THE MODERATING ROLE OF ORGANIZATIONAL CULTURE BETWEEN PSYCHOLOGICAL EMPOWERMENT AND EMPLOYEE INNOVATIVE BEHAVIOUR
In this study, the potential moderating influence of organizational culture on employee innovation and psychological empowerment was examined. The study was conducted in Nigeria’s south-south regions in the telecommunications industry. The questionnaire served as the main instrument for gathering data in this study. The study investigated the innovative behavior using measures like idea generation, idea development, and idea implementation, while the psychological empowerment construct was examined using its empirical referents like meaningfulness, self-determination, competence, and influence. The generated data underwent both descriptive and inferential analysis. Means, standard deviations, and percentages were employed in the descriptive analysis while the Spearman Rank Order Correlation Coefficient (rho) and regression analysis were used in the inferential study. According to the results of the investigation, organizational culture has a moderating effect on the relationship between psychological empowerment and innovative behavior among employees. It was determined that psychological empowerment is a crucial factor in encouraging innovative behavior among workers in the telecommunications sector, and it was thus suggested, among other things, that the environment of information exchange at work be fostered. By doing this, it establishes a base for creative methods.
Keywords: Employee Innovative Behavior, Psychological empowerment, Organizational culture, Idea generation, development, and implementation.
