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Effects of Innovation Training on In...

Watley, Bruce E.

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Effects of Innovation Training on Innovative Work Behaviors.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Effects of Innovation Training on Innovative Work Behaviors./
Author:	Watley, Bruce E.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2016,
Description:	203 p.
Notes:	Source: Dissertation Abstracts International, Volume: 78-01(E), Section: A.
Contained By:	Dissertation Abstracts International78-01A(E).
Subject:	Organizational behavior. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10131723
ISBN:	9781339894942

Effects of Innovation Training on Innovative Work Behaviors.
Watley, Bruce E.

Effects of Innovation Training on Innovative Work Behaviors. - Ann Arbor : ProQuest Dissertations & Theses, 2016 - 203 p.

Source: Dissertation Abstracts International, Volume: 78-01(E), Section: A.

Thesis (Ph.D.)--Regent University, 2016.

This study examined the effects of innovation training on innovative work behaviors. Anderson, Potocnik, and Zhou's (2014) comprehensive state-of-the-science review identified a gap in the existing body of knowledge concerning innovation training and its use in an organizational setting to improve individual innovativeness. Argyris' (1970) intervention theory, where effective and successful interventions produce behavioral changes in people, and Kirton's (1976) adoption-innovation theory, where everyone is located on a continuum that ranges from adaptiveness (i.e., doing things better) to innovativeness (i.e., doing things differently), are the theoretical frameworks for this study. The literature review covered the theoretical framework, innovation, creative problem solving, innovation training, self-efficacy, and innovative work behaviors. The research question asked: To what extent does innovation training affect innovative work behaviors? I presented three research hypotheses to test the differences of innovative work behaviors and self-efficacy among groups who received innovation training compared to groups who did not. I used a Solomon Four-Group design where I introduced a proprietary innovation training curriculum as a treatment to individuals in a regional health care organization that employs over 6,000 people. I used a two-way analysis of variance to determine the effects of innovation training on individual innovative work behaviors using DeJong's (2006) Innovative Work Behavior Questionnaire as well as modified it to measure a participant's self-efficacy toward innovative work behaviors, which I called the Innovative Work Behavior Appraisal Inventory. The findings indicated there was no statistically significant difference among groups who received innovation training compared to groups who did not for innovative work behaviors or self-efficacy. However, the knowledge gained from this seminal research created a foundation for which to build future research studies.

ISBN: 9781339894942Subjects--Topical Terms:

516683
Organizational behavior.

Effects of Innovation Training on Innovative Work Behaviors.
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245 1 0 $a Effects of Innovation Training on Innovative Work Behaviors.
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300 $a 203 p.
500 $a Source: Dissertation Abstracts International, Volume: 78-01(E), Section: A.
500 $a Adviser: Bruce Winston.
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520 $a This study examined the effects of innovation training on innovative work behaviors. Anderson, Potocnik, and Zhou's (2014) comprehensive state-of-the-science review identified a gap in the existing body of knowledge concerning innovation training and its use in an organizational setting to improve individual innovativeness. Argyris' (1970) intervention theory, where effective and successful interventions produce behavioral changes in people, and Kirton's (1976) adoption-innovation theory, where everyone is located on a continuum that ranges from adaptiveness (i.e., doing things better) to innovativeness (i.e., doing things differently), are the theoretical frameworks for this study. The literature review covered the theoretical framework, innovation, creative problem solving, innovation training, self-efficacy, and innovative work behaviors. The research question asked: To what extent does innovation training affect innovative work behaviors? I presented three research hypotheses to test the differences of innovative work behaviors and self-efficacy among groups who received innovation training compared to groups who did not. I used a Solomon Four-Group design where I introduced a proprietary innovation training curriculum as a treatment to individuals in a regional health care organization that employs over 6,000 people. I used a two-way analysis of variance to determine the effects of innovation training on individual innovative work behaviors using DeJong's (2006) Innovative Work Behavior Questionnaire as well as modified it to measure a participant's self-efficacy toward innovative work behaviors, which I called the Innovative Work Behavior Appraisal Inventory. The findings indicated there was no statistically significant difference among groups who received innovation training compared to groups who did not for innovative work behaviors or self-efficacy. However, the knowledge gained from this seminal research created a foundation for which to build future research studies.
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