Innovative work behavior the role of participative leadership, external work contacts and self leadership skills in information technology service industry in vietnam

UNIVERSITY OF ECONOMICS HO CHI MINH CITY International School of Business Bao Nghi INNOVATIVE WORK BEHAVIOR: THE ROLE OF PARTICIPATIVE LEADERSHIP, EXTERNAL WORK CONTACTS AND SELF-LEA

UNIVERSITY OF ECONOMICS HO CHI MINH CITY

International School of Business

Bao Nghi

INNOVATIVE WORK BEHAVIOR:

THE ROLE OF PARTICIPATIVE LEADERSHIP, EXTERNAL WORK

CONTACTS AND SELF-LEADERSHIP SKILLS IN INFORMATION

TECHNOLOGY SERVICE INDUSTRY IN VIETNAM

MASTER OF BUSINESS (HONORS) SUPERVISOR: Dr TRAN PHUONG THAO

Ho Chi Minh City Year 2017

Abstract

The thesis investigates the correlation of participative leadership, external work contacts

and self-leadership skills on employee innovative work behavior (IWB) in information

technology service industry in Vietnam Using a sample of 369 employees from 15 IT

service companies in Vietnam, the results showed that participative leadership, external

work contacts and self-leadership skills effects IWB positively The empirical results also

suggested that participative leadership, external work contacts and self-leadership skills

are powerful motivational tools that may help employees to depict IWB

Key words

Innovative work behavior, self-leadership skills, participative leadership, external work

contacts, information technology service industry, Vietnam

Acknowledgement

I would like to explicit my sincere acknowledge to my supervisor, Dr Tran Phuong Thao

for the insightful guidelines, valuable recommendations, and feedbacks during my

research time This research could not be possible without her evaluation in each stage

which I spent

My next appreciation also sends to participants of the survey They are colleagues,

friends in many information technology companies in HCM city They shared their time

to assist me to answer the questionnaire All their contributions have helped me to have

the successful study

TABLE OF CONTENTS

ACKNOWLEDGEMENT

ABSTRACT

TABLE OF CONTENTS

LIST OF FIGURES

LIST OF TABLES

1 INTRODUCTION 6

2 LITERATURE REVIEW AND HYPOTHESIS 9

2.1 The effect of Participative leadership on IWB 10

2.2 The effect of External Work contacts on IWB 11

2.3 The effect of self-leadership skills on IWB 12

3 METHODOLOGY 13

3.1 Procedure and Sample 13

3.2 Measurement scales 16

4 DATA ANALYSIS AND RESULT 20

4.1 Measure validation 20

4.2 Confirmatory Factory Analysis (CFA) 26

4.3 Structural result 29

4.4 Hypothesis testing 30

5 DISCUSSION 32

5.1 Implications for managers 32

5.2 Conclusion 34

5.3 Limitations and directions for future research 35

APPENDIX A

APPENDIX B

REFERENCES

1 Introduction

Innovation is one of vital factors leading the organization to success in business in the

long term Indeed, it is a factor which brings competitive advantages for organizations to

survive and success in today business market through the development and

implementation of new ideas disclosed to products, processes and services (Anderson,

Potocnik, & Zhou, 2014; Lin & Liu, 2012)

IWB is the purpose establishment, debut, and applicant new concept for improving

productive processes, and product designs in organization (West & Farr, 1989) Hence,

IWB show a vital part in any organizations for their further development in our

challenging business environment Innovation is a vital source for organization for

surviving in economy because of the change in technology, global competition and new

regulations Thus, there is a need for examining all factors which increase the IWB for

employees (Argawal, 2014)

In the body of literature, there are different components, which aim to lead

business organization in motivating their employees for best outcomes include

participative leadership, external work contacts (Jong & Hartog, 2007), and

self-leadership skills (Manz, 1992) Firstly, participative self-leadership is the self-leadership style in

which leaders give their employees the right to influence important decisions, design and

guide their own tasks by implement decision-making process (Yukl, 2002) Similarly,

participative leadership is found to enhance very positively IWB at working place

