An empirical examination of performance and image outcome expectation as determinants of innovative behavior in the workplace

Cingöz, Ayşe; Akdoğan, A. Asuman

doi:10.1016/j.sbspro.2011.09.099

Cited by 33 publications

(25 citation statements)

References 15 publications

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“…Since school administrators play a part in providing support within the scope of an OC characterized by support, they can give the message that he/she expects high performance from teachers as well as supporting teachers in the areas in which teachers need help and in career development. Similar to this finding of the study, Cingöz and Akdoğan (2011) determined that expected positive performance outcomes are related to IB and expectations for performance positively affect the innovativeness of employees.…”

Section: Results Discussion and Suggestionssupporting

confidence: 75%

“…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%

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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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Section: Results Discussion and Suggestionssupporting

confidence: 75%

Section: Introductionmentioning

confidence: 99%

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

Balkar¹

2015

IOJES

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“…On the measurement of employees' innovation performance, scholars use different tools. Scott&Bruce developed a 9-items questionnaire to measure the employees' innovative behavior in the workplace, including idea generation, idea ascension and idea realization three dimensions [5] , and Ayúe Cingöz used it to study the expected results how to influence the innovative behavior [6] , but Wang Bingcheng used it as the tool to evaluate employee innovation performance, studied the relationship between innovation climate, job satisfaction and employee innovation performance [7] . Zhou&George developed a 13-items questionnaire to measure staffs' creativity in the workplace [8] , which was used by Guan Ying to explore the influence from organization fair to employee creativity [9] , however, when Xiaomeng Zhang&Kathryn studied the innovation process how to affect employee innovation performance [10] , they used it to measure employee innovation performance.…”

Section: Literature Reviewmentioning

confidence: 99%

Structure and measurement of employee innovation performance

Yao

Heng

2012

2012 International Conference on Management Science &Amp; Engineering 19th Annual Conference Proceedings

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Employee creativity, innovative behavior and innovation performance are different, but Scholars confuse the measurement of these three, the scientific and accurate evaluation of employee innovation system is lacked. In this paper, it uses three methods to collect items: literature analysis, structured interviews and open-ended questionnaire, invites experts to discuss and streamline the articles, then assesses the difficulty, discrimination and distraction of the questionnaires through the pre-test. In the formal survey, we select 320 employees, explore the structure of staff innovation performance, and verify it. The results show that employee innovation performance is composed of two dimensions, namely innovative behavior and innovation effect, then develop the measuring tool of employee innovation performance. Finally, it also proposes the future orientation of the research.

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“…Innovative behaviour is a multidimensional construct defined as "the intentional generation, promotion, and realization of new ideas within a work role, work group, or organization in order to benefit role performance, a group, or an organization" [8]. Innovative behaviour is not the same as innovation.…”

Section: Introductionmentioning

confidence: 99%

The Innovative Behaviour of Software Engineers

Monteiro

Silva

Capretz

2016

Proceedings of the 10th ACM/IEEE International Symposium on Empirical Software Engineering and Measurement

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Context: In the workplace, some individuals engage in the voluntary and intentional generation, promotion, and realization of new ideas for the benefit of individual performance, group effectiveness, or the organization. The literature classifies this phenomenon as innovative behaviour. Despite its importance to the development of innovation, innovative behaviour has not been fully investigated in software engineering. Objective: To understand the factors that support or inhibit innovative behaviour in software engineering practice. Method: We conducted a pilot case study in a Canadian software company using interviews and observations as data collection techniques. Using qualitative analysis, we identified relevant factors and relationships not addressed by studies from other areas. Results: Individual innovative behaviour is influenced by individual attitudes and also by situational factors such as relationships in the workplace, organizational characteristics, and project type. We built a model to express the interacting effects of these factors. Conclusions: Innovative behaviour is dependent on individual and contextual factors. Our results contribute to relevant impacts on research and practice, and to topics that deserve further study. CCS Concepts• Software and its engineering~Software development process management Keywords innovative behaviour; innovation; software engineering; pilot case study.

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An empirical examination of performance and image outcome expectation as determinants of innovative behavior in the workplace

Cited by 33 publications

References 15 publications

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

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

Structure and measurement of employee innovation performance

The Innovative Behaviour of Software Engineers

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