• World Technopolis Review
• /
• v.5 no.1
• /
• pp.71-82
• /
• 2016

This paper explores, explains and describes a framework for analyzing collaborative governance, decent work and innovation as fundamental elements of sustainable workplaces through case study of Philippine science and technology (S & T) parks. Rules, or the legal infrastructure, are particularly significant considerations that facilitate or hinder collaboration. Industrial relations/human resource (IR/HR) practices are essential to collaboration and decent work. Employee consultation and labor-management council or committee are examples of IR/HR practices that might contribute to collaboration and decent work in firms and workplaces in S & T parks as they are team approaches to production, too. Collaboration and decent work enhance the capacity to innovate. In the long run, collaborative governance, decent work and innovation tend to converge in the concept of sustainable development. The interdependencies and interactions among collaborative governance, decent work and capacity to innovate in firms operating in S & T parks make possible new solutions to new problems (i.e., innovation) and, thus, sustainable workplaces.

• Journal of Distribution Science
• /
• v.20 no.7
• /
• pp.35-46
• /
• 2022

Purpose: This study examines the effect of distribution knowledge sharing on innovation ability using work ethic as a variable that strengthens this effect. Research design, data and methodology: This research was conducted on 283 auditors who work at the Small Public Accounting Firm (SPAF) in Indonesia. The research method used is a verification method with a quantitative approach. The sampling technique used is a non-probability sampling technique with a purposive sampling type. Furthermore, the data analysis technique used is PLS-SEM. Results: The results of the tests that have been carried out show that distribution knowledge sharing has a significant effect on the auditor's innovation ability. Other test results show that work ethic has a significant effect on innovation ability and work ethic strengthens the effect of distribution knowledge sharing on auditors' innovation ability. Conclusions: Auditors in Indonesia have implemented distribution knowledge sharing activities optimally followed by a maximum work ethic to encourage high innovation abilities that will be able to create new methods and ideas that can be useful for clients. This research is expected to provide distribution knowledge to auditors to be able to improve their abilities, especially in the field of auditing to increase their competence as auditors.

• The Journal of Small Business Innovation
• /
• v.20 no.2
• /
• pp.1-16
• /
• 2017

The purpose of this study is to investigate the factors affecting innovation capability and innovation performance of midsize company entering overseas market. More specifically, in terms of managerial, organizational, and employee - level factors, we set leadership, operating system, and taking charge at work as variables influencing innovation capability and tried to understand the effect of innovation capability on innovation performance through empirical studies. In addition, we examined the differences in the influence factors on innovation capability and the effect on innovation performance in the home country and overseas countries. As a result of the empirical analysis, all of the influence factors had a positive effect on the innovation capability and the innovation capability had a positive effect on the innovation performance. The degree of influence was in the order of operating system, leadership and taking charge at work. In China, there is no significant difference in the order of operating system, leadership and taking charge at work. In the case of Korea, operating system and leadership have a positive effect, but the employee's taking charge at work does not affect innovation capability. The results of this study are as follows. First, it is necessary to enhance innovation capability in accordance with local characteristics. In Korea, there are additional activities to induce employee's taking charge at work is required for improved innovation capability and innovation performance.

• The Journal of Asian Finance, Economics and Business
• /
• v.4 no.1
• /
• pp.67-78
• /
• 2017

The competitive nature of enterprises requires organizations to foster an environment that encourages employee innovation that leads to profitability and customer satisfaction. Organizational innovation is influenced by several factors with employee behaviour being one of the important factors. Employees contribute in the innovation process and thus, it is important for organizations to understand employee expectations to demonstrate innovative work behaviour in order to create and maintain an innovative work culture. In the present study, a conceptual model based on culture, reward and program, training, compensations, leadership and systems was tested to assess that impact on employee expectations leading to innovative work behaviour. The study was conducted in the context of city-state of Singapore due to its significant emphasis on promoting and nurturing employee innovation. The model was tested using empirical data collected through a survey of employees in Singapore. The results indicate that while culture, rewards and training programs have a direct relationship on employee expectations to demonstrate innovative work behaviour, when considered together, leadership and systems are significantly and positively associated with employee expectations. These factors are usually under the control of organizations and can be enhanced through systematic interventions, thereby providing practice managers an avenue to improve employee innovation behaviour. The other implications of the findings and future scope are discussed.

• The Journal of Economics, Marketing and Management
• /
• v.7 no.1
• /
• pp.26-38
• /
• 2019

Purpose - This paper is to review recent literature, by conducting a thorough investigation of the limitations and implications for future research on work-life balance with the focus and linkages between work-life balance practices, machine learning and emotional intelligence, work-life conflict, the correlations between work-life enrichment and work-life balance practices, the relationships between employee job satisfaction and work-life balance, the links between work-life balance and the managerial support. Research design, data, and methodology - The paper will further detail linkages between work-life balance and organizational performance outcomes productivity and innovation. Previous literatures have paid attentions to the link of HR practices and organizational outcomes such as productivity, flexibility, and financial performance, but the understanding needs to be extended to involve innovation performance. Dealing with employees' emotions using different machine learning techniques is one of the phenomenal researches in today's world. Here, we examine how far the employees are conscious of their own self and found the ideas and views of an individual about themselves and others. Without proper knowledge about their personality it will be very difficult for an individual to manage their own emotions. This study also aims at finding out the individual abilities to manage their emotions in order to perform well. Conclusions - A theoretical conceptual framework has been built by integrating the existing literature to explain a number of factors which are closely associated with work-life balance. The conceptual model illustrates how the work-life balance interplays with performance and interrelates with the aforementioned factors.

