Antecedents of innovation in organisations : a gender perspective
- Authors: Steyn, Renier
- Date: 2019
- Subjects: Knowledge management , Creative ability in business , Organizational change , Technological innovations
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/439403 , uj:38228
- Description: Abstract: Background: A plethora of evidence suggests that innovation is central to organisational survival. Whilst most research points to gender diversity being useful in fostering innovation, the difference in the way men and women perceive the workplace, and the impact of these perceptions on their innovative work behaviour, are less pronounced. Aim: This research aims to assess the meaning men and women attach to organisational variables and the impact thereof on innovation. In identifying the gender-specific antecedents to innovative work behaviour, business leaders could adjust the workplace in order to optimise innovation in the workplace. Setting: Employed men and women, across several South African organisations, capable of reporting on their perception of the workplace, were included in the study. Method: A cross-sectional survey design was used to collect data on innovative work behaviour and acknowledged antecedents thereto. After eliminating instruments which were not measurement-invariant, the relationships between the variables were assessed. Results: Men perceived more support to innovate, and were marginally more innovative than women. When using instruments which were measurement-invariant, no practical significant differences in the relationships between innovation and its antecedents were found. Conclusion: While gender diversity may influence innovation in teams, gender matters little at an individual level. Men and women therefore react similarly to organisational forces. Managerial implications: Men and women react in a similar way to the variables included in the study, and the relationships between these variables are comparable across gender. Gender differentiation in arranging the work environment is therefore unwarranted. Contribution: This research presents empirical data enlightening a current socio-political matter, dealing with gender at an individual rather than at a collective level, applying state of the art methods, and concluding that at an individual level, men and women react to the workplace in no dissimilar manner. , Ph.D. (Leadership in Performance and Change)
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- Authors: Steyn, Renier
- Date: 2019
- Subjects: Knowledge management , Creative ability in business , Organizational change , Technological innovations
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/439403 , uj:38228
- Description: Abstract: Background: A plethora of evidence suggests that innovation is central to organisational survival. Whilst most research points to gender diversity being useful in fostering innovation, the difference in the way men and women perceive the workplace, and the impact of these perceptions on their innovative work behaviour, are less pronounced. Aim: This research aims to assess the meaning men and women attach to organisational variables and the impact thereof on innovation. In identifying the gender-specific antecedents to innovative work behaviour, business leaders could adjust the workplace in order to optimise innovation in the workplace. Setting: Employed men and women, across several South African organisations, capable of reporting on their perception of the workplace, were included in the study. Method: A cross-sectional survey design was used to collect data on innovative work behaviour and acknowledged antecedents thereto. After eliminating instruments which were not measurement-invariant, the relationships between the variables were assessed. Results: Men perceived more support to innovate, and were marginally more innovative than women. When using instruments which were measurement-invariant, no practical significant differences in the relationships between innovation and its antecedents were found. Conclusion: While gender diversity may influence innovation in teams, gender matters little at an individual level. Men and women therefore react similarly to organisational forces. Managerial implications: Men and women react in a similar way to the variables included in the study, and the relationships between these variables are comparable across gender. Gender differentiation in arranging the work environment is therefore unwarranted. Contribution: This research presents empirical data enlightening a current socio-political matter, dealing with gender at an individual rather than at a collective level, applying state of the art methods, and concluding that at an individual level, men and women react to the workplace in no dissimilar manner. , Ph.D. (Leadership in Performance and Change)
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Investigating the validity of the Human Resource Practices Scale in South Africa : Measurement invariance across gender
- Steyn, Renier, De Bruin, Gideon
- Authors: Steyn, Renier , De Bruin, Gideon
- Date: 2018
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/280006 , uj:30081 , Citation: Steyn, R., & De Bruin, G. (2018). Investigating the validity of the Human Resource Practices Scale in South Africa: Measurement invariance across gender. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 16(0), a1038. https://doi.org/ 10.4102/sajhrm.v16i0.1038 , ISSN: 2071-078X (Online) , ISSN: 1683-7584 (Print)
- Description: The effective delivery of human resource management (HRM) services is often associated with positive organisational outcomes, including innovation. Within the context of HRM service delivery, as well as within the scope of innovative behaviour, gender differences are often researched. Research purpose: To effectively research the role of HRM services in organisations, including the effects thereof on innovation, instruments that yield valid and invariant measures for men and women are required...
