Individual Innovation Capability Research Articles

Determination of Knowledge Sharing as a Mediator for Workforce Agility on the Individual Innovation Capability of Professional Assistants Village in Kediri Regency

The aim of this research is to describe the role of knowledge sharing in mediating workforce agility on individual innovation capability. This research uses a quantitative approach, with a sample of 73 respondents was taken in proportion. Data collection was done using a survey method, and data analysis techniques used inferential statistics through SEM-PLS. The results of the research show that workforce agility has a positive and significant effect on knowledge sharing. workforce agility and knowledge sharing has a positive and significant effect on individual innovation capability. However, knowledge sharing is not able to mediate the influence of workforce agility on the individual innovation capability of village professional assistants in Kediri Regency.

Unlocking Employee Performance: Knowledge Sharing, Motivation, and Innovation Dynamics

This quantitative study investigates the intricate interplay between knowledge sharing enablers, motivation work behavior, individual innovation capability, and the performance of secretariat employees in the Sidoarjo Regency. The research, encompassing all 70 secretariat employees, employs a total sampling technique and utilizes Likert-scale questionnaires. Employing multiple linear regression analysis, the findings reveal that knowledge sharing enablers, motivation work behavior, and individual innovation capability significantly influence the performance of secretariat employees in the Sidoarjo Regency. This study sheds light on the pivotal roles of collaborative knowledge sharing, motivated work behavior, and individual innovation in enhancing the overall efficiency of secretariat operations, offering valuable insights for organizational development and human resource management in a global context. Highlights: Collaborative Dynamics: Explore the influence of knowledge sharing, motivation, and innovation capability on the performance of secretariat employees. Quantitative Analysis: Utilize multiple linear regression to unveil the significant impact of knowledge sharing enablers, motivation work behavior, and individual innovation capability. Global Relevance: Provide insights into enhancing secretariat operations with implications for organizational development and human resource management on a global scale. Keywords: Knowledge Sharing, Motivation, Innovation Capability, Employee Performance, Secretariat Operations

Influence of Knowledge Sharing on Teacher Performance through Individual Innovation Capability: A Study at PPTQ Darul Fikri Sidoarjo

The objective of this study is to assess the influence of knowledge sharing on employee performance via individual innovation capabilities at PPTQ Darul Fikri Sidoarjo. The research encompasses teachers from both junior high school (SMP) and senior high school (MA) levels as the target population. The sampling method utilized is non-probability sampling with a purposive approach, resulting in a total sample size of 65 respondents. The dataset comprises two types: primary data, acquired from respondent responses to questionnaires, and secondary data, sourced from PPTQ Darul Fikri Sidoarjo. Data analysis is conducted employing the Partial Least Squares (PLS) technique. The research outcomes disclose a favorable effect of knowledge sharing on employee performance through individual innovation capabilities within the context of PPTQ Darul Fikri Sidoarjo.

The Role of Knowledge Sharing, Job Involment and Individual Innovation Capability on Employee Performance at PT. Bhirowo Jaya Mojokerto

Purpose: The aim of this study was to examine how individual innovation capability, job involvement, and knowledge sharing affect employee performance.
 Design/methodology/approach: A questionnaire with 65 employees of PT. Birowo Jaya as respondents provided the primary data for this investigation. Purposive sampling was the method of sampling employed in this investigation. Using route analysis, validate this research.
 Findings: The study's findings indicate that: (1) knowledge sharing positively impacts employee performance; (2) individual innovation capability positively impacts employee performance; (3) job involvement positively impacts employee performance; and (4) knowledge sharing, individual innovation capability, and job involvement positively impact employee performance simultaneously.
 Paper type: Research paper

The mediating role of self-actualization in increasing millennial employee performance.

Performance is the behavior of how the target is achieved. Every company wants employees who have performance in accordance with the standards, set by the company. Employee performance is an action, taken by someone to do a job in a company or organization to show either attitude, ability or achievement with the aim of advancing an organization. The purpose of this study was to examine the effect of individual innovation capability on millennial employee performance, the effect of self-efficacy on millennial employee performance, the effect of self-actualization on millennial employee performance, the effect of individual innovation capability on self-actualization, the effect of self-efficacy on self-actualization, whether self-actualization mediates the effect of Individual innovation capability on millennial employee performance, does self-actualization mediate the effect of self-efficacy on millennial employee performance. Which factor is dominantly influencing the millennial employee performance in the company? This study uses a quantitative method with 132 respondents using SEM and Amos. The results of this study state that individual innovation capability, self-efficacy and self-actualization have a significant positive effect on millennial employee performance. Individual innovation capability and self-efficacy have a significant positive effect on self-actualization. Self-actualization mediates positively and significantly the influence of individual innovation capability and self-efficacy on millennial employee performance. These three factors have the same influence on millennial employee performance.

