examining the mediating role of motivation in the relationship between self-efficacy and organizational innovation of employees
mohammad hossein rajabi * (author in charge)
department of financial management, safashehr branch, islamic azad university, fars, rajabihosein85@gmail.com
zinat ansari
department of financial management, safashehr branch, islamic azad university, fars, iran
zansari2007@gmail.com
fatemeh rajabi zadeh
department of financial management, safashehr branch, islamic azad university, fars, iran
f.rajabi.zadeh1974@gmail.com
extended abstract
organizational managers think about what method to adopt so that the workforce continues to work in the organization with maximum power and motivation, because motivation is an important resource for human resource management. the present study investigated the mediating role of motivation in the relationship between self-efficacy and organizational innovation of employees. this research was applied in terms of purpose and of correlational type, which was carried out in the field method.
the statistical population of the study included all municipal employees of the cities of madersaliman, pasargad and maroodasht located in fars province in 1401, approximately 420 people, according to morgan's formula, 200 people were selected by random sampling. to collect relevant data, three self-efficacy questionnaires were used: riggs and knight (1994), herzberg's occupational motivation questionnaire (1997) and etlai and akif's organizational innovation questionnaire (1986).
data was collected using descriptive statistics, inferential statistics and structural analysis using spss24 and amos software. 24 were analyzed. the findings of the research showed that there is a significant relationship between all three research variables.
the results of the study indicated the influence of self-efficacy on organizational innovation after the influence of the mediating variable of employee motivation. in such a way that by improving the level of job motivation due to the improvement of self-efficacy of employees, the amount of organizational innovation increases. according to the results of the research, it is suggested that organizations should pay attention to employee motivation to achieve a higher level of innovation and, as a result, higher performance.
in general, a sense of self-efficacy is created when an individual can overcome obstacles with perseverance and continuous effort.
when individuals believe that they have the requirements to succeed, they exert more perseverance in the face of adversity and hardship, and by enduring hardship, they become stronger and more capable.
experiences that provide confidence in an individual's ability allow them to endure problems and failures without losing their competencies (dunn et al., 2018).
this makes the individual fearless in presenting creativity and innovative behavior and appears strong. people who have high self-efficacy exert more creativity in carrying out their responsibilities.
creativity means the emergence and production of thinking, in other words, creativity refers to the power of original ideas, and innovation means the operationalization of those same new ideas.
accordingly, employees with high self-efficacy act more creatively in the face of problems than employees with lower self-efficacy and seek newer solutions to solve problems, which in turn leads to their work innovation.
keywords: job motivation, organizational innovation, job self-efficacy, municipality
contribution of authors
all authors have participated in this research in equal proportion.
ethical approval
written informed consent was obtained from the individuals for their anonym zed information to be published in this article.
conflict of interest
no conflicts of interest are declared by the authors.