The effects of SMEs employees’ learning support environment on innovative work behavior : Focusing on the mediating roles of self-efficacy and Eemployee engagement

Abstract

The purpose of this study is to recognize the importance of innovative work behavior and learning support environment for organizations to survive and be competitive in a rapidly changing business environment, and to identify the factors and environments in which members can actively realize innovative behavior. The learning support environment was treated as an independent variable, self-efficacy and employee engagement were considered as mediating factors affects innovative work behavior, and HRD academic and practical implications are presented through understanding of the process in which innovative work behavior is induced. To this end, an online survey was conducted on 400 workers who have worked at SMEs with less than 300 employees for more than a year, and the structural relationship between variables was analyzed using structural equation modeling. The results of the study show that the learning support environment had a positive (+) effect on all of innovative work behavior, self-efficacy, and employee engagement, and self-efficacy had a positive (+) effect on employee engagement and innovative work behavior. In addition, both self-efficacy and employee engagement had a significant mediating effect between the learning support environment and innovative work behavior, and the dual mediating effect between self-efficacy and employee engagement was also statistically significan