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Lizbeth Magdalena Puerta Sierra - One of the best experts on this subject based on the ideXlab platform.
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does downsizing really affect Innovative Behavior organizational commitment employee security and learning abilities in a food manufacturing facility in mexico es el downsizing un factor de impacto sobre los comportamientos innovadores el compromiso organizacional y las capacidades de aprendizaje de los trabajadores de una empresa de alimentos en mexico
Revista Internacional Administracion & Finanzas, 2012Co-Authors: Blanca Rosa Garcia Rivera, Ignacio Martinez, Lizbeth Magdalena Puerta SierraAbstract:This research describes how downsizing affects Innovative Behavior, learning abilities, organizational commitment and employee security in a food manufacturing facility in Mexico. A survey was given to 55 employee survivors after downsizing. The questionnaire was adapted from Marquez, Galende and Cruz (2006), modified to add 4 variables that measure learning abilities. The questions have a Likert scale of 5 points to analyze the perceptions of the direct employees. We completed a correlation and descriptive analysis, using spearman´s correlations to identify the relationship between the proposed variables. We found high correlation within all model variables.
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es el downsizing un factor de impacto sobre los comportamientos innovadores el compromiso organizacional y las capacidades de aprendizaje de los trabajadores de una empresa de alimentos en mexico does downsizing really affect Innovative Behavior organizational commitment employee security and learning abilities in a food manufacturing facility in mexico
2012Co-Authors: Blanca Rosa Garcia Rivera, Ignacio Martinez, Lizbeth Magdalena Puerta SierraAbstract:Spanish Abstract: La presente investigacion describe como se ven afectados los comportamientos innovadores, las capacidades de aprendizaje y el compromiso organizacional de una empresa ante la inseguridad percibida por los empleados despues de haber recurrido a practicas de downsizing debido a la crisis economica actu El estudio analiza los empleados directos del grupo sobreviviente qal.ue haya sido expuesto al downsizing. La investigacion se pretende analizar como la inseguridad percibida por la crisis economica impacta en las variables de comportamiento innovador, capacidades de aprendizaje y compromiso organizacional. Se utilizada un version modificada del Modelo de Marquez, Galende y Cruz (2006) para medir las percepciones de los empleados de las variables estudiadas con una escala Likert de 5 opciones. La recopilacion de los datos se hizo a traves de la entrega en mano del cuestionario a una muestra de 55 empleados de la empresa estudiada. Los resultados demuestran alta correlacion entre las variables del modelo planteado. Las caracteristicas del estudio fueron de tipo estructural y descriptivo. Se utilizaron las tecnicas de analisis de correlaciones de spearman para encontrar la relacion entre lasvariables.English Abstract: This research describes how downsizing affects Innovative Behavior, learning abilities, organizational commitment and employee security in a food manufacturing facility in Mexico. A survey was given to 55 employee survivors after downsizing. The questionnaire was adapted from Marquez, Galende and Cruz (2006), modified to add 4 variables that measure learning abilities. The questions have a Likert scale of 5 points to analyze the perceptions of the direct employees. We completed a correlation and descriptive analysis, using spearman´s correlations to identify the relationship between the proposed variables. We found high correlation within all model variables.
Blanca Rosa Garcia Rivera - One of the best experts on this subject based on the ideXlab platform.
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does downsizing really affect Innovative Behavior organizational commitment employee security and learning abilities in a food manufacturing facility in mexico es el downsizing un factor de impacto sobre los comportamientos innovadores el compromiso organizacional y las capacidades de aprendizaje de los trabajadores de una empresa de alimentos en mexico
Revista Internacional Administracion & Finanzas, 2012Co-Authors: Blanca Rosa Garcia Rivera, Ignacio Martinez, Lizbeth Magdalena Puerta SierraAbstract:This research describes how downsizing affects Innovative Behavior, learning abilities, organizational commitment and employee security in a food manufacturing facility in Mexico. A survey was given to 55 employee survivors after downsizing. The questionnaire was adapted from Marquez, Galende and Cruz (2006), modified to add 4 variables that measure learning abilities. The questions have a Likert scale of 5 points to analyze the perceptions of the direct employees. We completed a correlation and descriptive analysis, using spearman´s correlations to identify the relationship between the proposed variables. We found high correlation within all model variables.
