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1 – 10 of over 9000Haniruzila Hanifah, Hasliza Abdul Halim, Noor Hazlina Ahmad and Ali Vafaei-Zadeh
Innovation has become an approach to create value for the customer to remain competitive in the market. However, previous research on innovation performance particularly among…
Abstract
Purpose
Innovation has become an approach to create value for the customer to remain competitive in the market. However, previous research on innovation performance particularly among Bumiputera small and medium-sized enterprises (SMEs) had received little intention. Hence, Bumiputera SMEs need to inculcate the innovation culture to generate innovation performance. As such, the purpose of this study is to examine the ambidextrous orientation and innovation strategy on innovation culture, and how innovation culture could mediate the relationship between ambidextrous orientation and innovation strategy and innovation performance. In addition, this study also examines the role of government support as the moderator between innovation culture and innovation performance.
Design/methodology/approach
Data were collected from 140 Bumiputera SMEs and analyzed using partial least square-structural equation modeling via Smart PLS.
Findings
Findings indicated that ambidextrous orientation (alignment and adaptability) and innovation strategy (proactive creativity strategy and growth risk orientation strategy) had a significant impact on innovation culture. Besides, innovation culture mediated the relationship between alignment, proactive creativity strategy, growth risk orientation strategy and innovation performance. Surprisingly, innovation culture does not significantly mediate the relationship between adaptability and innovation performance. However, government support plays an important role to support innovation culture and innovation performance in Bumiputera SMEs.
Originality/value
This study makes both theoretical and practical contributions, especially in identifying the significant role of Bumiputera SMEs in creating an innovation culture. Besides, it explained government support as an important role in strengthening the relationship between innovation culture and innovation performance. The findings of the study will provide great help to Bumiputera entrepreneurs in formulating innovation culture in Malaysian SMEs.
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This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.
Abstract
Purpose
This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.
Design/methodology/approach
This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.
Findings
This research paper concentrates on the impacts that innovation culture, government support, forms of innovation strategy, ambidextrous orientation, and innovation performance have on one another. From Malaysian SME survey data it transpires that an innovation strategy focused on creativity and achieving growth through risk taking, when coupled with an alignment-led team orientation, yields the highest innovation performance. Receiving government support, the presence of an aligned team orientation, and following a proactive creativity or growth-risk oriented innovation strategy were all found to drive SME innovation performance, as a direct result of these efforts developing the SME's innovation culture.
Originality/value
The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
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Juan E. Núñez-Ríos, Jacqueline Y. Sánchez-García, Manuel Soto-Pérez, Elias Olivares-Benitez and Omar G. Rojas
Small- and medium-sized enterprises (SMEs) mainly rely on their structure and internal networks to achieve their goals and remain competitive. However, their limited internal…
Abstract
Purpose
Small- and medium-sized enterprises (SMEs) mainly rely on their structure and internal networks to achieve their goals and remain competitive. However, their limited internal capabilities and complex environments can hinder their stability. Thus, this study evaluated the relationships among specific factors toward fostering organizational resilience (OR) in tourism SMEs.
Design/methodology/approach
A multi-methodological approach was adopted to address this research study, including (1) social network analysis (SNA) to formulate the conceptual model and (2) construct validation through partial least squares path modeling (PLS-PM).
Findings
The six proposed hypotheses were supported. These results suggest that addressing these variables and relationships after considering management style and people development as critical factors can foster OR in tourism SMEs.
Research limitations/implications
The ideas that were developed were constrained to the organizational domain. Although the results apply to the Mexican context, this limitation can be offset by extending the proposal to other emergent regions or organizations. This can also increase the generalization of the results and foster improvements in the approaches applied.
Practical implications
Academics and managers must rethink resilience as the final state generated by multiple factors. This requires reconfiguring inner organizational interactions, providing more autonomy to operative units, reinforcing business intelligence and improving feedback mechanisms.
Originality/value
This research study contrasts previous studies because it proposes that SNA be exploited to avail of the advantages it confers in designing the conceptual model. In this regard, we present new relationships to promote OR and provide new avenues in order to improve the analysis of adaptation processes.
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Eren Kilic and Mehmet Şahin Gök
Although previous research has shown that proactive initiatives are mostly related to performance- and creativity-related outcomes, the questions of “how” and “when” proactivity…
Abstract
Purpose
Although previous research has shown that proactive initiatives are mostly related to performance- and creativity-related outcomes, the questions of “how” and “when” proactivity brings about creativity are not still fully answered. This conceptual investigation aims to explain the intervening role of job crafting by conceptualising it as a behavioural mechanism that employees engage in to increase their functioning. Besides, this study examines initiative climate as a contextual factor that shapes this intervening mechanism.
