Document Type
Article
Publication Date
5-1-2006
Abstract
Organizations promote widely ranging workplace programs and initiatives with the goal of instituting change or maintaining previously adopted change. Often these programs and initiatives are designed to establish global standards through consistent member behavior. Using data from over 400 members of diverse organizations, this study examines several factors that affect program commitment and usage. Drawing upon innovation theory, I focus on the concept of end-user adaptation, or, as used herein, adaptation proximal activities. With regard to this mechanism, I propose and establish the mediating role that personal engagement plays in employee propensity to adopt adaptation proximal activities with regard to the program commitment and usage outcomes. Further, several conditions antecedent to personal engagement are identified with a focus on the elements of trust, control, and management behavior. Lastly, the role of risk taking propensity is explored and found to be more complex than originally conceptualized. Taken together the results indicate that characteristics of both the organization member and the workplace environment determine the degree to which workplace programs and initiatives will prove successful.
Keywords
industrial relations--United States, work environment, organizational effectiveness
Rights
© The Author(s). Kelvin Smith Library provides access for non-commercial, personal, or research use only. All other use, including but not limited to commercial or scholarly reproductions, redistribution, publication or transmission, whether by electronic means or otherwise, without prior written permission is strictly prohibited.
Department/Center
Design & Innovation
Recommended Citation
Krug, Robert M., "Adaptational Proximity and the Innovation Process: An End-User Focus" (2006). Student Scholarship. 70.
https://commons.case.edu/studentworks/70