A Research on Innovative Work Behavior and Its Antecedents

Mustafa Ali Özay; Kurtuluş Kaymaz

Makale detayları

A Research on Innovative Work Behavior and Its Antecedents

Yazarlar:

Mustafa Ali Özay | Kurtuluş Kaymaz

Yayıncı:

Afyon Kocatepe University

Dergi:

Afyon Kocatepe Üniversitesi Sosyal Bilimler Dergisi Vol.25 Issue 1, pp.275-293

Belge Tipi:

Makale

Yayın Tarihi:

3/2023

Belge Dili:

Türkçe

Document ID (Org No.):

2001286105

pISSN:

1302-1265

Anahtar kelimeler:

Özet:

 This study aims to reveal the extent to which information sharing, information hiding, innovative culture, innovative leadership, training and development, and innovative self-efficacy have an impact on innovative work behavior. Survey methodology was used in the research. The survey was sent to participants via electronic platform and some of them were implemented face to face. Before implementing the survey, a meeting was conducted with human resources staff for assessing the items. A total of 53 statements were administered to the participants. The research is a quantitative study. It was held with a total of 289 participants. Confirmatory factor analysis, normality, homogeneity of variances and multiple linear regression analysis tests were performed in the study. The findings reveal that information sharing, innovative self-efficacy, training and development have a positive and significant effect on innovative work behavior. However, information hiding, innovative culture and innovative leadership do not seem to have any significant impact on innovative work behavior. Innovation-based individual behavior is shaped to a large extent under the influence of information sharing, information hiding, innovative culture, innovative leadership, training and development, innovative self-efficacy. The study carries potential value for related literature to show that innovative efforts could be more possible under behavioral change and to proof human resources practices are critical for innovative work processes.

 This study aims to reveal the extent to which information sharing, information hiding, innovative culture, innovative leadership, training and development, and innovative self-efficacy have an impact on innovative work behavior. Survey methodology was used in the research. The survey was sent to participants via electronic platform and some of them were implemented face to face. Before implementing the survey, a meeting was conducted with human resources staff for assessing the items. A total of 53 statements were administered to the participants. The research is a quantitative study. It was held with a total of 289 participants. Confirmatory factor analysis, normality, homogeneity of variances and multiple linear regression analysis tests were performed in the study. The findings reveal that information sharing, innovative self-efficacy, training and development have a positive and significant effect on innovative work behavior. However, information hiding, innovative culture and innovative leadership do not seem to have any significant impact on innovative work behavior. Innovation-based individual behavior is shaped to a large extent under the influence of information sharing, information hiding, innovative culture, innovative leadership, training and development, innovative self-efficacy. The study carries potential value for related literature to show that innovative efforts could be more possible under behavioral change and to proof human resources practices are critical for innovative work processes.

 This study aims to reveal the extent to which information sharing, information hiding, innovative culture, innovative leadership, training and development, and innovative self-efficacy have an impact on innovative work behavior. Survey methodology was used in the research. The survey was sent to participants via electronic platform and some of them were implemented face to face. Before implementing the survey, a meeting was conducted with human resources staff for assessing the items. A total of 53 statements were administered to the participants. The research is a quantitative study. It was held with a total of 289 participants. Confirmatory factor analysis, normality, homogeneity of variances and multiple linear regression analysis tests were performed in the study. The findings reveal that information sharing, innovative self-efficacy, training and development have a positive and significant effect on innovative work behavior. However, information hiding, innovative culture and innovative leadership do not seem to have any significant impact on innovative work behavior. Innovation-based individual behavior is shaped to a large extent under the influence of information sharing, information hiding, innovative culture, innovative leadership, training and development, innovative self-efficacy. The study carries potential value for related literature to show that innovative efforts could be more possible under behavioral change and to proof human resources practices are critical for innovative work processes.