(Krause, 2004)

Secondly, external work contacts is the way of exchanging information for better,

and more expertise knowledge with other people outside of their organization, such as

customers, scientists, and professors Indeed, Kimberly and Evanisko (1981) believed

that more communicating with external contacts is the main source to lead more

innovation at works for employees So, there is a positive correlation between external

work and IWB (Perry-Smith & Shalley, 2003)

Thirdly, self-leadership skills are an important factor which influences IWB Manz

(1992) stated that self-leadership skills are a development in which staff members inspire

and lead themselves in order to gain preferred manners and results Organizations need to

improve self-leadership skills for their employees in order to bring back the best

performance In addition, self-leadership skills are positively effect on IWB (Carmeli &

Weisberg, 2006)

There were many prior studies examined the impact of different styles of

leadership on IWB in a wide range of industries including information technology (IT)

service industry However, in the context of developing country like Vietnam, there is

still a gap in research on leadership in a specific industry such as IT service industry

Additionally, IT service industry is growing significantly in Vietnam with high

productivity Moreover, Vietnam has become one of the most attractive nations where

foreign IT investors want to outsource their service, software render and solutions

because of low paid salary with high quality workforce Additionally, according to the

report by the national workforce master plan (Vietnam lacks high-quality IT workforce,

2016), Vietnam needs to one million workers in IT industry by 2020 (Vietnam lacks

high-quality IT workforce, 2016) The main decisive human resources of IT service

industry are the programmers and IT engineers who make out software or new solutions

in order to bring revenue to company Furthermore, the vast majority of IT workforce is

weak in term of skills such as self-study skills, negotiation skills and English proficiency

In fact, the radical innovation requirements, quick adapting in advanced technology, and

dynamic environment are the main barriers, and real challenging for survival of IT

services organizations (Akram, 2016)

Hence, IWB in IT working environment could encourage their employees’

innovation for better performance in the market, where technological advancement and

global competition are the key things to success in IT industry As a result, innovation is

a main task of organization Additionally, organization also can reduce employee’s

turnover rate and saving budget for new employees training for long term business

development (Popescu & Popa, 2012)

Hence, the particular objective of the research is to address the correlation of

self-leadership, participative self-leadership, and external work contacts on IWB in a context of an

developing country In other words, the overall purpose of this research is to examine

some items affecting the IWB in IT service provider industry in Vietnam Three specific

research objectives are shown as follow:

- Examine the effect of participative leadership on IWB in the IT service industry in

In the study, target interviewees are employees who are working at IT service

industry in Vietnam The result of the research will contribute to fill the gap of the

influences of different leadership on IWB within IT services industry in the context of

Vietnam This empirical result also provide applicable source for managers used as

preference for services outsourcing making decision and assists managers in knowing

well the important of IWB into driving business more successfully through choosing

appropriated leadership style in Vietnam

2 Literature review and hypothesis

The theory of individual innovation is to understand what innovative work behavior is

and how leader understands the phenomenon within the individual (Jong & Hartog,

2010) Similarly, according to Yi (2006), individual innovativeness helps to distinguish

passion employees towards particularly of subject or industry Managers will identify

who is the true innovative employees and put them in the right position or tasks based on

their vision and future goals Indeed, the eagerness of a person is to try out new

knowledge and material and the result of innovative motivation from managers to their

employees (Moore, 2002) Therefore, in order to deeply understand the vital of the

influences of leadership styles into IWB of employees within IT industry services, the

three factors namely participative leadership, external work contacts, and self-leadership

skills are examined

Jong and Hartog (2010) stated that participative leadership allows employees to

get involved in making important decision with their supervisors It means that

participative leadership has a very strong relationship with IWB Secondly, external work

contacts also have employees to increase their innovation at working place, because it

allows employees to have a chance to communicate with the people outside the

organization from different industries Finally, self-leadership skills are the combination

of behavioral and cognitive strategies which allow the employees to be rewarded for their

well performance and self-motivation for innovation enhancement (Houghton & Neck,

