The factors influencing innovative work behavior among academicians in Iraq
In the recent years, higher education in developing countries, such as Iraq, has undergone through rapid changes, and to meet those changes, innovation is highly required. The present study examines the relationship between extrinsic motivation, psychological empowerment, transformational leadership...
Saved in:
| 主要作者: | |
|---|---|
| 格式: | Thesis |
| 语言: | eng eng |
| 出版: |
2017
|
| 主题: | |
| 在线阅读: | https://etd.uum.edu.my/7377/1/s96055_01.pdf https://etd.uum.edu.my/7377/2/s96055_02.pdf |
| 标签: |
添加标签
没有标签, 成为第一个标记此记录!
|
| 总结: | In the recent years, higher education in developing countries, such as Iraq, has undergone through rapid changes, and to meet those changes, innovation is highly required. The present study examines the relationship between extrinsic motivation, psychological empowerment, transformational leadership and innovative work behavior. It also examines the quality culture as a moderator on the relationship between extrinsic motivation, psychological empowerment, transformational leadership and innovative work behavior. This research uses a quantitative approach to study the relationship between variables and the unit of analysis is individual academic staff. By using systematic random sampling technique, a total of 700 questionnaires were distributed via e-mail among the academic staff from three universities in Iraq (Baghdad University, Basra University and the University of Mosul). Of the 700 questionnaires distributed, 379 questionnaires were returned, representing a response rate of 54%. However, only 315 of the questionnaires were used for further analysis. Hypotheses regarding the direct effects and moderating effects were tested using the Smart PLS 2.0. Results of direct effects showed that extrinsic motivation, psychological empowerment and transformational leadership are positively related to innovative work behavior. The results also showed that quality culture positively moderates the relationship between extrinsic motivation and innovative work behavior but negatively moderates the relationship between transformational leadership and innovative work behavior. However, quality culture did not act as a moderator for the relationship between psychological empowerment and innovative work behavior. Overall, the research findings suggest the importance of taking into account extrinsic motivation, psychological empowerment, transformational leadership and quality culture to enhance innovative work behavior among academic staff. Based on the results obtained, theoretical and practical implications, limitations and suggestions for future research are discussed and highlighted. |
|---|