Key contextual success factors for employee innovative behavior: A study in a foreign manufacturing subsidiary in China

Zhou, Wenqian; Velamuri, Vivek K.

doi:10.1080/23311975.2018.1471770

Cited by 29 publications

(29 citation statements)

References 44 publications

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“…Di sisi lain, interaksi dapat meningkatkan hubungan emosional dan kepercayaan antara anggota, yang tidak hanya kondusif bagi karyawan untuk berbagi pengalaman belajar dan pengetahuan teknologi, tetapi juga memperluas bidang visi, mempromosikan ide-ide baru, dan menghasilkan ide-ide baru. Selain itu, hubungan interpersonal atau sosial yang baik akan menyebabkan perasaan karyawan lebih aman untuk menyuarakan dan berbagi ide-ide secara terbuka (Zhou & Velamuri, 2018 Sementara itu, hasil yang berbeda didapatkan oleh penelitian yang dilakukan oleh Palladan (2018) yang menggunakan cyberloafing sebagai variabel moderator untuk hubungan antara IWB dan Job Performance pada bidang kerja pendidik atau dosen, menemukan bahwa adanya efek moderasi yang negatif dari aktivitas cyberloafing pada IWB dan Job Performance dosen di Nigeria. Penjelasan ini menunjukkan bahwa cyberloafing dalam kegiatan kuliah dapat menurunkan kemampuan inovasi dosen dan kinerja mereka.…”

Section: P E N D a H U L U A Nunclassified

“…Dimensi ini memiliki korelasi yang sedang karena sesuai dengan pendapat Yang & Chen (2005dalam Li & Zheng, 2014 yang menyatakan bahwa interaksi dapat meningkatkan resesi emosional dan kepercayaan antara anggota yang tidak hanya kondusif bagi karyawan untuk berbagi pengalaman belajar dan pengetahuan teknologi, tetapi juga memperluas bidang visi, mempromosikan ide-ide baru, dan menghasilkan ide-ide baru. Selain itu, hubungan interpersonal atau sosial yang baik akan menyebabkan perasaan karyawan lebih aman untuk menyuarakan dan berbagi ide-ide secara terbuka (Zhou & Velamuri, 2018).…”

Section: I S K U S Iunclassified

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Hubungan Cyberloafing dengan Innovative Work Behavior pada Pekerja Generasi Milenial dalam Industri Kreatif Digital

Wijanarko

Purba

2018

JPKM

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Sejauh mana perusahaan dapat berinovasi ditentukan oleh perilaku kerja inovatif dari masing-masing pekerja, terutama pekerja generasi milenial yang mendominasi di era digital sekarang yang mengaburkan batasan kerja dengan kehidupan pribadi. Hal ini memunculkan fenomena cyberloafing. Penelitian ini menggunakan pendekatan kuantitatif dengan teknik survei secara online. Teknik samplingyang digunakan adalah non-probability sampling bertipe purposive sampling. Jumlah subjek penelitian sebanyak 103 responden yang tersebar di berbagai industri kreatif digital di Indonesia. Alat pengumpulan data berupa kuesioner cyberloafing dan alat ukur Innovative Work Behaviour. Analisis data dilakukan dengan teknik statistik korelasi Bivariate Pearson dengan bantuan program IBM SPSS Statistic 25 for Windows. Hasil penelitian menunjukkan bahwa terdapat hubungan yang kuat dengan arah hubungan positif (r(103)=0,518, p<0,05) antara cyberloafing dengan innovative work behaviour generasi milenial yang bekerja di industri kreatif digital.

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Section: P E N D a H U L U A Nunclassified

Section: I S K U S Iunclassified

Hubungan Cyberloafing dengan Innovative Work Behavior pada Pekerja Generasi Milenial dalam Industri Kreatif Digital

Wijanarko

Purba

2018

JPKM

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“…Bednal et al [51] reported the effect of transformational leadership on innovative behavior. Zhou and Velamuri [52] conducted research on key factors affecting innovative behaviors. These factors are reward and share, cross-functional cooperation, company innovation strategies, transformational leadership styles, leadership support, training, relationships between leaders and employees, group composition, resources and time, and praise.…”

Section: Discussionmentioning

confidence: 99%

An examination of the effect of loneliness on the innovative behavior of health science faculty students

