Innovative behaviour in the workplace

Abstract

Purpose – The purpose of this paper is to describe and explain the manner in which HR system’s flexibility, in combination with employees’ individual flexibility (IF) and their positive character traits, such as: optimism, hope, resistance or self-efficacy (which comprise psychological capital (PsychCap)), allow to predict employees’ readiness to display innovative behaviors in the workplace. Design/methodology/approach – A quantitative research methodology was adopted which resulted in the development of a both self-administered online survey instrument (n=166) and employees students in the postgraduate program at the Warsaw School of Economics (n=70). Using a national database of service companies, a random sample of 700 e-mail addresses was generated and respondents were invited to participate in the online survey. This resulted in the completion of 166 online surveys, representing a response rate of 26 percent. The second group of respondents consisted of 70 employees from different organizations in Poland. Findings – On the basis of the analyses it was shown that HR flexibility (HRF) and IF are a generally weak predictor of innovative behaviors. However, in a situation when PsychCap is set to be a mediator, these variables allow to predict innovative work behavior. Originality/value – Research on the relation of HRF to innovative behaviors has not been sufficiently clarified so far. The achieved results shed new light on the relations of these two variables and indicate that HRF does not translate directly into behaviors of the personnel. However, it should be noted that the relationship of these variables are of indirect nature.

Effectiveness of on-the-Job Learning for Enterprises’ Innovativeness

“…Scholars give attention to numerous individual and organizational predictors which can later become a foundation for creative activities of an enterprise where the competence of individuals is a key (Wojtczuk-Turek & Turek, 2015). Individual competence is directly related to generation and introduction of innovative ideas (Wojtczuk-Turek & Turek, 2015).…”

“…Scholars give attention to numerous individual and organizational predictors which can later become a foundation for creative activities of an enterprise where the competence of individuals is a key (Wojtczuk-Turek & Turek, 2015). Individual competence is directly related to generation and introduction of innovative ideas (Wojtczuk-Turek & Turek, 2015). It is acknowledged that giving employees more freedom, a sense of ownership and self-determination is essential for workplace learning and long-term sustainability and dynamism in innovations (Muthusamy & Dass, 2014).…”

“…Damanpour, Hirst et al as cited in (Moon & Choi, 2014) have explained distinctive competencies or skills of employees and entrepreneurs determine product and process innovations. The view of Zhang & Bartol as cited in Wojtczuk-Turek & Turek (2015) innovativeness is significant for creating competitiveness in modern organizations has been commonly approved. Innovation helps achieve enterprises greater efficiency, effectiveness, financial and firm performance (Toner, 2011).…”

“…Scholars give attention to numerous individual and organizational predictors which can later become a foundation for creative activities (innovative activities) of an enterprise where the competence of individuals is a key (WojtczukTurek & Turek, 2015). Individual competence is directly related to generation and introduction of innovative ideas (Wojtczuk-Turek & Turek, 2015). Learning has to take place throughout of life of people which includes education and training, workplace learning, the processes of both formal and informal learning: skills, knowledge, understanding, experience, attitude, values etc., (Ball, 2009 When it comes to the literature review, available literature was reviewed in a descriptive manner to understand the problem and unearthed available body of knowledge that leads to understanding knowledge gaps in relation to the topic being investigated.…”

Advancing employee’s innovative work behaviors in the workplace

“…First, TFL is considered one of the primary drivers of innovation outcomes (Peterson, Walumbwa, Byron, & Myrowitz, 2009), besides that, employee's PsyCap is an essential positive social contextual factor of positive results (Wojtczuk-Turek &Dariusz 2015). Additionally, PsyCap also is evidenced to drive employees positive outcomes at the workplace.…”