Model of management of the employees’ innovative behavior at the industrial enterprises

Abstract

AUTHORS Liubov Lipychhttps://orcid.org/0000-0002-9059-7271 AbstractEmployee's innovative behavior is an impulse that initiates a range of organizational processes, owing to which the enterprise forms its competitive advantage. In the article, the determinative factors of influence on the innovative behavior in the context of separate age groups were defined. According to the results of multifactor regression analysis, the determinative types of trust include institutional, horizontal and vertical, stress resistance to innovations, managerial support and innovative work environment. It was proved that the employee's age does not affect the innovative activity of industrial enterprises. When forming the main components of the management model of innovative behavior, the focus is on personal and professional characteristics of managers, which help to form the innovative type of behavior of the employees; a system for stimulating the real results of such behavior; ways of promotion of new developments via the innovation platforms and creation of the special structural unit with the aim to implement the proposed measures.

Machine Learning Application on Employee ‎Promotion

“…There are four different types of promotions: a. Horizontal promotion: in this type, employees' salaries increase with no change or slight change of responsibilities. An employee's upgrading in the educational sector is an example of this promotion type -the promotion of a teacher from lecturer to senior lecturer [6].…”

Leadership support, innovative work behavior, employee work engagement, and corporate reputation: Examining the effect of female in not government organizations

“…Innovative work behavior is the term used to describe this type of innovation at the individual level (IWB). According to Liubov et al (2018), IWB may boost a company's competitive edge, making employees' creative behavior a very valuable resource for businesses (Cingöz & Asuman Akdogan, 2011). Despite its significance, it is unclear what elements and circumstances inside organizations may favor an employee's IWB.…”

Impact of Traditional Behavior of Customers, Employees, and Social Enterprises on the Fear of Change and Resistance to Innovation

“…The present study will address some gaps does exist in the literature like (1) being one of the important and liked concept behavior and innovation although researched although but still not reached its peak, (2) Rodríguez Sánchez et al ( 2019 ), investigated the customers resistance toward the innovation in the tourism industry whereas the present study will test the association of resistance to innovation with customer, employee and social enterprises behavior in Chinese social enterprises, (3) Sun ( 2021 ), worked customer churn and resistance whereas the present study will test innovation resistance with different behaviors along with the addition of mediation factor like fear of change in China, (4) Dibrov ( 2015 ), worked on the factors of overcoming innovation resistance whereas the present study will test the association of resistance to innovation with customer, employee and social enterprises behavior in Chinese social enterprises with an updated data set, (5) the model is not tested before in China that why the present study will check the model in China perspective with new data set, (6) Lipych et al ( 2018 ), worked on the employees innovation behavior whereas the present study will work with mediation effect in China. The significance of the study are (1) will highlight the importance of performance in Chinese social enterprises, (2) help the professional to revamp their policies for acceptance of innovation as well as the betterment of the performance in social enterprises of China, and (3) will help the researchers to identify the reasons stands behind the resistance to innovation and its importance for industries prevailing in the country economic.…”