Journal of Management Research

Open Access Open Access  Restricted Access Subscription Access
Open Access Open Access Open Access  Restricted Access Restricted Access Subscription Access

Organizational Commitment and Employee's Innovative Behavior


Affiliations
1 Gaeddu College of Business Studies Gedu, Bhutan
     

   Subscribe/Renew Journal


Commitment has been the area of interest among academic researchers and practitioners because it is believed to have an effect on organizational performance. There are plethora of studies examining and evaluating the antecedents and correlates of employees' commitment, but little efforts have been given towards studying the relationship between Organizational Commitment and Innovative Behavior of employees. The present study is a modest attempt to address the relationship between Organizational Commitment and Innovative behavior in Retail sector. Data were collected from 80 executives working in retail sector. Organizational Commitment was measured by using Allen and Meyers' Scale and Innovative behavior was measured by scale developed by Ishak. Data were analyzed using correlation and Multiple Regression. Results revealed that innovative behavior is positively related to affective commitment and negatively related to continuance commitment. In the similar way R Square showed that organizational commitment explain 14% of innovative behavior.

Keywords

Employee Innovative Behavior, Organizational Commitment
User
Notifications

  • Allen, N. J. and Meyer, J. P. (1990), The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization, Journal of Occupational Psychology, 63: 1-18.

  • Amabile, T., Barsade, S. G., Muller, J. S. and Staw, B. M. (2005), Affect and Creativity at Work, Administrative Science Quarterly, 50(3): 367-403.

  • Amabile, T. M. (1988), A Model of Creativity and Innovation in Organizations, in Shaw, B. M. and Cummings, L. L. (Eds), Research in Organizational Behavior, Vol. 10, pp. 123-67.

  • Anthony, R. (1999), Organizational Culture and Innovation, Innovative Leader, 8(1).

  • Axtell, C. M., Holman, D. J., Unsworth, K. L., Wall, T. D., Waterson, P. E. and Harrington, E. (2000), Shopfloor Innovation: Facilitating the Suggestion and Implementation of Ideas, Journal of Occupational & Organizational Psychology, 73: 265-85.

  • Chen, X. P., Hui, C. and Sego, D. J. (1998), The Role of Organizational Citizenship Behavior in Turnover: Conceptualization and Preliminary Tests of Key Hypotheses, Journal of Applied Psychology, 83(6): 922-931.

  • De Jong, J. P. J. and Den Hartog, D. N. (2007), How Leaders Influences Employees Behaviour, European Journal of Innovation Management, 10(1): 41-64.

  • De Leede, J. and Looise, J. K. (2005), Innovation and HRM: Towards an Integrated Framework, Creativity and Innovation Management, 14(2): 108-117

  • Eisenberger, R. Jones, J. R., Stinglhamber, F., Shanock, L. and Randall, A. T. (2005), Flow Experience at Work: For High Need Achievers Alone? Journal of Organizational Behaviour, 26(7): 755-775

  • Frank, Wagner (1993), No Commitment No R&D Success, R&D Innovator, 2(7).

  • George, J. M. and Zhou, J. ( 2001), When Openness to Experience and Conscientiousness are Related to Creative Behaviour: An Interactional Approach, Journal of Applied Psychology, 86(3): 513-524.

  • Grover, S. L. and Crooker, K. (1995), Who Appreciates Family; Response Human Resource Policies: The Impact of Family- Friendly Policies on the Organizational Attachment of Parents and Non-Parents, Personnel Psychology, 48: 271-288.

  • Hartmann, A. (2006), The Role of Organizational Culture in Motivating Innovative Behaviour in Construction Firms, Construction Innovation: Information, Process, Management, 6(3): 159-172.

  • Hurt, H. T., Joseph, K. and Cook, C. D. (1977), Scales for the Measurement of Innovativeness, Human Communication Research, 4(1): 58-65.

  • Ishak, N. A. (2005), Promoting Employees’ Innovativeness and Organisational Citizenship Behaviour through Superior- Subordinate Relationship in the Workplace, Research and Practice in Human Resource Management, 13(2): 16-30.

  • Janssen, Onne (2000), Innovative Behaviour and Job Involvement at the Price of Conflict and Less Satisfactory Relations with Co-workers, Journal of Occupational and Organizational Psychology.

