The Intensity of Organizational Change and the Perception of Organizational Innovativeness; with Discussion on Open Innovation
Each individual member of an organization must recognize and lead innovation, which can be affected by human resource development (HRD) investments and organizational changes. In this study, we aimed to verify how HRD investment at the individual level relates to employee perceptions of organization...
| Main Authors: | , |
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| Format: | Article |
| Language: | English |
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Elsevier
2020-08-01
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| Series: | Journal of Open Innovation: Technology, Market and Complexity |
| Subjects: | |
| Online Access: | https://www.mdpi.com/2199-8531/6/3/66 |
| _version_ | 1827776261925109760 |
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| author | Jaeseong Kim Sang Ok Choi |
| author_facet | Jaeseong Kim Sang Ok Choi |
| author_sort | Jaeseong Kim |
| collection | DOAJ |
| description | Each individual member of an organization must recognize and lead innovation, which can be affected by human resource development (HRD) investments and organizational changes. In this study, we aimed to verify how HRD investment at the individual level relates to employee perceptions of organizational innovativeness and to examine how the intensity of organizational change, a situational factor at the organizational level, affects the relationship between HRD investment and employee perceptions of organizational innovativeness through multilevel analysis using hierarchical linear models. We performed an analysis based on the responses from 5184 workers and 125 companies where corporate-level and personal-level data were matched in a Human Capital Corporate Panel (HCCP) survey. HRD investment by employees was shown to increase the perception of organizational innovativeness. The results demonstrated that the intensity of organizational change moderated the relationship between HRD investment and the perception of organizational innovativeness. However, the stronger the organizational change intensity, the weaker the positive effect of HRD investment on the perception of organizational innovativeness. Finally, we presented theoretical and practical implications and further research tasks related to the HRD of corporations and open innovation. |
| first_indexed | 2024-03-11T14:01:44Z |
| format | Article |
| id | doaj.art-e6e2992f0bf349ef8dfa2efce4a5744e |
| institution | Directory Open Access Journal |
| issn | 2199-8531 |
| language | English |
| last_indexed | 2024-03-11T14:01:44Z |
| publishDate | 2020-08-01 |
| publisher | Elsevier |
| record_format | Article |
| series | Journal of Open Innovation: Technology, Market and Complexity |
| spelling | doaj.art-e6e2992f0bf349ef8dfa2efce4a5744e2023-11-02T04:24:35ZengElsevierJournal of Open Innovation: Technology, Market and Complexity2199-85312020-08-016666610.3390/joitmc6030066The Intensity of Organizational Change and the Perception of Organizational Innovativeness; with Discussion on Open InnovationJaeseong Kim0Sang Ok Choi1Department of Science and Technology Studies, Korea University, Seoul 02841, KoreaDepartment of Public Administration, Korea University, Seoul 02841, KoreaEach individual member of an organization must recognize and lead innovation, which can be affected by human resource development (HRD) investments and organizational changes. In this study, we aimed to verify how HRD investment at the individual level relates to employee perceptions of organizational innovativeness and to examine how the intensity of organizational change, a situational factor at the organizational level, affects the relationship between HRD investment and employee perceptions of organizational innovativeness through multilevel analysis using hierarchical linear models. We performed an analysis based on the responses from 5184 workers and 125 companies where corporate-level and personal-level data were matched in a Human Capital Corporate Panel (HCCP) survey. HRD investment by employees was shown to increase the perception of organizational innovativeness. The results demonstrated that the intensity of organizational change moderated the relationship between HRD investment and the perception of organizational innovativeness. However, the stronger the organizational change intensity, the weaker the positive effect of HRD investment on the perception of organizational innovativeness. Finally, we presented theoretical and practical implications and further research tasks related to the HRD of corporations and open innovation.https://www.mdpi.com/2199-8531/6/3/66human resource development (HRD)organizational innovativenessorganizational changeopen innovationhierarchical linear modelmultilevel analysis |
| spellingShingle | Jaeseong Kim Sang Ok Choi The Intensity of Organizational Change and the Perception of Organizational Innovativeness; with Discussion on Open Innovation Journal of Open Innovation: Technology, Market and Complexity human resource development (HRD) organizational innovativeness organizational change open innovation hierarchical linear model multilevel analysis |
| title | The Intensity of Organizational Change and the Perception of Organizational Innovativeness; with Discussion on Open Innovation |
| title_full | The Intensity of Organizational Change and the Perception of Organizational Innovativeness; with Discussion on Open Innovation |
| title_fullStr | The Intensity of Organizational Change and the Perception of Organizational Innovativeness; with Discussion on Open Innovation |
| title_full_unstemmed | The Intensity of Organizational Change and the Perception of Organizational Innovativeness; with Discussion on Open Innovation |
| title_short | The Intensity of Organizational Change and the Perception of Organizational Innovativeness; with Discussion on Open Innovation |
| title_sort | intensity of organizational change and the perception of organizational innovativeness with discussion on open innovation |
| topic | human resource development (HRD) organizational innovativeness organizational change open innovation hierarchical linear model multilevel analysis |
| url | https://www.mdpi.com/2199-8531/6/3/66 |
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