Araştırma Makalesi
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The Effect of Individual Innovation on Job Satisfaction: The Research with Technology Businesses’ Supervisors

Yıl 2019, Cilt: 14 Sayı: 20, 1136 - 1160, 31.12.2019
https://doi.org/10.26466/opus.613745

Öz










The increase in technological, social and economic
changes might endanger the current market positions of enterprises. In this
sense, globalization and increasing competition force enterprises to be
innovative. Supervisors, who are representatives of social order, can turn the
crisis into an opportunity against environmental changes. At this point, with
an effective Swot Analysis, business supervisors review the strengths and
weaknesses of the business and environmental opportunity-threats. They ensure
that the entire system, from enterprise structure to employee behaviour,
provides an adaptive response to change and innovation. Individual innovation
is linked to how far employees adapt themselves to innovation. Innovative
individuals are positioned as “early adopters” in the adaptation process to innovation.
An innovative individual uses new information to improve himself/herself
constantly. Because of their high critical and analytical thinking skills,
these individuals use new knowledge in a beneficial way by blending it with the
old one. The point highlighted in various researches is that new knowledge will
provide a competitive advantage to enterprises. At this point, "turning
new ideas into commercial benefits” can increase employees’ motivation. Does
the constant pursuit of new and different things in the business effect employees’
job satisfaction? This question raises awareness among the employees in the
enterprise and also constitutes the problem of the research. Although it varies
according to the field of activity of the enterprise, job satisfaction, which
is the positive difference between the expectations and results of the employee
in the technology sector, can also be measured by the ability to obtain and use
new information. It is an undeniable fact that employers working in the field
of technology and telecommunication, where altruism and perception of social
innovation can be high, offer different perspectives with effective projects
for the solution of social and institutional problems. Accordingly, this
research aims to investigate the effect of individual innovation on job
satisfaction. For this purpose, a survey was conducted with 101 emloyees
working as middle and top level supervisors in the businesses which operating
the field of technology in Istanbul and around. The data obtained from the questionnaire
were analysed by correlation and regression analyse methods. According to the
results of the research, “opinion leadership and taking risks, one of the
sub-dimensions of individual innovation, increase supervisors’ job
satisfaction; resistace to change, which is another dimension of individual
innovation, reduces supervisors’ job satisfaction.
    