Design/methodology/approach
Drawing on job demands-resources (JD-R) theory, we put forward propositions explaining how proactive employees engage in promotive and preventive forms of job crafting, which results in creative outcomes. This study’s theoretical approach also illuminates the person–context interaction in creativity research by incorporating initiative climate.
Findings
This study underscores the behavioural and contextual determinants of the employee proactivity and creativity relationship. This study discussed how proactive employees reveal their creative potential by engaging not only in promotive job crafting but also in preventive job crafting. Besides, this study suggested that a sufficient level of initiative climate might be a prerequisite for enacting proactive behaviour.
Originality/value
This study attempted to contribute to the current understanding of employee proactivity and creativity literature by conceptually investigating this relationship from the JD-R perspective. Therefore, in addition to the predictable outcomes of promotive job crafting, we also underscored the temporal role of preventive job crafting on employee creativity. Besides, this study stressed that initiative climate reflects a crucial contextual determinant in this relationship.
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A self‐help guide to achieving success in business. Directed more towards the self‐employed, it is relevant to other managers in organizations. Divided into clear sections on…
Abstract
A self‐help guide to achieving success in business. Directed more towards the self‐employed, it is relevant to other managers in organizations. Divided into clear sections on creativity and dealing with change; importance of clear goal setting; developing winning business and marketing strategies; negotiating skills; leadership; financial skills; and time management.
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Wan Jiang and Qinxuan Gu
By integrating proactive perspective and person-environment fit (P-E fit) perspective, this study intends to examine a moderated mediation model of proactive personality to…
Abstract
Purpose
By integrating proactive perspective and person-environment fit (P-E fit) perspective, this study intends to examine a moderated mediation model of proactive personality to investigate its effects on employee creativity. The current study proposes felt responsibility for change mediates the relationship between proactive personality and employee creativity. The purpose of this paper is to identify core self-evaluation (CSE) and developmental feedback received as personal and situational moderators on the relationship between proactive personality and felt responsibility for change.
Design/methodology/approach
A matched sample from 232 employees and their supervisors of software companies in China was used to test the hypotheses. Hierarchical regression analyses and moderated mediation approach were conducted to examine the proposed model.
Findings
The results indicate that felt responsibility for change mediates the positive relationship between proactive personality and employee creativity. CSE and developmental feedback received positively moderate the relationship between proactive personality and felt responsibility for change. In addition, CSE and developmental feedback received are two moderators in the path from proactive personality to employee creativity via felt responsibility for change such as the indirect relationship between proactive personality and employee creativity through felt responsibility for change is more pronounced when CSE and developmental feedback received are higher rather than lower, respectively.
Research limitations/implications
The paper contributes to creativity literature by identifying felt responsibility for change as the mediator on the relationship between proactive personality and employee creativity. The current study also contributes to proactive perspective and P-E fit theory by investigating the moderating roles of CSE and developmental feedback received on the relationship between proactive personality and felt responsibility for change. Although data were collected from multiple sources to avoid common method variance, the cross-sectional design cannot unequivocally examine the direction of causality in this study.
Originality/value
By examining both mediating and moderating effects, the paper contributes to uncovering the black box in which employees with proactive personality exhibit felt responsibility for change and creativity.
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The purpose of this paper is to develop a conceptual framework exploring innovation process in research and development units of organizations. Research and development (R&D…
Abstract
Purpose
The purpose of this paper is to develop a conceptual framework exploring innovation process in research and development units of organizations. Research and development (R&D) teams of pharmaceutical firms operating in India were the unit of analysis.
Design/methodology/approach
Data were collected from 352 leaders and equal number of team members working in R&D teams. Responses were collected through questionnaire survey method. Questions to measure variables of members’ proactive personality, emotional intelligence, trust, task reflexivity, team creativity and innovation adoption were answered by team leaders. Similarly, questions on variables, resonant leadership style of team leaders, team information sharing process and climate for innovation were answered by team members. Out of 450 distributed questionnaires, 352 completely filled responses were finally obtained, with a response rate of 78 percent. Data were analyzed through structural equation modeling using AMOS 21.0 software package.
Findings
Findings of the study reveal that members’ proactive personality, emotional intelligence and trust enhance members’ learning ability called task reflexivity. This learning is further promulgated with the intervention of team information sharing process and support for innovation. Team creativity enhances innovation implementation in organizations. However, resonant leadership style of team leaders does not support task reflexivity.
Practical implications
Overall, the study highlights that creativity is promulgated when information is disseminated among members in a supportive climate for innovation. Organizations can create and innovate by developing capability of members who are proactive, emotionally intelligent and who trust their colleagues, so that team members can rationally judge organizational priorities, learn from their colleagues, plan and execute novice ideas to serve market needs.
Originality/value
R&D team enhances creativity and innovation in organizations by leveraging their talent and skills. This work is an attempt to develop an innovation process model in Indian pharmaceutical organizations to promulgate creativity and innovation through R&D teams.
