Research on employee innovation behavior in covid-19 eraDear Madam/Sir:Hello! Thank you for your participation in filling out the questionnaire. This survey will remain anonymous. This survey...

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Research on employee innovation behavior in covid-19 era Dear Madam/Sir: Hello! Thank you for your participation in filling out the questionnaire. This survey will remain anonymous. This survey should take approximately 5 minutes to complete. Your participation in this survey will provide valuable and necessary information for my research on employee innovation behavior. Thank you in advance as your participation is deeply appreciated. If you have any questions during the filling process, please contact me or send an email to [email protected]. Thank you for your participation! The first part: basic situation investigation. Please select the appropriate option according to your actual situation. 1. Your gender A. Male B. Female 2. Your age A. 18-25 years old B. 26-30 years old C. 31-45 years old D. 46 years old and above 3. Your highest education A. High school/secondary school and below B. College C. Undergraduate D. Graduate and above 4. Your marital status A. Single B. Married C. Divorced D. Widowed 5. Your working years in the company A. Less than 1 year B. 1-3 years C. 3-5 years D. More than 5 years Your income in this company is A. Below 500 B. 501-1000 C. 1001-2000 D. Above 2000 6. Job Position A. General Worker B. Administration C. Middle Management D. Senior Management 7. Have you experience work from home? A. Yes B. No Please respond to each of the items below by circling the one number that most closely describes the extent to which you agree or disagree with the statement Very Disagree Disagree General Agree Very Agree 1 I learn new skills 1 2 3 4 5 2 I can tackle undefined or ambiguous problems 1 2 3 4 5 3 I know how to advance my career by mastering new skills 1 2 3 4 5 4 I invents novel ways to do job chores on a regular basis. 1 2 3 4 5 5 At work, I frequently strive to come up with fresh ideas. 1 2 3 4 5 6 I had idea about how things might get improved 1 2 3 4 5 7 I attempt to get support from others for my idea 1 2 3 4 5 8 Tried to get approval for improvements I suggested 1 2 3 4 5 9 Getting my ideas implemented 1 2 3 4 5 10 Getting my suggestions for improvements implemented 1 2 3 4 5 11 Getting my proposal for the new improvement and ideas carried out 1 2 3 4 5 12 I find new ways to perform one’s job with limited resource 1 2 3 4 5 13 I’m able to achieve goals with limited resource 1 2 3 4 5 14 I found solution to complicated problems 1 2 3 4 5 15 I take an interest in the issues of others, particularly my coworkers. 1 2 3 4 5 16 I always encourage my coworkers to be passionate about new ideas. 1 2 3 4 5 17 I encourage my coworkers to be persistent in bringing their unique ideas to life. 1 2 3 4 5 18 My salary is affected due to work from home 1 2 3 4 5 19 My salary affect my job performance 1 2 3 4 5 The second part: Employee Innovation Behavior scale Note: This question will be based on COVID-19 pandemic situation. Page 2 of 27 RESEARCH ON EMPLOYEE INNOVATION BEHAVIOR IN COVID-19 ERA Abstract Pandemic create a halt in everyone’s busy live and so it created challenges for the organizations and employees. It was extremely critical to find new ways to run business, contribute in society and make sure that sustainability is not compromised. China being the first country to get affected by COVID and recover out of it. Employee’s innovative ideas and behavior towards fighting the pandemic was helpful in facing the crisis and creating an example for the world that the human resources are the ultimate minds which can push off any crisis and fight back to be in mainstream. The research helps to understand how various companies with the help of innovative ideas form their employees was able to stand the crisis and generate business even in hardest of times. Table of Contents Chapter 1: Introduction3 Research Background3 Research Significance3 Research Statutes at home and abroad4 Problem Statement4 Research Aim5 Research Objective5 Research question5 Chapter 2: Literature Review5 Impact of Pandemic on corporate culture5 Problems faced by employees7 What is Employee Innovation8 What is Employee behavior10 Need of employee innovation and behavior11 Management of employee innovation12 Challenge for future13 Research Methodology13 Research Outline14 Justification for deductive approach14 Accessibility issues14 Ethical considerations15 Summary15 Findings and Analysis15 Conclusions and Recommendations19 Recommendation20 References22 Chapter 1: Introduction  Research Background  The outbreak of Covid-19 is the major aspect in the present context that enhances several changes