Kaynakça

  • Ahmed, P. K. (1998). Culture and climate for innovation. European Journal of Innovation Management, 1, 30-43.
  • Akay, D. (2019). Sağlık çalışanlarında etik lider algısının bireysel yenilikçilik düzeyi üzerindeki etkisi. Yüksek Lisans Tezi , Trakya Üniversitesi Sosyal Bilimler Enstitüsü Sağlık Yönetimi Anabilim Dalı,Trakya.
  • Ayala, Y., Ma.Peiró Silla, J., Tordera,N., Lorente, L. ve Yeves, J. (2017). Job satisfaction and innovative performance in young Spanish employees: Testing new patterns in the happy productive worker thesis, a discriminant study. Springer, 18:1377–1401, doi 10.1007/s10902-016-9778-1.
  • Bauer, T,K. (2004). High performance workplace practices and job satisfaction: Evidence from Europe. Germany: IZA Discussion Paper No. 1265.
  • Bhatnagar, A., Misra, S. ve Rao, H. R. (2000). On risk, convenience and internet shopping behavior. Communications of the Association for Computing Machinery, 43, 98-105.
  • Bryant, A. ve Kazan, A.L. (2013). Self-leadership: How to become a more successful, efficient and effective leader from the inside out. New York: McGraw-Hill.
  • Ceylan, A. ve Özbal, S. (2005). Yenilikçi iş davranışı ve çalışanların adalet algıları arasındaki ilişki üzerine bankacılık sektöründe yapılan bir çalışma. İstanbul Üniversitesi Sosyal Bilgiler Fakültesi Dergisi, 32, 167-184.
  • Collins, M. A. ve Amabile, T. M. (1999). Motivation and creativity. In R. J. Sternberg (Ed.), Handbook of Creativity (pp. 297-312). Cambridge: Cambridge University Press.
  • Crespi Vallbona, M. ve Mascarilla-Miró, O. (2017). Job satisfaction. The case of information technology (IT) professionals in Spain. Universia Business Review, Doi: 10.3232/ubr.2018.v15.n2.02.
  • Çetin, F. ve Basım, H. N. (2011). Psikolojik dayanıklılığın iş tatmini ve örgütsel bağlılık tutumlarındaki rolü. İş, Güç, Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 13(3), 79-94.
  • Damanpour, F. (1991). Organizational innovation: A meta-analysis of effects of determinants and moderators. Academy of Management Journal, 34, 555-590.
  • Demerouti, E., Bakker, A.B., Nachreiner, F. ve Schaufeli, W.B. (2001). The job demands, resources model of burnout. Journal of Applied Psychology, 86,499-512
  • Demirci, E. (2013). Yenilik yönetimi. Eskişehir: Anadolu Üniversitesi Yayınları.
  • Dobre, C., Anca, D. ve Gheorghe, P. (2009). Consumer innovativeness: A marketing approach. Management and Marketing, 4,19-34.
  • Drucker, P. F. (1985). Innovation and entrepreneurship. New York: Harper and Row Publishers.
  • Emiroğlu, A. (2018). İnovasyon ve teknoloji yönetimi. Bursa: Ekin Yayınevi.
  • Farmer, R. N. ve Richman, B. M. (1965). Comparative management and economic progress. Irwin: Homewood, IL.
  • Ganotakis, P. (2012). Founders' human capital and the performance of Uk new technology based firms. Small Business Economics, 39(2), 495-515.
  • George, J.M. ve Brief, A.P. (1992). Feeling good /doing good: A conceptual analysis of the mood at work/organizational spontaneity relationship. Psychological Bulletin, 112, 301–29
  • Grandey, J. (1997). The relationship of organizational politics and support to work behaviour, attitudes and stress. Journal of Organizational Behavior, 18, 159–180.
