Predicting Innovative Behavior Among Employees in a Manufacturing Company: The Role of Psychological Capital

Abstract

The aim of this study is to investigate the relationship between psychological capital and workplace innovative behavior. The importance of innovative behavior in the competitive business world has been widely recognized. Previous studies have examined variables related to innovative behavior both at personal and organizational levels; however, there is a paucity of research looking at psychological capital as the predictor of workplace innovative behavior. In this study psychological capital and innovative behavior of 149 non-managerial employees in an apparel manufacture company were measured using Psychological Capital Scale (20 items, α = .872) and Innovative Behavior Scale (nine items, α = .874). The regression analysis shows a significant positive correlation between these two variables (r = .519, p < .01) and 27% of variance in innovative behavior can be explained from psychological capital. The results are discussed in relation to its theoretical contribution and practical implications in organizational contexts.

Work Engagement and Innovative Work Behavior: Meta-Analysis Study

“…The result of the effect size, which is medium to large (r = 0.46) shows that there is a moderate relationship between Work Engagement and Innovative Work Behavior. [27]. competence, relatedness, and meaning.…”

Perilaku Kerja Inovatif pada Karyawan Industri Pariwisata Ditinjau dari Resiliensi

“…Penelitian yang dilakukan oleh Abbas dan Raja (2015) mengenai hubungan modal psikologis dengan perilaku kerja inovatif pada partisipan yang beragam, yaitu karyawan yang bekerja di bank, kementerian, perusahaan telekomunikasi, dan perusahaan tekstil di Pakistan (Abbas & Raja, 2015). Penelitian lain pada karyawan non-manajerial di industri manufaktur juga menjelaskan bahwa individu yang lebih resilien menghasilkan motivasi yang kuat untuk mencari cara alternatif mencapai kesuksesan di lingkungan kerjanya, untuk itu mereka cenderung berjuang dan tidak mudah menyerah (Ratnaningsih, Prasetyo, & Prihatsanti, 2016). Penelitian lainnya juga menunjukkan hasil serupa, Individu yang resilien cenderung lebih inovatif mengingat mereka lebih dapat mengambil risiko dan bersedia menerima perubahan (Sameer, 2018).…”

“…Hasil penelitian ini mendukung penelitian-penelitian sebelumnya. Penelitian pada karyawan non-manajerial di industri manufaktur menjelaskan bahwa individu yang lebih resilien menghasilkan motivasi yang kuat untuk mencari cara alternatif mencapai kesuksesan di lingkungan kerjanya, untuk itu mereka cenderung berjuang dan tidak mudah menyerah (Ratnaningsih, Prasetyo, & Prihatsanti, 2016). Penelitian lainnya menjelaskan bahwa individu yang resilien cenderung lebih inovatif mengingat mereka lebih dapat mengambil risiko dan bersedia menerima perubahan (Sameer, 2018).…”

Psychological capital, task autonomy and innovative work behaviour among public organisation employees

“…Considering that individual dispositional traits have much implication for behaviour and that PsyCap has been implicated in a number of desirable organisational behaviour, understanding the relationship between PsyCap and IWB becomes imperative. Studies on PsyCap and IWB, however, are conspicuously deficient and there have been calls for more studies (Ratinaningsih et al, 2016;Sameer and Ohly, 2017). Second, with the few existing studies on PsyCap and IWB, there is limited assessment of their direct relationship and any intervening factors.…”