Factors affecting innovative work behavior of academic staff in rajabhat universities
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2023
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2566
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eng
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187 leaves
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b216697
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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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Thanaporn Buarod (2023). Factors affecting innovative work behavior of academic staff in rajabhat universities. Retrieved from: https://repository.nida.ac.th/handle/662723737/6693.
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Factors affecting innovative work behavior of academic staff in rajabhat universities
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Abstract
Innovation is essential for organizations wishing to remain competitive and thrive in the highly competitive global marketplace. The innovative work behavior for teachers is highly essential for the education profession development in the future and educational institutes and for the development of society as the knowledge society. Thus, innovative work behavior is supposed to be central to the educational profession; furthermore, to improve the innovative work behavior for teachers, there is need to know which factors have an impact on innovative work behavior in the educational institutes. The objective of this research aims 1) To identify the level of Innovative Work Behavior and Organizational Commitment of academic staff at Rajabhat Universities. 2) To test the effect of factors (Innovative Climate, Management Support, and Innovative Skills) on Organizational Commitment towards the Innovative Work Behavior of academic staff at Rajabhat Universities. 3) To test the effect of the factors (Innovative Climate, Management Support, Innovative Skills) and organizational commitment that on the Innovative Work Behavior of academic staff at Rajabhat Universities. This research employs University is quantitative research by conducting empirical research and uses simple random sampling to obtain 748 samples from the academic employees included 10 Rajabhat Universities across Thailand. Additionally, this research uses Structural Equation Modeling (SEM) is a combination of two statistical methods: confirmatory factor analysis and path analysis.
The result of this research founds the levels of Innovative Climate, Management Support, Innovative Skills, and Innovative Work Behavior are considered as ‘high’ levels; Organizational Commitment has influenced the Innovative Work Behavior at significance. Moreover, Innovative Climate (IC) directly and significantly affected Organizational Commitment (OC) at the 0.01 level with a path coefficient value of 0.223. Management Support (MS) directly and significantly affected Organizational Commitment (OC) at the 0.01 level with a path coefficient value of 0.311. Innovative Skills (IS) directly and significantly affected Organizational Commitment (OC) at the 0.01 level with a path coefficient value of 0.385. Innovative Climate (IC) directly, and significantly, affected Innovative Work Behavior (IWB) at the 0.05 level with a path coefficient 0.065, and indirectly through Organizational Commitment (OC) with a path coefficient 0.168, so the total effect = 0.233. Management Support (MS) directly, and significantly, affected Innovative Work Behavior (IWB) at the 0.01 level with a path coefficient 0.116, and indirectly through Organizational Commitment (OC) with a path coefficient 0.224, so the total effect = 0.340. Innovative Skills (IS) directly, and significantly, affected Innovative Work Behavior (IWB) at the 0.01 level with a path coefficient 0.088, and indirectly through Organizational Commitment (OC) with a path coefficient 0.277, so the total effect = 0.365. Organizational Commitment (OC) directly and significantly affected Innovative Work Behavior (IWB) at the 0.01 level with a path coefficient value of 0.720. This research also provides policies for developing the innovative work behavior of academic staff at Rajabhat Universities.
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Thesis (Ph.D. (Human Resource and Organization Development))--National Institute of Development Administration, 2023