Can Work Engagement and Job Satisfaction Predict Employee Innovation? Case of Indian Telecom Employees
DOI:
https://doi.org/10.17010/pijom/2019/v12i10/147813Keywords:
Employee Innovation
, Work Engagement, Job Satisfaction, Organizational Excellence.JEL Classification
, J24, J28, M12, M50, M54.Paper Submission Date
, September 5, 2019, Paper sent back for Revision, September 24, Paper Acceptance Date, September 27, 2019.Abstract
Work engagement is a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication, and absorption. This concept is gaining popularity because of the desirable outcomes it offers to both employers and employees. Job satisfaction describes the extent to which a person is satisfied in his/her present job. Its impact on organizational performance is well known. Employee innovation occurs when creative ideas are originated and implemented in the organization. Innovation is the need of the hour, and despite this, studies about innovation and its antecedents are sparse in the Indian context. The present study attempted to find out the impact of work engagement and job satisfaction on employee innovation. Data were collected from 165 employees working in various telecom organizations in Kerala by using convenient sampling technique. Job satisfaction was assessed using the Minnesota Satisfaction Questionnaire, Utrecht Work Engagement Scale (UWES) was used to measure work engagement, and employee innovation was measured by using the validated Corporate Innovation Survey questionnaire. The results revealed a significant positive relationship between work engagement, job satisfaction, and employee performance. It was also found that work engagement and job satisfaction individually as well as collectively impacted employee innovation. The study established that significant influence on employee innovation was more when work engagement and job satisfaction were combined. The study offered valuable insights to both practitioners and academicians by significantly contributing to the existing body of knowledge.Downloads
Downloads
Published
How to Cite
Issue
Section
References
Agarwal, U. A., Datta, S., Blake-Beard, S., & Bhargava, S. (2012). Linking LMX, innovative work behaviour and turnover intentions. Career Development International, 17(3), 208-230. https://www.dx.doi.org/10.1108/13620431211241063
Agarwal, U. A. (2014). Linking justice, trust and innovative work behaviour to work engagement. Personnel Review, 43(1), 41-73. https://www.dx.doi.org/10.1108/pr-02-2012-0019
Allouzi, R. A. R. (2018). Learning organizations and innovation mediated by job satisfaction. International Journal of Business and Economics Research, 7(1), 7-19. https://www.dx.doi.org/10.11648/j.ijber.20180701.12
Aninkan, D. O., & Oyewole, A. A. (2014). The influence of individual and organizational factors on employee engagement. International Journal of Development and Sustainability, 3(6), 1381-1392.
Bakker, A. B., Hakanen, J. J., Demerouti, E., & Xanthopoulou, D. (2007). Job resources boost work engagement, particularly when job demands are high. Journal of Educational Psychology, 99 (2), 274-284.
Bakker, A. B., & Bal, M. P. (2010). Weekly work engagement and performance: A study among starting teachers. Journal of Occupational and Organizational Psychology, 83(1), 189-206. https://www.dx.doi.org/10.1348/096317909x402596
Boyd, C. M., Bakker, A. B., Pignata, S., Winefield, A. H., Gillespie, N., & Stough, C. (2010). A longitudinal test of the job demands-resources model among Australian university academics. Applied Psychology, 60(1), 112-140. https://www.dx.doi.org/10.1111/j.1464-0597.2010.00429.x
Brief, A. P., & Weiss, H. M. (2002). Organizational behavior: Affect in the workplace. Annual Review of Psychology, 53(1), 279-307.
Buitendach, J. H., & De Witte, H. (2005). Job insecurity, extrinsic and intrinsic job satisfaction and affective organizational commitment of maintenance workers in a parastatal. South African Journal of Business Management, 36, 27-38.
Bushra, F., Usman, A., & Naveed, A. (2011). Effect of transformational leadership on employees’ job satisfaction and organizational commitment in banking sector of Lahore (Pakistan). Journal of Business & Social Science, 2(18), 261-268.
Bysted, R. (2013). Innovative employee behaviour. European Journal of Innovation Management, 16 (3), 268-284.
Chakraborty, D., Santra, A., & Dhara, S. (2019). Factors affecting the liquid workforce in different organizations and its effectiveness. Prabandhan: Indian Journal of Management, 12(4), 44-60. https://www.dx.doi.org/10.17010/pijom/2019/v12i4/143348
Chen, X.-H., Zhao, K., Liu, X., & Wu, D. D. (2012). Improving employees’ job satisfaction and innovation performance using conflict management. International Journal of Conflict Management, 23(2), 151-172. https://www.dx.doi.org/10.1108/10444061211218276
Chug, P. K., & Vibhuti. (2017). Enhancing employee engagement through a novel mathematical model in the hospitality sector of India. Prabandhan: Indian Journal of Management, 10(8), 7-24. https://www.dx.doi.org/10.17010/pijom/2017/v10i8/117425
Davis, M. A. (2009). Understanding the relationship between mood and creativity : A metaanalysis. Organizational Behavior and Human Decision Processes, 108 (1), 25-38.
