Association of Innovative Work Behaviour, Organizational Frustration and Work-family Conflict among Private Sector Employees

Abstract

Private sector is so challenging and demanding owing to market competitions and unfavorable work environment which frustrate employees’ efforts. Against this backdrop, this study explored the association of innovative work behavior, organizational frustration and work-family conflict among employees of Innoson Technical and Industrial Company Ltd Emene, Enugu, Nigeria. The sample population of the study comprised 112 private sector workers (89 males and 23 females) with age range from 23-56 years with a mean age of 32.5 who were selected through simple random sampling. Instruments for data collection were: Innovative work behaviour scale, organizational frustration scale and work-family conflict scale. In the method session, Correlation design was adopted and Pearson chi-square statistic was used to analyze the association among variables. Three hypotheses guided the inquiry and the result indicated that: innovative work behaviour was significantly associated with organizational frustration and work-family conflict at 1446.4, p < .05 and 1761.6 p < .05 (n = 112) respectively; while organizational frustration was also significantly associated with work-family conflict at 1799.2, p < .05 (n = 112). The finding imply that innovative work behaviour can influence a reduced level of organizational frustration and work-family conflict while organizational frustration can influence an increased level of work-family conflict among private sector employees. It is recommended that private sector organizations encourage the growth of innovative trait among workers and implement same in their recruitment policy to engender reduced levels of organizational frustration and work-family conflict.

Counterproductive Work Behaviour: The Role of Work Overload and Organizational Justice Dimensions among Employees in Nigeria Private Sector Organizations

“…Organizational climate may support employees' innovative behaviour as well as create a frustrating atmosphere or even lead to work-to-family conflict (Ezeh et al 2020). In job outcomes, organizations are often faced with problems of counterproductive behaviours among their employees; however, the threat posed by counterproductive workplace behaviour is very inimical to any organizations' drive towards sustainable growth.…”

Determinants of Innovative Teaching among the Indonesian Lecturers

“…So, if the lecturer loses space and time to think, he/she will be less innovative. Supporting this assumption, previous studies revealed that the role conflict is negatively related to employee innovative work behaviors [19][20][21]. Further, the increased workload will decrease the innovation potential of employees [22].…”

“…This is in line with the findings of previ-ous studies. Role conflict has a negative effect on employees' innovative behavior [19][20][21][22].…”

Work-Family Conflict and Innovative Teaching Among Indonesian Teachers: The Mediating Role of Organizational Commitment

“…Earlier research indicates that work-family role conflict decreases the probability of individuals engaging in innovative behavior (Choi et al, 2017b;Rafsanjani et al, 2021;Van Dyne et al, 2002). Furthermore, previous research show that role conflict has a negative effect on employee innovative behaviors (Chen et al, 2018;Choi et al, 2017a;Ezeh et al, 2020). The scarcity model also revealed a similar situation, too many roles lead employees to experience role conflict due to lack of energy and time (Moore, 1963).…”