  • Groth, J. ve Peters, J. (1999). What blocks creativity? A manager perspective. Creativity and Innovation Management, 8, 179–87.
  • Gürkan, G.C. ve Demiralay, T. (2017). Bireysel yenilikçiliğin çalışanın yenilikçi davranışı üzerindeki etkisinde içsel motivasyonun aracılık rolü: Türkiye’de cerrahlar örneği. Girişimcilik ve İnovasyon Yönetimi Dergisi, 6(1), 65-90.
  • Hirschman, E. (1980). Innovativeness, novelty seeking and consumer creativity. Journal of Consumer Research, 7, 283-295.
  • Hurt, H.T., Joseph, K. ve Cook, C.D. (1977). Scales for the measurement of innovativeness’. Human Communication Research, 4(1), 58-65.
  • Hobikoğlu, E. H. (2014). Yeni ekonomide inovasyon. İstanbul: İktisadi Araştırmalar Vakfı.
  • Hitt, M. A., Black, J. S. ve Porter, L. W. (2005). Management. New Jersey: Pearson Prentice Hall.
  • İspir, İ. (2018). Çalışanların iş tatmini ile yenilikçi davranışının bireysel performansa etkisi, Inıjoss, 7(2) , 120-135.
  • Jackson, J. D., Yi, Y. M. ve Park, J. S. (2013). An empirical test of three mediation models for the relationship between personal innovativeness and user acceptance of technology. Information and Management, 50, 154–161.
  • Janssen, O. (2003). Innovative behavior and job involvement at the price of conflict and less satisfactory relations with co-workers. Journal of Occupational and Organizational Psychology, 76, 347-364
  • Janssen, O., Van De Vliert, E. ve West, M. (2004). The bright and dark sides of individual and group innovation: A special issue introduction. Journal of Organizational Behavior, 25, 129-145.
  • Johansson, F. (2007). Yaratıcılık ve İnovasyon. (çev. Dinç Tayanç). İstanbul: Mediacat.
  • Jong, J.P.J. (2007). Individual innovation: The connection between leadership and employees’ innovative work behavior. Zoetermeer: EIM, University of Amsterdam, Amsterdam.
  • Jong, J. P. J. ve Hartog, D. N. (2008). Innovative work behavior measurement and validation, http://www.ondernemerschap.nl/pdfez/H200820.pdf, Erişim Tarihi: 05.10.2018.
  • Jones, G. R., (2001). Organizational theory: Text and cases. New York: Addison-Wesley.
  • Jucevicius, G. (2007). Innovation culture: The Contestable Universality of the Concept. Social Sciences, 4(58), 7-19.
  • Judge, T. A. ve Bono, J. E. (2001). Relationship of core self-evaluations traits-self-esteem, generalized self-efficacy, locus of control and emotional stability-with job satisfaction and job performance: A meta-analysis. Journal of Applied Psychology. doi:10.1037/0021-9010.86.1.80.
  • Kanter, R. M. (1983). The change matters: Innovation for productivity in the American Corporation. New York: Simon and Schuster.
  • Kaldırımcı, A. ve İrge, N.T. (2019). Çalışanların bireysel yenilikçilik özellikleri, dijital uygulamalara karşı tutumları ve iş tatmini ilişkisi üzerine bir çalışma. Sürdülebilir Kakınma ve Yönetim Sempozyumu, Erişim Tarihi: 01.12.2019. https://surdurulebiliryonetimvekalkinma.aydin.edu.tr/-wp- content/ uploads/2019/05/Ali-Kald%C4%B1r%C4%B1mc%C4-%B1-Sempozyum-Tam-Bildiri-Metin-1.pdf.
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Bireysel Yenilikçiliğin İş Tatminine Etkisi: Teknoloji İşletme Yöneticileri ile Bir Araştırma