De Jong, J. P., & Hartog, D. N. (2007). How leaders influence employees’ innovative behaviour. European Journal of Innovation Management, 10(1), 41-64. https://www.dx.doi.org/10.1108/14601060710720546
Dobni, C. B. (2010). The relationship between an innovation orientation and competitive strategy. International Journal of Innovation Management, 14(2), 331-357. https://www.dx.doi.org/10.1142/S1363919610002660
Giri, V. N., Pavan Kumar, S., & Rajesh, V. (2017). Does job satisfaction help in understanding automotive employees' turnover intention ? Prabandhan: Indian Journal of Management, 10(5), 7-23. https://www.dx.doi.org/10.17010/pijom/2017/v10i5/114252
Güngör, D. O., & Gözlü, S. (2012). Influencing factors of innovation for Turkish companies. International Journal of Quality and Service Sciences, 4(4), 374-386. https://www.dx.doi.org/10.1108/17566691211288359
Gupta, M., Shaheen, M., & Reddy, P. K. (2017). Impact of psychological capital on organizational citizenship behavior : Mediation by work engagement. Journal of Management Development, 36(7), 1-25.
Hackman, J. R., & Lawler, E. E. (1971). Employee reactions to job characteristics. Journal of Applied Psychology, 55(3), 259-286. https://www.dx.doi.org/10.1037/h0031152
Hakanen, J. J., Perhoniemi, R., & Toppinen-Tanner, S. (2008). Positive gain spirals at work : From job resources to work engagement, personal initiative and work-unit innovativeness. Journal of Vocational Behavior, 73(1), 78-91. https://www.dx.doi.org/10.1016/j.jvb.2008.01.003
Halbesleben, J. R. B., & Wheeler, A. R. (2008). The relative roles of engagement and embeddedness in predicting job performance and intention to leave. Work & Stress, 22 (3), 242-256. https://www.dx.doi.org/10.1080/02678370802383962
Hosseini, M. R., Chileshe, N., & Zillante, G. (2014). Investigating the factors associated with job satisfaction of construction workers in South Australia. Australasian Journal of Construction Economics and Building, 14(3), 1-17. https://www.dx.doi.org/10.5130/ajceb.v14i3.4154
Janssen, O. (2000). Job demands, perceptions of effort-reward fairness and innovative work behaviour. Journal of Occupational and Organizational Psychology, 73(3), 287-302.
Janssen, O. (2003). Innovative behaviour and job involvement at the price of conflict and less satisfactory relations with co-workers. Journal of Occupational and Organizational Psychology, 76(3), 347-364. https://www.dx.doi.org/10.1348/096317903769647210
Jnaneswar, K. (2016). Relationship between work-life balance, turnover intention and organizational support for work life balance : A study in the IT Industry in Kerala. Prabandhan : Indian Journal of Management, 9(5), 33-44. https://www.dx.doi.org/10.17010/pijom/2016/v9i5/92569
Jnaneswar, K. (2019). Is quality of work life a predictor of organizational commitment ? Empirical evidence from healthcare industry. Asian Journal of Management, 10(3), 255-262.
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724. https://www.dx.doi.org/10.5465/256287
Kim, W., & Park, J. (2017). Examining structural relationships between work engagement, organizational procedural justice, knowledge sharing, and innovative work behavior for sustainable organizations. Sustainability, 9(2), 205. https://www.dx.doi.org/10.3390/su9020205
Langelaan, S., Bakker, A. B., Van Doornen, L. J. P., & Schaufeli, W. B. (2006). Burnout and work engagement: Do individual differences make a difference? Personality and Individual Differences, 40(3), 521-532. https://www.dx.doi.org/10.1016/j.paid.2005.07.009
Lööf, H., & Heshmati, A. (2006) . On the relationship between innovation and performance: A sensitivity analysis. Economics of Innovation and New Technology, 15(4-5), 317-344. https://www.dx.doi.org/10.1080/10438590500512810
Lu, L., Lu, A. C. C., Gursoy, D., & Neale, N. R. (2016). Work engagement, job satisfaction, and turnover intentions. International Journal of Contemporary Hospitality Management, 28(4), 737-761. https://www.dx.doi.org/10.1108/ijchm-07-2014-0360
Magadley, W., & Birdi, K. (2012). Two sides of the innovation coin ? An empirical investigation of the relative correlates of idea generation and idea implementation. International Journal of Innovation Management, 16(1), 1-28. https://www.dx.doi.org/10.1142/S1363919611003386
Morgan, J. (2017, March 10). Why the millions we spend on employee engagement buy us so little. Harvard Business Review. Retrieved from https://hbr.org/2017/03/why-the-millions-wespend-on-employeeengagementbuy-us-so-little
Nikpour, A. (2018). Psychological empowerment and organizational innovation: Mediating role of job satisfaction and organizational commitment. International Journal of Organizational Leadership, 7(2), 106-119. https://www.dx.doi.org/10.33844/ijol.2018.60421
Regy, J., & Malini, D. H. (2019). Impact of high performance work practices on employee engagement in apparel manufacturing and retail firms. Prabandhan: Indian Journal of Management, 12(2), 7-22. https://www.dx.doi.org/10.17010/pijom/2019/v12i2/141753
Rich, B. L., Lepine, J. A., & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53(3), 617-635. https://www.dx.doi.org/10.5465/amj.2010.51468988
Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600-619. https://www.dx.doi.org/10.1108/02683940610690169
Salanova, M., Agut, S., & Peiro, J. M. (2005). Linking organizational resources and work engagement to employee performance and customer loyalty: The mediation of service climate. Journal of Applied Psychology, 90(6), 1217-1227.
