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June 1, 2023

Organizational Behaviour by T N Chhabra: How It Covers Theoretical and Practical Aspects of the Subject

Lastly, based on the fact that IMOC could have had an indirect impact on OA via SA, it is not surprising that the IMOC had indirect and positive impact on OI of employees. In fact, previous research has found that organizational culture can play a role in affective commitment [ 74, 117 ]. Specifically, Cameron and Quinn [ 117 ] suggested that organizational culture and climate is associated with employees affective commitment and that this concept may function as an antecedent to employees individual innovative behavior. Along similar lines, other studies have found a positive relationship between organizational culture and individual innovative behavior of hospital employees [ 8, 110 ]. These previous studies suggest that organizational culture can influence individual innovative behavior. In addition, the finding that IMOC has an indirect positive effect on IIB is consistent with findings from previous research [ 1, 8, 110 ] which showed that organizational culture and climate is an antecedent to employees innovativeness. Specifically, the study by Crowther et al. [ 110 ] found that the organizational culture and climate is found to be positively associated with employees innovative behavior. The authors posit that the organizational culture and climate can serve as the antecedent to employees innovativeness. Indeed, in addition to this study, previous research shows that organizational culture and climate is a major factor in organizational performance and productivity [ 33 ] and customer service delivery [ 121 ] including hospitals [ 101 ]. Furthermore, these findings indicate that employee perceptions of organizational climate and culture can influence their individual innovative behavior. Consequently, health systems should strive to create an organizational culture and climate that fosters employees innovation, here termed individual innovative behavior.