 Bu çalışma, yenilik yönetiminin en kritik unsurlarından biri olan insan kaynağının yenilikçi iş davranışı olgusu üzerine odaklanmakta, bilgi paylaşma, bilgi gizleme, yenilikçi kültür, yenilikçi liderlik, eğitim ve geliştirme ile yenilikçi öz yeterlilik boyutlarının, yenilikçi iş davranışı üzerinde ne derecede etkili olduğunu ortaya koymayı amaçlamaktadır. Araştırmada anket tekniğinden yararlanılmıştır. Katılımcıların bir kısmına elektronik ortamda anketler uygulanırken bir kısmıyla yüz yüze olacak şekilde uygulama gerçekleştirilmiştir. Anket uygulanmadan önce şirketin insan kaynakları yetkilileri ile görüşülmüştür. Katılımcılara toplam 53 ifade yönetilmiştir. Araştırma nicel bir çalışmadır. Toplamda 289 katılımcı ile gerçekleştirilmiştir. Çalışmada doğrulayıcı faktör analizi, normallik ve varyansların homojenliği ve çoklu doğrusal regresyon analizi testleri yapılmıştır. Bilgi paylaşma, yenilikçi öz yeterlilik, eğitim ve geliştirme boyutlarının yenilikçi iş davranışı üzerinde pozitif ve anlamlı bir etkiye sahip olduğunu ortaya koymaktadır. Buna karşın, bilgi gizleme, yenilikçi kültür ve yenilikçi liderlik boyutlarının yenilikçi iş davranışı üzerinde herhangi bir anlamlı etkiye sahip olmadığı görülmektedir. Yenilik temelli birey davranışı, büyük ölçüde bilgi paylaşma, bilgi gizleme, yenilikçi kültür, yenilikçi liderlik, eğitim ve geliştirme ile yenilikçi öz yeterlilik öncüllerinin etkisi altında şekillenmektedir. Bu çerçevede, araştırma, yenilikçi çabaların ancak davranış değişimi ile mümkün olabileceğini ortaya koymak ve insan kaynakları uygulamalarının inovatif iş süreçlerinin en kritik unsuru olduğunu belirtmek açısından alana katkı sunma potansiyeli taşımaktadır.

Makale detayları

A Research on Innovative Work Behavior and Its Antecedents

Yazarlar:

Mustafa Ali Özay | Kurtuluş Kaymaz

Yayıncı:

Afyon Kocatepe University

Dergi:

Afyon Kocatepe Üniversitesi Sosyal Bilimler Dergisi Vol.25 Issue 1, pp.275-293

Belge Tipi:

Makale

Yayın Tarihi:

3/2023

Belge Dili:

Türkçe

Document ID (Org No.):

2001286105

pISSN:

1302-1265

Innovative work behavior

information sharing

information hiding

innovative culture

innovative self-efficacy

innovative leadership

Yenilikçi iş davranışı

bilgi paylaşma

bilgi gizleme

yenilikçi kültür

yenilikçi öz-yeterlilik

yenilikçi liderlik

Sayı

Makale detayları

Yazarlar: Mustafa Ali Özay | Kurtuluş Kaymaz

Yayıncı: Afyon Kocatepe University

Dergi: Afyon Kocatepe Üniversitesi Sosyal Bilimler Dergisi Vol.25 Issue 1, pp.275-293

Belge Tipi: Makale

Yayın Tarihi: 3/2023

Belge Dili: Türkçe

Document ID (Org No.): 2001286105

pISSN: 1302-1265

Sayı

Yazarlar:

Mustafa Ali Özay | Kurtuluş Kaymaz

Yayıncı:

Afyon Kocatepe University

Dergi:

Afyon Kocatepe Üniversitesi Sosyal Bilimler Dergisi Vol.25 Issue 1, pp.275-293

Belge Tipi:

Makale

Yayın Tarihi:

3/2023

Belge Dili:

Türkçe

Document ID (Org No.):

2001286105

pISSN:

1302-1265