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Innovative Behavior and the Reciprocal Exchange between Employees and Organizations

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Listed:
  • Alexander Pundt
  • Erko Martins
  • Friedemann W. Nerdinger

Abstract

In this study, we investigated if employees’ innovative behavior can be explained in terms of social exchange between employees and organizations. We developed a research model based on the Organizational Support Theory (Eisenberger et al. 1986). The model explains how innovative behavior among employees arises out of a feeling of being obligated, vis-á-vis the organization, to provide innovation-relevant contributions. It is presumed that this feeling of obligation is the result of perceived organizational support (POS), in so far as the organization provides resources relevant to innovation. Furthermore, we presume that the effect which these provided resources have on POS is moderated by the organization’s obligation to provide them. The model was examined with the help of Structural Equation Models, by way of data from a questionnaire study (N = 461). The results confirm the proposed hypotheses to a large extent. Only the moderator effect remained unsubstantiated.

Suggested Citation

  • Alexander Pundt & Erko Martins & Friedemann W. Nerdinger, 2010. "Innovative Behavior and the Reciprocal Exchange between Employees and Organizations," Zeitschrift fuer Personalforschung. German Journal of Research in Human Resource Management, Rainer Hampp Verlag, vol. 24(2), pages 173-193.
    • Handle: RePEc:rai:zfpers:doi_10.1688/1862-0000_zfp_2010_02_pundt
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    Cited by:

    1. Breyer, Tina & Curth, Susanne & Martins, Erko & Pundt, Alexander & Nerdinger, Friedemann W., 2009. "Innovatives Verhalten: Ein Geben und Nehmen? Innovation als Austauschprozess zwischen Mitarbeitern und Unternehmen," Rostocker Beiträge zur Wirtschafts- und Organisationspsychologie 5, Universität Rostock, Seniorprofessur für Wirtschafts- und Organisationspsychologie.

    More about this item

    Keywords

    social exchange; employee-organization relations; innovative behavior; voice behavior; perceived organizational support;
    All these keywords.

    JEL classification:

    • J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
    • J53 - Labor and Demographic Economics - - Labor-Management Relations, Trade Unions, and Collective Bargaining - - - Labor-Management Relations; Industrial Jurisprudence
    • M10 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - General
    • M12 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Personnel Management; Executives; Executive Compensation
    • M53 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Training

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