Abstract
Employee innovativeness in the workplace is one of the crucial factors that positively improve the long-term success of the organization. In this respect, this study proposed to investigate some of the antecedents of the innovative work behaviors in the Kurdistan Region of Iraq (KRG). To do this a survey questionnaire has been organized and in total 189 data have been collected from various companies in KRG to analyze the proposed model. The data have been evaluated by the SPSS software program, by regression analysis. The results revealed that training, supervisor support, and supportive culture have significant effects on employee innovative behaviors. Among the variables, supervisor support has the strongest impact on employee innovative behaviors. Accordingly, residential leaders are recommended to provide positive support to their followers to have innovative behaviors in the organizations.
Highlights
Socialization is characterized as a learning and change measure that empowers an individual to expect an organizational job that fits both organizational and individual requirements
On the other hand, based on the regression table above, leader support has the strongest impact on employee innovative behavior (t: 7.817), this was followed by training (t=3.818), and supportive culture (t=3.415)
Based on the results of the study it has been observed that employee innovative behaviors in the region might be boosted through suitable trainings
Summary
Socialization is characterized as a learning and change measure that empowers an individual to expect an organizational job that fits both organizational and individual requirements. A call for exploration to see how associations gain from the socialization cycle is introduced to adjust the investigation of work change from individual and organizational viewpoints (Clausen, 1968). Othman & Durmaz, International Journal of Research in Business & Social Science 11(1) (2022), 99-107 objectives One impact of such a community work structure is that it features the significance of colleagues in arriving at shared objectives while simultaneously, diminishing the significance of the conventional progressive relationship with a director or boss (Poturak et al, 2020). Another impact of a group-based work structure in Organizations is that employees' obligation to their groups would be of interest, as opposed to their obligation to their organization or work. Current paper aimed to investigate in what extent, training, supervisor support, and supportive culture improve innovative behaviors in the organizations at Kurdistan Region of Iraq
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