PurposeInnovation is the basic input to organizational endurance; therefore, the study of processes that support innovation should be of interest to practitioners and researchers alike. Consequently, there is increasing attention for the supplementary research examination of the influencing elements of innovativeness.Design/methodology/approachThe data were collected in 2018 using adapted questionnaires that were tested. The respondents were 446 employees of Pakistan Electric Power Company (PEPCO). Bivariate correlations and hierarchical regression were used for the data analysis.FindingsThe findings showed that the competing value framework (CVF) model of organizational culture may promote innovativeness that translates to the progress of PEPCO, which deserved barrier for everyone relying on the values made by the culture of the organization. The adhocracy culture is considered to be statistically suitable for the prediction of performance and enhancement of innovation in the organization. Based on the above findings, it may be deduced that innovation mediated the relationship between some particular types of organizational culture and performance.Practical implicationsThe CVF model provides a supportive framework for the development of procedures that promote innovation in the organization. The focus of the CVF model highlighted employees' behavior and function of organizational culture, which can restrain or stimulate performance. This study reported and developed a basis for an empirical model based on the CVF model.Originality/valueThis paper found that the CVF model and innovation are mega sources of innovation at PEPCO. This work should be of interest in the area of innovation and performance improvement. There are very few empirical research studies on the relationship between organizational culture, innovation and performance, specifically in the context of developing countries. This is one of the very few studies conducted to empirically examine the influence of CVF model on performance through the mediating role of innovation in PEPCO.
The main objective of this research is to integrate the resource-based view (RBV) to analyse how the relationship between firm performance and entrepreneurial orientation is mediated by outbound innovation among furniture firms in Malaysia. Research Design & Methods:In this research, data has been poised via questionnaire from the furniture firms in Johor state, Malaysia. In this study, 391 responses were considered and analysed. The partial least squares (PLS) model was employed to test the hypothetical relationships among entrepreneurial orientation, firm performance and outbound innovation intention to adopt open innovation practices. Findings: Research findings show that innovativeness, competitive aggressiveness, risk-taking, outbound innovation are statistically significant factors influencing entrepreneurial orientation and open innovation adoption among furniture companies in Malaysia. However, autonomy and proactiveness do not have significant effects on entrepreneurial orientation and open innovation adoption intention. Implications & Recommendations: Few implications that are significant for academics and practitioners are also debated according to research findings. This research can serve as a guideline for successfully implementing entrepreneurial orientation and open innovation among furniture firms in an emerging economy. Thus, offering an external knowledge search-collaboration mechanisms-superior performance framework. Through using this open approach, companies will seek to find opportuni9es for crea9vity that go beyond their current capabilities to dramatically boost success. Contribution & Value Added: This research, expanding the open innovation (OI) paradigm, explicates and measures the impact of OI's direct and mediating inputs on entrepreneurial orientation (EO) and firm performance. The results are consistent with the current OI literature demonstrating the complex connection among together outbound innovation and EO dimensions and firm performance by investigating Malaysian furniture manufacturers by building scales and evaluating their validity by developing outbound innovation. The initial findings are direct ties between entrepreneurial orientation dimensions with business performance and outbound open innovation. All the indirect (mediation) relations among the study variables were the second part of the results.
This study was aimed to investigate the validity of Authentic Leadership Questionnaire (ALQ) in the context of Higher Education Institutions (HEIs) of Pakistan. Although, the ALQ has been used worldwide in different organizational fields, however, little is known about its psychometric features in the context of HEIs. This study is therefore an endure to explore its psychometric features in Pakistani context taking evidences form HEIs of KP, Pakistan. A cross-sectional survey was applied to know about the leaderships style in HEIs of Khyber Pakhtunkhwa-Pakistan. Data were collected from 1437 employees of HEIs through convenient sampling technique. The data were analyzed using Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA) approaches. A factor loading of .40 was set as the item selection criteria for retaining in the scale. Using Principle Component Analysis (CFA), the four factor structure was assessed. Using Structural Equation Modeling (SEM) through AMOS, the results of this study showed that the four dimensional ALQ is a reliable and valid instrument in HEIs of Khyber Pakhtunkhwa, Pakistan. The construct validity provided evidences concerning applicability of the ALQ in the same context. Based on the findings, it is recommended that the ALQ may be tested in other organizational cultures in Pakistani context to enlarge its scope in other fields of research. Leadership style, associated with working behavior of employees, is considered a significant predictor in the overall organizations' performance. Keywords: Authentic Learning, Scale Validation, Higher Education
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