Knowledge Sharing, Organizational Climate, and Innovative Behavior: A Cross-Level Analysis of Effects

Yu, Chia‐Jung; Yu, Tsai-Fang; Yu, Chin-Cheh

doi:10.2224/sbp.2013.41.1.143

Cited by 144 publications

(137 citation statements)

References 26 publications

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“…It is said that knowledge sharing has a significant effect on innovative behavior. The results of this study support the results of research undertaken by Lin (2007);Yu, Fang and Chieh (2013); Abdallah, Khalil and Divine (2012), in which their research concludes knowledge sharing having an effect on innovative behavior. 6.…”

Section: Resultssupporting

confidence: 89%

“…Companies with innovative resources will be able to increase production and market share (Begonja, Cicek, Balboni, & Gerbin 2016). Innovation becomes a vital need for companies which is affected by several factors, including self-efficacy (Hsiao, Brouns, Bruggen, & Sloep 2012;Widyani, 2016), self-leadership (Omar & Mahmud, 2014;Widyani, Sugianingrat, & Sarmawa, 2016;, and knowledge sharing (Lin, 2007;Yu, Fang, & Chieh, 2013;Ofori, Osei, Mensah, Affum, 2015;Widyani, 2016). Therefore, this study examines the influence of self-efficacy, self-leadership and knowledge sharing on the innovative behavior of employees of Endek weaving company in Klungkung.…”

Section: Introductionmentioning

confidence: 99%

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The Roles of Knowledge Sharing in Mediating the Effect of Self-Efficacy and Self-Leadership Toward Innovative Behavior

Widyani¹,

Sarmawa²,

Dewi³

2017

jmk

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This research is to investigate the correlation between self-efficacy, self-leadership, and knowledge sharing as observed in the innovative behavior of Endek weaving small enterprise in Bali. Innovation is an interesting issue in SMEs, due to its sustainability efforts of the business. Endek weaving is one unique product that has social and economic value. The unit of analysis is Endek weaving small enterprise in Klungkung, a regency located in the east area of Bali, as it is the center production of Endek weaving in Bali area. The number of respondents is 96 employees of Endek weaving companies in Klungkung Regency. Data analysis method in this research is using the quantitative approach with the tool of Structure Equation Model Partial Least Square (SEM PLS). The results show that self-efficacy and self-leadership have significant influences to knowledge sharing. Self-efficacy has an insignificant influence on innovative behavior, while self-leadership has a significant influence on innovative behavior. Knowledge sharing has a significant influence on innovative behavior. An important finding of this research is knowledge sharing as a mediator of self-efficacy to innovative behavior.

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Section: Resultssupporting

confidence: 89%

Section: Introductionmentioning

confidence: 99%

The Roles of Knowledge Sharing in Mediating the Effect of Self-Efficacy and Self-Leadership Toward Innovative Behavior

Widyani¹,

Sarmawa²,

Dewi³

2017

jmk

View full text Add to dashboard Cite

show abstract

“…Kirwan (2009, p.80) states that "being open to new ways of doing things" as well as "initiative and creativity" are necessary to create a climate of openness. Yu et al (2013) determined a positive association between organizational innovation climate and innovative behavior.…”

Section: Literature Reviewmentioning

confidence: 98%

“…There are many studies indicating the relationships between OC and JP (Abdel-Razek, 2011;Adeyemi, 2006;Chang, Chuang & Bennington, 2011;Raza, 2010;Spruill, 2008;Tutar & Altınöz, 2010); between OC and IB (Al-Saudi, 2012;Åmo, Oftedal & Bullvaag, 2006;Arif, Zubair & Manzoor, 2012;Chang & Yang, 2012;Crespell, 2007;Subramaniam, 2012;Sağnak, 2012;Scott & Bruce, 1994;Yu, Yu & Yu, 2013) and between JP and IB (Aryee, Walumbwa, Zhou & Hartnell, 2012;Cingöz & Akdoğan, 2011;Dörner, 2012). Although the dual relationships between these variables have been investigated, there are limited studies investigating their relationships using a theoretical model.…”

Section: Introductionmentioning

confidence: 99%

The Relationships between Organizational Climate, Innovative Behavior and Job Performance of Teachers

Balkar¹

2015

IOJES

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Organizational climate (OC) is important in creating the essential conditions to ensure high job performance (JP) of teachers and encourage them to show innovative behavior (IB) in both classrooms and school-wide. High JP can be observed for teachers as a result of suitable OC and IB. The aim of this study is to investigate the relationships between the OC characterized by support, cohesion, fairness and pressure, JP and IB of teachers. The study sample consisted of 398 primary and secondary school teachers working at the Adana province of Turkey. Three scales related to OC, JP and IB were used to collect data. Structural Equation Modelling (SEM) was performed to analyze the effects of OC on IB and JP as well as the effect of IB on JP. According to the findings; OCs characterized by support, fairness and pressure had effects on the JP of teachers. OCs characterized by support and pressure had effects on the IB of teachers and the IB of teachers had an effect on JP of teachers.

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“…In fact, employee well-being does not directly transform into employee's innovative behavior, support and encouragement from the organization is also essential. Furthermore, we have discovered that organizational innovative climate is one of vital variables predicting innovative behavior, and different extent of organizational innovative climate would lead to different extent of innovative behavior (Yu et al, 2013). Therefore, we tend to believe that organizational innovative climate is likely to moderate the relationship between employee well-being and innovative behavior.…”

Section: Introductionmentioning

confidence: 99%

A Framework for Research and Practice: Relationship among Authentic Leadership, Employee Well-Being, Organizational Innovative Climate and Innovative Behavior

Huang¹

2017

OJL

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In this research, we propose to use literature research method to explore a new research model to explain the relationship between authentic leadership and innovative behavior. Research result shows that authentic leadership is positively related to innovative behavior via employee well-being. What's more, when organizational innovative climate is high, the relationship between employee well-being and innovative behavior would be strengthened, on the contrary, it is weakened. We believe that these findings are important for guiding future empirical research in employee's innovative behavior.

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Knowledge Sharing, Organizational Climate, and Innovative Behavior: A Cross-Level Analysis of Effects

Cited by 144 publications

References 26 publications

The Roles of Knowledge Sharing in Mediating the Effect of Self-Efficacy and Self-Leadership Toward Innovative Behavior

The Roles of Knowledge Sharing in Mediating the Effect of Self-Efficacy and Self-Leadership Toward Innovative Behavior

The Relationships between Organizational Climate, Innovative Behavior and Job Performance of Teachers

A Framework for Research and Practice: Relationship among Authentic Leadership, Employee Well-Being, Organizational Innovative Climate and Innovative Behavior

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