Browsing by Subject "Innovative work behavior"
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    Designing a framework and strategies to enhance individual innovative work behavior: a case of a non-profit in Phnom Penh, Cambodia
    ( 2021) Seng, Sonika ; Fernando, Maria Socorro C. L.
    Innovation has become such a big part of our everyday life that everywhere we go, whatever we do, we tend to seek something new, whether these are new ideas, new experiences, new products, new places, or new technologies. For organizations in highly competitive environments, innovation ensures sustainability and competitive advantage. However, innovativeness comes from the organization's people, so innovative work behavior has rapidly become a significant factor for organizations to explore and establish. This research assesses the needs of five factors that enhance individual innovative work behavior in Pact Cambodia: job resourcefulness, work empowerment, employee motivation, leader-member exchange (LMX), and work engagement. A mixed research methodology was used, and the respondents included the population in the non-profit organization. All 25 employees responded to the survey questionnaire for quantitative research, whereas eight key employees were selected to participate in a focus group discussion. The quantitative data were analyzed using Cronbach's Alpha testing, descriptive analysis, and Priority needs index modified (PNImod). The qualitative data were analyzed using the inter-coding method. The results from PNIMod show that work empowerment, employee motivation, leader-member exchange, and innovative work behavior are the four factors that must be prioritized. The interview questionnaire used appreciative inquiry (AI) questions to further explore work engagement and innovative work behavior. Based on the overall results, the current situation of innovative work behavior is favorable, but PNIModified suggested that some factors should be prioritized to enhance individual innovative work behavior. Therefore, a framework and strategies are presented based on all data results.
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    Designing an organization development model for co-creating inclusive organizations
    (Bangkok : Assumption University Press, 2022) Fernando, Maria Socorro C. L.
    The aim of this research was to design an organization development model for co-creating inclusive organizations. Data was collected using an online structured questionnaire and interview protocol. The nine informants and 71 respondents worked at various job positions with multi-national companies based in Thailand. The 71 respondents were selected using non-probability random sampling, while purposive sampling was used to identify the nine informants. The quantitative data analysis utilized Pearson Correlation, Paired Sample T-test, and Priority Needs Index Modified (PNI mod), while the qualitative data analysis of the interview data utilized content analysis. The quantitative findings revealed significant relationships between the variables (p < 0.01). Results of the paired sample statistics revealed that only the paired samples of workplace inclusion and psychological safety obtained a significant mean difference, with significance values of .005 and .001, respectively, while the order of priority needs of the constructs showed psychological safety, workplace inclusion, perceived organizational support, innovation in the workplace, and self-efficacy, to have the respective order of priority. The qualitative data analysis resulted in three themes consisting of diversity, inclusive culture, and inclusive management. The research findings were used to design the model entitled “Co-creative Organization Inclusion” with three components, namely Component 1: Co-creative organization inclusion through representation that leverages individual & team potential; Component 2: Co-creative organizational inclusion by top-management championing representation; and Component 3: Co-creative organization inclusion through a supportive and collaborative culture.
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    Key influencers of innovative work behavior in leading Thai property developers
    (Assumption University Press, 2021) Thanatchaporn Jaruwanakul
    Purpose: This research paper aims to investigate the key influencers that have significant impact on innovative work behavior among employees of top five leading property developers in Thailand. The conceptual framework proposed causal relationship among Transformational Leadership (TL), Work Engagement (WE), Management Support (MS), Coworkers Support (CS) and Innovative Work Behavior (IWB) Research design, data and methodology: The researcher applied quantitative method (n=400), distributing questionnaires to top to middle management employees. The nonprobability sampling includes judgmental sampling in selecting top five property companies, quota sampling in scoping market capitalization and convenience sampling in collecting data and distributing of surveys online and offline. The Structural Equation Model (SEM) and Confirmatory Factor Analysis (CFA) were used for the data analysis including model fit, reliability, and validity of the constructs. Results: The results explicated that transformational leadership, work engagement, management support and coworkers support have significant impact on innovative work behavior. Management support presented that strongest impact on innovative work behavior, followed by coworkers support, transformational leadership and work engagement respectively. Conclusions: Five hypotheses were proven to fulfil research objectives. Hence, management and human resource teams are suggested to provide assessment to measure level of influencers and people development programs to enhance innovation behavior at the workplace.