Document Type : Original Research Paper
Authors
Management Group, Faculty of Management, Economics and Accounting, Payame Noor University، Tehran، Iran
Abstract
Background and Objectives: Innovation has become one of the key skills of organizations to deal with changes in the external environment. The development of theoretical foundations and requirements of management performance shows that the mechanism of employee innovation should be examined from the perspective of active planning and self-management of employees. Based on the goal-oriented theory, which focuses on initiative and spontaneity, a theoretical basis can be provided to study how to actively manage and promote innovation by employees. Therefore, for the education organization, knowing goal-oriented employees and investigating the effect of this feature on innovative performance can be very important and lay the groundwork for improving innovative performance in this organization. It is worth noting that many studies only focus on the single factor of employee innovation performance while innovative performance requires employees who are creative and whose goals are compatible with the organization's goals. Therefore, the main goal of this research was to investigate the effect of creative personality and goal orientation on innovative performance.
Methods: The current research was a part of applied research in terms of its purpose, and in terms of method, it was included in the category of descriptive-correlational research. The statistical population of this research consisted of 500 education workers and teachers from Darmian. The sample size was determined based on Cochran's formula of 217 people, and the questionnaires were distributed in a simple random manner. The data collection tool was the standard goal orientation questionnaire with dimensions of goal learning, proof of performance, and avoidance of performance by Vande (1997), the innovative performance questionnaire by Zhou and George (2001), and Goff's creative personality questionnaire (1979) with a five-point Likert scale. Hypotheses were tested by structural equation modeling method in PLS 3 software and model fit was examined.
Findings: The findings showed goal learning orientation, performance proof orientation, and creative personality had a positive and significant effect on innovative performance while the effect of performance avoidance orientation on innovative performance is inverse (T>1.96). Also, the findings showed that goal orientation played a mediating role in the relationship between creative personality and innovative performance (T > 1.96)، but did not moderate this relationship (T < 1.96).
Conclusion: When teachers and education staff have a learning goal-oriented approach, they seek to increase their skills and acquire new information about how to do their work and teaching, and they do not need to be rewarded by the organization because of their sense of self-satisfaction and superiority, they seek information to improve the way they do their work. Also, due to the orientation of performance proof, these teachers and staff show interest in learning new ways of doing tasks and welcome learning new skills, which provide the ground for innovative performance of teachers and staff. If learning is only to avoid failure, and teachers and staff turn to learning because their abilities are not questioned، it cannot encourage them to perform innovatively. In the middle education organization and the teachers working in this city, creative personality traits can improve innovative performance, people with creative personalities are not afraid of taking risks and at the same time they only try to do things correctly and meaningfully, this trait is for teachers. It can be very helpful in teaching if they can teach and behave according to the lesson and class environment and create creativity and innovation in students with their innovative performance. So, it can be said that teachers and staff who are creative by using skills acquisition and knowledge exchange and learning new solutions to perform tasks can have an innovative performance, but if they are afraid of asking questions and uncertainties and to avoid the inability to solve problems with other teachers and employees who do not exchange knowledge may not be able to produce innovative performance. According to the obtained results, if the education organization can stimulate and adjust the self-management awareness and goal orientation of teachers and employees through a series of actions, it will play a greater role in improving human resources and achieving sustainable growth.
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COPYRIGHTS
© 2024 The Author(s). This is an open-access article distributed under the terms and conditions of the Creative Attribution-NonCommercial 4.0 International (CC BY-NC 4.0) (https://creativecommons.org/licenses/by-nc/4.0/)
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