Self-Determination and Employee Innovative Behavior in the Nigerian Telecommunication Industry
The relationship between employee innovation and self-determination was examined in this study. In this cross-sectional study, 310 employees from the South-South region of Nigeria’s telecommunications industry served as the sample size. Self-determination had a marginally significant positive relationship with concept implementation, but a significant positive relationship with idea genesis and idea evolution, according to the results of the application of Spearman Rank Order Correlation. This study implies that a person who is given the authority to enhance work processes will undoubtedly use his expertise and abilities to support innovative approaches to work organization, as was seen in the telecoms industry. Thus, we deduced that self-determination grants an employee the authority and freedom to change working conditions in a way that would improve task completion. Furthermore, it gets rid of the operational rigidities that hinder innovation in Nigeria’s telecoms sector.
Keywords: Self-determination, idea generation, idea development, idea implementation
