THE ROLE OF HUMAN RESOURCE DEVELOPMENT IN THE RELATIONSHIP BETWEEN INTRAPRENEURIAL COMPETENCIES AND INNOVATIVE WORK BEHAVIOR: A CASE STUDY
DOI:
https://doi.org/10.32461/2226-3209.1.2018.178806Анотація
Abstract. In this day and age, there is growing responsiveness towards innovation as a mean to compete in the worldwide pressures from surroundings. Employees as source of ideas play a crucial role in the innovation process. Therefore, innovative work behaviour is of interest when comes to organizations’ innovation, as is the case for public sector. Consequently, researcher wanted to get more intuition in the innovation process because of the fact that decrease in organization innovation capacity. Moreover, it was anyway of interest to get a better understanding of innovation as strategic pillar and the role of employees and human resource development in this context. As a result, this study is to investigate intrapreneurial competencies that foster innovative work behaviour of employees and the role of human resource development in moderating the relationship between the variables. The research was completed by using quantitative method and there were 60 questionnaires from public officers in UTeM. The analysis method used was regression analysis for hypothesis testing in this research and the results showed that there have significant relationships between intrapreneurial competencies, human resource development and innovative work behavior. It is believed that this research paper will beneficial to the industry practitioners and academicians for future reference.
Key words: intrapreneurial competencies, human resource development, innovative work behaviour, UTeM.
Посилання
Hilmi, M. F., Pawanchik, S., Mustapha, Y., & Mahmud, N. (2012). Innovative behavior of Malaysian
employees: An exploratory study. In International Conference on Innovation, Management and Technology Research,
pp. 135–138.
Khar Kheng, Y., June, S., & Mahmood, R. (2013). The determinants of innovative work behavior in the
knowledge intensive business services sector in Malaysia. Asian Social Science, 9(15), 47–59.
Musa, H., Azmi, F. R., Abdul Khalid, F., & Yunus, A. R. (2016). Analysing the adoption of Malaysian
Standards (MS) on SME performances: The mediating effects of innovation adoption factors. In International
Conference on Industrial Engineering and Operations Management, pp. 976-984.
Omotayo, F. O. (2015). Knowledge management as an important tool in organisational management: A review
of literature. https://digitalcommons.unl.edu/cgi/viewcontent.cgi?article=3330&context=libphilprac.
Anderson, N., Potočnik, K., & Zhou, J. (2014). Innovation and creativity in organizations: A state-of-the-
science review, prospective commentary, and guiding framework. Journal of Management, 40(5), 1297-1333.
Mellahi, K., & Wood, G. T. (2004). HRM in Malaysia. In P. S. Budhwar (Esd.), Managing Human Resources in
Asia-Pacific. Routledge: Abingdon, pp. 201-220.
Torugsa, N., & Arundel, A. (2016). Complexity of innovation in the public sector: A workgroup-level analysis
of related factors and outcomes. Public Management Review, 18(3), 392-416.
Fernandez, S., & Moldogaziev, T. (2012). Using employee empowerment to encourage innovative behavior in
the public sector. Journal of Public Administration Research and Theory, 23(1), 155–187.
Nijenhuis, K. (2015). Impact factors for innovative work behavior in the public sector: The case of the Dutch
Fire Department. Master thesis, University of Twente.
Bessant, J., & Maher, L. (2009). Developing radical service innovations in healthcare-The role of design
methods. International Journal of Innovation Management, 13(4), 555-568.
Scott, S. G., & Bruce, R. A. (1994). Determinants of innovative behavior: A path model of individual
innovation in the workplace. Academy of Management Journal, 37(3), 580–607.
Kanter, R. M. (1988). Three tiers for innovation research. Communication Research, 15(5), 509–523.
Janssen, O. (2000). Job demands, perceptions of effort-Reward fairness and innovative work behaviour.
Joumal of Occupational and Organisational Psychology, 73, 287–302.
Kleysen, R. F., & Street, C. T. (2001). Toward a multi-dimensional measure of individual innovative behavior.
Journal of Intellectual Capital, 2(3), 284–296.
De Jong, J., & den Hartog, D. (2010). Measuring innovative work behaviour. Creativity and Innovation
Management, 19(1), 23–36.
Ma Prieto, I., & Pilar Perez-Santana, M. (2014). Managing innovative work behavior: The role of human
resource practices. Personnel Review, 43(2), 184-208.
Wiethe-Körprich, M., Weber, S., Bley, S., & Kreuzer, C. (2017). Intrapreneurship competence as a
manifestation of work agency: A systematic literature review. In M. Goller & S. Paloniemi (Eds.), Agency at Work.
Springer: Cham, pp. 37-65.
Ahmad, N. H., Ramayah, T., Wilson, C., & Kummerow, L. (2010). Is entrepreneurial competency and
business success relationship contingent upon business environment? A study of Malaysian SMEs. International Journal
of Entrepreneurial Behavior and Research, 16(3), 182–203.
Mitchelmore, S., & Rowley, J. (2010). Entrepreneurial competencies: A literature review and development
agenda. International Journal of Entrepreneurial Behaviour and Research, 16(2), 92–111.
Man, W. (2001). Entrepreneurial competencies and the performance of small and medium enterprises in the
Hong Kong services sector. PhD thesis, Hong Kong Polytechnic University.
Werner, J., & DeSimone, R. (2011). Human resource development. Cengage Learning: Massachusetts.
Khan, M. T., Khan, N. A., & Mahmood, K. (2012). An organizational concept of human resource development
– How human resource management scholars view “HRD.” Universal Journal of Management and Social Sciences,
(5), 36–47.
Mondy, R. W., & Mondy, J. B. (2010). Human resource management. Prentice Hall: New Jersey.
Nankervis, A. R., Baird, M., Coffey, J., & Shields, J. (2016). Human resource management: Strategy and
practice. Cengage AU: Victoria.
McShane, S., & Glinow, M. Von. (2015). Organizational behavior. McGraw-Hill Education, Singapore.
Rajiani, I., Musa, H., & Hardjono, B. (2016). Ability, motivation and opportunity as determinants of green
human resources management innovation. Research Journal of Business Management, 10(1-3), 51-57.
##submission.downloads##
Номер
Розділ
Ліцензія
Автори, які публікуються у цьому журналі, погоджуються з наступними умовами:
1. Автори залишають за собою право на авторство своєї роботи та передають журналу право першої публікації цієї роботи на умовах ліцензії Creative Commons Attribution License, котра дозволяє іншим особам вільно розповсюджувати опубліковану роботу з обов'язковим посиланням на авторів оригінальної роботи та першу публікацію роботи у цьому журналі.
2. Автори мають право укладати самостійні додаткові угоди щодо неексклюзивного розповсюдження роботи у тому вигляді, в якому вона була опублікована цим журналом (наприклад, розміщувати роботу в електронному сховищі установи або публікувати у складі монографії), за умови збереження посилання на першу публікацію роботи у цьому журналі.
3.Політика журналу дозволяє і заохочує розміщення авторами в мережі Інтернет (наприклад, у сховищах установ або на особистих веб-сайтах) рукопису роботи, як до подання цього рукопису до редакції, так і під час його редакційного опрацювання, оскільки це сприяє виникненню продуктивної наукової дискусії та позитивно позначається на оперативності та динаміці цитування опублікованої роботи.
