Research on the impact of organizational innovation climate on employee's innovative work behavior
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2022
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2565
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eng
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191 leaves
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b216652
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This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
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National Institute of Development Administration. Library and Information Center
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Xu, Ziqing (2022). Research on the impact of organizational innovation climate on employee's innovative work behavior. Retrieved from: https://repository.nida.ac.th/handle/662723737/6883.
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Research on the impact of organizational innovation climate on employee's innovative work behavior
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Abstract
Innovation is considered the key to organizations' competitive advantage, which
has been shown to succeed in today's competitive work environment. Especially for
high-tech enterprises, the living environment of enterprises has undergone significant
changes. However, business management is not a simple matter of promoting
knowledge workers to carry out sustainable and long-term innovative work behaviors.
Compared with ordinary work behavior, innovative work behavior expresses new ideas
to achieve innovation. In the antecedents of innovative behavior, the antecedents at
different levels are not explored in depth. Therefore, to stimulate knowledge workers'
innovation activities, this study is based on the stimulus-organism-response (SOR)
model and constructs a three-level impact mechanism model of the external
environment, psychological factors, and individual behavior. The main contents include
the following parts:
Firstly, Based on the research purposes and reviewing the relevant theoretical
research, this research involves variable definition, extracting the main leading factors
affecting the knowledge staff innovation behavior, analyzing the innovation
orientation, and organization climate influence knowledge staff innovation behavior
mechanism. This study thought influence R&D worker innovation behavior leading
factors include three aspects: first， on behalf of the organization's overall objective
environment properties, organization climate, can be regarded as a staff of the external
environment stimulation; second, the strength of internal factor, including cognitive
status reflects the psychological safety, and intrinsic motivation, which can be regarded
as a psychological state of employees. Third, knowledge sharing as a kind of behavior
can affect another behavior. This study argues that organization innovation climate has
a direct impact on innovative work behavior, at the same time it can also be through psychological safety and intrinsic motivation as mediation variables indirectly
influence knowledge sharing. Meanwhile, the R&D workers' knowledge sharing can
directly impact innovative work behavior. Based on the effect mechanism, this paper
puts forward 11 hypothesis relationships and set up the theoretical relationship model
of this study.
Second, through questionnaire survey collected data, the empirical test
organizational innovation climate for R&D workers behavior influence relationship
model. This study selected 446 valid samples from the R&D department of high-tech
enterprises in Guangdong province in China through the judgmental sampling method.
AMOS 23.0 and SPSS 25.0 was used to analyze the data and performed structural
equation modeling (SEM) with the bootstrapping approach. The reliability and validity
test, descriptive statistical analysis, show the sample data has good reliability and
validity, and can carry out data analysis processing, the result showed that 11
hypotheses obtained data support, to be able to verify.
Thirdly, Both the external environment (i.e., organizational innovation climate)
and psychological factors (i.e., intrinsic motivation, psychological safety) have a
significant positive impact on individual response (i.e., knowledge sharing, Innovative
work behavior). Knowledge sharing has the greatest impact on innovative work
behavior, meanwhile, psychological factors also have a great impact on innovative
work behavior. Besides, psychological factors also mediate the relationship between
the external environment and knowledge sharing. The findings indicated that high-tech
enterprise should try their best to provide R&D employees with opportunities and
platforms for knowledge sharing, and encourage more exchanges and sharing among
employees. It must also formulate scientific innovation climate when implementing
strategies and continue to shape a harmonious and equal organizational climate.
Furthermore, high-tech enterprises should encourage employees to speak the truth,
express different voices, and stimulate work enthusiasm to improve psychological
safety and intrinsic motivation, enhancing employees’ innovative work behavior.
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Thesis (Ph.D. (Management))--National Institute of Development Administration, 2022