Development of a measurement instrument for innovative work behaviour as a dynamic and context-bound construct

Abstract

To improve the development of innovations, an understanding of employees' innovative work behaviour (IWB) is necessary. For researching the construct, a measurement instrument is required. The first step in the development of the instrument was its conceptualization. IWB is defined as the sum of work activities employees carry out for innovation development. It is dynamic and contextbound and includes the reflection on activities and outcomes. A questionnaire measuring employees' work activities in authentic work situations was developed. The instrument was validated with employees of an automotive supply company (N ¼ 335) and with vocational teachers (N ¼ 293). Evidence for reliability and validity was found. The questionnaire can be used in professional domains to investigate employees' IWB during the process of innovation development. For HRD, understanding how professional development occurs throughout this process is crucial for fostering innovation development in daily work life and in formal training.

The Impact of Team Learning Behaviors on Team Innovative Work Behavior

“…Innovations encompass all products and processes that are new and beneficial for an organization or a particular (group of) employees by providing an adequate solution for challenging tasks or situations (Messmann & Mulder, 2012). Innovations not only enable organizations to attain external benefits but are also a means to secure efficient internal processes that are the basis for organizational production processes or the provision of services.…”

“…For employees, who are a key element of an organization's internal functioning, innovations are beneficial because they allow more effective work processes (e.g., improved communication processes at work), improved work conditions, and increased job satisfaction and other aspects of well-being (Anderson, De Dreu, & Nijstad, 2004;Janssen, 2000;Kanter, 1988). Moreover, innovations are not only a crucial outcome but, more importantly, include a dynamic, developmental process that has major implications for the professional development of employees (Evers, Kreijns, Van der Heijden, & Gerrichhauzen, 2011;Messmann & Mulder, 2012).Although innovations provide advantages for organizations and for their employees, the focus of practitioners and researchers was mainly on the return on investment of innovations. By contrast, the process of the development of innovations and, more importantly, the role of employees' contributions in this process has been largely neglected (Crossan & Apaydin, 2010).…”

“…Unfortunately, hardly any studies investigated relationships between TLB and behaviors leading to innovative outcomes (IOs) of teams (e.g., new procedures or products). Thus, bringing together learning behaviors in teams, such as reflection, and innovative work behavior closes the gap of missing insight into the role of learning activities at work for fostering the accomplishment of requirements for the development of innovations (Messmann & Mulder, 2012).Based on the above considerations about the pivotal role of individual contributions to innovation development, the social nature of innovation processes, and the important role of work teams as organizational units involved in innovation processes, our research question is Research Question: What is the impact of TLB on TIWB?By answering this question, we will be able to derive practical implications for employees, teams, supervisors, practitioners in human resources, and managers regarding learning behaviors of teams and thus the development of teams, such as exchanging information and reflecting on goals, which have to be fostered to increase teams' contributions to innovation development.To address this research question, we conducted a systematic review of research studies on the topic. In the following sections, we will first provide a theoretical conceptualization of TIWB and TLB, allowing for a broad integration of studies relating to these two constructs.…”

“…As a consequence of the complex nature of innovation processes, work teams that engage in innovation processes may be involved in the accomplishment of different requirements for innovation development at the same time (Scott & Bruce, 1994). Accordingly, if teams engage in TIWB, this may lead to innovative products or processes as an IO.Our conceptualization of TIWB builds on the outlined conceptualization of individual innovative work behavior (Messmann & Mulder, 2012), which is based on organizational psychological models of innovation as a two-stage process: a creative Widmann et al …”

Inovatyvus elgesys darbe: kai kurios psichometrinės klausimyno charakteristikos ir sąsajos su darbuotojų psichologiniu įgalinimu bei vidine darbo motyvacija

“…Pažymėtina, kad, siekiant kuo išsamiau atspindėti įvairius inovatyvaus elgesio aspektus ir atsižvelgiant į kitų autorių pateikiamus argumentus (pvz., Cropley, 2006), buvo įtraukta "idėjų išbandymo ir įvertinimo" elgesio forma. Kiekvienai dimensijai buvo priskirti teiginiai, kurių sąrašas parengtas, pirma, remiantis užsienio autorių analogiškų klausimynų analize (Messmann & Mulder, 2012;De Jong & Den Hartog, 2010;Dorenbosch et al, 2005;Kleysen & Street, 2001 ir kt.) ir, antra, buvo įtraukti papildomi teiginiai.…”