Examining the Role of Employee Social Intrapreneurial Behavioural and Job Satisfaction as Mediators of Employee Commitment

Abstract

This study investigates the series of mediating effects of employee social intrapreneurial behaviour and job satisfaction on innovative organizational culture and employee commitment. This research aims to explore the relationship between an innovative organizational culture, employee intrapreneurial behaviour, employee job satisfaction, and employee job commitment in the manufacturing sector of Kuwait, a developed economy. Literature reviews analyses core concepts and their associated domains to discover gaps in existing research by examining definitions, dimensions, and relevance. The examination of relevant research identified significant knowledge deficiencies. The framework examines employee social intrapreneurial behaviour by incorporating several aspects such as idea generation, idea promotion, and idea realization. The current study utilized quantitative research methods. The researcher utilized SPSS version 28 to analyses the numerical data collected through a questionnaire to meet the study questions. The questionnaire was distributed using both computerized and self-administered ways to increase the response rate. We have obtained an extensive list of contact names for all manufacturing companies in Kuwait. The study is based on three primary theories: Self Determination Theory, Social Exchange Theory, and Theory of Planned Behaviour. This study aims to develop a new formula to promote a culture of social innovation. The research findings suggest that Employee Social Intrapreneurial Behaviour (ESIB) has a notable influence on manufacturing enterprises in Kuwait. Employee social intrapreneurial behaviour and job satisfaction were shown to have a mediating impact on innovative organizational culture and employee commitment. The research's theoretical framework enhances managers' understanding of the significance of intrapreneurship and how organizations can facilitate its development at both individual and organizational levels.

Received: 28 January 2024 / Accepted: 28 April 2024 / Published: 5 May 2024