THE EFFECT OF HUMAN RESOURCE MANAGEMENT AND SUPERVISOR LEADERSHIP STYLES ON INNOVATIVE WORK BEHAVIORS OF EMPLOYEE WORKING IN MANUFACTURING SECTORS IN CHON BURI PROVINCE, THAILAND

Main Article Content

Aaung Zaw Mmyo
Jutamard Thaweepaiboonwong

Abstract

The research explores the impact of human resource management and supervisor leadership style on innovative work actions of employees who work in manufacturing sectors in Chon Buri Province, Thailand. Recruitment and selection, development and training, analysis and design of job, appraisal of performance and involvement of employee are included in human resource management. Stimulation of intellectual, charisma, inspiration and individualized consideration comprised in supervisor transformation style of leadership and management by exception and contingent reward are included in transactional style of leadership. Workers’ innovative work habits include seeking possibilities, creating proposals, championing ideas, and incorporating ideas. In this analysis, 406 workers from manufacturing sector of Thailand’s Chon Buri Province are the study’s specimens. The results show that administration of human resources has no significant effect on workers’ innovative work behaviors. Moreover, charisma, inspiration, individualized appreciation and intellectual stimulation of transformation leadership and contingent recompense and management with the exception of transactional leadership have a significant effect on individuals’ innovative work behaviors. The research would help manufacturing company executives to be attentive of workers in human resource management for testing new products and showing development procedures and leadership style in industrial industries extremely influential and culminating in employees’ innovative work behaviors.

Downloads

Download data is not yet available.

Article Details

Section
Research Articles

References

Abstein, A., & Spieth, P. (2014). Exploring HRM Meta-Features that Foster Employees’ Innovative Work Behaviour in Times of Increasing Work-Life Conflict. Creativity and Innovation Management, 23(2), 211–225.

Abstein, A., Heidenreich, S., & Spieth, P. (2014). Innovative Work Behaviour: The Impact of Comprehensive HR System Perceptions and the Role of Work–Life Conflict. Industry and Innovation, 21(2), 91–116.

Atuahene-Gima, K. (1996). Differential potency of factors affecting innovation performance in manufacturing and services firms in Australia. Journal of Product Innovation Management, 13(1), 35–52.

Avolio, B. J., Bass, B. M., & Jung, D. I. (1999). Re-examining the components of transformational and transactional leadership using the Multifactor Leadership. Journal of Occupational and Organizational Psychology, 72(4), 441–462.

Bass, B. M. (1985). Leadership and Performance beyond Expectations. New York Free Press.

Basu, R., & Green, S. G. (1997). Leader-Member Exchange and Transformational Leadership: An Empirical Examination of Innovative Behaviors in Leader-Member Dyads. Journal of Applied Social Psychology, 27(6), 477–499.

Beugelsdijk, S. (2008). Strategic Human Resource Practices and Product Innovation. Organization Studies, 29(6), 821–847.

Bos-Nehles, A. C., & Veenendaal, A. A. R. (2017). Perceptions of HR practices and innovative KOWwork behavior: the moderating effect of an innovative climate. The International Journal of Human Resource Management, 30(18), 2661–2683.

Brockbank, W. (1999). If HR were strategically proactive. Present and future directions in HR’s contribution to competitive advantage. Human Resource Management, 38(4), 337-352.

Burns, J. M. (1978). Leadership. New York Harper and Row. Scientific Research Publishing.

Bysted, R., & Jespersen, K. R. (2013). Exploring Managerial Mechanisms that Influence Innovative Work Behaviour: Comparing private and public employees. Public Management Review, 16(2), 217–241.

Chen, C. J., & Huang, J. W. (2009). Strategic human resource practices and innovation performance The mediating role of knowledge management capacity. Journal of Business Research, 62(1), 104–114.

Crocker, L., & Algina, J. (1986). Introduction to Classical and Modern Test Theory. New York: Harcourt.

Decenzo, D.A., & Robbins, S. P. (2005). Fundamental of Human Resource Management. New York: John Wiley and Sons Book of Management.

