พฤติกรรมเชิงนวัตกรรมของพนักงานเจนเนอเรชั่นวาย การไฟฟ้าฝ่ายผลิตแห่งประเทศไทย

Abstract

The purposes of this research were to study the level of innovative behavior of Generation Y employees in Electricity Generating Authority of Thailand (EGAT) and the effects of important factors in three levels: organizational, team and individual levels, which were support for innovation climate, leader-member exchange, and dissatisfaction with the status quo, respectively on the innovative behavior. This study used online questionnaires to collect data from generation Y employees working in nine divisions of EGAT by determining the minimum samples were 364 people. The usable surveys were 437 questionnaires. Descriptive statistics and multiple regression analysis were implemented. The results of the research revealed the relatively high level of generation Y employees' innovative behavior. Additionally support for innovation climate and leader-member exchange statistically positively affect innovative behavior but the effect of dissatisfaction with the status quo on innovative behavior was not found. Therefore, the organization should emphasize the significance of Generation Y employees who are the majority group in the organization by creating innovative working environment, enhancing quality of relationship between supervisors and employees, welcome new ideas from employees and provide an opportunity for them to contribute in the decision making process to potentially enhance the level of innovative behavior among employees which is one of the significant behaviors that today's organizations focus to create organizational competitive advantages.