Yaratıcı Öz Yeterliliğin Yenilikçi İş Davranışı Üzerindeki Etkisinde İnovasyon Kültürünün Düzenleyicilik Rolü: Bilgi Teknolojileri Sektöründe Bir Alan Araştırması

Abstract

The purpose of this study is to examine the regulatory role of innovation culture in the effect of creative self-efficacy on innovative work behavior. Within this scope, the six sub-dimensions of innovation culture, namely organizational values that support innovation, leadership behaviors towards innovation, innovative work climate, organizational resources that support innovation, internal organizational processes that support innovation, and organizational success that supports innovation, are addressed. The study model was evaluated within the framework of Social Cognitive Theory, Organizational Learning Theory, Goal-Oriented Motivation Theory, Innovative Behavior Theory, Resource-Based Approach, and Transformational Leadership Theory. The sample of the study consisted of employees working in organizations operating in the information technology sector. Data were collected from participants via an online survey and snowball sampling. In this sense, data obtained from 249 individuals were included in the analysis. To measure employees' levels of innovation culture, the Innovation Culture Questionnaire (Innovation Quotient Model) developed by Rao and Weintraub (2013) was used to measure employees' levels of innovation culture, the Creative Self-Efficacy Scale developed by Tierney and Farmer (2002) was used to measure their creative self-efficacy, and the Innovative Behavior Scale developed by De Jong and Den Hartog (2010) was used to measure their innovative work behaviors. The data set was examined using IBM SPSS 25 and prepared for analysis. Confirmatory factor analysis was performed using AMOS 24. The moderating relationship was analyzed using Process Macro (Model 1) and AMOS. According to the study findings, creative self-efficacy was found to be a significant and meaningful predictor of innovative work behavior. However, while it was determined in Process Macro that the sub-dimensions of innovation culture did not play a moderating role in this relationship, the moderation analysis performed with AMOS revealed that the variables of innovative work climate and innovation-supporting internal organizational processes had meaningful and positive effects on innovative work behavior. These differences and analysis results were detailed and interpreted in the discussion and conclusion sections.