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- Authors: Steyn, Renier , De Bruin, Gideon
- Date: 2018
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/280006 , uj:30081 , Citation: Steyn, R., & De Bruin, G. (2018). Investigating the validity of the Human Resource Practices Scale in South Africa: Measurement invariance across gender. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 16(0), a1038. https://doi.org/ 10.4102/sajhrm.v16i0.1038 , ISSN: 2071-078X (Online) , ISSN: 1683-7584 (Print)
- Description: The effective delivery of human resource management (HRM) services is often associated with positive organisational outcomes, including innovation. Within the context of HRM service delivery, as well as within the scope of innovative behaviour, gender differences are often researched. Research purpose: To effectively research the role of HRM services in organisations, including the effects thereof on innovation, instruments that yield valid and invariant measures for men and women are required...
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The structural validity and measurement invariance across gender of the Brief Corporate Entrepreneurship Assessment Instrument
- Steyn, Renier, De Bruin, G.P. (Deon)
- Authors: Steyn, Renier , De Bruin, G.P. (Deon)
- Date: 2018
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/290309 , uj:31514 , Citation: Steyn, R. & De Bruin, G.P., 2018, ‘The structural validity and measurement invariance across gender of the Brief Corporate Entrepreneurship Assessment Instrument’, South African Journal of Economic and Management Sciences 21(1), a1965. https://doi.org/10.4102/ sajems.v21i1.1965
- Description: Abstract: Background: Corporate entrepreneurial activity and innovation are presented as essential elements of organisational success, and gender diversity is often seen as an important variable in this context. The efficient measurement of these variables is essential to the management thereof. It is within this context that the Brief Corporate Entrepreneurship Assessment Instrument (BCEAI) was developed. Shorter instruments seem to be favoured by researchers and practitioners alike. However, little is known about the psychometric properties of the BCEAI, particularly regarding measurement invariance. Aim: This study seeks to address the structural validity and measurement invariance for the BCEAI applied for men and women. The objective was to establish the utility of the instrument within the South African context, with specific emphasis on cross-gender comparisons. Setting: Medium to large South African organisations, with more than 60 employees, were targeted for inclusion in the study. Once organisations indicated their willingness to participate, 60 employees per organisation were randomly selected to participate in the study. Methods: Data on the BCEAI were captured and pairwise multi-group confirmatory factor analyses with robust maximum likelihood estimation were used to examine four levels of measurement invariance, as well as the equivalence of latent means pertaining to male and female respondents. Results: Data were collected from 3180 employees representing 52 South African organisations. The results support the structural validity of the BCEAI and demonstrate strict measurement invariance for the BCEAI across gender. Equivalence of latent means across gender was also supported. Conclusion: These results reveal that the BCEAI mirrors the structure of the original instrument in the South African context and that BCEAI yields psychometrically equivalent scores among employees of both genders. Researchers and practitioners can therefore use the BCEAI with the knowledge that its theoretical structure is sound and can apply it with confidence when comparing male and female employees in the workplace.
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- Authors: Steyn, Renier , De Bruin, G.P. (Deon)
- Date: 2018
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/290309 , uj:31514 , Citation: Steyn, R. & De Bruin, G.P., 2018, ‘The structural validity and measurement invariance across gender of the Brief Corporate Entrepreneurship Assessment Instrument’, South African Journal of Economic and Management Sciences 21(1), a1965. https://doi.org/10.4102/ sajems.v21i1.1965
- Description: Abstract: Background: Corporate entrepreneurial activity and innovation are presented as essential elements of organisational success, and gender diversity is often seen as an important variable in this context. The efficient measurement of these variables is essential to the management thereof. It is within this context that the Brief Corporate Entrepreneurship Assessment Instrument (BCEAI) was developed. Shorter instruments seem to be favoured by researchers and practitioners alike. However, little is known about the psychometric properties of the BCEAI, particularly regarding measurement invariance. Aim: This study seeks to address the structural validity and measurement invariance for the BCEAI applied for men and women. The objective was to establish the utility of the instrument within the South African context, with specific emphasis on cross-gender comparisons. Setting: Medium to large South African organisations, with more than 60 employees, were targeted for inclusion in the study. Once organisations indicated their willingness to participate, 60 employees per organisation were randomly selected to participate in the study. Methods: Data on the BCEAI were captured and pairwise multi-group confirmatory factor analyses with robust maximum likelihood estimation were used to examine four levels of measurement invariance, as well as the equivalence of latent means pertaining to male and female respondents. Results: Data were collected from 3180 employees representing 52 South African organisations. The results support the structural validity of the BCEAI and demonstrate strict measurement invariance for the BCEAI across gender. Equivalence of latent means across gender was also supported. Conclusion: These results reveal that the BCEAI mirrors the structure of the original instrument in the South African context and that BCEAI yields psychometrically equivalent scores among employees of both genders. Researchers and practitioners can therefore use the BCEAI with the knowledge that its theoretical structure is sound and can apply it with confidence when comparing male and female employees in the workplace.
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