Yıl 2019, Cilt: 14 Sayı: 20, 1136 - 1160, 31.12.2019
https://doi.org/10.26466/opus.613745

Öz










Teknolojik, sosyal ve ekonomik değişimlerin artışı, işletmelerin mevcut
pazar konumlarını tehlikeye sokabilmektedir. Bu bağlamda küreselleşme ve artan
rekabet, işletmeleri yenilikçi olmaya zorlamaktadır. Sosyal bir düzenin
temsilcisi olan yöneticiler, çevresel değişimler karşısında krizi fırsata
dönüştürebilen kişilerdir. Bu noktada işletme yönetimi, etkin bir Swot Analizi
ile işletmenin güçlü-zayıf yönleri ve çevresel fırsat-tehditleri gözden
geçirerek, işletme yapısından çalışan davranışlarına kadar tüm sistemin,
değişime ve yeniliğe uyumlu bir karşılık vermesini sağlamaktadır. Bireysel
yenilikçilik, çalışanların “yeniliği benimseme derecesi” ile bağlantılıdır.
Yenilikçi bireyler, yeniliğe adaptasyon sürecinde “erken benimseyenler” olarak
konumlandırılır. Yenilikçi bir birey, yeni öğrendiği bir bilgiyi sürekli
kendini geliştirmek için kullanmaktadır. Bu bireyler, eleştirel ve analitik
düşünme becerileri yüksek olması sebebiyle yeni bilgiyi eskisi ile
harmanlayarak yararlı şekilde kullanırlar. Çeşitli araştırmalarda vurgulanan
nokta, yeni bilgi birikiminin işletmelere rekabet avantajı sağlayacağı
yönündedir. Bu noktada “yeni fikirlerin, ticari yarara dönüşmesi”, çalışan
motivasyonunu arttırabilir. Peki iş hayatında sürekli yeni ve farklı olanın
peşinde koşmak, çalışanın iş tatminini etkiler mi? Bu soru, işletme içinde
çalışana farkındalık kazandırmakta olup, aynı zamanda araştırmanın problemini
oluşturmaktadır. İşletmenin faaliyet alanına göre değişmekle birlikte teknoloji
sektöründe, çalışanın iş beklentileri ve sonuçları arasındaki olumlu fark olan
iş tatmini, yeni bilgiyi elde etme ve kullanma becerisiyle de ölçülebilir.
Özellikle özgeciliğin ve sosyal yenilikçilik algısının fazla olabildiği
teknoloji ve telekomünikasyon alanında çalışan yöneticilerin, toplumsal ve
kurumsal problemlerin çözümü için, etkin projeler ile farklı bakış açısı
sunmaları yadsınamaz bir gerçektir. Bu doğrultuda araştırmanın amacı bireysel
yenilikçiliğin iş tatmini üzerindeki etkisini incelemektir. Bu amaçla İstanbul
ve çevresinde teknoloji alanında faaliyet gösteren  işletmelerde orta ve  üst düzey yönetici olarak çalışan 101 kişi
ile anket yapılmıştır. Anketten elde edilen veriler, korelasyon ve regresyon
analizleri ile çözümlenmiştir. Araştırma sonuçlarına göre bireysel
yenilikçiliğin alt boyutlarından “fikir öncülüğü ve risk almak” yöneticilerin
iş tatminini arttırırken; diğer bir boyut olan “değişime direnç göstermek”,
yöneticilerin iş tatminlerini azaltmaktadır.