  • Laursen, K. and Foss, N. (2003), New Human Resources Management Practices: Complementaries and the Impact on Innovative Performance, Cambridge Journal of Economics, 27(2): 243-263.

  • Mallon, M. and Kearney, T. (2001), Team Development at Fisher and Paykel: The Introduction of 'Everyday Workplace Teams' , Asia Pacific Journal of Human Resources, 39(1): 93-106.

  • McDermott, B. and Sexton, G. (1998), Sowing the Seeds of Corporate Innovation, Journal of Quality and Participation, 21(1): 18-23. Midgley, D. F. and Dowling, G. R. (1978), Innovativeness: The Concept and its Measurement, Journal of Consumer Research, 4(1): 229-242.

  • Meyer, J. P. and Allen, N. J. (1997), Commitment in the Workplace: Theory, Research, and Application. Sage Publications, Thousand Oaks, CA.

  • Meyer, J. P., Stanley, D. J., Herscovitch, L. and Topolnytsky, L. (2002), Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences, Journal of Vocational Behavior, 61(1): 20- 52.

  • Porter, L. W., Steers, R. M., Mowday, R. T. and Boulian, P. V. (1974), Organizational Commitment, Job Satisfaction, and Turnover among Psychiatric Technicians, Journal of Applied Psychology, 59: 603-609.

  • Quinn, R. W. (2005), Flow in Knowledge Work: High Performance Experience in the Design of National Security Technology, Administrative Science Quarterly, 50: 610-640.

  • Rodwell, J., Kienzle, R. and Shadur, M. (1998), The Relationship Away Work Related Perceptions, Employee Attitudes, and Employee Performance: The Integral Role of Communication, Human Resource Management, 37: 277-293.

  • Scott, S. G. and Bruce, R. A. (1994), Determinants of Innovative Behaviour: A Part Model of Individual Innovation in the Work Place, Academy of Management Journal, 37: 580-604.

  • Schwochau, S., Delaney, J., Jarley, P. and Fiorito, J. (1997), Employee Participation and Assessments of Support for Organizational Policy Changes, Journal of Labor Research, (18:3): 379-401.

  • Shipton, H., West, M. A., Dawson, J., Birdi, K. and Patterson, M. (2006), HRM as a Predictor of Innovation, Human Resource Management Journal, 16(1): 3-27.

  • Smith, G. P. (2002), The New Leader: Bringing Creativity and Innovation to the Workplace, Chart Your Course. Conyers, Georgia.

  • Unsworth, K. L. and Parker, S. K. (2003), Proactivity and Innovation: Promoting a New Workforce for the New Workplace, in Holman, T., Wall, T. D., Clegg, C. W., Sparrow, P. and Howard, A. (Eds), The New Workplace: A Guide to the Human Impact of Modern Work Practices, pp. 175-96. Wiley, Chichester.

  • Van de Ven, A. (1986), Central Problems in the Management of Innovation, Management Science, 32: 590-607.

  • Wasti, S. A. (2005), Commitment Profiles: Combinations of Organizational Commitment Forms and Job Outcomes, Journal of Vocational Behavior, 67: 290-308.


Abstract Views: 1236

PDF Views: 5




  • Organizational Commitment and Employee's Innovative Behavior

Abstract Views: 1236  |  PDF Views: 5

Authors

Mohd. Hassan Jafri
Gaeddu College of Business Studies Gedu, Bhutan

Abstract


Commitment has been the area of interest among academic researchers and practitioners because it is believed to have an effect on organizational performance. There are plethora of studies examining and evaluating the antecedents and correlates of employees' commitment, but little efforts have been given towards studying the relationship between Organizational Commitment and Innovative Behavior of employees. The present study is a modest attempt to address the relationship between Organizational Commitment and Innovative behavior in Retail sector. Data were collected from 80 executives working in retail sector. Organizational Commitment was measured by using Allen and Meyers' Scale and Innovative behavior was measured by scale developed by Ishak. Data were analyzed using correlation and Multiple Regression. Results revealed that innovative behavior is positively related to affective commitment and negatively related to continuance commitment. In the similar way R Square showed that organizational commitment explain 14% of innovative behavior.

Keywords


Employee Innovative Behavior, Organizational Commitment

References