How can we promote organizational innovation? : Research on Organizational Justice, Public Service Motivation, Organizational Citizenship Behavior
Hyo Joo Lee (Sungkyunkwan University)
Seo Rin Kim (Sungkyunkwan University)
Eun Hye Seo (Sungkyunkwan University)
Sung Min Park (Sungkyunkwan University)
Organizational innovation is not only the interaction with external environment but also the accumulation process of internal members’ efforts to drive the desirable change (Amabile et al., 2004). In other words, the initiatives of organizational innovation are the attitude and behavior of individual those are motivated by the will to improve the current situation. It is individual to bring out the organizational innovation (Griffin et al., 2007; Parker, Williams, & Turner, 2006).
One of the most influencing factors on individual attitude and behavior in Korean public sector is pay for performance under the New Public Management (NPM) waves since 1990. Additionally, the pay for performance has been believed as the driving force to innovate the public organizations. With the introduction of pay for performance, organizational justice has been crucial factor (Greenberg, Ashton-James, & Ashkanasy, 2007) to determine the success of HRM practices designed by NPM waves.
Drawing on survey data from the “Korean public employees’ perceptions on public organization” collected in 2016, this research investigates those questions. First, could we statistically confirm the level of organizational justice in Korean central and local governments? Second, does the organizational justice significantly and directly affect individuals’ attitude (Public Service Motivation: PSM) and behavior (Organizational Citizenship Behavior: OCB)? Thirdly, do individual PSM and OCB play a role in promoting organizational innovation(Creative behavior and Perceived Organizational Innovation)? Thus, using SEM, this study will prove how crucial the organizational justice of HRM practices in bringing out the organizational innovation. Based on empirical results with a massive sample data of Korean public sector and related theories, this research will provide abundant theoretical and policy implications on HRM and sustainable development in Korean public sector.
The business environment is continuously becoming volatile and uncertain nowadays. And I think the unpredictability in the business environment is perhaps the biggest cause of disturbance in the economic conditions. To keep the fluctuation under control, some kind of innovation must be there in the organization. Unfortunately, many chairpersons don't understand the significance of innovation. Well, I would like to tell that innovation plays a key role in growth, survival, and success of the modern-day ventures. It can be possible by adopting a positive workplace culture and changing the ambiance of the duty station- https://www.reginafasold.com/blog/improving-conditions-so-that-your-business-team-can-thrive/ .
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THEME B: Human Resources and Social Capital for Sustainable Development
Empowering Governance Stakeholders for Quality Public Service