has been conducted to analyse the data. Scope of Investigation – The study has been conducted in the context of UAE higher education organisations. The educators working in private organisations (local and international) were interviewed to determine the constructs of innovative behaviour, associated measures, and the affecting variables. Summary of Findings – The research found that the innovative behaviour is context specific and is dependent on micro and macro variables; the dominating ones being the organizational policies, the degree of employee engagement and the leadership style. The data can be captured through employees recording the new practices or methods or ideas implemented by them on the official portal on pre-set frequency interval and record the variables that prompted them to implement the innovative practice and/or prevented them to implement the innovative practice. The conceptual framework to measure the innovative behaviour and the practical model to analyze the affecting variables will assist policymakers to capitalize on the behavioural promoter variables and take relevant measures to achieve organizational as well as national objectives. Keywords: Innovation, Innovative practice, Innovation measurement, Employee behaviour, Innovation behaviour; Innovation variables
SAGE Open, 2024
The Ministry of Maritime Affairs and Fisheries plays an important role in making the sea the future of the nation with three mission pillars, namely the mission of sovereignty, sustainability, and welfare. To realize this missions, the ministry carries out bureaucratic reform and innovates in community service, which depends on the innovative work behavior of its middle managers. This study analyzes the direct effect of transformational leadership and self-determination on innovative work behavior. The mediation roles of person-organization fit and social media usage are also tested. One hundred thirty middle managers were selected as respondents and completed the questionnaire online. The analyzing of this research data was carried out with structural equation modeling. This research output clearly shows innovative work behavior improvement among middle managers. It can be used as a basis for consideration for middle managers in formulating policies related to innovative work behavior by focusing on more appropriate transformational leadership and self-determination, as well as the involvement of person-organization fit and social media usage.
BARRIERS TO INNOVATIVE WORK BEHAVIOUR: A CRITICAL ANALYSIS
IAEME PUBLICATION, 2021
Employee innovative behaviour is an important enabler for organizational efficiency and successful accomplishment of business goals. Particularly for service industries innovative approaches to enhance customer satisfaction is deemed critical for the profitability of the organization. Therefore, removing the barriers or inhibitors that may hinder innovative activities in organizations require immediate attention from the managers. The study uses information from 474 respondents from three industries – Education, Hospitality & Tourism and Banking & Financial Services Industry to critically assess four important barriers namely emotional barrier, cultural barrier, perceptual barrier and structural barrier. An inter-industry analysis also revealed significant differences in the perceptions of these barriers by the respondents. Structural and emotional barriers were found to be the most important predictors for innovative work behaviour.
2015
The objective of this study was to investigate the impact of leadership styles (independent variable) and organisational culture (mediating variable) on the innovativeness (dependent variable) of estate managers in the Sri Lankan plantation sector. Data were collected using disproportionate, stratified random sampling method of 235 estate managers based on four point Likert scale method.. Correlational analysis was used using a cross-sectional time-horizon. The unit of analysis was at the individual level. A self-administered questionnaire was used to collect data and test the reliability and validity of all the measurement scales. Regression analysis was used to test the research hypothesis. The findings revealed that there existed a relationship between the study variables. Further, findings of this study largely support the hypothesized relationships proposed in the research framework. The study results clearly provide a guide to understand,develop and implement a strategy of the...
Journal of Research in Administrative Sciences
The UAE's organizations are driven to achieve the Vision 2021 to become a competitive knowledge economy and one of the key performance indicators is to keep improving the gross innovation index until UAE becomes the most innovative nation by the year 2021. To that effect, the organisations are experiencing an innovation movement and contributing through various innovation initiatives to achieve the national objective. Hence, it becomes quintessential to measure the innovative practices implemented in an organisation and the growth and sustainability of the innovation will be determined by the behaviour (innovative) of the employees. Research Objectives-The main research objective is to develop a conceptual framework to electronically measure the innovative practices and the innovative behaviour of the employees working in the higher education organisations in UAE. Methodology-The epistemological belief that the innovative behaviour of employees is contingent on the context of the organizational setting, the constructivist research paradigm has been applied to investigate the research. The primary data has been collected using the interview method and the secondary data is collected through a systematic review of literature extracted from the various database using the keyword search criteria. Thematic analysis and Narrative analysis has been conducted to analyse the data. Scope of Investigation-The study has been conducted in the context of UAE higher education organisations. The educators working in private organisations (local and international) were interviewed to determine the constructs of innovative behaviour, associated measures, and the affecting variables. Summary of Findings-The research found that the innovative behaviour is context specific and is dependent on micro and macro variables; the dominating ones being the organizational policies, the degree of employee engagement and the leadership style. The data can be captured through employees recording the new practices or methods or ideas implemented by them on the official portal on pre-set frequency interval and record the variables that prompted them to implement the innovative practice and/or prevented them to implement the innovative practice. The conceptual framework to measure the innovative behaviour and the practical model to analyze the affecting variables will assist policymakers to capitalize on the behavioural promoter variables and take relevant measures to achieve organizational as well as national objectives.
International Journal of Membrane Science and Technology
Purpose–In 2022, the report of the 20th National Congress of the Communist Party of China, the Chinese government set improving the efficiency of the national innovation system as the primary goal and high-quality development as the primary task of building the country. To become a country based on science and technology and innovation and adhere to the path of sustainable development, innovative talents are needed to master the formation of science and technology and transform the results of innovation. The problem is that innovative human resources play a central role. Without talents with innovative work behaviors, it will be difficult to achieve the country's grand vision. Many scholars and business managers have clearly pointed out that innovative talents play a core and key role, whether in a country or an organization. Stimulating and promoting innovative work behaviors is the key for all enterprises and organizations to maintain competitive advantages. It is also the nee...
Measuring Innovative Work Behaviour
2010
Both scientists and practitioners emphasize the importance of innovative work behaviour (IWB) of individual employees for organizational success, but the measurement of IWB is still at an evolutionary stage. This article is concerned with developed a measure of IWB with four potential dimensions: the exploration, generation, championing and implementation of ideas. From a pilot survey among 81 research professionals and their supervisors, we derived an initial version of ten items. Next, analysis of validity drew on survey data from 703 matched dyads of knowledge workers and their supervisors in 94 knowledge intensive services firms. It included confirmatory factor analyses and hierarchical multilevel regressions to test hypothesized relationships of IWB with related constructs, including participative leadership, external work contacts and innovative output. These analyses demonstrated sufficient reliability and criterion validity. Evidence for the distinctiveness of the four dimensions was, however, weak, suggesting that IWB is one-dimensional. We conclude that further research on this issue is merited.