Improved Employee Performance at PT Alas Harum Bali

This research was conducted based on the research gap and differences in the focus of the discussion on knowledge sharing, individual innovation abilities, and organizational citizenship behavior on employee performance. In addition, there are also research problems regarding the decline in employee performance at PT. Alas Harum Bali can be seen from the high level of employee absenteeism. This research was conducted at PT. Alas Harum Bali with a population of 65 employees and a sample of 65 employees. All data obtained from the distribution of questionnaires that can be used, then analyzed using SPSS 25. The results of the study indicate that knowledge sharing has a positive and significant effect on employee performance, individual innovation capability has a positive and significant effect on employee performance, and organizational citizenship behavior has a positive and significant impact on employee performance. Employee performance, knowledge sharing, individual innovation ability, and organizational citizenship behavior have a positive and significant effect on employee performance. This research suggests that knowledge sharing can be increased by taking into account the existing indicators. Individual innovation ability can be progressed by paying awareness to personality characteristic indicators. Organizational citizenship behavior can be improved by paying attention to courtesy indicators. Performance can be improved by paying attention to effectiveness indicators.

Individual Innovation Capability dalam Menciptakan kinerja optimal

A person's ability to innovate in the workplace environment is a major factor in creating an innovative organization. The purpose of this study was to analyze the effect of individual innovation capability on performance with knowledge sharing as a moderating variable. This study used a mixed-method design, namely a mixture of qualitative and quantitative involving 100 creative industry employees in Malang City. Data analysis was performed using Huberman's interactive model and Moderated Regression Analysis (MRA). The results show that individual innovation capability has a significant effect on employee performance and individual innovation capability has a significant effect on employee performance with knowledge sharing as a moderating variable, so that performance will be optimal if employees can innovate, and the success of innovation is highly dependent on the willingness of employees to various knowledge in work experience.

Motivation in organisational online knowledge sharing

PurposeThis paper aims to examine the influence of intrinsic motives (self-efficacy, reputation and reciprocity) on online knowledge sharing behaviour. Additionally, this research investigates the moderating role of individual innovation capability and top management support.Design/methodology/approachThe methodology adopted was a questionnaire survey of employees working in Vietnamese telecommunications companies. A total of 501 employees completed a self-administered anonymous survey using a cross-sectional design. Confirmatory factor analysis and ordinary least squared – based hierarchical regression was used to test the conceptual framework.FindingsSelf-efficacy, reputation and reciprocity significantly impact online knowledge sharing behaviour. Specifically, self-efficacy has an inverted U-shape association while reputation and reciprocity have a positively, returns-to-scale association with online knowledge sharing behaviour. Individual innovation capability moderates the effect on these associations as does top management support, but to a lesser extent.Research limitations/implicationsData were obtained at a single point in time and self-reported. Furthermore, this study was conducted in a specific industry in Vietnam, i.e. telecommunications, which limits the generalisability of the research.Practical implicationsOrganisations need to create a favourable environment for online knowledge sharing to foster reciprocal relationships and interpersonal interactions of employees. Encouraging and rewarding employees to actively engage in knowledge exchange will help facilitate reciprocal online knowledge sharing behaviour.Originality/valueThis study contributes to knowledge-sharing behaviour by uncovering an inverted U-shape association and positively, returns-to-scale associations between intrinsic antecedents and online knowledge sharing behaviour. Additionally, individual innovation capability was an important moderator which has been overlooked in past research.

