Thneibat Motasem
The University of Jordan, School of Business, Department of Business Management, Amman, Jordan.
Heliyon. 2021 May 31;7(5):e07155. doi: 10.1016/j.heliyon.2021.e07155. eCollection 2021 May.
This paper examines the mechanisms through which employees' perception of rewards influences their radical innovation. The paper develops and empirically tests a model proposing that perceived rewards influence radical innovation via the mediating mechanisms of knowledge acquisition and knowledge sharing. Data from three Indian manufacturing companies were collected using a questionnaire. Responses from 235 employees were analysed (using structural equation modeling via AMOS27) to examine the links between perceived rewards, knowledge sharing, knowledge acquisition, and radical innovation. The findings showed that: 1) perceived rewards had positive and significant relationships with radical innovation, knowledge acquisition, and knowledge sharing; 2) knowledge acquisition had a positive and significant relation with radical innovation, but knowledge sharing was not significantly related to radical innovation; and 3) knowledge acquisition mediated the relationship between perceived rewards and radical innovation. No support was found for the mediating role of knowledge sharing in radical innovation. The paper examines the overlooked role of perceived rewards in facilitating knowledge behaviours and radical innovation. In addition, the practices examined in the model are assessed as perceived by employees, rather than as perceived or intended by managers.
本文探讨了员工对奖励的认知影响其激进创新的机制。本文构建并实证检验了一个模型，该模型提出，感知到的奖励通过知识获取和知识共享的中介机制影响激进创新。使用问卷调查收集了来自三家印度制造公司的数据。对235名员工的回复进行了分析（通过AMOS27使用结构方程模型），以检验感知到的奖励、知识共享、知识获取和激进创新之间的联系。研究结果表明：1）感知到的奖励与激进创新、知识获取和知识共享之间存在积极且显著的关系；2）知识获取与激进创新存在积极且显著的关系，但知识共享与激进创新没有显著关系；3）知识获取在感知到的奖励与激进创新之间起中介作用。未发现知识共享在激进创新中起中介作用的证据。本文探讨了感知到的奖励在促进知识行为和激进创新方面被忽视的作用。此外，模型中所考察的实践是根据员工的感知进行评估的，而非管理者所感知或意图的那样。