in the global platform. Due to pandemics, social isolation has become mandatory to prevent the safety of human beings. The global lockdown and restriction in travel become the core factors that affect the corporate culture and enhance several changes in the operational management of the organization. Employee innovation and behavioral approach employees have also been found to be changed according to the demand of pandemics (Shin & Kang,2020). In many organizations employees are allowed to work from their homes so that they can be safe and can maintain social distance. In this context, innovative work tendency and innovation tendency can be observed among employees in the era of covid that help many organizations to sustain their business.       Research Significance   In the present context, the research is significant as it explores the positive attitude and innovative ideas of employees that they have shown during the era of pandemics and still maintain to accommodate the organizational goal. At the same time, the research has focused on the challenges and resolutions that have been approached by employees and management during the pandemic (Rahman, Kistyanto & Surjanti, 2020). However, the significance of the research is explored through the discussion of a strong relationship between management and employees during a pandemic that inspires employees to enhance innovative work behavior to resist the obstacles in corporate culture due to pandemics. The research focused on the flow of work for employees who are working remotely. Apart from this, the relevant challenge and solution due to remote working is also included in the research work that increases the significance of the research.  Research Statutes at home and abroad  The research on employee innovation and behavior during pandemics has been approached in both international and domestic platforms. In the global platform the international organization WHO has proceeded the research and established new standards and norms to assess the impact of covid (Mróz, Krogmann, Nemčíková & Oremusová,2021). Through survey reports from different countries have accounted for the international research status. On the other hand, domestic research in China has approached. As per the government report of China it has found that the government has approached strict policy to prevent covid and the report also asserts that the corporate sector of China focus on employee innovation and behavior to resist the ill effect of covid.      Problem Statement  The research study sheds light on the problem of employee innovation and employee behavior that has arisen during a pandemic. As pandemic generates global lockdown, it creates a new tendency of work attitude and several employees have approached to accomplish their work from their home (Sheng, Amankwah‐Amoah, Khan & Wang, 2021). In this context, the work attitude and employee behavior towards the work have become challenging issues for the management of the organization. However, the current research focuses on the issues and explores the employee innovation and behavior through which the organization has succeeded to sustain its business in the covid-19 era. Research Aim  The research aims to identify the employee innovation and employee behavior during the era of the pandemic in the organization that plays a major role in sustaining the overall performance success of the business Research Objective · To identify the employee innovation during the era of covid-19 in the organization · To analyze the employee work behavior while working remotely due to pandemic  · To evaluate employee innovation and working behavior during the pandemic that affects the working flow of the organization · To recommend some strategy that could be applied to reduce the challenge of the pandemic in corporate culture Research question  · What employee innovation and employee behavior in the era of a pandemic can be seen in the organization to sustain the business?  Chapter 2: Literature Review  Impact of Pandemic on corporate culture  The impact of the pandemic is significant in aspects of corporate culture as it affects majorly the working culture of the corporate area. The data reveals that several workers lost their current jobs and that burnout is the lack of opportunities for growth for employees associated with the corporate sector. However, the global lockdown and bans on travel significantly affected the nature of the work in the corporate sector and enhanced a greater change like the interaction process within the corporate culture. Employees get to know that they do not need to be present in the office and can lead their work remotely (Wediawati, Althalets & Aransyah,2020). They often realize they do not require commuting to work. On the other hand, many businesses go home-bound from jet sets with little effect on the business. In this context of changes, the leaders have found that the organizational culture should be changed according to the present criteria so that sustainability can be assured. In the context of the major changes due to a pandemic, leaders need to place some strong organizational culture so that it could be aligned with the changes otherwise it causes problems to sustain the business (Li, Liu, Mai & Zhang, 2021). However, organizational culture is the collection of individual behavior that is conducted in the organizational premises.  