2002) Therefore, the IWB has a very strong relationship with three different components

such as participative leadership, external work contacts, and self-leadership skills

Innovative work behavior is the goal of almost employers from a variety of

industries in various countries on over the world, as they realized how important to

leadership styles in encouraging their employees' innovation as well as bringing the better

development, and success of business Indeed, the concepts discussed within this

literature part aim to figure out the relationship between IWB and its components as

given in the Figure 1 below:

Figure 1: Conceptual model

2.1 The effect of Participative leadership on IWB

According to Yukl (2002), the participative leadership is the process in which leaders

responsible for guiding, controlling, and then allowing their employees to join making

important decision with their leaders When participate leadership is conducted by

leaders, there is an increasing concern and participate of employees (Sax and Torp,

2015) Indeed, leaders play a vital and significant role in managing efficiently the

working place environment, where the leaders might provide their employees with

sufficient amount of valuable information and feedbacks (Durham, Knight and Locke

Innovative work behavior

Self-leadership skills External work contacts

Participative leadership

H1 H2

1997) Hence, the leader’s role is very important to motivate their employees for

enhancing the quality outcomes of team members However, the leaders also guide their

employees their own task within certain limits Moreover, Yukl (2002) also found that

participative leadership can take in forms such as conference, delegation and cooperative

determination making Axtell et al (2000) found that participation relate positively on employees’ innovative behavior, and the level of the relationship is evaluated by self-ratings of employees’ proposal and implementation attempts Indeed, as a result,

employees will realize their valuable role in contributing for the development of the

organization Moreover, employees also know they are respected from leaders for their

well performances Hence, one hypothesis is proposed as below:

H1: IWB is being influenced positively by participative leadership

2.2 The effect of External work contacts on IWB

The second component influencing IWB is external work contacts Kimberly and

Evanisko (1981) and Kasperson (1978) stated that external work contacts are the positive

influences of external contacts on enhancing the motivation of employees The external

contacts may be individuals or groups such as customers, professors or scientists

(Kimberly & Evanisko, 1981; Kasperson, 1978) In fact, through communication with

these external contacts, employees will receive more opportunities to motivate their

innovation at working place Through communicating with external contacts, the

employees may interact with different point of views, and ideas from different people in

variety of industries Hence, the people from outside of their company may help them

figure out the appropriate solution to enhance their innovation into working In addition,

there is a connection between IWB and social interaction (Perry-Smith & Shalley, 2003)

Thus, the second hypothesis is proposed as below:

H2: IWB is being influenced positively by external works contacts

2.3 The effect of self-leadership skills on IWB

A process which motivates, leads, and guides employees to attain requisition behaviors,

and achieving qualified results is leadership Similarly, Manz (1992) stated that

self-leadership is an influence-related process in which individuals motivate and lead

themselves towards in order to achieve target behaviors and outcomes Lathem and

Locke (1991) & Furtner and Rauthmann (2011) studied that self-leadership skills need

three complimentary cognitive, and behavior strategies in order to help employees

accomplished innovative motivation into their works, three following items are

behavior-focused strategies; natural reward strategies; and constructive thought pattern strategies

First of all, behavior-focused strategies is a strategy in which the employees avoid

and correct mistakes as they occurred so that enhancing their self-consciousness and the

management of essential behaviors (Manz, 1992; Neck & Manz, 2007) Secondly, natural

rewards strategies are a strategy in which the employees received reward when

completing their tasks, through which the employees feel motivate and increase their

work performance (Manz, 1992; Neck & Manz, 2007) Lastly, Carmeli (2006) stated that constructive thought pattern strategies is a strategy in which “individuals may alter their thought patterns to create opportunities during hardest time, rather than thinking about

the difficulties came as unexpected obstacles”

Therefore, based on these theories, the study suggests a positive effect of

self-leadership skills on innovative behavior in the IT service technology industries

