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Innovation and creativity have been regarded as a major source of the competitive
advantage of the organizations. Emerging trends in the higher education sector are
pressing faculty members to be innovative and produce research-oriented solutions to
dynamic problems. This shift in faculty role has made innovativeness a requirement for
their job. This study aims to check the impact of innovation as a job requirement on
innovative work behavior. The mediating role of extrinsic rewards is also checked. Data
were collected from the faculty members in the higher education sector, from universities
of Pakistan. Structural equation modelling is used to check hypothesized relationships.
Results reveal that innovation as a job requirement is positively and significantly related
to faculty’s innovative work behavior. Extrinsic rewards fully mediate the relationship
between innovation as a job requirement and innovative work behavior. Although
previous literature has always focused on intrinsic factors as predictors of innovative
work behavior, this study suggests that extrinsic and tangible rewards are mandatory to
facilitate innovative work behavior when it is made a mandatory requirement for the job.
This study is cross sectional in nature, and future studies should use longitudinal design
to unearth the true mechanism of interaction between innovation as a job requirement,
and extrinsic rewards in their relationship with innovative work behavior, controlling for
intrinsic factor
Haroon Bakar, Saman Attiq, Imamuddin Khoso, Muneeruddin Soomro. (2019) How does ‘Innovation as a Job requirement’ contribute to Innovative Work Behavior? Evidence from the Higher Education Sector of Pakistan, NUML International Journal of Business & Management, Volume 14, Issue 1.
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