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005			20260817171050.0
008			230915s2021 th uu m rtt 0| a1eng d
035			_a.b12413446
099		9	_aAIT Diss. no.DBA-SOM-21-01
100	0		_aKurkrit Chaisirikul
245	1	0	_aBarriers for employees{u2019} innovative work behavior in public sector organizations : _bthe case of the customs department in Thailand
260			_aPathum Thani, Thailand : _bAsian Institute of Technology, _c2021
300			_a154 leaves : _bill.
490	1		_aDissertation ; _vno. DBA-SOM-21-01
500			_aA dissertation submitted in partial fulfillment of the requirements for the degree of Doctor of Business Administration
502			_aThesis (Ph.D.) - Asian Institute of Technology, 2021
520			_aThe employees{u2019} innovative work behavior has been recognized as a major drive for the organizational survival and sustainable growth. Their creativity and innovation become basic needs for contemporary organizations. Attention has been paid in previous literatures to find out the significance of it and the factors that contribute to innovative work behaviors while barrier factors have been neglected from researchers even though they are known as the cause of problems or the obstacles to the success of innovation. This study aims to investigate and understand the barriers for employees{u2019} innovative work behavior in public organization, with the case of the Customs Department, Thailand, by proposing three independent variables in job characteristics as barriers (High Job Demand, Low Rewards and Incentives, and Lack of resources) and a moderating variable in Leader-Member Exchange. The data has been assembled and analyzed according to the responses from 264 employees and 88 immediate supervisors from the Thai Customs Department. Structural Equation Modeling has been applied to analyze the relationships. The results reveal that job characteristic barriers have negatively influenced on employees{u2019} innovative work behavior. The results further indicate that Leader-Member Exchange significantly moderates the relationship between job characteristic barriers and employees{u2019} innovative work behavior by challenging the effect in the predictor outcome relationship. This study thereby makes advances in the literatures of public sector innovation and innovative work behavior. Additionally, the present study provides suggestions for management on how to mitigate the negative effect of job barriers on employees{u2019} innovative work behavior.
650		0	_aDiversity in the workplace
650		0	_aWork environment
650		0	_aEmployees
700	1		_aBadir, Yuosre F. M., _eChairperson
700	1		_aHuynh, Trung Luong, _eExamination Committee
700	0		_aWinai Wongsurawat, _eExamination Committee
700	0		_aWasan Luangprapat, _eExamination committee
710	2		_aMinistry of Finance, Thailand, _eScholarship Donor
710	2		_aAsian Institute of Technology Fellowship, _eScholarship Donor
810	2		_aAsian Institute of Technology. _tDissertation ; _vno. DBA-SOM-21-01
856	4	0	_3Full-Text _uhttp://203.159.5.9/ait-thesis/detail.php?q=B19935
907			_a.b12413446 _bmnait _cm
902			_a240528
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909			_aBarcode : - _bCREATED : 2023-09-13 _cRECORD # : i13464462 _dLPATRON : 0 _eLCHKIN : - _f# RENEWALS : 0 _g# OVERDUE : 0 _hIUSE3 : 0 _iTOT CHKOUT : 0 _jTOT RENEW : 0
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