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How Destructive Social Aspects Inhibit Innovation in an Organisation

Data publikacji: 12.02.2018

International Journal of Contemporary Management, 2017, Numer 16(2), s. 267 - 294

https://doi.org/10.4467/24498939IJCM.17.018.7531

Autorzy

,
Andrzej Kaliszewski
Uniwersytet Jagielloński w Krakowie, Polska, ul. Gołębia 24, 31-007 Kraków
https://orcid.org/0000-0003-2755-4073 Orcid
Wszystkie publikacje autora →
Agnieszka Wojtczuk-Turek
Warsaw School of Economics, Al. Niepodleglosci 162, 02-554 Warsaw, Poland
Wszystkie publikacje autora →

Tytuły

How Destructive Social Aspects Inhibit Innovation in an Organisation

Abstrakt

Tło badań. Zachowania innowacyjne pracowników stanowią jeden z kluczowych elementów pozwalających wyjaśniać konkurencyjność firm na rynku. W związku z tym badanie i rozumienie mechanizmów wyzwalających aktywność innowacyjną jednostek są ważnym obszarem analizy, dzięki któremu można wypracowywać praktyczne rekomendacje dla osób zarządzających organizacjami.
Cel badań. W artykule, na podstawie teorii równości Adamsa, opisano i wyjaśniono relacje pomiędzy kontrproduktywnymi zachowaniami w organizacji, poczuciem sprawiedliwości organizacyjnej i zachowaniami innowacyjnymi. W proponowanym modelu teoretycznym zachowania kontrproduktywne innych pracowników uznane zostały za inhibitor zachowań innowacyjnych. Poczucie sprawiedliwości pełniło rolę mediatora relacji pomiędzy zmiennymi. 
Metodologia. Badania zostały przeprowadzone w latach 2014–2015 na grupie 207 uczestników studiów podyplomowych uczestniczących na zajęciach w Szkole Głównej Handlowej w Warszawie. Do analizy danych wykorzystano model korelacyjny, metodykę SEM (Structural Equation Modelling) w programie AMOS wersja 23, a także SPSS macro PROCESS do oceny efektu mediacji. 
Kluczowe wnioski. Badania potwierdziły statystyczne zależności pomiędzy zachowaniami innowacyjnymi a pozostałymi analizowanymi zmiennymi: negatywnie z zachowaniami kontrproduktywnymi innych pracowników i pozytywnie z sprawiedliwością organizacyjną. Na podstawie analiz metodą SEM można powiedzieć, że zachowania kontrproduktywne w sposób pośredni, poprzez mediacje sprawiedliwości organizacyjnej, tłumaczą przejawiane przez pracowników zachowania innowacyjne. Ponadto badania pokazują, że ujmowanie w analizach wskazanych zmiennych może być użyteczne w wyjaśnianiu innowacyjności w miejscu pracy i służyć zarówno działom HR, jak i menedżerom do podnoszenia innowacyjności firm.

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Informacje

Informacje: International Journal of Contemporary Management, 2017, Numer 16(2), s. 267 - 294

Typ artykułu: Oryginalny artykuł naukowy

Tytuły:

Polski:

How Destructive Social Aspects Inhibit Innovation in an Organisation

Angielski:

How Destructive Social Aspects Inhibit Innovation in an Organisation

Autorzy

https://orcid.org/0000-0003-2755-4073

Andrzej Kaliszewski
Uniwersytet Jagielloński w Krakowie, Polska, ul. Gołębia 24, 31-007 Kraków
https://orcid.org/0000-0003-2755-4073 Orcid
Wszystkie publikacje autora →

Uniwersytet Jagielloński w Krakowie, Polska, ul. Gołębia 24, 31-007 Kraków

Warsaw School of Economics, Al. Niepodleglosci 162, 02-554 Warsaw, Poland

Publikacja: 12.02.2018

Status artykułu: Otwarte __T_UNLOCK

Licencja: CC BY-NC-ND  ikona licencji

Udział procentowy autorów:

Andrzej Kaliszewski (Autor) - 50%
Agnieszka Wojtczuk-Turek (Autor) - 50%

Korekty artykułu:

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Języki publikacji:

Angielski