Purpose

The creative employees with innovative ideas tend to engage with the latest technologies and the needed organizational processes for the survival of the companies. The culture of workplace innovation (WIP) causes, strengthens, sustains and incentivizes employee performance to enhance employee innovativeness. This paper explores as to what employees perceive on and how to go about WPI; the study of the perception of knowledge professionals about nature, extent, the association and the outcomes of workplace innovation, therefore, assumes importance.

Design/methodology/approach

Knowledge professionals were surveyed to collect data regarding workplace innovation. And 481 collected responses were analyzed to infer the results and employed structural equation modeling (SEM) to validate the proposed research model. The results of the reliability and validity tests show that the proposed model has satisfactory psychometric properties.

Findings

The present study looked into how culture facilitates WPI and enhances employee innovativeness and performance. The level of trust between employees and organizations has to be very high, and the organization has to have a close-knit working environment to ensure that organizations remain in the market retaining their market standing. This is so particularly in the context of today's global scenario where organizations have access to technologies, and technologies have changed the way we live, consume and meet people. The success of an organization depends on the culture of the organization.

Research limitations/implications

The study has certain constraints. Foremost, the sample collected comprises a good percentage of entry and middle managerial level employees while the proportion of senior managerial level employees is relatively less. In a way, it represents the actual population, as in general, the senior managers make a very less percentage in information technology (IT) organizations.

Practical implications

To accomplish the goal of marinating high performing and innovative organizational workforce, the policymakers and the management of organizations should adopt an employee-centric approach by employing nontechnical innovation at the workplace, namely WPI. The results of this study pronounce the same. The more favorable the culture of an organization, the more likely the employee thrives and continues in it. Hence, the major step from the employer side could be to develop and maintain a supportive and constructive organizational culture.

Originality/value

The value of this original research lies in the understanding of the literature reviewed that it is the first survey of its kind done in India, and it helps the Indian IT organizations and knowledge professionals to understand that the WPI enhances employee innovativeness and job performance.

中文翻译：

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通过工作场所创新文化提高员工的创新能力和工作绩效

目的

具有创新思想的创造性员工倾向于使用最新技术和公司生存所需的组织流程。工作场所创新 (WIP) 文化导致、加强、维持和激励员工绩效，以提高员工的创新能力。本文探讨了员工对 WPI 的看法以及如何开展工作；因此，研究知识专业人员对工作场所创新的性质、范围、关联和结果的看法具有重要意义。

设计/方法/途径

对知识专业人士进行了调查，以收集有关工作场所创新的数据。并分析了 481 份收集到的回复以推断结果，并采用结构方程模型 (SEM) 来验证所提出的研究模型。可靠性和有效性测试的结果表明，所提出的模型具有令人满意的心理测量特性。

发现

本研究调查了文化如何促进 WPI 并提高员工的创新能力和绩效。员工和组织之间的信任度必须非常高，组织必须有一个紧密结合的工作环境，以确保组织在市场中保持市场地位。在当今全球组织可以访问技术的背景下，这一点尤其如此，而技术已经改变了我们生活、消费和认识人们的方式。一个组织的成功取决于组织的文化。

研究局限性/影响

这项研究有一定的局限性。首先，所收集的样本中初级和中层管理人员的比例很高，而高级管理人员的比例相对较少。在某种程度上，它代表了实际人口，因为一般来说，高级管理人员在信息技术 (IT) 组织中所占的比例非常低。

实际影响

为了实现培养高绩效和创新组织员工队伍的目标，决策者和组织管理层应采用以员工为中心的方法，在工作场所采用非技术创新，即 WPI。本研究的结果发音相同。组织的文化越有利，员工就越有可能在其中茁壮成长并继续工作。因此，雇主方面的主要步骤可能是发展和维持支持性和建设性的组织文化。

原创性/价值

这项原创研究的价值在于对所审查的文献的理解，这是在印度进行的同类调查中的第一项，它帮助印度 IT 组织和知识专业人士了解 WPI 提高了员工的创新能力和工作绩效。