Antecedents of Employees' Innovative Work Behaviour. A Learning Perspective

Business & Finance, Business Reference
Cover of the book Antecedents of Employees' Innovative Work Behaviour. A Learning Perspective by Anna Lena Seeling, GRIN Verlag
View on Amazon View on AbeBooks View on Kobo View on B.Depository View on eBay View on Walmart
Author: Anna Lena Seeling ISBN: 9783668166196
Publisher: GRIN Verlag Publication: March 7, 2016
Imprint: GRIN Verlag Language: English
Author: Anna Lena Seeling
ISBN: 9783668166196
Publisher: GRIN Verlag
Publication: March 7, 2016
Imprint: GRIN Verlag
Language: English

Master's Thesis from the year 2015 in the subject Ergonomics, grade: 1,7, Maastricht School of Management, language: English, abstract: In knowledge-intensive and fast-moving societies innovation is regarded as crucial for organizations' sustainability and success (Amabile, 1988; Kontoghiorghes, Awbre, & Feurig, 2005; West, 2002). Not only organizations in highly competitive markets need to innovate, so do non-profit organizations, such as educational institutes (Messmann & Mulder, 2011). Innovations are new and useful products or processes that address problems and challenges of a certain work context and that maintain or improve the current state of this context (West & Farr, 1989). Thus, innovative opportunities appear not only in break-through product creations, but also in continuous problem solving. In this regard, organizations increasingly need and expect all employees to contribute to the development of innovations (Messmann, 2012). Employees' contribution to the development of innovation is referred to as innovative work behaviour (IWB) (Janssen, 2000; Scott & Bruce, 1994). In order to address problems or improve the organizational status quo individuals have to accomplish a set of innovation tasks (Kanter, 1988; Scott & Bruce, 1994). These tasks capture the exploration of opportunities to innovate as well as the generation, promotion, and realization of innovative ideas (De Jong & Den Hartog, 2010; Janssen, 2000). Due to the high significance of employees' contribution to innovation development at work, the question arises which factors drive employees' IWB. Antecedents of IWB have been examined at three levels of analysis: the individual, work group, and organizational (N. Anderson, De Dreu, & Nijstad, 2004).

View on Amazon View on AbeBooks View on Kobo View on B.Depository View on eBay View on Walmart

Master's Thesis from the year 2015 in the subject Ergonomics, grade: 1,7, Maastricht School of Management, language: English, abstract: In knowledge-intensive and fast-moving societies innovation is regarded as crucial for organizations' sustainability and success (Amabile, 1988; Kontoghiorghes, Awbre, & Feurig, 2005; West, 2002). Not only organizations in highly competitive markets need to innovate, so do non-profit organizations, such as educational institutes (Messmann & Mulder, 2011). Innovations are new and useful products or processes that address problems and challenges of a certain work context and that maintain or improve the current state of this context (West & Farr, 1989). Thus, innovative opportunities appear not only in break-through product creations, but also in continuous problem solving. In this regard, organizations increasingly need and expect all employees to contribute to the development of innovations (Messmann, 2012). Employees' contribution to the development of innovation is referred to as innovative work behaviour (IWB) (Janssen, 2000; Scott & Bruce, 1994). In order to address problems or improve the organizational status quo individuals have to accomplish a set of innovation tasks (Kanter, 1988; Scott & Bruce, 1994). These tasks capture the exploration of opportunities to innovate as well as the generation, promotion, and realization of innovative ideas (De Jong & Den Hartog, 2010; Janssen, 2000). Due to the high significance of employees' contribution to innovation development at work, the question arises which factors drive employees' IWB. Antecedents of IWB have been examined at three levels of analysis: the individual, work group, and organizational (N. Anderson, De Dreu, & Nijstad, 2004).

More books from GRIN Verlag

Cover of the book 'Der Brand' von Jörg Friedrich - Eine kritische Analyse by Anna Lena Seeling
Cover of the book Inwiefern besitzt das Land Einfluss auf Personenkonzepte und Identität bei verschiedenen Kulturen Ozeaniens? by Anna Lena Seeling
Cover of the book Innovationen und Innovative Räume by Anna Lena Seeling
Cover of the book Über Emotionale Intelligenz by Anna Lena Seeling
Cover of the book Eogène Ionesco: Funktion der Bonnes bzw. der Ménagère in seinen Stücken by Anna Lena Seeling
Cover of the book Der Einfluss von Emotionen auf das kreative Problemlösen - Anwendung auf den Lehr- und Lernkontext by Anna Lena Seeling
Cover of the book Veräußerung eines Unternehmensteils im Unternehmensumfeld. Aktienrechtliche Erfordernisse und Beschränkungen by Anna Lena Seeling
Cover of the book Die Verkündung des 'Totalen Krieges'. Manipulation durch Kommunikation und Rhetorik in der 'Sportpalastrede' von Joseph Goebbels by Anna Lena Seeling
Cover of the book Stundeneröffnungsrituale by Anna Lena Seeling
Cover of the book Regionalmanagement by Anna Lena Seeling
Cover of the book Die Bedeutung des Tourismus für Südafrika by Anna Lena Seeling
Cover of the book Gewalt in der Familie - Ich liebe dich gewaltig by Anna Lena Seeling
Cover of the book Das chinesische Bankensystem. Zwischen Reform und pfadabhängiger Transformation by Anna Lena Seeling
Cover of the book Embryonenforschung und die Würde der Person innerhalb der modernen Biomedizin by Anna Lena Seeling
Cover of the book Empirische Studie zur Effektivität von Stehrollstühlen unter ergotherapeutischen Aspekten by Anna Lena Seeling
We use our own "cookies" and third party cookies to improve services and to see statistical information. By using this website, you agree to our Privacy Policy