SavedAdd your journal

Journals / İşletme Araştırmaları Dergisi / 2017 / Cilt: 9 - Sayı: 1

The Path Extended from Organizational Culture to Innovative Work Behavior: A Research on a Defense Company

Edip Sabahattin METE
Pages
403–428
DOI
—
🏛️Bibliographic metadata and full text access for this article are provided via DergiPark.
DergiPark Record ↗
✨

AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

SWE managers can use this information to increase employee job satisfaction and innovative work behavior

📌 3 Key Takeaways

🎯
Objective & Hypothesis:The Defense Industry field has characteristics that make for a unique working environment.
📊
Key Findings & Data:This paper presents a study conducted among the Software Engineering (SWE) employees working at a software development company in defense industry, which examined the relationship between the constructs; organizational culture, job satisfaction, innovative work behavior and the employees’ valuation of the external recognition.
💡
Conclusion & Impact:SWE managers can use this information to increase employee job satisfaction and innovative work behavior
🔬Design:Survey & Empirical Study
📍Scope:Comprehensive Sample
⚙️Variables:Domain Parameters

Abstract

The Defense Industry field has characteristics that make for a unique working environment. This paper presents a study conducted among the Software Engineering (SWE) employees working at a software development company in defense industry, which examined the relationship between the constructs; organizational culture, job satisfaction, innovative work behavior and the employees’ valuation of the external recognition. One hundred and forty one employees filled out the questionnaire. It was determined that there were positive relations between organizational culture and job satisfaction, whereas positive correlations were determined between job satisfaction and innovative work behavior as well as external recognition. The Structural Equation Modeling (SEM) employed to study the relationship grids among the observed variables. Limitations of the study are also presented along with future research recommendations. SWE managers can use this information to increase employee job satisfaction and innovative work behavior

🔖

Cite This Article

METE, E. S. (2017). The Path Extended from Organizational Culture to Innovative Work Behavior: A Research on a Defense Company. İşletme Araştırmaları Dergisi, Cilt: 9 - Sayı: 1, 403–428. https://ajindex.com/articles/268975

📄 Full Text PDF Viewer

📄

PDF görüntüleyici hazırlanıyor...

References (12)

  1. Adkins, B. and Caldwell, D. (2004). Firm or subgroup culture: Where does fitting in matter most? Journal of Organizational Behavior, 25, 969-978.
  2. Ahuja, M.K. (2002). Women in the information technology profession: A literature review, synthesis, and research agenda. European Journal of Information Systems, 11, 20-34.
  3. Alpkan, L., Bulut, C., Gunday, G., Ulusoy, G. and Kilic, K. (2010). Organizational support for intrapreneurship and its interaction with human capital to enhance innovative performance. Management Decision, 48(5): 732-755.
  4. Amabile, T.M. (1997). Motivating creativity in organizations: On doing what you love to do and loving what you do. California Management Review, 40(1), 39-58.
  5. Aristovnik, A. and Jaklič, K. (2013). Job satisfaction of older workers as a factor of promoting labour market participation in the EU: The case of Slovenia. Rev. Soc. Polit., 20( 2), 123-148.
  6. Arnolds, C.A. & Boshoff, C. (2004). Does higher remuneration equal higher job performance? An empirical assessment of the need-progression proposition in selected need theories. South African Journal of BusinessManagement, 31(2). 53- 65. Arnold, T. and Spell, S. C. (2006). The Relationship between Justice and Benefits Satisfaction. Journal of Business and Psychology, 20(4), 599-620.
  7. Baer, M., Oldham, G. and Cummings, A. (2003). Rewarding creativity: When does it really matter? The Leadership Quarterly, 14(4-5), 569-586.
  8. Bryson, A., Dale-Olsen, H. and Barth, E. (2009). How does innovation affect worker well-being? CEP Discussion Paper No 953, LSE. (Retrieved from http://eprints.lse.ac.uk/27781/1/dp0953.pdf)
  9. Burroughs, J.E., Dahl, D.W., Moreau, C.P., Chattopadhyay, A. and Gorn, G.J. (2011). Facilitating and rewarding creativity during new product development. Journal of Marketing, 75 (4), 53-67.
  10. Cartwright, J., Andrews, T. and Webley, P. (1999). A methodology for cultural measurement and change: A case study. Total Quality Management, 10(1), 121- 28. Chen, L.Y. (2004). Examining the effect of organization culture and leadership behaviors on organizational commitment, job satisfaction, and job performance at small and middle-sized firms of Taiwan. The Journal of American Academy of Business, 5(1), 432-438.
  11. Cheng, C.F., Lai, M.K. and Wu, W.Y. (2010). Exploring the impact of innovation strategy on R&D employees’ job satisfaction: A mathematical model and empirical research. Technovation, 30 (7-8), 459-470.
  12. Chow, I., H.-S. and Liu, S.S. (2007). Business strategy, organizational culture