The Role of Perceived Organizational Support, HR Practice, and Knowledge Sharing in Innovative Work Behavior of Digital Creative Industry
| dc.contributor.author | Gan Chia Zhi | |
| dc.date.accessioned | 2026-08-20T02:37:37Z | |
| dc.date.issued | 2023 | |
| dc.description | This study explores the relationships between Human Resource (HR) practices, perceived organizational support (POS), knowledge sharing (KS), and innovative work behavior (IWB) within Malaysia’s digital creative industry. By using a positivist paradigm and a quantitative research approach, the study aims to bridge theoretical gaps and address contradictory findings regarding these factors. Grounded in Social Exchange Theory and Social Cognitive Theory, the research examine the relationship between organizational support, reward systems, knowledge-sharing, and innovative work behavior. Data were collected through structured surveys targeting employees in Malaysia’s digital creative sector, with statistical analysis conducted using Statistical Package for the Social Sciences (SPSS). The findings indicate that POS is strongly correlated with IWB, KS has a small relative impact, while reward-based HR Practice do not have any relevant impact. These findings support the importance of social exchange mechanisms in encouraging innovation, yet it also indicates that extrinsic rewards are not enough to spur creative behaviour within this industry. Theoretically, this study has helped to explain the inconsistency of results in the available literature and warranted the use of SET and SCT to innovation studies. In practice, the findings emphasise the relevance of intrinsic motivation, supportive environments and cultures of knowledge sharing that are based on trust in fostering innovation. The companies are advised to work out HR strategies that will get beyond paying the compensations and concentrate on establishing purpose-driven cultures of collaboration. Future studies should consider longitudinal designs, sample a wider organizational range to improve generalizability and further the understanding of how these independent variables affect IWB by including several relevant moderator and mediator such as knowledge leak and way of exchanging knowledge. | |
| dc.identifier.uri | https://scholarhub.unimas.my/handle/123456789/1671 | |
| dc.language.iso | English | |
| dc.publisher | Universiti Malaysia Sarawak (UNIMAS) | |
| dc.relation.ispartofseries | Faculty of Economics and Business | |
| dc.subject | Innovative Work Behavior, Perceived Organizational Support, HR Practices, Knowledge Sharing | |
| dc.title | The Role of Perceived Organizational Support, HR Practice, and Knowledge Sharing in Innovative Work Behavior of Digital Creative Industry | |
| dc.type | Final Year Project |