H3: IWB is being influenced positively by Self-leadership skills

In summary, participative leadership, external work contacts, and self-leadership

skills are three variables which expect to have positive influence on IWB These factors

concentrate on bringing the better influence of different leadership style on creating the

innovation of employees at working place

3 Methodology

3.1 Procedure and sample

In the thesis, the information technology service trading in Vietnam was chosen to

conduct in this study due to its highest potential dynamic market Based on that situation,

a pilot study was conducted firstly to examine the feasibility of an approach for better

used in larger scale Secondly, the main survey was conducted immediately after a pilot

study checked successfully

Target respondents of this study are employees from IT firms, and technology

organization such as Harvey Nash Vietnam, KMS Technology Inc, Luvina Software JSC,

Intel JSC, Samsung Limited Company, Orientsoft, TMA Solutions, USOL Vietnam Co.,

Ltd NTT Data Vietnam Co., Ltd., VMG Media, ELCOM Corp., HanelSoft, ITSOL, MK

Smart, Egame JSC in order to ensure that our results is reflected accurately the

influence of IWB within IT firms

In term of the questionnaire design, it was organized into two parts to obtain the

major information The first part inquires respondent’s demographics detailed

information such as gender, age, income level The information can be classified and

compare group of participants In the second section of the questionnaire, ordinal scale is

used as a measurement with Likert scales, which were developed by previous

researchers, to adequately capture the domain of the constructs It was developed as a

valid and reliable scale created Participative leadership (6 items) (Jong & Hartog, 2010),

External Work Contacts (5 items) (Jong & Hartog, 2010), IWB (5 items) (Kleysen &

Street, 2001), Self-leadership skills (12 items) (Jong & Hartog, 2010) including three

second-order constructs namely: behavior-focused strategies, natural reward strategies,

constructive thought patterns In order to avoid responded bias, all concepts’ names was

eliminated from the questionnaire, total questions were displayed continuously in one

table The details of the constructs are showed in table 1

Regarding the sample size, this research requires the size of sample big enough to

ensure statistical significant According to Hatcher et al (1994), minimal sampling used

in statistical analysis should be equal to or greater than five times of number of

independent variables, and not less than 100 to generate reliable results

n>=100 and n>= 5k (where k is the number of variables)

This study consisted of 28 variables, as result, the necessary sample size required

to run EFA should be: 28*5=140 observations

The pilot survey was conducted firstly with qualitative survey, due to purpose of

verifying the right intention of respondents in doing main survey The author wants to

test if the scale and questionnaires is suitable for conducting research in Vietnam

Therefore, this pilot study was accommodated with 15 respondents only during first week

of May 2017, by using an In-depth Interview Moreover, more questionnaires were

implicated for exploring more the insights from respondents that is the barrier of

quantitative survey Besides that, few screening questions would also be asked to

respondents to make sure they are in the right target group for participate this study After

initiating the pilot survey, all the comments and suggestions from the interviewees were

gathered and modified by the author Finally, the questionnaires for the main survey were

completed with 28 questions in total

After conducting qualitative research, main survey including 400 questionnaire

forms was sent to respondents using mail survey and online survey methods for cost

consuming saving and convenient The method allows many respondents to be surveys in

short time The main survey was conducted from the last week of May 2017 The total

numbers of 400 respondents were selected from 15 IT service organizations in Vietnam

and the reason of choosing these companies is that they are big company and had a

particular contribution to Vietnam economy The results showed that 393 participants

answered the questionnaires via email After deducting 27 unqualified questionnaires

there were 369 samples selected The deleted questionnaires including 12 questionnaires

incomplete and 15 questionnaires in which the participants have only one answer for all

questions

Among 369 participants, there was a slight contrast amongst female and male IT

workers with 127 (34.41%) female IT employees and 242 (65.6%) male IT employees

There were two age groups in this study: 237 (64%) IT employees who were from 22 to

30; and 132(36%) IT employees with the age from 31 to more than 35 Furthermore, the

overview result uncovered that 43 (11.6%) IT employees holding college level; 201

(54.5%) IT employees having bachelor level and 125 (33.9%) having advanced degree

