Workplace relationships and the innovative behaviour of nursing employees: a social exchange perspective

This research examines the impact of two organisational factors on the innovative behaviour of nurses. More specifically, this research applies the dimensions of Social Exchange Theory as a lens to develop an understanding into the mediating effect of perceived organisational support on the relationship between leader-member exchange and the innovative behaviour of nursing employees. This study uses a mixed-methods approach, including a survey in which 104 nurses responded with useable results and semi-structured interviews with twelve nursing unit managers (nursing supervisors). The findings confirm that perceived organisational support mediates the relationship between leader-member exchange and the innovative behaviour of nursing employees. This research adds to the current body of literature by providing insight into the impact of workplace relationships upon the individual innovativeness of nurses. In summary, this research provides new implications for management seeking to develop an environment that fosters the innovative behaviour of employees

Are committed employees more likely to exhibit innovative behaviour : a social exchange perspective

This thesis examines workplace (social exchange) relationships and how they can be used to foster the organisational commitment and innovative behaviour of Australian nursing employees. This research addresses the paucity of knowledge about fostering innovative behaviour in the health sector. Such research is significant because developing innovative behaviour is one way of addressing issues surrounding the shortage of skilled nurses. The findings confirm that workplace social exchange is vital for ensuring employees possess networks to attain knowledge and support for innovative behaviour. Such information about innovative behaviour provides an understanding about one way of developing nurses’ efficiency

Examining the relationship between organisational justice, job satisfaction and innovative behaviour of nursing employees

This research examines the impact of three organisational factors on the innovative behaviour of nurses. Social exchange theory is used as a framework to develop an understanding about a path from organisational justice, to the job satisfaction and innovative behaviour of nursing employees. This study uses a quantitative approach, surveying 210 nurses. The findings confirm that the procedural justice and job satisfaction of nursing employees are positively and significantly related to their innovative behaviour. In addition, the findings also outline that interactional justice directly effects job satisfaction and indirectly effects innovative behaviour through job satisfaction. This research adds to the current body of literature by providing insight into the impact of organisational justice and job satisfaction on the individual innovativeness of nurses. This research, therefore, provides implications for management who are aiming to develop positive perceptions amongst nursing employees, improve job satisfaction and in-turn foster innovative behaviour in the workplace

Fostering the innovative behaviour of SME employees: a social capital perspective

Although developing the innovative behaviour of employees is considered to contribute to improving organisational efficiency and effectiveness, very little is known about innovative behaviour within the context of small to medium enterprises (SMEs). Human resource managers who are able to develop the innovative behaviour of employees create an opportunity in which an employee\u27s behaviour can be aligned with organisational goals. This study explores several antecedents contributing to the innovative behaviour of employees. The findings confirm that the organisational factors tested affect both the innovative behaviour of employees and the innovative culture that supports innovative behaviour in the workplace. These findings outline implications for management that require the development of employee innovative capability if they are to gain a competitive advantage in the contemporary business arena

Social exchange and innovative behaviour of nursing employees: a hierarchical linear examination

During the past decade research examining employee innovative behaviour has become a popular focus for both practitioners and researchers alike. The interest in developing innovative behaviour can be attributed to the argument that innovative behaviour can lead to a competitive advantage. Innovative behaviour is considered as a management driven process, which facilitates an employee’s ability to identify and solve workplace problems. As such, organisations that can foster the innovative behaviour of employees effectively develop a framework to improve organisational efficiency and effectiveness. Therefore, while the importance of innovative behaviour has been well established, there is still a lack of empirical knowledge examining the innovative behaviour of nursing employees. This research study uses Social Exchange Theory (SET) as a theoretical lens for examining two antecedents of nursing employees’ innovative behaviour. In particular, this study examines the impact of Perceived Organisational Support (POS) and interactional justice upon the innovative behaviour of nursing employees. To clarify, interactional justice is referred to as an employee’s perception of fairness regarding the relationships and exchanges they have with their colleagues. On the other hand, POS is referred to as an employee’s perception of how much their employing organisation values their contribution and overall well-being. This study uses a mixed methods approach to examine the overarching research question, applying a sequential explanatory design. The sequential explanatory mixed methods design prescribes that the quantitative data is collected and analysed first, from which the qualitative measures can be developed. More specifically, in the context of this research the interview questions can be developed from the survey findings. Therefore, the qualitative data is used to supplement and build upon the quantitative findings. A survey of 104 public sector nurses was undertaken and the data was analysed using the Statistical Package for Social Sciences (SPSS). Following the quantitative data analysis, semi-structured interviews were conducted with 12 nursing unit managers (nursing supervisors). The results from the examination provide support for the hypotheses, confirming that POS and interactional justice impact upon the innovative behaviour of nursing employees. As a result, the findings from this study provide insight into the role of workplace relationships in fostering the innovative behaviour of nursing employees. In summary, this research provides new implications for management seeking to foster and develop the innovative behaviour of employees

Ensuring the implementation of engineering asset management: understanding organisational culture

This paper reviews the literature about Engineering Asset Management (EAM), the implementation of organisational change and organisational culture and suggests a process for measuring the organisational culture of asset firms to determine if the current environment is conducive to supporting change to improve overall asset management performance. The information can be used by management to identify what work practices are being promoted and which need to be changed if required. A change in management practices (e.g. supervision or rewards) is most likely required to support the successful implementation of an asset management framework. The development of such practices can be used as a tool for aligning organisational goals with the goals of individual employees

THE IMPACT OF THE PERCEIVED USEFULNESS OF WORKPLACE SOCIAL NETWORKS UPON THE INNOVATIVE BEHAVIOUR OF SME EMPLOYEES: A SOCIAL CAPITAL PERSPECTIVE

This research includes an examination about the impact of three organisational factors upon the perceived usefulness of workplace social networks for problem solving in engineering SMEs. As well this research examines the impact of the perceived usefulness of workplace social networks upon the innovative behaviour of engineering SME employees. More specifically, the dimensions of Social Capital Theory are applied as a lens to develop an understanding into the effect of the strength of workplace social network ties, sociability and organisational culture upon the perceived usefulness of workplace social networks for problem solving. This study examines the proposed model by applying mixed methods. The research method includes a survey with engineering employees' and interviews with senior management. The findings confirm that the organisational factors tested (tie strength, sociability and organisational culture) impact upon the perceived usefulness of workplace social networks for problem solving. Furthermore, the findings also confirmed that the perceived usefulness of workplace social networks affects the innovative behaviour of engineering SME employees. Therefore, this research adds to the current body of literature by providing insight into the usefulness of workplace social networks for problem solving and the impact this has on the innovative behaviour of engineering SME employees.Network content, social networks, Social Capital Theory (SCT), innovative behaviour, small to-medium-sized enterprises (SMEs), tie strength, sociability, knowledge-based firms