Relationship between Organizational Innovativeness Types and Organizational Effectiveness in Private Universities in Iran

Abstract

Empirical evidences indicate that if institutions of higher education are to survive and achieve long-run viability, they must be effective. Organizational innovativeness is viewed as an important factor for improving the organizational effectiveness in these organizations. The aim of this study was to examine the correlations between organizational innovativeness types and organizational effectiveness. The method used in the study was survey research. Based on cluster sampling method, 485 full time faculty members from Islamic Azad University, Iran, were selected as the respondents of the study. Two questionnaires were developed according to an extensive review of literature for measuring organizational innovativeness types and organizational effectiveness. The results indicated that both technical and administrative innovations positively and significantly predicted organizational effectiveness. Therefore, universities must implement administrative and technical innovations to improve organizational effectiveness. However, each type of innovativeness affects different aspects of organizational performance.

Responsible innovation in organisations – unpacking the effects of leader trustworthiness and organizational culture on employee creativity

“…(2016), Ogbeibu et al (2018b), andGupta (2011) argued that OC's that are hierarchical often negatively influence employee creativity by inhibiting creative ideas exchange. Moreover, this notion was supported by Ashraf et al (2013), whose findings concerning the foundations of employee creativity confirmed that the hierarchy OC negatively affects it. We thus posited as follows:…”

“…In the CTIC, Amabile (1997) advocate that employees are capable of making at least moderate creative efforts regardless of domain and time. Hence, some studies (Ashraf, Kadir, Pihie & Rashid., 2013) grounded on the concept of employee creativity have also found that the features of market OC are positively associated with employee creativity. We therefore formulated the following hypothesis: Hypothesis 1c.…”

Organizational culture and innovation: A literature review

“…Organizations that need to be innovative have to transform their organizational culture so that it has pro-innovative character. And that can be found in the work of [25], the researchers state that creativity, innovation, and inventiveness are crucial for the survival and success of today's knowledge-based organization. Moreover, the research illustrates the five determinants of organizational culture that support innovation and creativity.…”

“…The results of [25], show significant positive relationships between three types of organizational culture (which are: adhocracy, the market, and the clan) and organizational innovativeness. While the hierarchy culture manifests a non-significant correlation with organizational innovativeness, besides, the adhocracy culture contributed most to predicting organizational innovativeness.…”

The Impact of Medical Tourist Relationship Management Dimensions on Innovation Capabilities

“…Generally, scholars uniformly indicate that a significant and positive relationship exists between innovation and superior organizational performance (Ashraf, Kadir, Pihie, & Rashid, 2014;Camisón & López, 2010;Chen, Lin, & Yang, 2011). Unfortunately, however, Battor and Battor (2010) have indicated that the failure rate of new products is between 40% and 75%.…”