Exploring the Relationship Among Self Efficacy Intrinsic Interest and Employee Innovative Behavior

Abstract

This doctoral thesis explores the relationship between self-efficacy, intrinsic interest, and innovative behavior from a socio-political perspective. Employee innovation is regarded as a vital component of organizational creativity and is directly associated with developing an innovative work environment. The employees are responsible for using creative ideas to execute work responsibilities and provide quality work to the clients and organization. However, the employees' innovative behavior is impacted by several factors such as intrinsic interest, self efficacy, expected image gains, expected image risk, and related aspects that either increase or decrease the adoption of innovative practices within the organization. The present research adopts a normative approach and quantitative procedure to analyze different aspects of innovation and investigate the influences of self-efficacy and intrinsic interests on employees' innovative behavior. It explores the mediating effect of the socio-political image of an employee as a factor of innovative behavior. This study brings empirical evidence that self efficacy and intrinsic interest positively influence individuals' innovative behavior. Drawing from socio-political perspectives on innovation, the model tested here provides a theoretical framework for understanding why employees engage in innovative behavior in the workplace and how self-efficacy, intrinsic interest affect employee innovation directly by shaping these intermediate psychological considerations. These findings considerably impact the importance of building a culture supportive of innovation in organizations.