Личностные и организационные детерминанты инновационного трудового поведенияPersonal and organizational determinants of innovative work behaviour

Given the importance of innovation for organizational competitive advantage, developing innovative abilities among the current and future workforce has become a pressing human resource priority. This dissertation investigates how organizational and personal factors shape innovative behaviour using multiple samples—employees in Nigeria across 13 industries and higher education students in Russia. Using Latent Profile Analysis (LPA), the study identifies three distinct profiles of student innovators, while multinomial logistic regression (MLR) results show that individual resilience and self-monitoring are significant positive predictors of membership in the more innovative profiles. Further analyses using Structural Equation Modelling (SEM) on the employee data generate three key insights. First, employees whose supervisors hide knowledge tend to exhibit lower innovative work behaviour because they imitate such behaviour and experience weakened working relationships with colleagues. Second, morally disengaged employees engage less in innovative behaviour because they are more likely to hide knowledge and damage workplace relationships. Finally, employees who perceive their jobs as offering flexible working opportunities display higher innovative work behaviour because they communicate more frequently with their supervisors and engage in less knowledge hiding. Collectively, these findings provide important implications for supervisor leadership behaviour, the design of flexible work arrangements, and curriculum development aimed at fostering innovative behaviour in both organizational and educational contexts.