النجار, ., إبراهيم عشري, ., الدمرداش ابراهيم السيد العشري, . (2020). توسيط الإنصاف المدرک في العلاقة بين التعاملات التفضيلية في مکان العمل وسلوک العمل الابتکاري للموظف "دراسة تطبيقية على موظفي شرکات الأدوية بجمهورية مصر العربية". test, 44(4), 135-185. doi: 10.21608/alat.2020.232802
حميدة النجار; تامر إبراهيم عشري; محمد الدمرداش ابراهيم السيد العشري. "توسيط الإنصاف المدرک في العلاقة بين التعاملات التفضيلية في مکان العمل وسلوک العمل الابتکاري للموظف "دراسة تطبيقية على موظفي شرکات الأدوية بجمهورية مصر العربية"". test, 44, 4, 2020, 135-185. doi: 10.21608/alat.2020.232802
النجار, ., إبراهيم عشري, ., الدمرداش ابراهيم السيد العشري, . (2020). 'توسيط الإنصاف المدرک في العلاقة بين التعاملات التفضيلية في مکان العمل وسلوک العمل الابتکاري للموظف "دراسة تطبيقية على موظفي شرکات الأدوية بجمهورية مصر العربية"', test, 44(4), pp. 135-185. doi: 10.21608/alat.2020.232802
النجار, ., إبراهيم عشري, ., الدمرداش ابراهيم السيد العشري, . توسيط الإنصاف المدرک في العلاقة بين التعاملات التفضيلية في مکان العمل وسلوک العمل الابتکاري للموظف "دراسة تطبيقية على موظفي شرکات الأدوية بجمهورية مصر العربية". test, 2020; 44(4): 135-185. doi: 10.21608/alat.2020.232802

توسيط الإنصاف المدرک في العلاقة بين التعاملات التفضيلية في مکان العمل وسلوک العمل الابتکاري للموظف "دراسة تطبيقية على موظفي شرکات الأدوية بجمهورية مصر العربية"

المجلة المصرية للدراسات التجارية
Article 10, Volume 44, Issue 4, October 2020, Pages 135-185    PDF (2.1 M)
Document Type: المقالة الأصلية
DOI: 10.21608/alat.2020.232802
Authors
حميدة النجار1; تامر إبراهيم عشري2; محمد الدمرداش ابراهيم السيد العشري
1کلية التجارة - جامعة المنصورة
2کلية التجارة - جامعة المنصور
Abstract
Abstract
The main objective of this research was to determine the effect of preferential treatments in the workplace as an independent variable and perceived fairness of employees as a mediating variable on the Employees' innovative work behavior. And based on the data obtained from the questionnaire that was distributed to all staff of the research and development department in the registered pharmaceutical companies that were Central Agency for Public Mobilization and Statistics, where the total number of workers in the R&D department in those companies was (537) workers, so the response rate was (418) valid form as 77.8%. And through the use of the method of Partial Least Squares (PLS). The results of this study confirmed the research hypothesis concerning the mediation of perceived fairness on the relationship between preferential treatments at workplace and employee Innovative work behavior. Also, according to the results, those findings indicate that perceived fairness had a direct effect on Innovative work behavior. Implications for management and future research are discussed.
Keywords: Perceived fairness, Innovative work behavior, Idea generation, Idea connection, Implementation starting activities, Involving others, Innovation outcomes, preferential treatments, favoritism, nepotism
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