Examining the role of employee social intrapreneurial behaviour and job satisfaction as mediators of employee commitment

Abstract

The primary objective of this research is to investigate and establish a comprehensive understanding of the correlation between an innovative organizational culture, employee intrapreneurial behavior, authentic leadership, employee job satisfaction, and employee job commitment in the manufacturing sector of Kuwait, which is a developed economy. To identify any gaps in current research, literature reviews examine the fundamental concepts and their associated domains by dissecting their definitions, dimensions, and significance. The analysis of pertinent research revealed major gaps in knowledge. Consequently, a novel framework has been established. The framework investigates the phenomenon of employee social intrapreneurial behavior by integrating many dimensions, including idea generation, idea promotion, and idea realization. Additionally, employee social intrapreneurial behavior can be defined as: "Is a behavior displayed by personnel employed within an organization, regardless of the type of organization. Employees feel appreciated and a part of the organization's success. They generate societal ideas for new procedures, services, or products." This investigation makes use of a methodology grounded in Pragmatism and the ontological tenets of Objectivism. The study employs a deductive methodology, which involves testing a theoretical framework and investigating the relationship between independent and dependent variables. The study issues were addressed using a quantitative methodology. The survey was employed as the principal methodology for data collection. The research population consists of employees at various tiers of hierarchy within the manufacturing sector in Kuwait. There were a total of 233 participants, with small, medium, and large businesses represented in the sample. The participants were selected using a stratified sampling procedure. The collection of quantitative data was carried out through the utilization of a self-administered and electronic Arabic questionnaire. Subsequently, the acquired quantitative data was subjected to analysis using the Statistical Package for Social Sciences (SPSS) version 28. An further significant contribution that this work makes is the creation of a oneof- a-kind instrument. The questionnaire that was used in this investigation was developed through a procedure that consisted of three stages. The first thing that needed to be done was to investigate and enhance the components of verified surveys. Individuals who were in agreement with the goals of the study were invited to participate in the study in their initial appearance. Following the completion of the second phase, the elements that were in agreement with the objectives of the research were amended. For the purpose of enhancing the questionnaire and making it easier to collect the necessary data, the researcher produced additional items connected to the dimension of "employee social intrapreneurial behaviour" during the third phase of the study process. The ultimate questionnaire is comprised of a collection of dimensions and elements that have not been utilised in the past for the purpose of evaluating the social and intrapreneurial behaviour of employees. This study contributes significantly by presenting a novel conceptual framework that incorporates many factors to examine the mediating role of employee social intrapreneurial conduct and job satisfaction in the association between innovative organizational culture and employee commitment. This study represents the initial empirical investigation, based on the researcher's current understanding, into the correlation between these subjects. Moreover, this study included quantitative data to assess the effectiveness of the model, with a particular focus on the manufacturing sector in Kuwait. The findings of the study revealed a significant and positive impact of employee social intrapreneurial behavior, with job satisfaction serving as a mediating variable. The study addresses the existing gaps in knowledge and introduces an innovative contribution.The inclusion of this information serves to enhance and enhance the existing corpus of knowledge and practical applications. This study seeks to clarify the intricacies of employee social intrapreneurial behaviour and its consequential importance for owners and managerial staff. In organisations, the existence of intrapreneurial personnel has a vital role in promoting innovation, which subsequently enhances the firms' capacity to achieve a competitive advantage (Guerrero and Peña-Legazkue, 2013). The Generation Z cohort is playing a crucial role in promoting intrapreneurial behaviours in the workplace. Managers must prioritise employee satisfaction and provide a pleasant work environment tailored to their individual needs. The individuals of Generation Z will make up the workforce of the future, and it is essential for companies to learn about the peculiarities of this generation in order to adapt. Those who are more likely to move around in their jobs are people who are determined to go up the corporate ladder no matter what it takes. They can switch between multiple workplaces as needed, much like a monkey might hop from tree to tree. For this reason, individuals need not worry about securing a regular pay check or a permanent office space because they do not get too attached to any one company. Those who are endowed with these traits are less likely to doubt themselves and more likely to take the lead. People that lean towards pragmatism are more likely to respect personal space and do well in less formal, indirect environments. These people are breaking away from traditional office work culture and building a new social structure as they do their jobs online from anywhere in the world. On top of that, they are quite active in creating their own online communities. This group's members are more likely to be intelligent than wise, and they seem at home in the technological world. Despite their limited skill in expressing themselves verbally and emotionally, these individuals are capable of achieving their dreams, no matter how great the cost. The people in issue will not act alone to implement their creative ideas, but rather they will collaborate for the common good. Hence, it is crucial to familiarise oneself with their requirements and ensure their satisfaction. This research offers empirical evidence that is consistent with the theoretical frameworks of the Self-Determination Theory, the Social Exchange Theory, and the Planned Behaviour Theory, which are discussed in the third chapter of this thesis. This research constructed a three-part sequential framework to describe the process by which an innovative organisational culture is established and its subsequent impact on employee behaviour, particularly in terms of intrapreneurship. The framework was developed in order to explain the relationship between the two. A shared innovative mentality that can be internalised as a habitual practice over a period of time can be developed through active participation in the process of developing such a mindset. The theoretical framework of the research has the potential to improve managers' comprehension of the significance of intrapreneurship and the ways in which organisations can assist its development at both the individual and organisational levels. Future research could take a direct approach to investigate the impact of factors and their impact on the correlation between an innovative organizational culture and employee engagement/employee performance. Future studies could use a mixed research methodology using semi-structured interviews with management executives. personnel of companies. Future research could investigate the impact of Coaching leadership style on employees' intrapreneurship behavior in the specific context of Kuwait.