Sardžoska, E. G., & Tang, T. L. P. (2015). Monetary intelligence: Money attitudes-unethical intentions, intrinsic and extrinsic job satisfaction, and coping strategies across public and private sectors in Macedonia. Journal of Business Ethics, 130(1), 93-115. https://www.dx.doi.org/10.1007/s10551-014-2197-5
Schaufeli, W.B. (2013). What is engagement? In C. Truss, K. Alfes, R. Delbridge, A. Shantz, & E. Soane (eds.), Employee engagement in theory and practice. London: Routledge.
Schaufeli, W.B., & Bakker, A. B. (2003). The Utrecht work engagement scale (UWES) test manual. Netherlands : Department of Social & Organizational Psychology, Utrecht University.
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement : A multi-sample study. Journal of Organizational Behavior, 25(3), 293-315. https://www.dx.doi.org/10.1002/job.248
Schaufeli, W. B., Bakker, A. B., & Van Rhenen, W. (2009). How changes in job demands and resources predict burnout, work engagement, and sickness absenteeism. Journal of Organizational Behavior, 30(7), 893-917. https://www.dx.doi.org/10.1002/job.595
Schohat, L. M., & Vigoda-Gadot, E. (2010). Employee engagement : Theoretical framework and suggestions for empirical exploration. In S. Albrecht (ed.), Handbook of employee engagement (pp. 98-107). Cheltenham: Edward Elgar.
Shipton, H., West, M. A., Parkes, C. L., Dawson, J. F., & Patterson, M. (2006). When promoting positive feelings pays : Aggregate job satisfaction, work design features, and innovation in manufacturing organizations. European Journal of Work and Organizational Psychology, 15(4), 404-430.
Shuck, B. (2011). Integrative literature review: Four emerging perspectives of employee engagement : An integrative literature review. Human Resource Development Review, 10(3), 304-328. https://www.dx.doi.org/10.1177/1534484311410840
Singh, H., Saufi, R., Tasnim, R., & Hussin, M. (2017). The relationship between employee job satisfaction, perceived customer satisfaction, service quality, and profitability in luxury hotels in Kuala Lumpur. Prabandhan: Indian Journal of Management, 10(1), 26-39. https://www.dx.doi.org/10.17010/pijom/2017/v10i1/109101
Slåtten, T., & Mehmetoglu, M. (2011). Antecedents and effects of engaged frontline employees. Managing Service Quality : An International Journal, 21(1), 88-107. https://www.dx.doi.org/10.1108/09604521111100261
Sonnentag, S. (2003). Recovery, work engagement, and proactive behavior: A new look at the interface between nonwork and work. Journal of Applied Psychology, 88(3), 518-528.
Spector, P. E. (1997). Job satisfaction: Application, assessment, causes and consequences. Thousand Oaks, CA: SAGE.
Theorell, T., Karasek, R. A., & Eneroth, P. (1990). Job strain variations in relation to plasma testosterone fluctuations in working men: A longitudinal study. Journal of Internal Medicine, 227 (1), 31-36.
Tien, L.-C., & Chao, H. S. (2012). Effects of information culture and job satisfaction on the organizational innovation-A study of different leadership styles as a moderatoritle. Advances in Management and Applied Economics, 2(3), 83-110.
Wefald, A. J., & Downey, R. G. (2009). Job engagement in organizations: Fad, fashion, or folderol ? Journal of Organizational Behavior, 30(1), 141-145. https://www.dx.doi.org/10.1002/job.560
Weiss, D. J., Dawis, R. V., England, G. W., & Lofquist, L. H. (1967). Manual for the Minnesota satisfaction questionnaire. Minneapolis, MN : University of Minnesota Press.
West, M. A., & Farr, J. K. (1990). Innovation at work. In M. A. West & J. L. Farr (eds.), Innovation and creativity at work: Psychological and organizational strategies. Chichester: John Wiley Sons Ltd.
Whittington, J. L., & Galpin, T. J. (2010). The engagement factor : Building a high-commitment organization in a low-commitment world. Journal of Business Strategy, 31(5), 14C24. https://www.dx.doi.org/10.1108/02756661011076282
Yaghoubipoor, A., Tee, O. P., & Ahmed, E. M. (2013). Impact of the relationship between transformational and traditional leadership styles on Iran’s automobile industry job satisfaction. World Journal of Entrepreneurship, Management and Sustainable Development, 9(1), 14-27. https://www.dx.doi.org/10.1108/20425961311315692
