Determinant Factors for Managing Innovation in the Malaysian Public Sector

Abstract

Abstract. Since 1991, the government has started the forces to encourage public sector to innovate in order to strengthen the capability and solve problems at workplace for the benefit of organization and its people. The focuses of this forces is to create value creation, encourage cost reduction, and provide services that meet aspirations and people's expectations through high impact ideas. However, to achieve these focuses, public sector faces few challenges that affect the management of innovation; which includes lack of leadership skills and poor innovative culture to stimulate innovation. Although there are various initiatives conducted to enhance the management innovation, the innovative performance is still less satisfactory. Therefore, this paper aims to discuss the determinant factors that affect managing innovation in the selected public sectors which consist of two categories; patron and executor agencies. Thematic approach was used to analyse the interview data. Findings from the interview suggested that in the organization, an employee especially a leader should show his full commitment towards innovative culture, he needs to be committed and supportive and communicate well with the employees and he also should provide attractive rewards to encourage the innovative culture for an effective management innovation. These determinant factors need to be considered as high significant for the public sector to develop new strategies or approaches in managing innovation towards sustaining their competitive advantages in a long term for the benefit of public.

Do HRM practices facilitate innovation? A qualitative study in a developing country

“…Due to a lack of qualitative studies, this study uses a qualitative research design to achieve the research objectives like the approach adopted by Ab Rahman and Ismail (2018) and Zanko et al. (2008).…”

“…Ab Ab Rahman and Ismail (2018) studied three factors contributing to innovation management in the Malaysian public sector: leadership skills, innovative culture and reward system. The interviews results suggested that, in the organization, an employee, especially a leader, should commit fully to the innovative culture.…”

“…However, as there are few direct results, the findings are inconclusive. Hence, this study examines the influence of these selected HRM practices on innovation: training and development, performance and management, promotion and reward using a qualitative method (Ab Rahman & Ismail, 2018).…”

A Conceptual Review of the Determinants of Employee Innovative Work Behavior

“…A significant amount of study has focused on examining the elements that contribute to innovative behavior in the workplace, to enhance our understanding of this phenomenon (De Jong & Den Hartog, 2010;Yuan & Woodman, 2010;Bos-Nehles et al, 2017;Sulistiawan et al, 2017;Ab Rahman & Ismail, 2018;Bawuro et al, 2018;Riaz et al, 2018;Aishah Hashim et al, 2019;Bin Saripin & Kassim, 2019;Purc & Lagun, 2019;Saraih et al, 2019;Siregar et al, 2019;Widodo, 2020;Contreras et al, 2020;Hashim, 2021;Hosseini & Haghighi Shirazi, 2021;. However, the findings are still insufficient and conclusive due to different regions, industries and cultures.…”

Proposta de Modelo Multinível de Competências para Gestão Pública Inovadora

“…A inovação é fundamental para administração pública (Bysted & Jespersen, 2013;Hughes et al, 2011;Moussa et al, 2018;OCDE, 2015;Sørensen, 2016;Vries et al, 2018) uma vez que é um mecanismo que proporciona oportunidades de melhorias contínuas na prestação de serviços públicos à sociedade, a qual tem sido cada vez mais exigente com a qualidade, celeridade e com a transparência. Tem-se que um setor público inovador pode proporcionar uma relação mais eficaz com a sociedade, por meio da oferta de produtos e serviços com maior qualidade, uma vez que a inovação permite a resolução de problemas de novas formas (Brandão & Bruno-Faria, 2013;Rahman & Ismail, 2018;Sørensen, 2016). Bos-Nehles et al (2017) consideram o comportamento dos colaboradores como um dos aspectos centrais da inovação, uma vez que os indivíduos são a base de toda a inovação.…”