The significance of perceived social-organization climate for creating employees’ innovativeness

Abstract

Purpose – The purpose of this study is to describe and explain the relationship between perceived social-organizational climate (PSOC), organizational citizenship behaviors (OCB) of other employees and innovative workplace behaviors (IWB) initiated and performed by employees. The mediating role of person-organization fit (P-O Fit) is tested within the relationship of PSOC, OCB and IWB. Design/methodology/approach – The study was conducted anonymously on a group of 246 employees from 76 companies operating in Poland. Structural equation modeling (SEM) was used in the process of statistical analysis. Findings – The research confirmed a significant statistical relationship between IWB and all studied variables: PSOC, OCB and P-O Fit. On the basis of the analysis, using SEM, it may be concluded that PSOC and OCB of other employees have an indirect influence on IWB, via P-O Fit. Research limitations/implications – A cross-sectional design and use of self-reported questionnaire data are limitations of this study. Originality/value – The combination of variables presented in the research model may explain the significance of the chosen determinants of behaviors which are the key ones from the perspective of the company’s effectiveness and competitiveness on the market. The results of this research extend the knowledge in the area of relationships of innovation in the workplace with aspects of social functioning in the organization.

Personal values and value congruence of public administration graduate students: An exploratory study in China

“…In the meantime, China is in a transitional state, which requires public organisations to respond swiftly and creatively to social problems and public demands. Change-oriented organisational citizenship behaviours are the key to meet this requirement (Turnipseed & Turnipseed, 2013;Wojtczuk-Turek & Turek, 2016). Public organisations could rely more on their younger employees, because their emphasis on agentic values is an antecedent to those behaviours (Arthaud-Day, Rode, & Turnley, 2012).…”

The effects of knowledge sharing and person–organization fit on the relationship between transformational leadership on innovative work behavior

“…Various studies have analyzed how POF affects IWB, also with contradictory results. Huang et al (2005) and Jin et al (2016) stated that there was no significant effect, while Afsar et al (2018) and Wojtczuk-Turek and Turek (2016) found that POF significantly influences IWB. The difference in these results suggests a research gap regarding the effect of POF on IWB.…”

Innovative Work Behaviour: An Integrative Investigation of Person-Job Fit, Person-Organization Fit, and Person-Group Fit

“…Sobel's test results prove that innovative work behavior is able to mediate the influence of Person-job fit, Person organization fit, Person group fit has been identified by researchers as important factors affecting IWB (Afsar et al 2015, Saraç et al 2014, Wojtczuk-Turek and Turek 2016. Furthermore IWB is also significant with performance (De Jong and Den Hartog 2010, Pieterse et al 2010).…”

“…Employee recruitment that places more emphasis on the suitability of the mission and personal values with organizational values makes the organization not only provide opportunities for employees to work, but also to encourage them to commit to the organization, perform well and be satisfied in their work (Tsai and Yen 2017). The study of Afsar et al (2015) also explained the organization fit can enhance the behavior of knowledge sharing which is expected to be able to encourage innovative work behavior of employees (Afsar et al 2015, Saraç et al 2014, Wojtczuk-Turek and Turek 2016. The third hypothesis testing shows that Person-Group fit has a positive impact on the Innovative Work Behavior (CR = 2.577; p = .010 < .005), with a significance level of 5%.…”