Transformational Leadership, Knowledge Sharing and Innovation Capability: An Empirical Study from Lao Firms

The purpose of this paper is to examine the effects of transformational leadership and knowledge sharing on innovation capability in term of individual and organizational innovation capability. This study used Structural equation modelling (SEM) to check proposal hypotheses using empirical data collected from 216 participants at 45 small and medium enterprises in Laos. The research findings revealed that knowledge sharing mediates the relationship between transformational leadership and innovation capabilities. Notably, the findings highlight the greater influence of TL on organizational innovation capability in comparison with its effect on individual innovation capability. In contrasts, knowledge sharing activities induce greater influence on individual innovation capability compared with its effect on organizational innovation capability. The paper has, therefore, significantly advanced our insights of how transformational leaders foster employee knowledge sharing activities for stimulating innovation capabilities of organizations. Keywords: Transformational Leadership; Knowledge Sharing; Individual Innovation Capability; Organizational Innovation Capability

Innovation Capability Development in Regional Entrepreneurship: The Case of Economies in Transition

Purpose: The first purpose of this study is to identify and explore IT professionals’ innovation capability (IC) in terms of two dimensions: organizational and individual, in regional, micro-sized, and small organizations (RMSOs) in Poland, a transition economy. The second goal is to find demographic and organizational factors which may influence IC. Design/Methodology/Approach: The authors unites an analysis comprised multiple-case studies based on mixed methods. The study employed qualitative and quantitative methods such as the method of competent judges, in-depth interviews and a structured survey as well as a combination of random and snowball sampling. On the basis of a survey among 60 IT professionals (supervisors and subordinates) the authors identified individual IC factors such as social competences, knowledge and skills, as well as organizational dimensions, such as the type of innovative change and ICT innovations. Factors influencing IC on an individual basis include position, education, age, and gender, while organizational determinants are related to organization size and location. Findings: The proposed methodology let to find the benefits for management practices in transition economies, an underestimated problem within RMSOs. Practical Implications: The current research expands the existing knowledge stream on ICT innovation capability in relation to individual socio-demographic factors and organizational factors, affecting its development in RMSOs in transition economies. This study adds potential to the implementation of the management practices in transition economies, an underestimated problem within RMSOs. Originality/Value: The authors purpose, as the novelty, the new approach of ICT innovation capability at the organizational and individual levels of an enterprise tool. We developed our previous tool – the Questionnaire of Innovation Capability (QIC). The authors defined its two dimensions, as organizational innovation capability and individual innovation capability. The use of RMSOs in transition economies yielded rich data for further research.

PERAN KNOWLEDGE SHARING, LEARNING ORGANIZATION DAN KAPABILITAS INOVASI INDIVIDUAL TERHADAP KINERJA KARYAWAN

The purpose of this study was to determine the effect of Knowledge Sharing, Learning Organization, and Individual Innovation Capability variables on the improvement of Employee Performance. The data used in this study were primary data in the form of questionnaires totaling 50 respondents of functional functional employees in the Center for Agricultural Technology Study in Central Java.The section consists of instructors, researchers, technicians and librarians. The sampling technique used in this study was purposive sampling. Testing of this study used path analysis and to test the effect of intervening variables used the sobel test. The results showed that (1) knowledge sharing has a positive effect on employee performance,(2) knowledge sharing has a positive effect on individual innovation capability,(3)individual innovation capability has a positive effect on employee performance,(4) learning organization has a positive effect on employee performance,(5) learning organization has a positive effect on individual innovation capability,(6) learning organization has a positive effect on knowledge sharing. In this study, of the 4 variables that have the most influence in relation to one another. Namely the Individual Innovation Capability variable with a beta amount of 0.530. This shows that the real employees in their hearts need support to explore themselves. Then get the freedom to express new innovations they find and be given training in new technologies. Digital technology and financial support are very important for the growth of innovation so that it can improve performance.Keywords: Knowledge Sharing, Learning Organization, Individual Innovation Capability, Employee Performance

Knowledge sharing and innovation capability at both individual and organizational levels: An empirical study from Vietnam’s telecommunication companies

Abstract This paper aims at investigating the relationship between knowledge sharing activities and innovation capability at both individual and organizational levels. By reviewing extensive literature, a conceptual framework is built with integrating three factors: knowledge sharing, individual innovation capability and firm innovation capability. This study applies structural equation modeling (SEM) to analyze the data collected from 392 employees working at major Vietnam’s telecommunication companies. Empirical results show that knowledge sharing including knowledge donating, knowledge collecting play an important role in improving individual innovation capability. There is no direct link between knowledge collecting and organizational innovation capability, while knowledge donating has direct positive impact on product and managerial innovation. Furthermore, the individual innovation capability acts as a mediating variable between knowledge sharing practices and firm innovation capability. Implications for academics and practitioners are provided in this study.

