Thomson Reuters innovation case study

Silverman, Victoria

doi:10.1108/shr-07-2017-0047

Cited by 2 publications

(2 citation statements)

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“…Xerri and Brunetto (2013) applied social exchange theory and argued that staff who are committed will be more likely to be innovative. At Thomson Reuters Corporation, employees are given good opportunities and are committed to the organization; they, therefore, will have the momentum to innovate (Silverman, 2017). Research results on employee commitment within a large technology company carried out in Vietnam by Powell and Le (2016) showed that affective commitment predicts EI.…”

Section: Organizational Commitmentmentioning

confidence: 99%

The effects of organizational culture and commitment on employee innovation: evidence from Vietnam’s IT industry

Nguyen

Siengthai

Swierczek

et al. 2019

JABS

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Purpose This paper aims to analyze the relationship between organizational culture (measured by mission, involvement, consistency, adaptability and well-being), employee organizational commitment and employee innovation in the Vietnamese IT industry. Design/methodology/approach This is a quantitative research using perceptual scale questionnaire survey developed based on the literature review and in-depth expert interviews. A total of 319 IT professionals working in Vietnam participated in the survey. The data were analyzed using multiple regression analysis. Findings The results suggest that overall organizational culture and organizational commitment are positively and significantly related to employee innovation. A closer look reveals that out of the organizational culture’s five dimensions, mission, adaptability and well-being are found specifically and significantly related to employee innovation. Research limitations/implications The study used a cross-sectional survey where case studies of longitudinal study may add more insight. Further, the Denison organizational culture survey instrument might be subjective. Finally, there may be also some moderating or mediating effects that are not taken into account in this study. Practical implications The enhancement of adaptability, well-being, mission and commitment can increase employee innovation in the IT industry. Originality/value This paper contributes to the literature and practice by demonstrating the relationship between corporate culture and organizational commitment on employee innovation in a developing country (i.e. Vietnam).

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Section: Organizational Commitmentmentioning

confidence: 99%

The effects of organizational culture and commitment on employee innovation: evidence from Vietnam’s IT industry

Nguyen

Siengthai

Swierczek

et al. 2019

JABS

View full text Add to dashboard Cite

show abstract

“…Similarly, Silverman (2017) states that employees who have adequate opportunities are Researchers have also highlighted potentially unfavourable consequences of organisational commitment that may hamper innovativeness in employees. It is argued that committed employees display deep apprehension for the welfare of others which supersedes their personal concerns.…”

Section: Organisational Commitmentmentioning

confidence: 99%

Fostering employee innovation through engagement and skills development in the manufacturing sector in Zimbabwe

Chiboiwa

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The study focused on how employee engagement and skills development can influence employee innovation in the manufacturing sector in Zimbabwe. The study was guided by three theoretical perspectives namely the Social Exchange Theory, the Human Capital Theory and the Componential theory. The Social Exchange theory was adopted to explain employee engagement. The Human Capital theory, which emphasises investment in employees, was adopted to explain the concept of skills development whilst the Componential theory guided the concept of employee innovation. The study followed the positivist philosophical world view which provides the framework for the use of the quantitative research approach. The sample size of the study consisted of 335 participants comprising managerial and non managerial employees who were randomly selected. 200 participants responded to the questionnaires distributed by the researcher. The study adopted quantitative techniques of analysing data. Specifically, Structural equation modelling with confirmatory factor analysis was conducted to determine the relationships between the variable items and the variables themselves. The results of the structural equation modelling showed that there were significant relationships between the variable items and the variable factor. Multiple regression analysis was also performed to determine the impact of the independent (employee engagement and skills development) on the dependent variable (employee innovation). The multiple linear regression analysis indicated that employee engagement and skills development have a significant capacity to predict employee innovation with the resultant model explaining more than fifty per cent of the dependent variable. This, confirmed the viability of the proposed model of the study. Also, the Pearson Product Moment correlation method was used to explain the relationships between the research variables. The results of the Pearson's correlation analysis revealed that both employee engagement and skills development have moderate positive influence on employee innovation. These results of the study are significant in that they have theoretical and managerial implications. The findings represent a meaningful and incremental contribution towards existing literature on employee engagement, skills development and employee innovation by uprooting insights and showcasing the nature of the relationships amongst these variables. The results should assist management in the manufacturing sector in Zimbabwe on how they can improve employee innovation in their organisations.

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Thomson Reuters innovation case study

Cited by 2 publications

References 0 publications

The effects of organizational culture and commitment on employee innovation: evidence from Vietnam’s IT industry

The effects of organizational culture and commitment on employee innovation: evidence from Vietnam’s IT industry

Fostering employee innovation through engagement and skills development in the manufacturing sector in Zimbabwe

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