Kaynakça

  • Ahmed, P. K. (1998). Culture and climate for innovation. European Journal of Innovation Management, 1, 30-43.
  • Akay, D. (2019). Sağlık çalışanlarında etik lider algısının bireysel yenilikçilik düzeyi üzerindeki etkisi. Yüksek Lisans Tezi , Trakya Üniversitesi Sosyal Bilimler Enstitüsü Sağlık Yönetimi Anabilim Dalı,Trakya.
  • Ayala, Y., Ma.Peiró Silla, J., Tordera,N., Lorente, L. ve Yeves, J. (2017). Job satisfaction and innovative performance in young Spanish employees: Testing new patterns in the happy productive worker thesis, a discriminant study. Springer, 18:1377–1401, doi 10.1007/s10902-016-9778-1.
  • Bauer, T,K. (2004). High performance workplace practices and job satisfaction: Evidence from Europe. Germany: IZA Discussion Paper No. 1265.
  • Bhatnagar, A., Misra, S. ve Rao, H. R. (2000). On risk, convenience and internet shopping behavior. Communications of the Association for Computing Machinery, 43, 98-105.
  • Bryant, A. ve Kazan, A.L. (2013). Self-leadership: How to become a more successful, efficient and effective leader from the inside out. New York: McGraw-Hill.
  • Ceylan, A. ve Özbal, S. (2005). Yenilikçi iş davranışı ve çalışanların adalet algıları arasındaki ilişki üzerine bankacılık sektöründe yapılan bir çalışma. İstanbul Üniversitesi Sosyal Bilgiler Fakültesi Dergisi, 32, 167-184.
  • Collins, M. A. ve Amabile, T. M. (1999). Motivation and creativity. In R. J. Sternberg (Ed.), Handbook of Creativity (pp. 297-312). Cambridge: Cambridge University Press.
  • Crespi Vallbona, M. ve Mascarilla-Miró, O. (2017). Job satisfaction. The case of information technology (IT) professionals in Spain. Universia Business Review, Doi: 10.3232/ubr.2018.v15.n2.02.
  • Çetin, F. ve Basım, H. N. (2011). Psikolojik dayanıklılığın iş tatmini ve örgütsel bağlılık tutumlarındaki rolü. İş, Güç, Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 13(3), 79-94.
  • Damanpour, F. (1991). Organizational innovation: A meta-analysis of effects of determinants and moderators. Academy of Management Journal, 34, 555-590.
  • Demerouti, E., Bakker, A.B., Nachreiner, F. ve Schaufeli, W.B. (2001). The job demands, resources model of burnout. Journal of Applied Psychology, 86,499-512
  • Demirci, E. (2013). Yenilik yönetimi. Eskişehir: Anadolu Üniversitesi Yayınları.
  • Dobre, C., Anca, D. ve Gheorghe, P. (2009). Consumer innovativeness: A marketing approach. Management and Marketing, 4,19-34.
  • Drucker, P. F. (1985). Innovation and entrepreneurship. New York: Harper and Row Publishers.
  • Emiroğlu, A. (2018). İnovasyon ve teknoloji yönetimi. Bursa: Ekin Yayınevi.
  • Farmer, R. N. ve Richman, B. M. (1965). Comparative management and economic progress. Irwin: Homewood, IL.
  • Ganotakis, P. (2012). Founders' human capital and the performance of Uk new technology based firms. Small Business Economics, 39(2), 495-515.
  • George, J.M. ve Brief, A.P. (1992). Feeling good /doing good: A conceptual analysis of the mood at work/organizational spontaneity relationship. Psychological Bulletin, 112, 301–29
  • Grandey, J. (1997). The relationship of organizational politics and support to work behaviour, attitudes and stress. Journal of Organizational Behavior, 18, 159–180.
  • Groth, J. ve Peters, J. (1999). What blocks creativity? A manager perspective. Creativity and Innovation Management, 8, 179–87.
  • Gürkan, G.C. ve Demiralay, T. (2017). Bireysel yenilikçiliğin çalışanın yenilikçi davranışı üzerindeki etkisinde içsel motivasyonun aracılık rolü: Türkiye’de cerrahlar örneği. Girişimcilik ve İnovasyon Yönetimi Dergisi, 6(1), 65-90.
  • Hirschman, E. (1980). Innovativeness, novelty seeking and consumer creativity. Journal of Consumer Research, 7, 283-295.
  • Hurt, H.T., Joseph, K. ve Cook, C.D. (1977). Scales for the measurement of innovativeness’. Human Communication Research, 4(1), 58-65.
  • Hobikoğlu, E. H. (2014). Yeni ekonomide inovasyon. İstanbul: İktisadi Araştırmalar Vakfı.
  • Hitt, M. A., Black, J. S. ve Porter, L. W. (2005). Management. New Jersey: Pearson Prentice Hall.
  • İspir, İ. (2018). Çalışanların iş tatmini ile yenilikçi davranışının bireysel performansa etkisi, Inıjoss, 7(2) , 120-135.
