Nurturing innovative employees: effects of organisational learning and work environment

Abstract

The present study examines the effects of organisational learning and work environment on the formation of employees' innovative work behaviour. A stratified sampling technique was used for the sample of employees at micro and small-scale manufacturing enterprises located in selected cities of the East Coast Economic Region, Peninsular Malaysia. The authors' analysis revealed innovative work behaviour of micro and small manufacturing enterprises at a moderate level. Moreover, the innovative work behaviour at micro-enterprises is significantly lower than small enterprises. The innovation outputs are made up of employees with high innovative work behaviour. Overall, statistical evidence indicated that organisational learning and work environment have a significant influence on the formation of innovative work behaviour. Thus, the micro-small-sized enterprises should raise their employees' innovative work behaviour in order to improve the performance of organisational innovation and competitiveness. Empirical evidence has shown that employees' engagement in innovation is an effective resource for micro-small-sized enterprises to be more innovative.

Measuring and enhancing organisational creative climate, knowledge sharing, and innovative work behavior in startups development

“…Previous studies by Sapie et al (2015), Awang et al (2014), Yunus et al (2014) and Hilmi et al (2012) concluded that the level of IWB of individuals in Malaysia remains at a moderate level. Furthermore, recent study by Awang et al (2019) found that the IWB at micro-enterprises is significantly lower than small enterprises.…”

Employee’ innovativeness: A conceptual framework

“…By conducting SEM analysis, Alikaj et al [33] confirmed that an employee's perception of thriving at work is highly related to his or her degree of creativity. Awang et al [34] emphasized the impact of individual learning through thriving at work on innovative behaviour. Given the above arguments, one would expect:…”

“…Further, when employees perceive a work environment that is characterized by a favourable learning climate and capable of dealing with mistakes, they are likely to develop knowledge through reflection and experimentation on their job and consequently become more innovative [10]. In addition, according to Awang et al [34], work environment is very important factor for employees' innovative work behaviour. On the other hand, bad organizational climate is main constraint to employee behaviours [50].…”

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