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Determinants of Employee Innovative Behavior in Thai Real Estate Companies

Author

Listed:
  • Thanatchaporn Jaruwanakul
  • Rawin Vongurai

Abstract

Purpose: This research aims to investigate the determinants of employee innovative behavior in Thai real estate companies. The conceptual framework is presented on how symbolic incentive meaning, psychological empowerment, work engagement, transformational leadership, management support, and coworker support affect innovative behavior. Design/Methodology/Approach: The sample (n = 437) was collected from online and offline questionnaires using multi-stage sampling, including purposive sampling, stratified random sampling, and convenience sampling. The study applied the Structural Equation Model (SEM) and Confirmatory Factor Analysis (CFA) to analyze the data to confirm the model's goodness-of-fit and hypothesis. Findings: The results indicated that symbolic incentive meaning, psychological empowerment, work engagement, transformational leadership, management support, and coworker support have a significant impact on innovative behavior. The researcher also found that symbolic incentive meaning significantly impacted psychological empowerment and work engagement as a mediator of innovative behavior. Practical Implications: Coworkers' support determines employee innovative behavior, transformational leadership, work engagement, management support, psychological empowerment, and symbolic incentive meaning. Hence, management and human resource managers are recommended to elevate these instruments to enhance innovative behavior at work. Originality/Value: This study identifies the value and degree of determinants of employee innovative behavior in real estate companies in Thailand.

Suggested Citation

  • Thanatchaporn Jaruwanakul & Rawin Vongurai, 2021. "Determinants of Employee Innovative Behavior in Thai Real Estate Companies," International Journal of Economics & Business Administration (IJEBA), International Journal of Economics & Business Administration (IJEBA), vol. 0(1), pages 303-317.
    • Handle: RePEc:ers:ijebaa:v:ix:y:2021:i:1:p:303-317
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    References listed on IDEAS

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    1. Griffin, Mark A. & Parker, Sharon K. & Neal, Andrew, 2008. "Is Behavioral Engagement a Distinct and Useful Construct?," Industrial and Organizational Psychology, Cambridge University Press, vol. 1(1), pages 48-51, March.
    2. David Fritz & Nabil Ibrahim, 2010. "The Impact of Leadership Longevity on Innovation in a Religious Organization," Journal of Business Ethics, Springer, vol. 96(2), pages 223-231, October.
    3. Michael Kosfeld & Susanne Neckermann & Xiaolan Yang, 2017. "The Effects Of Financial And Recognition Incentives Across Work Contexts: The Role Of Meaning," Economic Inquiry, Western Economic Association International, vol. 55(1), pages 237-247, January.
    Full references (including those not matched with items on IDEAS)

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    More about this item

    Keywords

    Symbolic incentive meaning; psychological empowerment; work engagement; transformational leadership; innovative behavior.;
    All these keywords.

    JEL classification:

    • H2 - Public Economics - - Taxation, Subsidies, and Revenue
    • H21 - Public Economics - - Taxation, Subsidies, and Revenue - - - Efficiency; Optimal Taxation
    • J54 - Labor and Demographic Economics - - Labor-Management Relations, Trade Unions, and Collective Bargaining - - - Producer Cooperatives; Labor Managed Firms
    • Q13 - Agricultural and Natural Resource Economics; Environmental and Ecological Economics - - Agriculture - - - Agricultural Markets and Marketing; Cooperatives; Agribusiness

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