The impact of transformational leadership and human resource development practices on innovative work behaviour in Malaysian SMEs : the mediating role of altruism /
Innovation ability and practice have become the deciding factors of organisational growth and sustainability. Being innovative is more important for SMEs, which represent the vast majority of all establishments in most countries but their contributions to economic growth has been limited due to lack...
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| Main Author: | |
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| Format: | Thesis |
| Language: | English |
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Kuala Lumpur :
Kulliyyah of Economics and Management Sciences, International Islamic University Malaysia,
2018
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| Subjects: | |
| Online Access: | http://studentrepo.iium.edu.my/handle/123456789/3571 |
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| Summary: | Innovation ability and practice have become the deciding factors of organisational growth and sustainability. Being innovative is more important for SMEs, which represent the vast majority of all establishments in most countries but their contributions to economic growth has been limited due to lack of innovativeness, among other factors. This study investigates the impact of some organisational factors, namely transformational leadership and human resource development practices, on innovative work behaviour of employees in Malaysian innovative SMEs. Altruism of followers is introduced as a mediating variable. Using a quantitative research method, innovative employees and their direct supervisors in 79 of the SMEs that have been certified under the 1-InnoCER certification programme, which was introduced by SME Corp. Malaysia in 2010, participated in the study. A purposive sampling technique was employed, where a total of 298 completed questionnaires were received from each group. The findings show no significant differences between the responses from employees and their supervisors for the same questions with 83.18 per cent of the ratings are exactly the same or differing by one level on the Likert scale. Structural equation modelling was employed for hypotheses testing. Suppression effect was detected in the original model due to the high correlation between TL and HRD practices. Hence, corporate support for innovation was introduced in the adjusted model as a second order construct that combines both highly correlated constructs. CSI was found to have significant direct and indirect (through altruism) relationships with IWB. Employees whose perception of organisational support is high tend to be more altruistic, and those possessing proactive personality are found to be more willing to engage in IWB. The impact of altruism on IWB was higher for female employees than the males. The findings call for actions to be taken by both organisational leaders and policy makers to enhance the contribution of SMEs to the economy through IWB. Also, the study triggers the attention of researchers to further investigate the role of altruism in other settings at the individual and organisational levels. However, replicating this study and generalising its findings in other contexts should be carefully handled due to individual and cultural differences. |
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| Physical Description: | xvii, 276 leaves : illustrations ; 30cm. |
| Bibliography: | Includes bibliographical references (leaves 198-231). |