The Knowledge Sharing, Individual Innovation Capability dan Komitmen Organisasi Terhadap Kinerja Pegawai

The purpose of this research is to analyze how big the influence of knowledge sharing, individual innovation capability and organizational commitment to the performance of teachers school for disabilities Cirebon. This study with quantitative methods through the distribution of questionnaires. Population taken for this research is teacher with status of Civil Servant at school for disabilities Cirebon which amounted to 101 employees. Sampling technique in this study using Probability Sampling, and for the proportional distribution is done propotionate stratified random sampling technique with 81 responden. Based on the results of analysis shows that: 1). Knowledge sharing has a positive and significant effect on teacher performance. 2). Individual innovation capability has no effect on teacher performance. 3). Organizational commitment has a positive and significant effect on teacher performance. 4) Knowledge sharing, individual innovation capability, and organizational commitment simultaneously affect the performance of teachers in school for disabilities Cirebon .

The impact of Human Resources Information Systems on individual innovation capability in Tunisian companies: The moderating role of affective commitment

This research focuses on the study of the impact of the HRIS’ use in human resources department (HR) on individual innovation capability. A research model was proposed and the related hypotheses were tested within human resources department of Tunisian companies with 42 respondents. Results estimated by Smart PLS software, showed that HRIS usage enhances individual innovation capability of Tunisian HR employees. Moreover, it has been found that employees’ affective commitment moderates the relationship between HRIS usage and individual innovation capability. In fact, more the employees are engaged affectively to their organization more the HRIS impact is positive and noteworthy on individual innovation behavior of HR staff. The study allows clarifying some lines which are responsible of improving individual creativity.

PERAN INDIVIDUAL INNOVATION CAPABILITY, MOTIVASI INTRINSIK, DAN SELF-EFFICACY TERHADAP KINERJA INDIVIDU DALAM ORGANISASI MAHASISWA

The successful accomplishment of organizational goals, targets, and work programs is closely related to the organization's human resources. Any evaluation regarding organizational performance is likely to involve the accomplishment of the organization's vision, mission, and work programs. Such evaluation is conducted by the human resources within the organization. Therefore, the purpose of this research is to determine the influence of individual innovation capability, intrinsic motivation, and self-efficacy on the student organizations' individual performance at Ciputra University. Proportional random sampling is used to select 265 respondents as research samples, while Multiple Linear Regression analysis is used to analyze the research data. The results of the hypothesis tests can be summarized as follows: (1) Individual Innovation Capability significantly influences Individual Performance; (2) Intrinsic Motivation significantly influences Individual Performance; and (3) Self-efficacy significantly influences Individual Performance. The findings of this research can be used as a reference for the organization to improve the individual performances in the future

Open Innovation towards Individual Innovation Capability: Tacit Knowledge Perspective in Indonesian Small and Medium Industries (SMI)

Open Innovation towards Individual Innovation Capability: Tacit Knowledge Perspective in Indonesian Small and Medium Industries (SMI)

Environmental Factors, Motivational Factors, and Individual Personality in the Relationship Model Framework of Knowledge Sharing Behavior

This research aimed to analyze the relationship model of environmental factors, motivational factors, individual personality factors, and individual innovation capability in the term of knowledge sharing behavior. Environmental factors consist of organizational climate and Organizational Citizenship Behavior (OCB), while motivational factor consist of trust, social capital, and job satisfaction. This research was implemented in two phases. First, we analyzed the relationship of motivational factors and environmental factors on knowledge sharing behavior. Second, we analyzed influence of environmental factors on individual innovation capabilities moderated by individual personality. Data was analyzed using hierarchical regression, multiple regression, and simple linear regression analysis. Sample was employees of Islamic banks in DIY. Results showed that the organizational climate, organizational citizenship behaviour, social capital, trust and job satisfaction affected knowledge sharing behavior positively. Results also showed that individual personality didn’t moderate the relationship between environmental factors and knowledge sharing behavior, and that knowledge sharing behavior impacted individual innovation capability positively.

Study on Innovation Capability of College Students Based on Extenics and Theory of Creativity

Individual innovation capability is a principal element in enterprise independent innovation and new state construction. College students are the major force of the future innovations. However it lacks feasible means and methods to promote college students’ innovation capability. In this paper, the functions and performances of Creativity theory and Extenics are analyzed, and the existing major innovation methods are compared from the perspective of capability promotion. Then we present a combined training model for promoting students’ innovation capability, in which the advantages of Creativity Study and Extenics are integrated and support each other. The effects of our model are proved by our teaching practice cases. This paper also provides a reference as a guidance to improve postgraduates’ innovation capability.