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Akriti Chaubey and Chandan Kumar Sahoo
This paper aims to examine the drivers of employee creativity and organizational innovation empirically. And to study how employee creativity significantly impacts organizational…
Abstract
Purpose
This paper aims to examine the drivers of employee creativity and organizational innovation empirically. And to study how employee creativity significantly impacts organizational innovation in a highly competitive market.
Design/methodology/approach
This study is grounded in positivism philosophy. The theoretical model is grounded in the dynamic capability view (DCV) and further developed ten hypotheses and sub-hypotheses. To test our research hypotheses the authors utilized psychometric-based instruments. The authors obtained 575 responses from the automobile industry in India after multiple follow-ups. The data were utilized to check the construct validity and tested the authors’ research hypotheses using the co-variance-based structural equation modeling (SEM) tool (IBM SPSS AMOS 20.0).
Findings
The results support the authors’ research hypotheses. The findings of this study conform to the previous findings of the scholars which is an important aspect of the study. In the past various scholars have made an attempt to reproduce the results in different contexts. In a way, it helps to build confidence in the scientific merit of the results. It may be considered as an incremental contribution to the literature but it helps establish confidence in the theory of creativity and innovation.
Practical implications
The results offer a nuanced understanding to the practitioners and policy makers to understand “what” and “how” to improve employee creativity that plays a significant role in organizational innovation.
Originality/value
This study is an attempt to examine how the theory of creativity and innovation can be embraced by the Indian automobile industry.
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Chuangang Shen, Yucheng Zhang, Jing Yang and Siqi Liu
The purpose of this paper is to examine the harmful effect of abusive supervision on employee creativity through feedback-seeking behavior (FSB) and the moderation of this…
Abstract
Purpose
The purpose of this paper is to examine the harmful effect of abusive supervision on employee creativity through feedback-seeking behavior (FSB) and the moderation of this mediation by proactive personality.
Design/methodology/approach
This study conducted hierarchical regression and path analysis to analyze the 341 manager–employee dyads data gathered from 11 companies in China.
Findings
The results reveal that abusive supervision had a detrimental effect on employee creativity partially mediated by employee FSB, and employees' proactive personality moderated the mediation.
Research limitations/implications
Although the findings of this research are based on multiple sources data, it is hard to draw causal inferences because the nature of the data is cross-sectional.
Practical implications
Organizations should be aware of the deleterious effect of abusive supervision on employee creativity and should seek to inhibit supervisors' abusive behavior in the workplace.
Originality/value
This study re-examines the relationship between abusive supervision and employee creativity in the Chinese context from the social exchange perspective. The mediating role of FSB and the moderating role of proactive personality offer new insights in-to the mechanisms and boundary conditions associated with the relationship between abusive supervision and employee creativity.
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The purpose of this paper is to propose and verify a motivational aspect of goal-based innovation that accounts for the effect of goal-directed self-regulation processes on…
Abstract
Purpose
The purpose of this paper is to propose and verify a motivational aspect of goal-based innovation that accounts for the effect of goal-directed self-regulation processes on innovative behavior. Its purpose is to extend present knowledge of the motivational antecedents to innovation at work. Additionally, the study assesses the extent to which the positive effect of the proactive generation of goals may increase as a result of role breadth self-efficacy (RBSE) (defined as individuals’ perceived capacities to exercise proactive, interpersonal, and integrative activities above and beyond the formal requirements of their job descriptions (Parker, 1998; Parker et al., 2006).
Design/methodology/approach
A survey was conducted with a sample of 395 male and female administrative employees in two institutions in central Italy (city hall).
Findings
The results confirmed the two hypotheses: proactive goal generation was a strong predictor of individual work innovative behavior and the RBSE as a psychological state, is directly related to proactive and innovative behavior and it is also moderator in the relationship between proactive goal generation and innovative behavior.
Research limitations/implications
The data were collected using one-time, self-report measures and with the cross-sectional research design.
Practical implications
The results of this study imply that pro-innovation organizational strategies and practices should stimulate among workers an anticipatory, self-directed approach toward professional action in the workplace. It is management’s task to encourage a proactive environment of change-oriented goals and the corresponding strategies with which they may be realized. Creating such an environment would provide a motivational stimulus that could effectively guide workers’ proactive and innovative conduct.
Social implications
The results of this study contribute to change human resources management practices in public administrations where administrative employees have been assigned goals that they were required to meet by performing well-defined tasks. Recently, public administrations have been encouraged to innovate and answer with efficiency to new public policies and customers’ demands. Thus, human resources management needs to find new solutions to address these changing demands and employees’ changing attitudes and behaviors.
Originality/value
Furthermore, the results of this study contribute to broadening understanding of the psychological factors that can boost the positive effect of self-regulatory efforts on creativity and individual innovation.
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