Due to the pandemic, each employee needs to stay at their home and lead their work remotely and explore the necessity of strong interaction and online accessories for the sustainability of organizational culture and the overall business procedure. In general, corporate culture does not change rapidly or very slowly but it adjusts slowly and takes time to enhance rapid changes in the organization. Due to the pandemic, several changes have occurred in the organizational culture and it affects the process of productivity and the management style. The use of digital has increased rapidly. At present the availability of video conferences, digital shared storage of files, screen sharing, digital whiteboards, multi-authoring documents, smartphone cat groups are easy and that ignores the essentiality of face-to-face dogma (Di Lorenzo & Sibillo, 2020). However, the interaction process of corporate culture is greatly affected by covid as most important professional jobs are done remotely and that encourages implementation of strong online accessories and appropriate interaction in corporate culture that could be aligned with the necessity of the organization in a pandemic. Some innovative ideas and methods and collaborative technologies have been adopted by ladders in the corporate sector so that they can build up a good relationship with their employees while they work from their homes. The impact of the pandemic has also affected the productivity of the corporate sector as it has experienced less productivity as per the time limitation and that often creates challenges for the sustainability of corporate culture.                  Problems faced by employees  Due to the outbreak of covid 19, employees in many companies faced several challenges while performing their job roles. The first and prior challenge that has been faced by employees is associated with health security. However, uncertainty, disconnection have become the major challenges that affect employees and they face challenges to overcome this emotion. However, pandemic causes an economic recession and that enhances uncertainty among employees and that increases the frustration level among employees and that affects the overall productivity of the organization. At the same time, employees feel disconnected from their organization and that generates several questions regarding the organizational goals, about their safety issues when they return to their office (Bostan, Akbolat, Kaya, Ozata & Gunes, 2020). After a thorough analysis of survey reports, the data has revealed that many employees have faced mental health issues, loneliness, fear, self-doubt, and many more that affect their mental health issues and affect their work due to isolation while pandemic. In this context, they require the proper help from their organization. At the same time, the boundaries of working hours have expanded in a pandemic that also increases stress levels among employees and that affects the overall performance and skill of the employees in organizations and corporations.  Employees who work from their homes often said that they do not get the signals for the log out that they used to while working from the office. At the same time, due to covid, the employees face challenges to collaborate as the face-to-face meeting is not possible and miscommunication often creates challenges for employees to conduct their job (Rodeghero, Zimmermann,Houck & Ford,2021). On the other hand, safety issues and protection factors are also considered other factors that make employees worried as they have to rejoin the office after a pandemic. Apart from this, the new norm of digital communication often creates challenges for employees as many employees were not usually aware of this new process of communication such as video conferencing, screen sharing, and many more. It anyhow affects the overall productivity of employees as well as the organization. However, employees often failed to meet their deadlines due to miscommunication and lack of coordination.  In many cases, disruption of the internet and networking creates challenges for employees as many of them live
Answered 97 days AfterSep 09, 2022