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es el downsizing un factor de impacto sobre los comportamientos innovadores el compromiso organizacional y las capacidades de aprendizaje de los trabajadores de una empresa de alimentos en mexico does downsizing really affect Innovative Behavior organizational commitment employee security and learning abilities in a food manufacturing facility in mexico
2012Co-Authors: Blanca Rosa Garcia Rivera, Ignacio Martinez, Lizbeth Magdalena Puerta SierraAbstract:Spanish Abstract: La presente investigacion describe como se ven afectados los comportamientos innovadores, las capacidades de aprendizaje y el compromiso organizacional de una empresa ante la inseguridad percibida por los empleados despues de haber recurrido a practicas de downsizing debido a la crisis economica actu El estudio analiza los empleados directos del grupo sobreviviente qal.ue haya sido expuesto al downsizing. La investigacion se pretende analizar como la inseguridad percibida por la crisis economica impacta en las variables de comportamiento innovador, capacidades de aprendizaje y compromiso organizacional. Se utilizada un version modificada del Modelo de Marquez, Galende y Cruz (2006) para medir las percepciones de los empleados de las variables estudiadas con una escala Likert de 5 opciones. La recopilacion de los datos se hizo a traves de la entrega en mano del cuestionario a una muestra de 55 empleados de la empresa estudiada. Los resultados demuestran alta correlacion entre las variables del modelo planteado. Las caracteristicas del estudio fueron de tipo estructural y descriptivo. Se utilizaron las tecnicas de analisis de correlaciones de spearman para encontrar la relacion entre lasvariables.English Abstract: This research describes how downsizing affects Innovative Behavior, learning abilities, organizational commitment and employee security in a food manufacturing facility in Mexico. A survey was given to 55 employee survivors after downsizing. The questionnaire was adapted from Marquez, Galende and Cruz (2006), modified to add 4 variables that measure learning abilities. The questions have a Likert scale of 5 points to analyze the perceptions of the direct employees. We completed a correlation and descriptive analysis, using spearman´s correlations to identify the relationship between the proposed variables. We found high correlation within all model variables.
Ignacio Martinez - One of the best experts on this subject based on the ideXlab platform.
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does downsizing really affect Innovative Behavior organizational commitment employee security and learning abilities in a food manufacturing facility in mexico es el downsizing un factor de impacto sobre los comportamientos innovadores el compromiso organizacional y las capacidades de aprendizaje de los trabajadores de una empresa de alimentos en mexico
Revista Internacional Administracion & Finanzas, 2012Co-Authors: Blanca Rosa Garcia Rivera, Ignacio Martinez, Lizbeth Magdalena Puerta SierraAbstract:This research describes how downsizing affects Innovative Behavior, learning abilities, organizational commitment and employee security in a food manufacturing facility in Mexico. A survey was given to 55 employee survivors after downsizing. The questionnaire was adapted from Marquez, Galende and Cruz (2006), modified to add 4 variables that measure learning abilities. The questions have a Likert scale of 5 points to analyze the perceptions of the direct employees. We completed a correlation and descriptive analysis, using spearman´s correlations to identify the relationship between the proposed variables. We found high correlation within all model variables.
