The influence of human resources practices and organizational climate on innovative behavior at work (notice n° 488636)
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| fixed length control field | 02378cam a2200277 4500500 |
| 005 - DATE AND TIME OF LATEST TRANSACTION | |
| control field | 20250121073513.0 |
| 041 ## - LANGUAGE CODE | |
| Language code of text/sound track or separate title | fre |
| 042 ## - AUTHENTICATION CODE | |
| Authentication code | dc |
| 100 10 - MAIN ENTRY--PERSONAL NAME | |
| Personal name | Sarr, El Hadji |
| Relator term | author |
| 245 00 - TITLE STATEMENT | |
| Title | The influence of human resources practices and organizational climate on innovative behavior at work |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. | |
| Date of publication, distribution, etc. | 2024.<br/> |
| 500 ## - GENERAL NOTE | |
| General note | 31 |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc. | This study aims at improving an understanding of the relationship between different human resource management (HRM) practices, to determine the HRM practices that mostly influence innovative behavior in the workplace. Previous research focuses on individual differences in the variables of the work environment and how they influence employees’ innovative behavior. Our study focuses on the effects of the conditions of the working environment on the innovative behavior of employees. We conduct a field study in both Senegal and Turkey in the Banking, Agro-food and Higher education sectors. We collect data from these different sources to reduce potential bias and broaden our understanding of the issue.Our findings show that a working system in the presence of an innovative organizational climate, with a high degree of engagement promotes employees’ innovative behavior at work because it supports employees’ capacities, motivation, and opportunities to participate, or by shaping their perception. We conceptualize an “analytical framework” highlighting the links between different “constructs”, as well as the underlying hypotheses. We validate the “analytical framework” linking the HRM practices and organizational climate, and organizational climate to innovative behavior at work, on the other hand, using a Path Analysis under EQS and by resuming factor scores. We then conclude that HRM practices and organizational climate positively relate to the innovation behavior of employees. |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | organizational climate |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | behavior |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | Human resources |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | innovative behavior |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | practices |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | employee |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | work |
| 700 10 - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Omoloba, Joseph |
| Relator term | author |
| 700 10 - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Estay, Christophe |
| Relator term | author |
| 700 10 - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Durrieu, François |
| Relator term | author |
| 786 0# - DATA SOURCE ENTRY | |
| Note | Management & Prospective | Volume 40 | 2 | 2024-02-09 | p. 52-61 |
| 856 41 - ELECTRONIC LOCATION AND ACCESS | |
| Uniform Resource Identifier | <a href="https://shs.cairn.info/journal-gestion-2000-2023-2-page-52?lang=en&redirect-ssocas=7080">https://shs.cairn.info/journal-gestion-2000-2023-2-page-52?lang=en&redirect-ssocas=7080</a> |
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