Individual conditions for the propensity to innovate and innovative behaviors

2014 ◽  
Author(s):  
Diana E. Krause ◽  
Neil Anderson
Keyword(s):  
Innovative Behaviors

scholarly journals How Leaders’ Positive Feedback Influences Employees’ Innovative Behavior: The Mediating Role of Voice Behavior and Job Autonomy

2021 ◽  
Vol 13 (4) ◽  
pp. 1901 ◽  
Author(s):  
Wang Ro Lee ◽  
Suk Bong Choi ◽  
Seung-Wan Kang
Keyword(s):  
Positive Feedback ◽  
Structural Equation ◽  
Organizational Innovation ◽  
Equation Model ◽  
Service Industries ◽  
Mediating Effect ◽  
Job Autonomy ◽  
Innovative Behavior ◽  
Voice Behavior ◽  
Innovative Behaviors

This study investigated the effects of a leader’s feedback behavior on the followers’ innovative behaviors, and the mediating effects of voice behavior and job autonomy in the above relationship. To test the analytical model with the hypotheses, survey data were collected from 527 Korean employees working in 35 companies from manufacturing, distribution, and service industries. A structural equation model analysis was performed to test the hypotheses. The results of our empirical analysis are as follows. First, it was found that positive feedback from the leader positively influenced the followers’ voice behaviors, job autonomies, and innovative behaviors. Second, voice behavior and job autonomy were confirmed to have a positive mediating effect between the leader’s feedback and the innovative behavior of the followers. These findings imply that a leader’s feedback behavior contributes toward enhancing the followers’ innovative behaviors in the process of organizational innovation. We suggest that organizations and managers pay attention to the benefits of feedback activities and facilitate key mechanisms that connect them to employee innovation behavior, effectively.

scholarly journals Dynamic Evolution Model of a Collaborative Innovation Network from the Resource Perspective and an Application Considering Different Government Behaviors

Information ◽  
2019 ◽  
Vol 10 (4) ◽  
pp. 138 ◽  
Author(s):  
Wu ◽  
Shao ◽  
Feng
Keyword(s):  
Network Evolution ◽  
Evolution Model ◽  
Dynamic Evolution ◽  
Innovation Network ◽  
Transfer Policy ◽  
Collaborative Innovation ◽  
Innovation Output ◽  
The Government ◽  
Small Change ◽  
Innovative Behaviors

The evolution of a collaborative innovation network depends on the interrelationships among the innovation subjects. Every single small change affects the network topology, which leads to different evolution results. A logical relationship exists between network evolution and innovative behaviors. An accurate understanding of the characteristics of the network structure can help the innovative subjects to adopt appropriate innovative behaviors. This paper summarizes the three characteristics of collaborative innovation networks, knowledge transfer, policy environment, and periodic cooperation, and it establishes a dynamic evolution model for a resource-priority connection mechanism based on innovation resource theory. The network subjects are not randomly testing all of the potential partners, but have a strong tendency to, which is, innovation resource. The evolution process of a collaborative innovation network is simulated with three different government behaviors as experimental objects. The evolution results show that the government should adopt the policy of supporting the enterprises that recently entered the network, which can maintain the innovation vitality of the network and benefit the innovation output. The results of this study also provide a reference for decision-making by the government and enterprises.

Does employee willingness to take risks affect customer loyalty? A moderated mediation examination of innovative behaviors and decentralization

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohd Ahmad Al-Hawari ◽  
Shaker Bani-Melhem ◽  
Faridahwati Mohd. Shamsudin
Keyword(s):  
Personality Traits ◽  
Customer Loyalty ◽  
Structural Equation ◽  
Positive Impact ◽  
Equation Modeling ◽  
Frontline Employees ◽  
Content Type ◽  
Mediating Role ◽  
Hotel Managers ◽  
Innovative Behaviors

Purpose This study aims to build on the trait activation and interactionist perspective theories to investigate the effect of frontline employees’ (FLEs) willingness to take risks on hotel guest loyalty by assessing the mediating role of their innovative behaviors. It also examines whether decentralization strengthens the positive impact of willingness to take risks on innovative behavior and, subsequently, customer loyalty. Design/methodology/approach The authors collected multilevel data from various sources – hotel FLEs (n = 183), hotel operation managers (n = 46) and hotel guests/customers (n = 266) – from five-star hotels operating in Dubai. Structural equation modeling and PROCESS macro (version 3.5) were used to analyze the data. Findings The findings showed that willingness to take risks indirectly (via innovative behaviors) affects guest/customer loyalty positively. This effect is strengthened when the hotel is decentralized. Practical implications This study provides insight into how hotel managers can foster customer loyalty. More specifically, they can do so by establishing employees’ innovative behaviors triggered by employees’ positive personality traits and by giving employees more autonomy. Originality/value The present study addresses recent calls to investigate the positive impact of FLEs’ personality traits, attitudes and behaviors on customer loyalty.