  • Jackson, J. D., Yi, Y. M. ve Park, J. S. (2013). An empirical test of three mediation models for the relationship between personal innovativeness and user acceptance of technology. Information and Management, 50, 154–161.
  • Janssen, O. (2003). Innovative behavior and job involvement at the price of conflict and less satisfactory relations with co-workers. Journal of Occupational and Organizational Psychology, 76, 347-364
  • Janssen, O., Van De Vliert, E. ve West, M. (2004). The bright and dark sides of individual and group innovation: A special issue introduction. Journal of Organizational Behavior, 25, 129-145.
  • Johansson, F. (2007). Yaratıcılık ve İnovasyon. (çev. Dinç Tayanç). İstanbul: Mediacat.
  • Jong, J.P.J. (2007). Individual innovation: The connection between leadership and employees’ innovative work behavior. Zoetermeer: EIM, University of Amsterdam, Amsterdam.
  • Jong, J. P. J. ve Hartog, D. N. (2008). Innovative work behavior measurement and validation, http://www.ondernemerschap.nl/pdfez/H200820.pdf, Erişim Tarihi: 05.10.2018.
  • Jones, G. R., (2001). Organizational theory: Text and cases. New York: Addison-Wesley.
  • Jucevicius, G. (2007). Innovation culture: The Contestable Universality of the Concept. Social Sciences, 4(58), 7-19.
  • Judge, T. A. ve Bono, J. E. (2001). Relationship of core self-evaluations traits-self-esteem, generalized self-efficacy, locus of control and emotional stability-with job satisfaction and job performance: A meta-analysis. Journal of Applied Psychology. doi:10.1037/0021-9010.86.1.80.
  • Kanter, R. M. (1983). The change matters: Innovation for productivity in the American Corporation. New York: Simon and Schuster.
  • Kaldırımcı, A. ve İrge, N.T. (2019). Çalışanların bireysel yenilikçilik özellikleri, dijital uygulamalara karşı tutumları ve iş tatmini ilişkisi üzerine bir çalışma. Sürdülebilir Kakınma ve Yönetim Sempozyumu, Erişim Tarihi: 01.12.2019. https://surdurulebiliryonetimvekalkinma.aydin.edu.tr/-wp- content/ uploads/2019/05/Ali-Kald%C4%B1r%C4%B1mc%C4-%B1-Sempozyum-Tam-Bildiri-Metin-1.pdf.
  • Karasar, N. (2015). Bilimsel araştırma yöntemi (26. Baskı). Ankara: Nobel Yayın Dağıtım.
  • Kılıçer, K. ve Odabaşı H. (2010). Bireysel yenilikçilik ölçeği: Türkçeye uyarlama, geçerlilik ve güvenilirlik çalışması. Hacettepe Üniversitesi Eğitim Fakültesi Dergisi, 38, 150-164.
  • Kuhlmann, S. ve Edler, J. (2003). Scenarios of technology and innovation policies in Europe: Investigating future governance. Technological Forecasting and Social Change, 70, 619–637.
  • Leavitt, C. ve Walton, J. (1975). Development of a scale for innovativeness. Advances In Consumer Research, 2, 545‐554.
  • Lee,Y.D. ve Chang, H.M. (2008). Relations between team work and innovation in organizations and the job satisfaction of employees: A factor analytic study. International Journal of Management, 25 (3), 732-779.
  • Livengood, R. S. (2009). An Austrian economics view of the market process: The ımpact of entrepreneurial actions on sensemaking and market discourse.http://Papers.Ssrn.Com/Sol3/ Papers.Cfm?Abstract -id=1350644.
  • Locke, E. A. (1976). The Nature and Causes of Job Satisfaction, In M.D. Dunnette (Ed), Handbook of Industrial and Organizational Psycology (1297-1343), Chicago: Rand Mcnally.
  • Mahnaz, D., Zahra, K. ve Somayeh, B. (2015). Relationship between teachers' job satisfaction & their innovation: A case of teachers in zahedan (Iran), Research Journal of Fisheries and Hydrobiology,10(10) , 51-56.
  • Martin, P., Salonova, M. ve Peiro, J.M. (2007). Job demands, job resources and individual innovation at work: Going beyond Karasek's model?, Psicolhema, 19 (4) , 621-626.
  • Mc Guirk, H. ve Lenihan, H. (2013). Innovation and human capital: The impact of firm and regional factors on innovative human capital, working paper. University of Limerick, Ireland.
  • Mc Guirk, H., Lenihan, H. ve Hart, M. (2015). Measuring the impact of innovative human capital on small firms’ propensity to innovate, Research Policy, 44(4), 965-976.
  • Mc Lean, L. D. (2005). Organizational culture’s ınfluence on creativity and ınnovation: A review of the literature and ımplications for human resource development. Advances in Developing Human Resources, 7, 226-246.