• Journal of Technology Innovation
• /
• v.6 no.1
• /
• pp.163-186
• /
• 1998

The psychological work environments which facilitate technology innovations in organizations are divided into two dimensions of supportive work environments and uncertain work environments. The measurement variables have significant reliability. And the confirmatory factor analysis confirm the construct validity of two dimensional work environments. Two work environments have the significant effects on motivations to the technology innovations. So, simple and hierarchical regression analyses confirm criterion-related validity. Therefore, Both of the uncertain work environments(uncertainty of external-organizational environments and tasks) and the two important work environments(supporting idea, resource supply, job autonomy) are the two important psychological work environments which indicate technology innovations in organizations. Measures for innovative psychological work environments are provided.

• Information Systems Review
• /
• v.23 no.4
• /
• pp.23-43
• /
• 2021

Due to the recent transition to a non-face-to-face society, many organizations are quickly adapting to foster a smart work environment. The introduction of smart work does not simply end with incorporating ICT systems or solutions into business models since fundamental factors such as forms of employment and work styles need to be in line with the progression of technological advances. However, previous studies regarding smart work focus on improvements in productivity and efficiency from a technology acceptance perspective. Therefore, there is a lack of discussion on innovation resistance from employees and management control when ICT systems are introduced into the workplace. This study empirically analyzes the moderating effects of the organizational control method for employees and innovation resistance within a smart work environment. Additionally, this study aims to identify the structural characteristics that employees resist from an innovation resistance perspective when organizational innovation occurs. The empirical analysis of this study suggests that when smart work such as ICT technology is introduced into the workplace the level of innovation resistance decreases when there is a high level of relative advantage and self-efficacy, whereas the level of innovation resistance increases when there is a high level of use complexity. Moreover, this study revealed that the level of innovation resistance increases when the employees' behaviors were controlled. The results of this study intend to contribute to improving business management by suggesting factors worth considering when incorporating smart work into work places through a thorough case analysis.

• The Journal of Information Systems
• /
• v.20 no.2
• /
• pp.57-80
• /
• 2011

This study analyzed the effects of smart phone using for business on work performance in the field. We classified functional and practical aspects of smart phone affecting employee's work performance through former studies. As independent variables, we selected portability of equipment, rapidity of information and ease of use for functional side, and selected fit to work and subjective norms for practical side. And dependent variable was work performance. We also suggested that innovation resistance would be a moderator. The results showed that the effect of work performance was influenced by portability of equipment and fit to work. However, hypotheses on moderating effects of innovation resistance were not supported. This study made a discrimination in terms of an application phase of smart phone as against former studies. The results of this study will provide practical implications for related enterprises in the field to develop ways of using smart phone as an effective strategy.

• Proceedings of the Technology Innovation Conference
• /
• 1997.07a
• /
• pp.83-123
• /
• 1997

The psychological work environments which facilitate technology innovations in organizations are divided into two dimensions of supportive work environments and challenging work environments. The confirmatory factor analysis confirmed the construct validity of two work environments. And simple and hierarchical regression analysis confirmed the significant effects of two work environments on motivations to the technology innovations. Therefore, Both of the challenging work environments(uncertainty of exta- organizational environments and tasks) and supportive work environments(managerial environments of intra-organizations) are the two important psychological work environments which facilitate technology innovations in organizations.

• East Asian Journal of Business Economics (EAJBE)
• /
• v.8 no.4
• /
• pp.67-77
• /
• 2020

Purpose - This work tries to analyze the transformation of sectoral innovation pattern as time goes by to enhance the understanding on sectoral innovative activities, particularly considering the change of the nature of knowledge, and the trend of convergence. Research design, data, and methodology - This work tries to identify main factors, which determine the output of technological innovation through the econometric analysis, utilizing the result of Korean Innovation Survey and find a stylized fact on the change of the innovation pattern. Result - As a result of estimation, some major elements show different effects for two discrete years, 2002 and 2010; in chemical industry the open information source and neutral basic research become more important with the appropriation mechanism such as patents, and in machinery industry, the importance of internal information has been getting decreased with rising importance of customers. Conclusion - This work presents that some elements show different effects for two discrete years. Among three major elements, the source of information and appropriation mechanism shows different features for both industries. This means that we should explicit consider the changing nature of innovative environment, which leads to and heavily influence whether the innovative activity would be effective or not when we design innovation strategy and innovation policy.