EMPLOYEE INNOVATION RESILIENCE: A PROPOSAL FOR MULTIDIMENSIONAL CONSTRUCT

Son otuz yıldır ekoloji, mühendislik ve psikoloji alanlarında öne çıkan kavramlardan biri olan dayanıklılık, yönetim ve organizasyon alanında da son on yıldır dikkat çekmeye başlamıştır. Kavram literatürde; kırılganlığın panzehiri (Weick, 1993), risklerden kaynaklanan tehlikelere uyumlanarak işleme (Rutter, 1987), ve çoklu değişikliklerle baş edebilme becerisi (Boyd ve Folke, 2012) olarak kabul edilmektedir. Dayanıklılık, ister zamanla büyümeyi etkileyen elverişli ve ulaşılabilir davranışlar setine, isterse zorlayıcı koşullara sürekli olumlu bir biçimde alışmaya işaret etsin, organizamanın gücünü ve yaşamsal şansını arttırmaktadır. Yönetim ve organizasyon çalışmalarında başlangıç aşamasında olduğu kabul edilse de kavram, işgörenlerin örgüt içinde devam eden ve inovasyon aracılığıyla ortaya çıkan değişimlere, zorluklara ve belirsizliklere nasıl dayandıklarını ve söz konusu dayanıklılıklarının inovasyon performansları üzerindeki etkisinin ne olduğunu açıklama eğilimindedir. İşgören inovasyon dayanıklılığı ile ilgili bir ölçme aracı olmaması nedeniyle, bu çalışmada inovasyon dayanıklılığı üç boyutlu ve her üç boyutununda üçer alt boyutttan oluşan üst düzeyli bir ölçme modeli olarak önerilmektedir

İŞGÖREN İNOVASYON DAYANIKLILIĞI: ÇOK BOYUTLU YAPI İÇİN BİR ÖNERİ

As being one of the prominent phenomenon in ecology, engineering and pyschology studies for more than thirty years, resilience has started to gain attraction and attention in management and organization fields in the last decade. The concept is accepted as an antidote of invulnerability (Weick, 1993), adaptive functioning against risk hazards (Rutter, 1987) and ability to cope with multiple changes (Boyd and Folke, 2012). Resilience is either defined as set of available and accessible behaviors over time that reflects growth (Ungar; 2010,2011) or as the maintenance of positive adjustment under challenging conditions (Vogus and Sutcliffe, 2007), it fosters the strenght and the survival of the organism. Resilience could be accepted in its infancy in management and organization studies, however, it has a great potential to understand how employees in organizations endure ongoing changes, challenges and uncertainty that reveal through innovation and its potential effects on innovation performance. Due to lack of any measurement scale in employee innovation resilience, in this study, we aim at proposing a model that presents innovation resilience as a second order multidimensional construct that consists of three dimensions and three sub-dimensions of each observable variables

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