  • Oktuğ, Z. ve Özden, M.S. (2013). Bireycilik/toplulukçuluk ile bireysel yenilikçilik eğilimi arasındaki ilişkide içsel motivasyonun biçimlendirici rolü. Eskişehir Osmangazi Üniversitesi Sosyal Bilimler Dergisi, 14(2) , 1-22.
  • Pelenk, S.E. (2017). Bireysel yenilikçi davranışların bireysel iş performansı üzerindeki etkisi: Teknoloji çalışanları üzerinde bir araştırma. Journal of Emerging Economies and Policy, 2, 2-14.
  • Prajogo, D. I.ve Ahmed P. K. (2006). Relationships between ınnovation stimulus, innovation capacity and innovation performance. R&D Management, 36, 499-515.
  • Richmond, V.P. ve J. C. Mc Croskey, (1979). Management communication style, tolerance for disagreement and innovatives as predictors for employee satisfaction: A comparison of single-factor, two-factor and multiple factor approaches. Communication Yearbook, 3, 359-373.
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  • Ramamoorthy, N., Flood, P.C. ve Slattery,T. ve Sardessai, R. (2005). Determinants of innovative work behaviour: Development and test of an integrated model. Creativity and Innovation Management, 14 (2) , 142-150.
  • Sarıoğlu, A. (2014). Bireysel yenilikçilik ölçeğinin hemşirelikte geçerlik ve güvenirliği. Yüksek Lisans Tezi, Atatürk Üniversitesi Sağlık Bilimleri Enstitüsü, Erzurum.
  • Schumpeter, J. A. (1934). The theory of economic development: An inquiry ınto profits, capital, credit, ınterest and the business cycle, Cambridge: Harvard University Press.
  • Shih, H. ve Susanto, E. (2011). Is innovative behavior really good for the firm? Innovative work behavior, conflict with coworkers and turnover intention: Moderating roles of perceived distributive fairness. International Journal of Conflict Management, 22(2) , 111-130.
  • Topcu, M. K., Gursoy, A. ve Gurson, P. (2015). The role of the servant leadership on the relation between ethical climate perception and innovative work. European Research Studies, 18(1), 67-80.
  • Uzkurt C. (2008). Pazarlamada değer yaratma aracı olarak yenilik yönetimi ve yenilikçi örgüt kültürü. İstanbul: Beta Yayınları.
  • Veeraraghavan, R., Yasodhar, N.ve Toyama, K. (2009). Warana unwired: Replacing pcs with mobile phones ın a rural sugarcane cooperative. Information Technologies and International Development, 5, 81-95.
  • Verplanken, B. (2004). Value congruence and job satisfaction among nurses: A human relations perspective. International Journal of Nursing Studies, 41, 74-92.
  • Vroom, V. H. (1967). Work and motivation. New York: John Wiley and Sons
  • Waddell, D. ve Sohal, A. S. (1998). Resistance: A constructive tool for change management. Management Decision, 36, 543-548.
  • Walsworth, S. ve Verma, A. (2007). Globalization, human resource practices and innovation: Recent evidence from the Canadian workplace and employee survey. Industrial Relations, 46, 222-240.
  • Wright, T., Cropanzano, R. ve Bonett, D. (2007). The moderating role of employee positive well being on the relation between job satisfaction and job performance. Journal of Occupational Health Psychology. doi:10.1037/1076-8998.12.2.93.
  • Yelboğa, A. (2009). Validity and Reliability of the Turkish Version of the Job Satisfaction Survey. World Applied Sciences Journal, 6(8),1066-1072.
  • Yu, C., Yu T. F. ve Yu, C. C. (2013). Knowledge sharing, organizational climate and ınnovative behavior: A cross-level analysis of effects. Social Behavior and Personality, 41(1), 143-156.
  • Zhou, J. ve Shalley, C.E. (2003). Research on employee creativity: A critical review and proposal for future research directions, In: Martocchio, J.J. and G.R. Ferris (2003), Research in personnel and human resource management. Oxford: Elsevier.
Toplam 70 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Konular Yöneylem
Bölüm Makaleler
Yazarlar

Saadet Ela Pelenk 0000-0002-8068-5518

Yayımlanma Tarihi 31 Aralık 2019
Kabul Tarihi 13 Aralık 2019
Yayımlandığı Sayı Yıl 2019 Cilt: 14 Sayı: 20

Kaynak Göster

APA Pelenk, S. E. (2019). Bireysel Yenilikçiliğin İş Tatminine Etkisi: Teknoloji İşletme Yöneticileri ile Bir Araştırma. OPUS International Journal of Society Researches, 14(20), 1136-1160. https://doi.org/10.26466/opus.613745