Comparing perceptions of leadership, innovation and performance in Asian SMEs

Workplace Innovation: A Search for Its Determinants Through a Systematic Literature Review

“…-Work organization (Al-Asfour et al, 2020;Alasoini et al, 2010;Bartram et al, 2020;Carranza et al, 2020;Geary, 1999;Gemeda & Lee, 2020;Howaldt et al, 2016;Khan & Mohiya, 2020;Kalmi & Kauhanen, 2008;Friedrich et al, 2016;Lapointe & Cucumel, 2016;Lorenz, 2015;McCartney & Teague, 1997;Oeij & Vaas, 2016;Oeij et al, 2014;Payne, 2004;Pot et al, 2016;Totterdill & Exton, 2014a;Urbach et al, 2016;Wipulanusat et al, 2018;2020). -HRM (Bernier, 1999;Brown et al, 2007;Lee & Kang, 2012;Camuffo & Volpato, 1995;Dokko et al, 2013;Furmańska-Maruszak & Sudolska, 2016;Isa & Tsuru, 2002;Montani et al, 2020;Muenjohn & McMurray, 2016;Muenjohn et al, 2020;Oeij et al, 2011;Pettine et al, 2011;Plijter et al, 2014;Pot, 2011;Preenen et al, 2016;Rees, 2001;Lee, 2004;Totterdill & Exton, 2014c;Walsworth & Verma, 2007;…”

“…The importance of transformational leadership is well known for: the implementation of an innovative culture, which enhances, team-based innovation and performance (Wipulanusat et al, 2020); the satisfaction of employees, as they feel more motivated and empowered, with positive consequences for their performance and career (Wipulanusat et al, 2018); the positive relationship between employee engagement and innovative behavior (Gemeda & Lee, 2020); and the way employees feel within the organization. Knowledge sharing is an important driver aspect that needs to be taken into account for organizations to excel (Muenjohn et al, 2020) as it drives major changes when dynamic, entrepreneurial leaders are capable of disseminating it across the organization with important consequences for organizational performance. Another important aspect that needs to be addressed in WI is the interaction of harmonious passion and auto-efficacy of individuals in terms of organizational justice (Schenkel et al, 2019), as the manager's attitude differentiating among employees may generate a poor workplace environment.…”

“…It is clear that organizational and human resource management (HRM) aspects are common to all the current definitions of WPI (Howaldt et al, 2016;Isa & Tsuru, 2002;Pot, 2011). However, there are important aspects that positively influence WPI, and are important drivers of organizational performance that are not covered by WPI definition, as just referred (Gemeda & Lee, 2020;Muenjohn et al, 2020;Schenkel et al, 2019;Wipulanusat et al, 2018;2020). Moreover, there is no consensus on the definition or on the determinants that leverage WPI.…”

“…It may also improve organizational performance and improved quality of life, through changes in the firm's strategies and organizational practices (Bartram et al, 2020;Wipulanusat et al, 2018). It can take also into account the type of management philosophy and consider different approaches to organizational structures (Howaldt et al, 2016;Khan & Mohiya, 2020;Muenjohn et al, 2020). This represents a broad spectrum of interrelated organizational approaches, which is clearly expressed on the definition of WPI put forward by Kesselring et al (2014) who refer that WPI…”

Do the Organizational Learning and Innovation Increase Organizational Performance on SMES?

“…Not too many innovations occur in SMEs, so this affects employee perceptions at work. Perception and understanding at work help to create appropriate strategies and training programs for MSME development (Muenjohn et al, 2021). The domino effect is that a culture of innovation cannot drive organizational performance.…”