scholarly journals YENİLİK İKLİMİNİN ÖRGÜTSEL ÖZDEŞLEŞMEYE ETKİSİ: BİLİŞİM SEKTÖRÜ ÇALIŞANLARI ÜZERİNDE BİR ARAŞTIRMA

2018 ◽  
Vol 6 (3) ◽  
Author(s):  
Cemalettin Öcal FİDANBOY ◽  
Mahsa FİDANBOY
Keyword(s):  
Organizational Identification ◽  
Creative Thinking ◽  
Sampling Method ◽  
Meaningful Relationship ◽  
Innovation Climate ◽  
High Level ◽  
Research Show ◽  
Innovative Behaviors ◽  
Innovative Approaches

The innovation climate of an organization is one of the most important indicators of the potential of employees to show creative thinking and innovative behaviors. Individuals who work in an organization where the innovation climate exists and feel themselves as a part of the organization, are more willing to produce high-level original values and to take innovative approaches. At the same time, due to the innovation climate within the organization, it seems possible for employees to demonstrate organizational identification behavior at a high level. The aim of this study is to show how the climate of innovation has an impact on organizational identification in organizations. In this context, a survey was responded by 164 R&D employees working in the IT sector using convenient sampling method. The obtained data were tested by using statistical programs. The findings of the research show that the innovation climate has positive and meaningful relationship with organizational identification. Besides, it was found that the innovation promotion sub-dimension did affect organizational identification positively and meaningfully and there were no significant effects of blocking innovation and resource provision sub-dimensions on organizational identification.

Customer participation in services and employee innovative behavior

2018 ◽  
Vol 30 (4) ◽  
pp. 2112-2131 ◽  
Author(s):  
Minglong Li ◽  
Cathy H.C. Hsu
Keyword(s):  
Information Exchange ◽  
Interpersonal Trust ◽  
Customer Participation ◽  
Equation Modeling ◽  
Service Firms ◽  
Innovative Behavior ◽  
Content Type ◽  
Affective Trust ◽  
The Relationship ◽  
Innovative Behaviors

Purpose This paper aims to investigate the influence of customer participation in services on the innovative behaviors of employees. Although previous studies have acknowledged the importance of customers in service innovation and investigated how customer participation in product development teams affect innovation, the effect of mandatory customer participation in services on the employee innovative behavior has not been examined. In addition to addressing such gap, this study proposed the mediating role of interpersonal trust in the relationship between customer participation and employee innovative behavior and then tested the hypotheses in a restaurant context. Design/methodology/approach A total of 514 valid questionnaires were collected from frontline employees or entry-level managers in 25 well-known restaurants (including 14 hotels and 11 freestanding restaurants) in Beijing, China. The relationships among customer participation, interpersonal trust and employee innovative behavior were examined using structural models analyzed in AMOS 20.0. Findings The structural equation modeling results indicate that customers’ information and emotional participation in services significantly influence the innovative behavior of employees, whereas behavioral participation does not. In addition, a high level of interpersonal trust between customers and employees may increase employee innovative behaviors. Moreover, unlike cognitive trust, affective trust mediates the relationship between customer information or emotional participation and employee innovative behavior. Practical implications Findings indicate that service firms can encourage customers to participate actively in service co-creation; their participation in terms of information is encouraged to foster employee innovative behaviors by training employees and establishing an appropriate climate for information exchange. Moreover, service firms must pay attention to the emotions of customers during the service processes. Furthermore, the affective trust between customers and employees is significant to service firms, which need to take measures for employees to manage their relationships with customers well. Originality/value Based on the concepts of service marketing and organizational behavior, this study contributes to the research on customer–employee co-production and employee innovative behavior from an interdisciplinary perspective. The study reveals the influencing mechanism of customer participation on employee innovative behavior and contributes to the research on customer–employee interpersonal trust. Previous studies emphasized the importance of trust among work group members in innovation, while this study supports the association between customer–employee interpersonal trust and employee innovative behaviors.

scholarly journals The Relationship Between Preschool Teachers’ Proactive Personality and Innovative Behavior: The Chain-Mediated Role of Error Management Climate and Self-Efficacy

2021 ◽  
Vol 12 ◽  
Author(s):  
Baocheng Pan ◽  
Zhanmei Song ◽  
Youli Wang
Keyword(s):  
Indirect Effect ◽  
Self Efficacy ◽  
Preschool Teachers ◽  
Proactive Personality ◽  
Error Management ◽  
Innovative Behavior ◽  
Scale Error ◽  
A Chain ◽  
The Relationship ◽  
Innovative Behaviors

Objective: This study, aims to explore the relationship of error management climate and self-efficacy between preschool teachers’ proactive personality and innovative behavior.Methods: Four hundred thirty-nine preschool teachers were tested by proactive personality scale, error management climate scale, general self-efficacy scale, and employee innovation behavior scale.Results: Preschool teachers’ proactive personality can directly predict their innovative behaviors, has a significant indirect effect on innovative behaviors through error management climate, and has a significant indirect effect on innovative behaviors through self-efficacy. Error management climate and self-efficacy play a chain-mediated role in the relationship between preschool teachers’ proactive personality and innovative behavior.Conclusion: Error management climate and self-efficacy play a chain-mediated role in the relationship between preschool teachers’ proactive personality and innovative behavior.

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