Deci, E. L., & Ryan, R. M. (1987). The support of autonomy and the control of behavior. Journal of Personality and Social Psychology, 53(6), 1024–1037.

De Jong, J. P. J., & Den Hartog, D. N. (2007). How leaders influence employees’ innovative behaviour. European Journal of Innovation Management, 10(1), 41–64.

De Jong, J., & Den Hartog, D. (2010). Measuring Innovative Work Behaviour. Creativity and Innovation Management, 19(1), 23–36.

Dancey, C., & Reidy, J. (2004). Statistics without Maths for Psychology: using SPSS for Windows. London: Prentice Hall.

Fernandez, S., & Pitts, D. W. (2011). Understanding Employee Motivation to Innovate: Evidence from Front Line Employees in United States Federal Agencies. Australian Journal of Public Administration, 70(2), 202–222.

Francoise, C., & Juan, E. (2017). “Leadership and employees’ innovative work behavior. Test of a mediation and moderation model.” Journal of Asian Social Science. 13(9), 9-25.

Gilbert, C., De Winne, S., & Sels, L. (2011). The influence of line managers and HR department on employees’ affective commitment. The International Journal of Human Resource Management, 22(8), 1618–1637.

Gonzalez-Roma, V., Schaufeli, W. B., Bakker, A. B., & Lloret, S. (2006). Burnout and work engagement: Independent factors or opposite poles? Journal of Vocational Behavior, 68(1), 165–174.

Janssen, O. (2000). Job demands, perceptions of effort-reward fairness and innovative work behaviour. Journal of Occupational and Organizational Psychology, 73(3), 287–302.

Kozlowski, S.W.J. and Klein, K.J. (2000) A Multilevel Approach to Theory and Research in Organizations Contextual, Temporal and Emergent Processes.

ONESDB. (2019). Office of the National Economic and Social Development Board. www.nso.go.th.

National statistical office of Thailand, (2017). The 2017 Business and Industrial Census Basic Information Chon Buri Provincial. www.nso.go.th.

Newstrom, J., & Davis, K. (1993). Organization Behavior. New York, McGraw-Hill.

Nunnally, J. C., & Bernstein, I. H. (1994). Psychometric Theory. New York, NY: McGraw-Hill.

Ramamoorthy, N., Flood, P. C., Slattery, T., & Sardessai, R. (2005). Determinants of Innovative Work Behaviour: Development and Test of an Integrated Model. Creativity and Innovation Management, 14(2), 142–150.

Rank, J., Nelson, N. E., Allen, T. D. & Xu, X. R. (2009). “Leadership predictors of innovation and task performance: Subordinates’ self-esteem and self-presentation as moderators.” Journal of Occupational and Organizational Psychology, 82(3), 465-489.

Scarbrough, H. (2003). Knowledge management, HRM and the innovation process. International Journal of Manpower, 24(5), 501–516.

Schuler, R. S., & Jackson, S. E. (1987). Linking Competitive Strategies with Human Resource Management Practices. Academy of Management Executive, 1(3), 207–219.

Scott, S. G., & Bruce, R. A. (1994). Determinants of innovative behavior. A path model of individual innovation in the workplace. Academy of Management Journal, 37(3), 580–607.

Seibert, S. E., Wang, G., & Courtright, S. H. (2011). Antecedents and consequences of psychological and team empowerment in organizations: A meta-analytic review. Journal of Applied Psychology, 96(5), 981–1003.

Subramaniam, M., & Youndt, M. A. (2005). The Influence of Intellectual Capital on the Types of Innovative Capabilities Academy of Management Journal, 48(3), 450–463.

Tabachnick, B. G. & Fidell, L. S. (2001) Using Multivariate Statistics. 4th ed. Boston: Allyn and Bacon.

Waldman, D. A., & Bass, B. M. (1991). Transformational leadership at different phases of the innovation process. The Journal of High Technology Management Research, 2(2), 169–180.