Relationship between organizational climate for innovation and innovative work behavior in government-linked companies

Shanker, Roy; Bhanugopan, Ramudu

doi:10.1037/e522292014-004

Cited by 2 publications

(6 citation statements)

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“…Previous studies have endorsed that organizational climate is a key factor for developing IWB (Ren and Zhang, 2015; Balkar, 2015; Shanker and Bhanugopan, 2014, June and Kheng, 2013; Noor and Dzulkifli, 2013; Imran et al , 2010; Hunter et al , 2007; Lloréns Montes et al , 2004). For instance, Ren and Zhang (2015) indicated that organizational innovation climate is more strongly related to idea implementation than to idea generation.…”

Section: Literature Reviewmentioning

confidence: 99%

“…For instance, Ren and Zhang (2015) indicated that organizational innovation climate is more strongly related to idea implementation than to idea generation. Furthermore, climate for innovation also has a positive and significant influence on idea generation, idea promotion and idea realization of IWB (Shanker and Bhanugopan, 2014; June and Kheng, 2013).…”

Section: Literature Reviewmentioning

confidence: 99%

“…Over the years, there is abundance of research describing the significant contribution of IWB, but there is little contribution in startups setting particularly in Malaysia. Previous studies related IWB in Malaysia focused on the manufacturing and industrial sectors (Awang et al , 2014; Noor and Dzulkifli, 2013), educational sector (Ebrahim et al , 2015; Rahman et al , 2014; Subramaniam, 2012), MSCs and GLCs companies in private businesses (June and Kheng, 2013; Shanker and Bhanugopan, 2014) rather than the startups setting. This study realized that a knowledge gap related to IWB in the startups needs to be filled.…”

Section: Introductionmentioning

confidence: 99%

“…The organizational climate in the entrepreneurial sector has become an interesting topic of study among scholars such as Friedman and Carmeli (2018), Kang et al (2016), Reade and Lee (2016), Khan et al (2015) and Carlucci and Schiuma (2014). Organizational climate is classified as an intangible resource that exerts a powerful effect on employees' behavior and acts as drivers of organizational performance (Balkar, 2015; Ren and Zhang, 2015; Carlucci and Schiuma, 2014; Shanker and Bhanugopan, 2014). Furthermore, Noor and Dzulkifli (2013) highlighted the importance of having a conducive working environment, as emphasized in the Malaysian development agenda.…”

Section: Introductionmentioning

confidence: 99%

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Measuring and enhancing organisational creative climate, knowledge sharing, and innovative work behavior in startups development

Munir

Beh

2019

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Purpose The purpose of this paper is to examine the role of the organizational creative climate, knowledge sharing and innovative work behavior in startups development. This study also aims to discover the R square, predictive relevance and effect size of the developed model. Design/methodology/approach A quantitative method was used, and a total of 352 usable questionnaires were collected from employees at startups particularly in services sector in Malaysia. The structural equation was developed to explain the complicated relationship between organizational creative climate, knowledge sharing and innovative work behavior. The results of hypothesis were analyzed using structural equation modeling – partial least square (SEM-PLS) test. Findings The results indicate that organizational creative climate significantly influence innovative work behavior (H1), organizational climate positively affects knowledge sharing (H2) and knowledge sharing significantly influence innovative work behavior (H3). In addition, the results also show that the R square values of innovative work behavior is weak (R2 = 0.067), while the predictive relevance value demonstrating the model has sufficient predictive relevance. Further, the results of effect size show medium effect for organizational creative climate and knowledge, while the remaining indicates small effect size. Practical implications This study provides a comprehensible and clear understanding on how organizational creative climate and knowledge sharing play important role in fostering the individual innovative work behavior in Malaysian startups. Originality/value Research on the significance of organizational creative climate, knowledge sharing and to innovative work behavior particularly in the startups context has not been sufficiently explored. This study shed new light to the startups eco-system stakeholders in stimulating individual innovative work behavior through the practices of sharing information as well as the creative climate and innovative elements in the entrepreneurial activities.

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Section: Literature Reviewmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Measuring and enhancing organisational creative climate, knowledge sharing, and innovative work behavior in startups development

Munir

Beh

2019

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“…Given this situation, this study aims to examine the practices of having strategies on sustainable competitive advantage among various categories of Malaysian GLCs. Innovation is among the most critical component of a firm, that aims to be sustainable in the market place (Rosli & Sidek, 2013;Shanker & Bhanugopan, 2014). It is able to aid GLCs in enhancing the creation of value since the organizations would be able to develop some new product or service (Munshi, 2010).…”

Section: Introductionmentioning

confidence: 99%

Innovation Risk and Sustainable Competitive Advantages: Empirical Assessment of Government-Linked Companies in Malaysia

Said¹,

Alam

Abdullah

et al. 2019

Preprint

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This study attempts to assess the present level of innovation status among Malaysian Government-Linked Companies (GLCs). A set of questionnaire was distributed among 134 managers and executives from these GLCs to collect the primary data for this study. The perspectives of executives were collected based on ten factors of innovation practices utilizing the five-point Likert scales. Descriptive statistics was used to analyze the data while the reliability and validity were tested using the Cronbach’s alpha test and the Skewness and Kurtosis test, respectively. Factor analysis was used to test the data consistency. The findings revealed the 82.8% of the respondents were agreeable to their firms’ emphasis on the factors of innovation. However, it was found that GLCs that were owned by the federal government placed more focus on innovation compared to the GLCs that were state-owned. This study reveals that overall the Malaysian GLCs should enhance their innovation practices by placing more focus on being engaged in the adoption of innovative designs at work, the reengineering of business processes, innovative pricing, market distribution and promotional methods, enhancing customer satisfaction by importing innovative warranty and maintenance systems, as well as by importing innovative claim clearing processes and methods, and the adoption of innovative order management and follow-up systems.

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Relationship between organizational climate for innovation and innovative work behavior in government-linked companies

Cited by 2 publications

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Measuring and enhancing organisational creative climate, knowledge sharing, and innovative work behavior in startups development

Measuring and enhancing organisational creative climate, knowledge sharing, and innovative work behavior in startups development

Innovation Risk and Sustainable Competitive Advantages: Empirical Assessment of Government-Linked Companies in Malaysia

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