In term of the involvement in their working place, there were 133 (36.1%) respondents

having 1 to less than 3 year working in IT services industry, 236 (63.9%) respondents

having from 3 to more than 5 years in IT service industry

To analyze the relationship among participative leadership, external works

contacts and self-leadership skills, the collected data was input into the SPSS software

version 20 Then, Cronbach's Alpha and Exploratory factor Analysis (EFA) would

indicate the validation and reliability of study measurement scales At that point, CFA

was used to differentiate the measurement variables and reliably, it was reflected the

hypothesized latent variables A structural equation modeling (SEM) with latent variables

was used for testing the sufficiency of the model and test the theories more accurately by

using AMOS software version 20

3.2 Measurement scales

Six constructs were analyzed in this study including: Participative leadership, external

work contacts, self-leadership skill, behavior-focused strategies, natural reward

strategies, and constructive thought patterns The designed main questionnaire was

utilized with the vast majority of the detail having been produced from various sources in

past branch of knowledge In addition, the survey was pre-test with the participation from

few IT employees for enhancing the legitimacy, and clearness The gathered information

from pre-test was not utilized as a part of the analysis of study The scale items of each

factor as per the following:

 Participative leadership was measured by six items, borrowed from Jong and Hartog (2010)

 External piece of work contacts were measured by five items which were affected IWB of study of Jong and Hartog (2010)

 Behavior focused strategies were measured by four items which were

looked over 18 detail that influenced IWB of field of investigation of

Houghton and Neck (2002) The items were produced particularly for

Vietnamese condition in view of the results of the pilot study light

examination The outcome from the pilot study show that the vital of

reluctance in administration essential behavioral abilities make worker need

to have some inventive matter to make their employment easily For

instance, a respondent communicated her own supposition about their work

process as describe: "I deliberately have objective in set out toward my

endeavors; I progress in the direction of particular objective I have set for

myself" So that, after the four items were utilized: "I establish specific

goals for my own performance ", "When I do an assignment especially

well, I like to treat myself to something or activity I especially enjoy", "I

tend to get down on myself in my mind when I have performed poorly", "I

make a point to keep track of how well I'm doing at work"

 Natural reward strategies were measured by four items which were

borrowed from five items that influenced IWB (Houghton & Neck, 2002)

 Constructive though pattern strategies were measured by four items specific which were borrowed from twelve items that influenced IWB of

investigation of Houghton and Neck (2002)

 Finally, innovative work behavior was measured by five items utilizing from Kleysen and Street (2001) It demonstrated how regularly

representatives play out those imaginative work practices in their office

All items were five-point Likert-sort scale running with 1 = strongly disagree and

5=strongly agree The questionnaire was written initially in English Afterward, another

questionnaire version was made in Vietnamese for all target respondents From that point

onward, back interpretation was attempted to rearrange The questionnaire was

comprised of three sections: individual selective information, main questions, and

demographic information

situation

Innovative

Work

Behavior

Innovative1 I often find chances to enhance a current

practice, machinery, product, service or work relationship

Kleysen and Street

(2001) Innovative2 In my current job, I often perceive chances to

make a dicisive change of my objective, branch, systems, or with clients

Innovative3 In my current job, I focus to non-routine

issues in your work, division, or market place

Innovative4 In my current job, I develop opinions or

explanations to address issues

Innovative5 In my current job, I determine issue more

largely for achiving greater insight into them

4 Data analysis and results

4.1 Measure validation

After information gathering was finished, the Statistical Package for Social Sciences

(SPSS) and SPSS AMOS 20.0 were utilized to break down Firstly, the reliability tests

Cronbach's Alpha and EFA (exploratory factor analysis) were connected to the

information of the fundamental review (n=369) for directing a preparatory trial of the

reliability and validity of the scales to quantify the build Furthermore, CFA

(Confirmatory factor analysis) was conducted to investigate if the model is fit

Finally, SEM (structural equation modeling) is used to test the correlation between latent,

observed variables and hypotheses

For the first running the Cronbach's alpha, the outcomes demonstrated that all of

Cronbach's alphas results of the scales were greater than 0.6 (from 0.790 to 0.937)

