Riassunto analitico
The innovative work behavior is defined as the creation, promotion, and development of new ideas for products, services, technologies, and work practices by workers. It provides a contribution to company success and to the sustainability in the overall business environment. For this purpose, there is a growing interest in examining factors and elements that can promote this behavior among employees. Indeed, this work focuses the attention on three main concepts: the innovative work behavior, the performance management system, and the organizational justice. Specifically, the principal aim of this work is to explore, theoretically and empirically the relationship between performance management components and innovative work behavior, on the one hand, and the relationship between organizational justice and the innovative work behavior among employees, on the other. Performance management system is defined as the process used to improve organizational performance with the evaluation, measurement, and improvement of performance of individuals and teams. In this thesis, it is analyzed with respect to the main four components: goal setting, performance appraisal, feedback, and rewards. The third key element is the organizational justice that relates to the perception of fairness in the work environment by employees, and it refers to three components: distributive, procedural and interactional justice. Therefore, the first objective is to analyze the impact of the four components of performance management on the innovative work behavior. A further objective is to understand the role of organizational justice in this relationship. The empirical part is performed using secondary data from the European Working Conditions Survey collected by Eurofound in 2015.
|
