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Personality As A Determinant Of Innovative Behaviour In The Workplace
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On innovative behaviour,
Subramaniam (2012) in a study to determine the relationship between
selected predictor variables and innovative behaviour in the workplace.
The predictor variables are leader member relationship, leader role
expectation, demographic variables and problem-solving style. Using
questionnaire to collect data from 79 teacher educators, He found that
only leader-member exchange correlated significantly with support for
innovation. Leader-member exchange, leader role expectation and
intuitive problem solving style correlated significantly with
individual's perception of adequacy of resource supply for innovation.
Leader member exchange is the only variable that correlated
significantly with psychological climate for innovation. He also found a
significant relationship between psychological climate and innovative
behaviour. Leader-member exchange, leader-role expectation, systematic
problem-solving style and intuitive problem-solving style correlated
significantly with innovative behaviour. He concluded that psychological
climate for innovation is influenced by leader-member exchange and that
support for innovation without resource supply will not result in
innovative behaviour.
In a study carried out by De Spiegelaere
(2011), to determine the relationship between job design and innovative
work behaviour. The study was conducted using 952 employees from 17
different companies from various sectors. The surveys were distributed
to all employees that would participate in the upcoming project of
organisational innovation. The response rate was 53%, yet, 59 surveys
were left out of consideration due to missing data. Of the total of 893
useable surveys, 47.89% were completed by male respondents. 60.48% of
the respondents had a degree of at most higher secondary education. The
average age of the respondents was 39 years old (median 40years and
modus 31years). Further, 41.70% of the respondents were employed as
blue-collar workers and 50.05% as white-collar employees. The rest were
employed as agency workers or as members of the senior management.
70.22% of the respondents were engaged as full-time workers.
The
findings from this study show that the relation between the job design
and innovative work behaviour differs significantly for blue-and
white-collar employees. Job resources, such as organizing tasks, have a
more positive relation with innovative work behaviour for white-collar
workers in comparison with blue-collar workers. This finding can be
linked to previous literatures which identified routine tasks both as
potential obstacle and a driver for innovative behaviour.
Among the
significant predictors, leader-member exchange explained about 37 per
cent of the variation in innovative behaviour, while leader role
expectation explained 13 per cent of variation in innovative behaviour.
These two variables explained about 50 per cent of the total variation
in individual innovative behaviour in the workplace.
In another
study,Oukes (2013), found a positive relationship between innovative
stimulating leadership and innovative work behaviour among workers, this
implies that when supervisors display innovative stimulating behaviour
to a large extent, employees will be more motivated.
The above
analysis is important to understand the fact that personality can
stimulate certain behaviour in employees, and also to understand
situations that can determine innovative behaviour.
In this study,
Personality is expected to predict innovative behaviour, it is presumed
that employees with high level of certain traits should exhibit
innovative behaviour and when some traits are low in an employee, they
should exhibit innovative behaviour.
CHAPTER ONE -- [Total Page(s) 6]
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ABSRACT - [ Total Page(s): 1 ]This dissertation explores Personality traits as a determinant of Innovative behaviour in the workplace. The relationship between Personality traits and Innovative behaviour in the workplace were examined.A convenience sample of 200 participants was drawn for the study. The data was gathered with the aid of a standardized structured questionnaire, comprising of an innovative scale and a big five personality scale.The results were correlated using Pearson product moment correlation. The results g ... Continue reading---