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es el downsizing un factor de impacto sobre los comportamientos innovadores el compromiso organizacional y las capacidades de aprendizaje de los trabajadores de una empresa de alimentos en mexico does downsizing really affect Innovative Behavior organizational commitment employee security and learning abilities in a food manufacturing facility in mexico
2012Co-Authors: Blanca Rosa Garcia Rivera, Ignacio Martinez, Lizbeth Magdalena Puerta SierraAbstract:Spanish Abstract: La presente investigacion describe como se ven afectados los comportamientos innovadores, las capacidades de aprendizaje y el compromiso organizacional de una empresa ante la inseguridad percibida por los empleados despues de haber recurrido a practicas de downsizing debido a la crisis economica actu El estudio analiza los empleados directos del grupo sobreviviente qal.ue haya sido expuesto al downsizing. La investigacion se pretende analizar como la inseguridad percibida por la crisis economica impacta en las variables de comportamiento innovador, capacidades de aprendizaje y compromiso organizacional. Se utilizada un version modificada del Modelo de Marquez, Galende y Cruz (2006) para medir las percepciones de los empleados de las variables estudiadas con una escala Likert de 5 opciones. La recopilacion de los datos se hizo a traves de la entrega en mano del cuestionario a una muestra de 55 empleados de la empresa estudiada. Los resultados demuestran alta correlacion entre las variables del modelo planteado. Las caracteristicas del estudio fueron de tipo estructural y descriptivo. Se utilizaron las tecnicas de analisis de correlaciones de spearman para encontrar la relacion entre lasvariables.English Abstract: This research describes how downsizing affects Innovative Behavior, learning abilities, organizational commitment and employee security in a food manufacturing facility in Mexico. A survey was given to 55 employee survivors after downsizing. The questionnaire was adapted from Marquez, Galende and Cruz (2006), modified to add 4 variables that measure learning abilities. The questions have a Likert scale of 5 points to analyze the perceptions of the direct employees. We completed a correlation and descriptive analysis, using spearman´s correlations to identify the relationship between the proposed variables. We found high correlation within all model variables.
Forrence Hsinhung Chen - One of the best experts on this subject based on the ideXlab platform.
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the cross level mediating effect of psychological capital on the organizational innovation climate employee Innovative Behavior relationship
Journal of Creative Behavior, 2017Co-Authors: Michael L A Hsu, Forrence Hsinhung ChenAbstract:Organizational innovation climates have been found to be effective predictors of employee creativity and organizational innovation. As such, climate assessments provide a basis for useful organizational interventions in enhancing creativity and innovation. Researchers now call for better articulation of the motivational mechanisms that link social context to employee innovation. In responding to the above call, this study found that employee positive psychological capital (PsyCap) is more influential than organizational innovation climate on employee Innovative Behavior. With a large sample (N = 781) from 16 organizations and a cross-level analysis, we examined the relationship between organizational innovation climate and employee Innovative Behavior with employee PsyCap as mediator. The results showed that both organizational innovation climate and employee PsyCap significantly affect employee Innovative Behavior, and more importantly, employee PsyCap fully mediates this relationship. The innovation journey is a challenging and risky one with many frustrations and discouraging moments from idea generation to idea implementation. The research results presented here imply that to be Innovatively effective, organizations are advised to manage both social (organizational innovation climate) and psychological (PsyCap) resources of employees in enhancing employee Innovative Behavior. Other theoretic and practical implications are discussed.
Onne Janssen - One of the best experts on this subject based on the ideXlab platform.
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understanding employee Innovative Behavior integrating the social network and leader member exchange perspectives
Journal of Organizational Behavior, 2015Co-Authors: Xiaohua Frank Wang, Yulin Fang, Israr Qureshi, Onne JanssenAbstract:Summary By integrating social network theory and leader–member exchange (LMX) theory, we explore the effects of three types of social relationships on employee Innovative Behavior: weak ties outside the group, LMX, and strong ties within the group. The results from a sample in a high-tech firm showed that LMX fully mediated the positive relationship between out-group weak ties and Innovative Behavior. Furthermore, within-group strong ties negatively moderated the second stage of this indirect relationship, such that LMX was positively and significantly related to Innovative Behavior only when the number of within-group strong ties was low. The theoretical and practical implications of these findings are discussed. Copyright © 2015 John Wiley & Sons, Ltd.
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how fairness perceptions make Innovative Behavior more or less stressful
Journal of Organizational Behavior, 2004Co-Authors: Onne JanssenAbstract:Summary The purpose of this study was to examine how perceptions of distributive and procedural fairness moderate the relationship between Innovative Behavior and stress. The results of a survey carried out among 118 first-line managers from six organizations in the public health domain demonstrated that Innovative Behavior was positively related to the stress reactions of job-related anxiety and burnout only when levels of both distributive fairness and procedural fairness were low. Copyright # 2004 John Wiley & Sons, Ltd.