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Service employee self- leadership , the relationship of self-efficacy and innovation behavior

Author: JiangYang
Tutor: LuRuoYu
School: University of Electronic Science and Technology
Course: Business management
Keywords: Employee innovation behavior Self- leadership Self-efficacy Service enterprises
CLC: F719;F224
Type: Master's thesis
Year: 2011
Downloads: 159
Quote: 0
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Abstract


The development of the service sector has become an important symbol of one measure of economic development level and stage of development of a country or region. Service innovation compared the manufacturing innovation easier to imitate, difficult to protect, innovation is more important. Impact of production and consumption of services while on service innovation, employees are often crucial, because the customer is dealing directly with them. Employees closely involved in the process of new service development and integration are very necessary. Their close and long-term relationships with customers so that employees become an important source of innovative ideas in the new business development process. Employees in order to improve the innovation must fully mobilize the enthusiasm of the staff, to maximize the efficiency of enterprise management, so there is a self-led management. Self-leadership is conducive to the employees of creativity, to improve the performance of the organization's management. Self-efficacy is the individual whether they have the ability to complete a behavior perception or confidence, high self-efficacy of individuals in the face of difficulties and setbacks, will pay more efforts to show more innovative. In this study, individual innovation behavior proposed by Western scholars as the starting point, service innovation, research and social psychology theory, investigate employee innovation behavior and self-leadership dimension, building service employees self-leadership, self- empirical studies of the performance of employee innovation behavior model and survey methods to collect data, to test the hypothetical model. The findings verify employees innovative behavior by the generation of innovative ideas and new ideas for the implementation of two dimensions; self-leadership in the Chinese scenarios by self-goal setting, self-talk, self-reward, envisioned a successful performance and work intrinsic reward of five dimensions . The study validated self-leadership, self-efficacy positive significant impact on the innovative behavior of employees, as well as the generation of innovative ideas and the implementation of innovative ideas. Study found that self-efficacy fully mediated self-leadership and employee innovation behavior, and this intermediary role in the generation of innovative ideas to achieve fully mediated by self-efficacy, that is the individual high self-leadership is able to generate a higher self-efficacy, and thus stimulate the generation of innovative ideas. The research in this paper not only explore employee innovation behavior and self-leadership dimension, and also reveal the mechanism of self-leadership on the innovative behavior of employees, laid a theoretical foundation for further study of employee innovation behavior.

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CLC: > Economic > Economic planning and management > Economic calculation, economic and mathematical methods > Economic and mathematical methods
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