Çınar

Toker

2019

Chinese Medical Journal

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Background:Contributing to the innovative behavior of individuals in the health management process is a desirable condition for increased health institution performance. The relationship between the sense of loneliness and individual innovation behaviors has not been studied and relevant literature is extremely limited. The purpose of this research was to examine the effect of an individual's sense of loneliness on their innovative behavior.Methods:The research was performed between January and October 2018. The effects of loneliness feelings on the individual innovative behaviors of 451 health science faculty students were measured. The data were collected using the “Individual Information Form,” the “individual innovation scale,” and the “University of California Los Angeles loneliness scale.” The reliability and validity of the scales were tested with Structural Equation Modeling.Results:It was found that the female participants showed exhibited more innovative behavior than the men. However, there was no significant difference in the loneliness status of participants by gender. A group of 23-year-old individuals showed a significant difference in the risk taking dimension compared to other age groups. First-grade students had more points in the experimental openness and opinion leadership sub-dimension than the other classes. It was observed that the behavior is molded as the education level increases. The regression models showed that loneliness has a negative effect of −0.254 on experiential openness and the leadership of ideas, and has a negative effect of −0.216 on risk taking. There was no effect of the sub-dimensions of loneliness on change resistance. Moreover, on the individualistic behavior of physical loneliness, a −0.267 negative effect was observed. Emotional loneliness has no effect on the sub-dimensions of individual innovation. Finally, the total sense of loneliness was found to have a negative effect on total individual innovation.Conclusions:The study results clearly show that physical loneliness has a negative effect on individual innovation. It can be said that individuals living in social environments exhibit more innovative behaviors. However, emotional loneliness has no significant effect on innovative behavior. In this context, designing social spaces in health institutions will stimulate individuals’ innovative behaviors.

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“…Проводятся и исследования, ставящие своей целью обобщение и даже количественную оценку влияния всех или большинства указанных факторов на реально сформировавшийся уровень инновационности поведения конкретной организации или группы организаций, объединенных по тому или иному признаку. Так, исследования опыта китайских компаний [23] показали наибольшее влияние на успех формирования инновационного поведения сотрудников таких факторов, как система вознаграждения за труд; обучение; состав и структура коллектива; похвала и поощрение. К существенным факторам в упомянутом исследовании отнесены стиль лидерства (причем предпочтительным названо структурное лидерство); тип отношений между руководителем и подчиненным; поддержка руководства; наличие ресурсов всех типов; инновационная стратегическая ориентация компании и кооперация как между сотрудниками, так и между подразделениями.…”

Section: комплексный подход к исследованию факторов влияющих на формunclassified

“…Влияние особенностей национальной и корпоративной культуры на стимулирование инновационного поведения Стимулирование инновационного поведения работников занимает все более важное место в реализации стратегий развития, достижении конкурентных преимуществ и формировании тактических решений предприятий и организаций по всему миру. Особенно этот аспект актуален для тех стран и рынков, которые избирают инновационный путь развития, предполагающий интенсивное использование корпоративных знаний и интеллектуального потенциала, таких, например, как Китай [23], Малайзия [14] и другие активно развивающиеся страны. Российское руководство также заявляет о национальной ориентации на инновационный путь развития, что включает наши компании в круг тех, для кого стимулирование инновационного поведения сотрудников выходит на первый план в обеспечении своей конкурентоспособности.…”

Section: Introductionunclassified

Analysis and ranging of the factors of formation and development of innovative behaviour in organizations

Sabetova¹,

Пономаренко

2018

Vestn. Voronež. gos. univ. inž. tehnol.

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The article considers t the problem of determination of the degree of influence of a number of factors on formation of innovative behavior of employees and their groups in organizations. According to the authors’ opinion, innovative activity of employees requires, on the one hand, their own abilities and motivation, and on the other hand, readiness of the organization and provision of necessary resources for employees both for creation and implementation of ideas and projects. The authors do not deny the influence of the national business culture on the features of innovative behavior and point out the need to take into account these features. However, they deny the existence of national features that obviously make innovation development of one country easier than others, and therefore consider the experience of different countries worthy of study, but at the same time its implementation is considered possible only after a critical rethinking for existing conditions. The authors point out that innovative behavior of employees is formed under the influence of factors that can be conditionally divided into those dependent and independent of management actions, the former being of particular interest due to the possibility of controlling them. Among them the following groups of factors are identified: (i) related to the peculiarities of management style; (ii) characteristics of the workplace and job responsibilities; (iii) factors related to interpersonal and intergroup relations, and (iv) organizational factors. The influence of the key factors of each group was analyzed and evaluated either from the standpoint of positive or negative impact on the formation of innovative behavior, or from the position of the strength of influence. Based on the experience of Chinese colleagues, a comparative ranking of the factors that determine the innovativeness of behavior was carried out, in terms of their significance. At the same time, the similarity of the factors determining the innovativeness of the behavior of employees in Chinese and Russian companies was revealed, but significant differences in the degree of such influence were detected. As a result, the authors’ named key success factors in the formation of innovative behavior of the staff: (i) support from the company’s management; (ii) availability of resources of all types; (iii) system of labour remuneration; (iv) composition and structure of the team, and (v) cooperation.

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Key contextual success factors for employee innovative behavior: A study in a foreign manufacturing subsidiary in China

Cited by 29 publications

References 44 publications

Hubungan Cyberloafing dengan Innovative Work Behavior pada Pekerja Generasi Milenial dalam Industri Kreatif Digital

Hubungan Cyberloafing dengan Innovative Work Behavior pada Pekerja Generasi Milenial dalam Industri Kreatif Digital

An examination of the effect of loneliness on the innovative behavior of health science faculty students

Analysis and ranging of the factors of formation and development of innovative behaviour in organizations

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