Measuring the effects of organizational innovation on employee motivation and job performance linkages in SMEs

• Main Author: Tan, Cheng Hui
• Format: Dissertation
• Language: English; English; English
• Published: 2021
• Subjects: HD58.7 Organizational Behavior.
• Online Access: https://etd.uum.edu.my/9986/1/depositpermission-not%20allow_s827294.pdf; https://etd.uum.edu.my/9986/2/s827294_01.pdf; https://etd.uum.edu.my/9986/3/s827294_02.pdf; https://etd.uum.edu.my/9986/

Nowadays, the pandemic of Coronavirus disease 2019 (COVID-19) has spread at a terrifying speed. Therefore, organizations are facing problems in motivating employees and affecting job performance. In order to secure the organization's success, organizational innovation is a key element for measuring the effect. This research is mainly measuring the impact of organizational innovation on employee motivation and job performance linkages in small and medium-sized enterprises (SMEs). This is a quantitative study. A survey approach was applied in this research, with data gathered by distributing questionnaires to the respondents online through Google Form. The cross-sectional study was used to collect the sample from 200 respondents who are working in SMEs Malaysia. A unit of analysis in this study is at the individual level, which the sample consists of individual employees working at SMEs Malaysia. Besides, data gathered were analyzed using the Statistical Package for the Social Sciences (SPSS) to determine the connection between the variables. Multiple regression analysis was used to test the hypothesis. The result of this study shows that employee motivation has significant relationships with job performance. Additionally, organizational innovation has no moderating effect in this study. The study's findings and results are discussed. It appears that the organizational innovation did not serve as a moderator of the employee motivation and job performance linkages in SMEs. In this study, the practical implication brings effect to SMEs in Malaysia and HR practitioners. The limitation of this study is that there is only one independent variable and insufficient questionnaire data collection