Assessing Employee Creativity and Innovation in Organization: Development of Measuring Item
DOI:
https://doi.org/10.24191/jas.v15i1.2772Keywords:
Creativity and innovation, Personal assesment, Top Management, Organizational environment, Item DevelopmentAbstract
Producing novel and useful ideas are demands for every organization to achieve competitive advantages that could guarantee the organizational survival. Creativity and innovation indicates the ability of employees to produce and implement novel ideas in the organization. Creativity and innovation may be nurtured in the organization through engagement, leadership and environment in organization. Creativity and innovation is an intangible skills and irreplaceable talents that needs to be secured in every organization. In order to gain employee creativity and innovation, employee needs to be engaged towards creativity and innovation activities. Assesement towards creativity and innovation is necessary to identity the level of employee creativity and innovation as well as for improving the level. In assessing the employee creativity and innovation in organization, and appropriate measurement is necessary. This paper is intended to build the measuring items for employee to assess their own creativity and innovation. The main focus of this paper is to discuss the development items in measuring employee creativity and innovation. Three factors of personal assessment, role of top management and organization environment are the dimension for assessing employee creativity and innovation. These three factors are significant for engaging employees towards creativity and innovation. This measurement should be employed in every organization as a form to assess employee creativity and innovation.
References
Amabile, T. M. (1988). A model of creativity and innovation in organizations. Research in organizational behavior, 10(1), 123-167.
Anjum, A., Sabir, H. M., Makhdoom, H.R., & Hussain, M. S. (2016). Effort-Enhancing HR Practices and Innovative Work Behavior: Role of Employee Empowerment. International Journal of Academic Research in Business and Social Sciences, 6(10), 356-368.
Beheshtifar, M., & Zare, E. (2013). Employee Creativity: A compulsory Factor in Organizations. Interdisciplinary journal of contemporary research in business, 5(2), 242-247.
Bass, B. M., & Avolio, B. J. (1990). Developing transformational leadership: 1992 and beyond. Journal of European industrial training, 14(5).
Glasberg, R., & Ouerghemi, K. (2011). Innovation in Human Resources. A Theoretical Advancement on Employee Motivation and Organizational Innovation. 2nd International Conference on Economics, Business and Management. Singapore: Ipedr Iacsit Press.
Lee, L. Y., & Tan, E. (2012). The influence of antecedents on employee creativity and employee performance: a meta-analytic review. Interdisciplinary Journal of Contemporary Research in Business, 4(2), 984-996.
Mwesigwa, R., & Namiyingo, S. (2014) Job resources, employees’ creativity and firm performance of commercial banks in Uganda. International Journal of Economics, Commerce and Management, 2 (9), 1-14.
Urbancova, H. (2013). Competitive advantage achievement through innovation and knowledge. Journal of Competitiveness, 5(1).
Wellins, R. S., Bernthal, P., & Phelps, M. (2005). Employee engagement: The key to realizing competitive advantage. Development Dimensions International, 1-30.
Wallace, J. C., Butts, M. M., Johnson, P. D., Stevens, F. G., & Smith, M. B. (2013) A multilevel model of employee innovation: understanding the effects of regulatory focus, thriving, and employee involvement climate. Journal of Management published online 10 October 2013 pp 1-24.
Downloads
Published
Issue
Section
License
Copyright (c) 2018 Nabila Huda Ibrahim, Tuan Nooriani Tuan Ismail, Mahadir Ladisma @ Awis
This work is licensed under a Creative Commons Attribution 4.0 International License.
