Volume 3 Issue 1 Article 5

Importance of Employee Motivation and Commitment on Innovative Behaviors

Amir Mohammed Haya¹ and Alpaslan Toker²

¹Business and Management Department, Faculty of Administrative Sciences and Economics
Tishk International University, Sulaymaniyah, Kurdistan Region, Iraq

²Department of English Language Teaching, Faculty of Education,
Tishk International University, Kurdistan Region, Iraq

Correspondence: [email protected] – [email protected]

Received: April, 18, 2022 | Revised: May 30, 2022 | Published: July 03, 2022

Abstract

Job (organizational) commitment is defined as the psychological attachment of an employee to their organization; a responsibility to stay in their current position. Innovative behavior is an effective factor for organizations to be able to survive with environmental changes and be sustainable. Innovative behavior helps organizations to be competitive and sustainable in the market. Further, employee motivation is the level of energy, commitment, and creativity that a company’s workers bring to their jobs. In this respect, current paper proposed to test the relationship among employee motivation, commitment, and innovative behaviors. To reach that, we have organized a survey questionnaire and visited various companies in Sulaymaniyah city in Kurdistan Region. As a result, 132 data have been collected. Accordingly, it has been observed that employee commitment and motivation positively related to employees’ innovative behaviors in the region. It is recommended that residential managers should provide commitment and motivation-oriented trainings to improve employee in the company.

Keywords: Employee Commitment, Innovative Work Behavior, Employee Motivation, Kurdistan

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DOI: https://doi.org/10.23918/ejmss.V3i1p70

Citation
Haya, A. M, & Toker, T. (2022). Importance of Employee Motivation and Commitment on Innovative Behaviors. Eurasian Journal of Management & Social Sciences, 3(1), 70-88. https://doi.org/10.23918/ejmss.V3i1p51

© Amir Mohammed Haya and Alpaslan Toker, Published by EJMSS. This article is published under the Attribution-NonCommercial 2.0 Generic (CC BY-NC 2.0) license. Anyone may copy and redistribute the material in any medium or format, subject to full attribution to the original publication and authors. The full terms of this license may be seen at https://creativecommons.org/licenses/by-nc/2.0/

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