The mediating role of organizational learning in the relationship between organizational commitment and lecturer innovative behavior

Abstract

Innovation is one of the basic assets needed for organizations to survive<em> </em>in a competitive environment. Organizations such as higher education also need strong innovation in order to continue to compete and produce high-quality graduates. This study aims to analyze the factors that influence the innovative behavior of lecturers, especially based on organizational learning and organizational commitment. The research was conducted at STIK-PTIK with a sample of 108 lecturers who were taken randomly. Data collection using a questionnaire with Likert scale 1-5 and data analysis using path analysis. The results showed that organizational learning and organizational commitment had a positive direct influence on the innovative behavior of lecturers. Organizational learning is also known to have a positive direct influence on the organizational commitment of lecturers. Other findings indicate that organizational commitment plays a role in the influence of organizational learning on innovative behavior. Based on these results, then factors organizational learning and organizational commitment need to be improved in order to increase the innovative behavior of lecturers.

Evaluating the quality of the organisational learning capability measurement model

“…The need to simultaneously adapt to the present circumstances and reimagining the future demands that organisational leaders adopt paradoxical thinking and action all the time. The study results confirm earlier findings that have reported intimate links between organisational learning capabilities and innovative behaviour (Khaki et al , 2017; Wahyuni et al , 2021; also see Alegre et al , 2012; Onağ et al , 2014; Urban and Gaffurini, 2017).…”

A predictive structural model of new ways of working on innovative work behaviour: Higher education perspective in the Gulf Cooperation Council

“…Some scholars (Bunce & West, 1995;Janssen, 2000;Scott & Bruce, 1994;Messmann & Mulder, 2020) advocate the unidimensionality of IWB, which is criticized by others advancing its multidimensionality. Some (Zainal & Mohd Matore, 2021); organizational learning and organizational commitment (Wahyuni et al, 2021); well-being (Ibrahim et al, 2021); hope (Namono et al, 2021); human resource practices (Zreen et al, 2021); digital learning orientation and readiness for change (Aboobaker & Zakkariya, 2021); reflection (Messmann & Mulder, 2015); and leadership style (Khan et al, 2020). Although these studies hint at the importance of job autonomy and exposure to inno- anywhere and anyhow (Moll, 2015).…”

“…Despite the importance of IWB in higher education institutions, studies have only recently tried to identify the predictors and determinants thereof, such as job autonomy, reward and recognition and work engagement (Dixit & Upadhyay, 2021); job autonomy and job commitment (Baharuddin et al, 2019); management support and exposure to innovation (Lambriex‐Schmitz et al, 2020b); teachers' self‐efficacy and school administrators' transformational leadership practices (Zainal & Mohd Matore, 2021); organizational learning and organizational commitment (Wahyuni et al, 2021); well‐being (Ibrahim et al, 2021); hope (Namono et al, 2021); human resource practices (Zreen et al, 2021); digital learning orientation and readiness for change (Aboobaker & Zakkariya, 2021); reflection (Messmann & Mulder, 2015); and leadership style (Khan et al, 2020). Although these studies hint at the importance of job autonomy and exposure to innovation among other factors as key predictors of IWB, none explore how compulsory NWW practices during COVID‐19 are related to faculty members' IWB in higher education institutions.…”

The Influence of Pay Satisfaction on Innovative Behavior: Role of Self-Efficacy and Organizational Commitment

“…Based on the definition of organizational commitment, we can confirm that there is a positive relationship between organizational commitment and employees' innovative behaviors (Jafri, 2010). Wahyuni et al (2021) found that organizational learning and organizational commitment have a positive direct impact on innovative behavior. According to the discussion above, the following hypothesis was derived in this study: H4: Organizational commitment plays a mediating role between pay satisfaction and innovative behavior.…”