However, the correct of total correlation from Contact3 less than 0.3

Table 2: Item-Total Statistics

Scale Mean

if Item Deleted

Scale Variance if Item Deleted

Corrected Item-Total Correlation

Cronbach's Alpha if Item Deleted

Leadership3 My manager asks me regarding vital changes

Leadership4 My manager allows me impact choices about

future strategies

Leadership5 My manager let employees to set their

objective and targets

Leadership6 My manager allows me noticeable freely

implement new ideas and target External

Contacts3 I visit meetings, trade fairs

Contacts4 I interact to people from various firms in our

field

Contacts5 I keep relationship with people from various

client, partner company

(2002) Behavior2 When I do job specifically well, I like to treat

well to myself

Behavior3 I easily get depression when I have operated

unsatisfactority

Behavior4 I always have checkpoint in order to see thay

how well I am working

Natural

reward

strategies

Reward1 I concentrate my thought on the acceptable

rather than the unacceptable attitude of my work exercises

Houghton and Neck

(2002) Reward2 I try to get busy with phenomenons and

people that inspiring me and helping me get

my fascinating behaviors

Reward3 When I have a choice, I try to work hard

rather than just trying to get it over with

Reward4 I explore out exercises in my work that I like

Constructive1 I use my inspiraition to picture myself doing

well on vital objectives

Houghton and Neck

(2002) Constructive2 Whenever I deal with challenging issues I

face, I have to talk to myself in my head

Constructive3 I anticipate myself implement an objective

well before I do it

Constructive4 I consider about my own judgements and

hypothesis whenever I face a chalenge

Contacts2 9.82 8.651 0.758 0.693

As the results, the Contact3 correlation must be deleted for results completion

Along these lines, the item was erased to run the second time of Cronbach's alphas In the

second running, the outcomes were better due to the higher Cronbach's alphas (from

0.812 to 0.939) for six constructs, meaning all measures had good reliability

Subsequently, these were fulfilled the prerequisite of inner consistency

Table 3: Item-Total Statistics

Scale Mean

if Item Deleted

Scale Variance if Item Deleted

Corrected Item-Total Correlation

Cronbach's Alpha if Item Deleted

There are a few criteria to test the factorability:

- Sampling sufficiency: measured by Kaiser – Meyer – Olkin (KMO) and Bartlett's

trial of Sphericity The component investigation is viewed as suitable when the KMO

ought to be from 0.5 to 1, and the critical of Bartlett's test ought to be littler than 0.05

- Total Variance Explained should be more than 50 %

- The Eigen-estimation of each variable should over 1 to be acknowledged

- Factors which are uncorrelated and distinct is discriminant validity, it is

determined by two methods Using of pattern matrix is the first method In this method,

each variable should load on one factor If one factor have multiple variables it is

cross-loadings, so the cross-loadings should be more than 0.2 (Tabachnich & Fidell, 2007) In

pattern matrix appendix, there is no cross-loadings situation Using factor correlation

matrix appendix is the second method for determining discriminant validity In this

method, correlation among factors should lower than 0.7 (Tabachnich & Fidell, 2007)

The contrast between cross-loading of a specific thing should be more than 0.3

Next, a technique to evaluate EFA relationship to be implicated In this

exploration, EFA is connected to test the model with The Kaiser-Meyer-Olkin (KMO)

and Bartlett's results by utilizing the Principal Axis Factoring with Promax revolution

The Barlett result with significant value of Sig = 000 (p<0, 05), the KMO data (0.911)

list was greater than 0.6 as per Kaiser (1974) showing that the component investigation is

proper The EFA extricated six variables, comparing with the six develop utilized as a

part of the hypothetical model

Table 4: KMO and Bartlett's Test

Kaiser-Meyer-Olkin Measure of Sampling

To guarantee the pragmatic criticalness of EFA, Factor Loading ought to be

equivalent or higher than 0.5, Total Variance Explained is more than half (Gerbing &

Andension, 1998) In the investigation, all element loadings were more noteworthy than

0.50 and add up to difference separated (70,234%) were greater than 50 percent These

