Enhancing employee innovativeness and job performance through a culture of workplace innovation

Abstract

PurposeThe creative employees with innovative ideas tend to engage with the latest technologies and the needed organizational processes for the survival of the companies. The culture of workplace innovation (WIP) causes, strengthens, sustains and incentivizes employee performance to enhance employee innovativeness. This paper explores as to what employees perceive on and how to go about WPI; the study of the perception of knowledge professionals about nature, extent, the association and the outcomes of workplace innovation, therefore, assumes importance.Design/methodology/approachKnowledge professionals were surveyed to collect data regarding workplace innovation. And 481 collected responses were analyzed to infer the results and employed structural equation modeling (SEM) to validate the proposed research model. The results of the reliability and validity tests show that the proposed model has satisfactory psychometric properties.FindingsThe present study looked into how culture facilitates WPI and enhances employee innovativeness and performance. The level of trust between employees and organizations has to be very high, and the organization has to have a close-knit working environment to ensure that organizations remain in the market retaining their market standing. This is so particularly in the context of today's global scenario where organizations have access to technologies, and technologies have changed the way we live, consume and meet people. The success of an organization depends on the culture of the organization.Research limitations/implicationsThe study has certain constraints. Foremost, the sample collected comprises a good percentage of entry and middle managerial level employees while the proportion of senior managerial level employees is relatively less. In a way, it represents the actual population, as in general, the senior managers make a very less percentage in information technology (IT) organizations.Practical implicationsTo accomplish the goal of marinating high performing and innovative organizational workforce, the policymakers and the management of organizations should adopt an employee-centric approach by employing nontechnical innovation at the workplace, namely WPI. The results of this study pronounce the same. The more favorable the culture of an organization, the more likely the employee thrives and continues in it. Hence, the major step from the employer side could be to develop and maintain a supportive and constructive organizational culture.Originality/valueThe value of this original research lies in the understanding of the literature reviewed that it is the first survey of its kind done in India, and it helps the Indian IT organizations and knowledge professionals to understand that the WPI enhances employee innovativeness and job performance.

Effectiveness of online teaching and learning in Indian universities during the COVID-19 pandemic

“…(2006), was of the view that 2 sample issue like, actual sample and missing sample could also express concern for normality and estimation of data, therefore, advised the ten-time rule for determining sample size. It was further learnt that the study includes 21 parameters of outer model indicators and 6 correlations among latent variables Hence based on the recommendations of (Loadman et al., 1999; Khan et al. , 2022), the minimum sample size required for the study is 270, however given the poor response rate in the survey methods (Paul and Anantharaman, 2003).…”

“…We have used convenience sampling method to recruit the respondents from three centrally funded universities of India. Prior researches have recommended use of convenience (Loadman et al, 1999;Khan et al, 2022), the minimum sample size required for the study is 270, however given the poor response rate in the survey methods (Paul and Anantharaman, 2003).…”

The Intensity of Perception of Selected Personnel Risk Factors in the V4 Countries

“…by decentralized decision-making, sharing and explaining corporate objectives (Mear, Werner, 2021). Managers must understand the employee perception and attitudes to human resources management practices used in the organization in order to know whether the given human resources management practices achieve the desired results (Kashif et al, 2021;Khan et al, 2021;Santhanam, Ramesh Kumar, Kumar, Saha, 2021;Setsena, Botha, Paul-Dachapalli, 2021).…”

Proceedings of the 17th International Research Symposium on Service Excellence in Management - QUIS17

“…Analysing AI in the field of PM, it could be said that powerful database and analytical data mining are considered a reference point in employee performance technologies through collecting data from multiple sites within the organization on how employees perform their jobs (Dhir and Chhabra, 2019). By linking these available data, managers could come up with appropriate and objective proposals that predict and improve individual performance, and help organizations to make positive decisions regarding employee's attitude (Alrashedi and Abbod, 2020;Malik, Tripathi, Kar, and Gupta, 2021;Khan, Raya, and Viswanathan, 2021).…”