Organizational Personality as a Moderating Variable of the Relationship between Organizational DNA and Innovative Performance (original) (raw)
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Today, companies are trying to be competitive through their employees with continuous product and service innovations. Several factors affect the ability of individuals to innovate. Personality is one of them and has important implications for individual innovation behavior in the workplace. This study aims to explore the effect of personality characteristics on individual innovation behavior. Research hypotheses were drawn from the related literatures and tested through the data collected from hotel zed via Smart PLS program. The results reveal that openness to experience but no other personality dimensions is positively related to individual innovation behavior. The findings from this research provide the evidence regarding the link between personality and individual innovation behavior in the workplace.
Psychological capital, innovators’ DNA and innovative behaviour
SA Journal of Industrial Psychology
Orientation: This study was positioned within the field of positive psychology, specifically positive organisational behaviour scholarship (POBS).Research purpose: The aim of the research was to investigate the relationship between psychological capital (PsyCap), employees’ innovative thinking and their innovative behaviour.Motivation for the study: Psychological capital has been associated with many positive organisational behaviour outcomes, but relatively little previous research has addressed the relationship between PsyCap and innovation in South Africa. In a similar vein, there is much interest in the Innovator’s DNA model, but it too has received little research scrutiny. Combining these variables into a single model, provided an opportunity to address both these research gaps.Research approach/design and method: The research design was quantitative in nature. The model of innovative behaviour was tested on a sample of 485 employees from the travel and automotive industries i...
EBES Proceedings, Springer, 2022
Innovation in an organization is the outcome of creative ideas, as accomplishment of new products and services development, implementation of new programs that are highly dependent on new ideas generated by its organizational members. Organizational members show their creativity by not only proposing new ideas on products and services, but also with some manufacturing methods and administrative practices. Stimulation of employee creativity leads to the growing competitiveness of firms in the market. Psychological studies identified various types of personality traits that drive employee creativity in working environment. However, personality-employee creativity relationship must be enriched with an inclusion of other factors. The link between these two is worthy to be studied in working environments, where firm performance is highly determined by employee creativity. This research includes not only openness to experience and extraversion separately, but also the other personality traits. It provides a comprehensive insight into innovation and creativity of its organizational members. Moreover, both extrinsic and intrinsic motivation are included in investigation, in the context of Highperforming organizations in the Middle East. The results show that among the Big Five Traits, openness, conscientiousness, and extraversion are positively related to organizational Innovation and creativity, whereas neuroticism is negatively related to organizational Innovation and creativity.
Outstanding Employees Performance: Personality Traits, Innovation and Knowledge Management
Proceedings of the 54th Hawaii International Conference on System Sciences, 2021
This paper analyzes the relationship among outstanding employees' personality traits, innovation and performance. It stems from Motowidlo, Borman, & Schmit's theory of performance, which distinguishes between task and contextual performance, leading to personal job success and creativity. The innovative paired sample is composed of both, 189 outstanding employees and their supervisors, and a common employee (182) control group. Findings show that agreeableness and extraversion are significantly correlated to contextual behavior. The present paper contribution is that it enlightens for the first time the relationship the above-mentioned performance. This in turn can be employed as an assessment tool which can assist Human Resources Units in obtaining strategic knowledge of its employees for proactive management of their innovative knowledge assets, for better systematic management of organizational knowledge.
The aim of this study is to explore the relationship between job performance, innovative and entrepreneurial behaviours and person-organisation fit (PO fit). For investigating the relationship, a longitudinal study was conducted with 550 and 510 employees from companies working on the defence industry products and service sector in Ankara, Turkey. After the analysis, it can be seen that PO fit has a moderating effect in the relationship between job performance, innovative and entrepreneurial behaviours. Results also indicated that the relationships between both innovative behaviour-job performance and the entrepreneurship behaviour -the job performance are positive in case of low PO fit. On the contrary, the relationships between both innovative behaviour-job performance and the entrepreneurship behaviour-job performance are not significant when the PO fit is high.
European Journal of Innovation Management , 2023
Purpose-The purpose of the contemporary research study is to develop and empirically investigate antecedents of innovative work behavior (IWB) in organizations by applying the broaden-and-build theory, associating both personal and contextual factors in encouraging employees' IWB. Design/methodology/approach-A conceptual model has been developed, examining the influence of proactive personality and psychological capital (PsyCap) on innovative performance. Data were collected through an in-person administered questionnaire-based survey from the employees working in the software houses of Pakistan. Findings-The analysis revealed that proactive personality and PsyCap have a significant impact on employee innovative performance, given that proactive personality and PsyCap are the critical antecedents of IWB. Originality/value-This contemporary research study is original and will impart constructive contribution for a substantial number of reasons. First, this research study provides suggestions on proactive personality, which relate remarkably to innovative work behavior. Second, this research study observes the relationship between several organizational aspects and employees' creativity for the evaluation and advancement in the results of prior classic research studies conducted in the given field. This research study integrates both personal and organizational dynamics to evaluate the innovative and creative ability not only in the perspective of multinational, but also in the national corporations.
Managerial Characteristics as Drivers of Innovation
2021
Plenty of powerful and promising companies have failed in the history of Corporate America. While many factors may have contributed to this outcome, lack of innovation is often one of the factors highlighted. After all, innovation, which can be defined as the successful exploitation of new ideas (Nathan & Lee, 2013), has been found to be a strong predictor of a firm’s future returns. However, what drives the creation of successful corporate innovation is not yet fully understood. On this study, I want to focus on managerial characteristics and how such diversity attributes can drive innovation. Joshi & Jackson (2003) define diversity as “the distribution of personal attributes among interdependent members of a work unit.” The combination of these diversity attributes can generate ideas and fresh perspectives feeding the creativity process which in turn will result in innovation. The diversity attributes at the managerial level are critical as the top management team (TMT) has the ab...
The Journal of Creative Behavior, 2008
This study investigates the relationship between creative personality composition, innovative team climate, and team innovation based on an inputprocess-output model. We measured personality with the Creative Person Profile, team climate with the Team Climate Inventory, and team innovation through teammember and supervisor reports of team innovativeness. The personality composition in each of 29 teams in a television production company was operationalized by mean scores for each creative personality variable, as well as the combination of different creative personality variables within a team. The team climate variable "vision" mediated the relationship between the mean level of associative orientation in teams and team innovation. The team climate variable "support of innovation" mediated the relationship between the joint variables of mean level of ambition x mean level of motivation and team innovation. The results indicated that when there are relationships between creative personality composition and team innovativeness, they are mediated by an innovative team climate.
A Literature Review on Personality, Creativity and Innovative Behavior
International Review of Management and Marketing, 2016
Personality has been conceptualized from a host of theoretical perspectives. The present conceptual paper is an endeavor to enhance and grab the etymology of personality, innovative behavior and creativity. Moreover relationship of personality with creativity and innovative behavior is explored in depth. After reviewing an extensive literature, the researcher came up with the general accepted taxonomy of personality measure i.e., widely accepted framework named as big five inventory. While, innovative behavior was gauged by the yardstick of three phases namely idea generation, gathering support and idea implementation. It was suggested for the future researchers to explore the more innovative measures for this overlooked relationship in study of personality and innovative behavior.