EFA results reflected all of the measures of constructs fulfilled the necessities for the

factors extracted, factor loadings and total variance extracted

Table 5: Total Variance Explained

Total

% of Variance

Cumulative

% of Variance

Once more, six constructs were analyzed: Participative leadership, external work

contacts, behavior-focused strategies, natural reward strategies, constructive thought

pattern strategies and IWB The scales measuring these develops were refined through

Cronbach's alpha and EFA utilizing the informational index (n = 369) gathered in the

fundamental overview Hence, all measures for variables influencing IT representatives'

creative work conduct were fulfilled to go the corroborative manufacturing plant

investigation later

4.2 Confirmatory Factory Analysis (CFA)

Before leading structural equation modeling (SEM), an estimation was surveyed

utilizing AMOS 20 There were subjected to a confirmatory factor analysis (CFA) with a

six-consider estimation display utilizing most extreme probability estimation CFA is a

better technique to access to validity and reliability of measurement

CFA is measured the including values: Chi-square, Chi-square/dfg, Comparative

Fit Index (CFI), Tucker and Lewis Index (TLI), Root Mean Square Error Approximation

(RMSEA) All components are reliability for the next analyzing stages if GFI, TLI and

CFI are equivalent or over 0.9 (Bentler and Bonett, 1980); Chi-square/df is equivalent or lower than 2 (Chisquare/df ≤3 can be acknowledged sometimes) (Carmines and McIver, 1981); and RMSEA is equivalent or lower than 0.08 (RMSEA ≤ 0.05 is incredible) (Steiger, 1990)

Figure 2: CFA result

The fit insights indicated that the measurement model fit the data suitably well These

values are GFI = 0.925, TLI = 0.981, CFI = 0.984 (>0.9), Chi-square/df = 1.396 (<2),

RMSEA = 0.33 (<0.05) demonstrate the legitimacy and dependability of estimations

Furthermore, as the results of Figure 3 shows the undimensionty among the constructs

As stated by Steenkamp and Van (1991), if the goodness of-fit is positive, at this point

the constructs are unidimensional with the exception of the relationship between factor

blunders

Thus, the estimation display criteria for convergent validity Model fit of CFA

adequate (Chi-square= 454.806; df=315;p=0.00; Chi-square/df = 1.396; RMSEA= 0.33;

CFI= 0.984; GFI= 0.925; TLI= 0.981) Composite Reliability (CR) for each develop was

computed As appeared in Table 3, all builds had attractive levels of composite

dependability, running from 0.875 to 0.939 Fornell and Larcker's (1981) list of index of

Average Variance Extracted (AVE) was surveyed All the AVEs were from 0.583 to

0.794, it demonstrated the proper when they were more prominent than 0.5 (Fornell, &

Larcker, 1981)

In this section, we have to test discriminant validity, there is two condition for

testing discriminant validity The first one is that MSV should be lower than AVE, the

second one is that square root of AVE should higher than inter-construct correlation

Table 6: CR, AVE and MSV result

Structural Equation Modeling (SEM) were implicated to clarify hypothesis of the

connections between Innovative Work Behavior (Innovative) and its factors including

Participative leadership(Leadership), external work contacts(Contacts),behavior-focused

strategies(Behavior), natural reward strategies(Reward), constructive thought pattern

strategies(Constructive) In SEM, Chi-square, Chi-square/df, Comparative Fit Index

(CFI), Tucker &Lewis Index (TLI), and Root Mean Square Error Approximation

(RMSEA) were utilized to test the thesis

The model of SEM has Chi-square measurement of 454.806, degree of freedom 315 with

p-value = 0.000 The Chi-square/degree of freedom is 1.444 lower than 5 Alternate

records as CFI is 0.984, GFI= 0.925 and TLI=0.981, three lists CFI, GFI, and TLI were

bigger than 0.9 and RMSEA is 0.035 underneath the 0.08 standard All records were

fulfilled to the conditions; and it required enhancing by setting up covariance for couples

of mistake again in view of Modification Indices Consequently, the importance of the

model with measured information can be worthy