Answer To: Research on employee innovation behavior in covid-19 eraDear Madam/Sir:Hello! Thank you for your...

Aashna answered on Dec 15 2022
29 Votes
Descriptive statistics
    Table 1: Gender
    
    Frequency
    Percent
    Valid Percent
    
    Male
    17
    28.3
    29.8
    
    Female
    40
    66.7
    70.2
    
    Total
    57
    95.0
    100.0
    Missing
    
    3
    5.0
    
    Total
    
    60
    100
    
    
    
    
    Table 2: Age
    
    Frequency
    Percent
    Valid Percent
    
    18-25
    22
    36.7
    36.7
    
    26-30
    18
    30.0
    30.0
    
    31-45
    14
    23.3
    23.3
    
    46 years old and above
    6
    10.0
    10.0
    
    Total
    60
    100
    100
    Table 3: Marital Sta
tus
    
    Frequency
    Percent
    Valid Percent
    
    Single
    36
    60.0
    60.0
    
    Married
    23
    38.3
    38.3
    
    Divorced
    1
    1.7
    1.7
    
    Total
    60
    100
    100
    Table 4: Education
    
    Frequency
    Percent
    Valid Percent
    
    High school/secondary school and below
    9
    15.0
    15.5
    
    College
    13
    21.7
    22.4
    
    Undergraduate
    19
    31.7
    32.8
    
    Graduate and above
    17
    28.3
    29.3
    
    Total
    58
    96.7
    100
    Missing
    
    2
    3.3
    
            Total
    60
    100
    
    Table 5: Income
    
    Frequency
    Percent
    Valid Percent
    
    Below 500
    7
    11.7
    11.7
    
    501-1000
    29
    48.3
    48.3
    
    1001-2000
    12
    20.0
    20.0
    
    Above 2000
    12
    20.0
    20.0
    
    Total
    60
    100
    100
    Table 6: working years
    
    Frequency
    Percent
    Valid Percent
    
    Less than 1 year
    19
    31.7
    31.7
    
    1-3 years
    17
    28.3
    28.3
    
    3-5 years
    5
    8.3
    8.3
    
    More than 5 years
    19
    31.7
    31.7
    
    Total
    60
    100
    100
    Table 7: Job Position
    
    Frequency
    Percent
    Valid Percent
    
    General Worker
    29
    48.3
    48.3
    
    Administration
    14
    23.3
    23.3
    
    Middle Management
    12
    20.0
    20.0
    
    Senior Management
    5
    8.3
    8.3
    
    Total
    60
    100
    100
In the data set, there are 17 males and 40 females. Out of 57, 36.7 % belongs to the age group of 18-25, 30% belongs to the age group of 26-30, 23.3% belongs to the age group of 31-45 and 10% belong to the age group of 46 and above. 60% of the population is single, 38.3% is married and 1.7% are divorced. 15% are only high school graduate, 21.7% are college going, 31.7% are undergraduates, 28.3% are graduate and above and 3.3% population’s data is missing. 11.7% of the population belongs to the category of below 500, 48.3% belongs to the category of 501-1000, 20% belongs to the category of 1001-2000 and 20% belongs to the category of above 2000. 31.7% have experience of less than 1 year, 28.3% have experience of 1-3 years, 8.3% have experience of 3-5 years, and 31.7% have experience more than 5 years. 48.3% of the population is general worker, 23.3% of the population is in administration, 20% belongs to middle management, and 8.3% belongs to senior management.
Factor analysis:
1. Coding of Employee Innovation Behavior scale
    Table A : Coding of Scale
    S.No
    Item
    Coding
    1
    I learn new skills
    EIB1
    2
    I can tackle undefined or ambiguous problems
    EIB2
    3
    I know how to advance my career by mastering new skills
    EIB3
    4
    I invents novel ways to do job chores on a regular basis.
    EIB4
    5
    At work, I frequently strive to come up with fresh ideas.
    EIB5
    6
     I had idea about how things might get improved
    EIB6
    7
     I attempt to get support from others for my idea
    EIB7
    8
     Tried to get approval for improvements I suggested
    EIB8
    9
     Getting my ideas implemented
    EIB9
    10
    Getting my suggestions for improvements implemented
    EIB10
    11
     Getting my proposal for the new improvement and ideas carried out
    EIB11
    12
    I find new ways to perform one’s job with limited resource
    EIB12
    13
    I’m able to achieve goals with limited resource
    EIB13
    14
     I found solution to complicated problems
    EIB14
    15
    I take an interest in the issues of others, particularly my coworkers.
    EIB15
    16
    I always encourage my coworkers to be passionate about new ideas.
    EIB16
    17
    I encourage my coworkers to be persistent in bringing their unique ideas to life.
    EIB17
    18
    My salary is affected due to work from home
    EIB18
    19
    My salary affect my job performance
    EIB19
2. Employee Innovation Behavior scale: With a Likert-type scale ranging from 1 Very Disagree to 5 Very Agree, we used 19 existing items (insert table A).
3. The validity of the Instrument: Run a factor analysis (Rotated Component Matrix) using SPSS for 19 items for the first time. Four components were produced through exploratory factor analysis on 18 independent variables, accounting for 68.8% of the variation (here, insert in Table 8).
The Barlett's Test was significant (p=.000) with a Kaiser-Meyer-Olkin Measures (KMO) of Sampling Adequacy of.844, which is close to the threshold limit 1 (one).
    Table 8: Total Variance Explained
    Component
    Initial Eigenvalues
    Sums of Squared Loadings
    Rotation Sums of Squared...
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