Company innovative values differentiation in the context of personal mechanisms of employee proactivity and work types

A culture that supports personnel initiatives is of critical importance when building a holistic mechanism for the innovative development of an organization. At the same time, in both theory and practice, there is a lack of understanding of the reasons behind the insufficient effectiveness of such c...

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Autor principal:	Irena A. Esaulova
Formato:	article
Lenguaje:	RU
Publicado:	Ural State University of Economics 2020
Materias:	culture of innovation personal values innovative values employee initiative behavior personal mechanisms of proactivity self-leadership self-directed learning engagement Business HF5001-6182 Finance HG1-9999
Acceso en línea:	https://doaj.org/article/fb85a2ff66cd4345945629fa5f526ae6
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spelling	oai:doaj.org-article:fb85a2ff66cd4345945629fa5f526ae62021-12-02T09:19:23ZCompany innovative values differentiation in the context of personal mechanisms of employee proactivity and work types10.29141/2218-5003-2020-11-2-42218-50032218-5003https://doaj.org/article/fb85a2ff66cd4345945629fa5f526ae62020-04-01T00:00:00Zhttp://upravlenets.usue.ru/ru/-2020/626https://doaj.org/toc/2218-5003https://doaj.org/toc/2218-5003A culture that supports personnel initiatives is of critical importance when building a holistic mechanism for the innovative development of an organization. At the same time, in both theory and practice, there is a lack of understanding of the reasons behind the insufficient effectiveness of such cultures. We assume that this is a consequence of employees’ selective perception of company innovative values, which is due to differences in the personal mechanisms of proactivity (PMP) of employees performing different types of work. The study aims to identify the innovative values corresponding to the PMP and the nature of employees’ work. The methodological framework of the research is the concepts of personal initiative and proactive behavior of employees. The data are obtained from six companiesin the city of Perm (Russia) during a survey of 265 employees, whose work implies taking the initiative (creating new intelligent products and services, promoting and selling products). The research method is a questionnaire based on the model of company values that are focused on workers initiatives, and three types of PMP – self-leadership, self-development and engagement. To process the data, the author uses PLS analysis and SPSS software platform. As a result, we identify three groups of corporate values that support employees’ proactive behavior: (a) in the field of sales and promotion of products and services – values of leadership and personal success; (b) in the creation and development of intelligent products and solutions – self-directed learning, creative search and innovation; (c) regardless of the type of professional activity – engagement in improving the organization’s activity. The obtained results make an additional contribution to understanding the mechanisms of the influence of innovative culture on the initiative behavior of personnel.Irena A. EsaulovaUral State University of Economicsarticleculture of innovationpersonal valuesinnovative valuesemployee initiative behaviorpersonal mechanisms of proactivityself-leadershipself-directed learningengagementBusinessHF5001-6182FinanceHG1-9999RUУправленец, Vol 11, Iss 2, Pp 41-52 (2020)
institution	DOAJ
collection	DOAJ
language	RU
topic	culture of innovation personal values innovative values employee initiative behavior personal mechanisms of proactivity self-leadership self-directed learning engagement Business HF5001-6182 Finance HG1-9999
spellingShingle	culture of innovation personal values innovative values employee initiative behavior personal mechanisms of proactivity self-leadership self-directed learning engagement Business HF5001-6182 Finance HG1-9999 Irena A. Esaulova Company innovative values differentiation in the context of personal mechanisms of employee proactivity and work types
description	A culture that supports personnel initiatives is of critical importance when building a holistic mechanism for the innovative development of an organization. At the same time, in both theory and practice, there is a lack of understanding of the reasons behind the insufficient effectiveness of such cultures. We assume that this is a consequence of employees’ selective perception of company innovative values, which is due to differences in the personal mechanisms of proactivity (PMP) of employees performing different types of work. The study aims to identify the innovative values corresponding to the PMP and the nature of employees’ work. The methodological framework of the research is the concepts of personal initiative and proactive behavior of employees. The data are obtained from six companiesin the city of Perm (Russia) during a survey of 265 employees, whose work implies taking the initiative (creating new intelligent products and services, promoting and selling products). The research method is a questionnaire based on the model of company values that are focused on workers initiatives, and three types of PMP – self-leadership, self-development and engagement. To process the data, the author uses PLS analysis and SPSS software platform. As a result, we identify three groups of corporate values that support employees’ proactive behavior: (a) in the field of sales and promotion of products and services – values of leadership and personal success; (b) in the creation and development of intelligent products and solutions – self-directed learning, creative search and innovation; (c) regardless of the type of professional activity – engagement in improving the organization’s activity. The obtained results make an additional contribution to understanding the mechanisms of the influence of innovative culture on the initiative behavior of personnel.
format	article
author	Irena A. Esaulova
author_facet	Irena A. Esaulova
author_sort	Irena A. Esaulova
title	Company innovative values differentiation in the context of personal mechanisms of employee proactivity and work types
title_short	Company innovative values differentiation in the context of personal mechanisms of employee proactivity and work types
title_full	Company innovative values differentiation in the context of personal mechanisms of employee proactivity and work types
title_fullStr	Company innovative values differentiation in the context of personal mechanisms of employee proactivity and work types
title_full_unstemmed	Company innovative values differentiation in the context of personal mechanisms of employee proactivity and work types
title_sort	company innovative values differentiation in the context of personal mechanisms of employee proactivity and work types
publisher	Ural State University of Economics
publishDate	2020
url	https://doaj.org/article/fb85a2ff66cd4345945629fa5f526ae6
work_keys_str_mv	AT irenaaesaulova companyinnovativevaluesdifferentiationinthecontextofpersonalmechanismsofemployeeproactivityandworktypes
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Company innovative values differentiation in the context of personal mechanisms of employee proactivity and work types

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