akusbd Afyon Kocatepe Üniversitesi Sosyal Bilimler Dergisi 1302-1265 2149-4894 Afyon Kocatepe University 10.32709/akusosbil.1053063 A Research on Innovative Work Behavior and Its Antecedents Yenilikçi İş Davranışı ve Öncülleri Üzerine Bir Araştırma https://orcid.org/0000-0001-7625-6916 Özay Mustafa Ali Milli Savunma Üniversitesi https://orcid.org/0000-0003-3697-1469 Kaymaz Kurtuluş Bursa Uludağ Üniversitesi 03 28 2023 25 1 275 293 01 03 2022 01 13 2023 Copyright © 1999, Afyon Kocatepe University Journal of Social Sciences 1999 Afyon Kocatepe University Journal of Social Sciences

This study aims to reveal the extent to which information sharing, information hiding, innovative culture, innovative leadership, training and development, and innovative self-efficacy have an impact on innovative work behavior. Survey methodology was used in the research. The survey was sent to participants via electronic platform and some of them were implemented face to face. Before implementing the survey, a meeting was conducted with human resources staff for assessing the items. A total of 53 statements were administered to the participants. The research is a quantitative study. It was held with a total of 289 participants. Confirmatory factor analysis, normality, homogeneity of variances and multiple linear regression analysis tests were performed in the study. The findings reveal that information sharing, innovative self-efficacy, training and development have a positive and significant effect on innovative work behavior. However, information hiding, innovative culture and innovative leadership do not seem to have any significant impact on innovative work behavior. Innovation-based individual behavior is shaped to a large extent under the influence of information sharing, information hiding, innovative culture, innovative leadership, training and development, innovative self-efficacy. The study carries potential value for related literature to show that innovative efforts could be more possible under “behavioral change” and to proof human resources practices are critical for innovative work processes.

Bu çalışma, yenilik yönetiminin en kritik unsurlarından biri olan insan kaynağının “yenilikçi iş davranışı” olgusu üzerine odaklanmakta, bilgi paylaşma, bilgi gizleme, yenilikçi kültür, yenilikçi liderlik, eğitim ve geliştirme ile yenilikçi öz yeterlilik boyutlarının, yenilikçi iş davranışı üzerinde ne derecede etkili olduğunu ortaya koymayı amaçlamaktadır. Araştırmada anket tekniğinden yararlanılmıştır. Katılımcıların bir kısmına elektronik ortamda anketler uygulanırken bir kısmıyla yüz yüze olacak şekilde uygulama gerçekleştirilmiştir. Anket uygulanmadan önce şirketin insan kaynakları yetkilileri ile görüşülmüştür. Katılımcılara toplam 53 ifade yönetilmiştir. Araştırma nicel bir çalışmadır. Toplamda 289 katılımcı ile gerçekleştirilmiştir. Çalışmada doğrulayıcı faktör analizi, normallik ve varyansların homojenliği ve çoklu doğrusal regresyon analizi testleri yapılmıştır. Bilgi paylaşma, yenilikçi öz yeterlilik, eğitim ve geliştirme boyutlarının yenilikçi iş davranışı üzerinde pozitif ve anlamlı bir etkiye sahip olduğunu ortaya koymaktadır. Buna karşın, bilgi gizleme, yenilikçi kültür ve yenilikçi liderlik boyutlarının yenilikçi iş davranışı üzerinde herhangi bir anlamlı etkiye sahip olmadığı görülmektedir. Yenilik temelli birey davranışı, büyük ölçüde bilgi paylaşma, bilgi gizleme, yenilikçi kültür, yenilikçi liderlik, eğitim ve geliştirme ile yenilikçi öz yeterlilik öncüllerinin etkisi altında şekillenmektedir. Bu çerçevede, araştırma, yenilikçi çabaların ancak “davranış değişimi” ile mümkün olabileceğini ortaya koymak ve insan kaynakları uygulamalarının inovatif iş süreçlerinin en kritik unsuru olduğunu belirtmek açısından alana katkı sunma potansiyeli taşımaktadır.

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