Kassymova M.D., Berdibayeva S.K.
(Republic of Kazakhstan, Almaty,
Al-Farabi Kazakh National University)
PSYCHOLOGICAL FEATURES OF THE DEVELOPMENT A POSITIVE
ATTITUDE OF EMPLOYEES TO BUSINESS INNOVATIONS
Like it or not, you and I will spend a big part of our waking lives working. In the modern world,
the quality of work is determined by how much the company's employees are absorbed in their work.
Therefore, many large companies often introduce business innovations, motivate their employees to
work efficiently and pay a lot of attention to creating a good psychological atmosphere in the
workplace.
Employee engagement is a psychological state that is characterized by energy, dedication, and
absorption in one’s work and organization. Highly engaged employees are enthusiastic about their
jobs, committed to their work and the organization, and it is assumed that this state leads them to be
more motivated, productive, and more likely to engage in positive work behaviors [1].
Just as there are different operational definitions of job satisfaction, so too are there different
definitions of the construct of organizational commitment. This definition encompasses both attitudes
and behaviors. The concepts of job satisfaction and organizational commitment are closely related,
although distinct [2].
Between continued pressures to reduce staff, do more with less, increase employee
involvement, benchmark best practices both internally and externally, empower employees to better
serve their customers, and continually improve one’s processes, it is no wonder that leaders, managers
and practitioners have now turned to interpersonal relationships as the “next wave” of organizing
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work leading to the success of the business. As people strive to make positive interpersonal
relationship in every social structure they exist in, that is in their workplace too, and as these positive
relations form social capital of an organization, this natural striving may be considered as the ally of
contemporary managers. Thus, we can again argue that positive interpersonal relationships are among
the key determinants of the company's performance and development, and these positive relationships
can be stimulated within the company [3].
Colleagues support each other and work in tandem, and a host of other positive outcomes
materialize, such as:
– Increased productivity
– Greater probability of collaboration and teamwork
– Improved morale
– Ability to overcome adversity
– Willingness to share information and ideas
– Lower turnover
– Increased sense of camaraderie
– Improved customer service
Positivity can be contagious, where everyone feels like they’re on the same team, the effort is
collective, and everyone’s ideas are valued and welcomed [4].
Psychologists have long identified the desire to feel connected to others as a basic human need
with interpersonal relationships having a significant impact on mental health, health behavior,
physical health, and mortality risk [5]. Indeed, human physiological systems are highly responsive to
positive social interactions.
Gable & Gosnell surmised that humans are endowed with separate reflexive brain networks for
social thinking; thus close relationships are linked to health as they build certain biological systems
which may protect against the adverse effects of stress. Their research found that the brain releases
oxytocin in response to social contact, a powerful hormone linked to trustworthiness and motivation
to help others in the workplace [6].
According to Heaphy & Dutton [7], positive social interactions serve to bolster physiological
resourcefulness by fortifying the cardiovascular, immune, and neuroendocrine systems through
immediate and enduring decreases in cardiovascular reactivity, strengthened immune responses, and
healthier hormonal patterns.
Let's discuss current problems and demands in business psychology. The psychology of
business studies the factors and conditions under which businessmen are successfully solving the
tasks of the effectiveness of their business, do not lose human qualities that allow them to be capable
for personal growth, effective communication with people and give them "human face" [8].
The formation of business psychology is a reaction to the numerous problems facing small,
medium and large businesses, and requires the participation of professional psychologists. So, among
businessmen there are more and more supporters of professional regulation and accounting of
psychological processes and problems that occur in almost any business organization. It is no accident
that the expression "business is psychology" is accepted by many business representatives. From a
psychological point of view, business acts as an activity and an environment of social and professional
development, in which specialists of various profiles work [9].
Innovation is a process involving the generation of effective novelty and the subsequent
implementation of this novelty in organizations [10]. Conway and Steward [11] have stated that
innovation represents a delivery of a new product to the market or the introduction process of new
ideas that can solve firm problems. Ideas that are designed to reorganize, reduce costs, improve the
organization's networks, develop new systems are also considered to be an innovation as well as the
generation, acceptance and implementation of new ideas, processes, products or services. According
to Lewin and Massini [12] and Nelson and Winter, innovation emerges from two main sources:
internal research and development which is based on the company's expertise and knowledge,
and
the imitation of innovations that were introduced by other companies [13].
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The importance of innovation activity is not negotiable and has been mentioned in a number of
academic studies [14], [15], [16], [17].
In the world of business, there are many different types of innovation that a company might
pursue. These are often tied directly to individual products, internal processes or workflows, or
business models. Some companies are even using all options in an attempt to lead growth by adapting
to an ever-changing market [18]. This is especially noticeable when observing companies that are
very active in introducing innovations to increase employee motivation and to meet their needs.
In order to drive business growth, stay relevant in changing times, and differentiate from the
competition, business leaders must be able to think creatively and embrace innovation into their
business models. One way to do this is by gaining experience working on exciting, challenging, and
innovative projects, as doing so will expose you to the skills needed to become an innovation driver
within your organization.
Organizations, who want to create a basis for long-term success, are constantly evolving. They
strive for change at the right point in time to secure their economic survival [19]. Therefore it is
important to know how a companies’ ability to innovate can be improved, there are manifold thoughts
on that topic to be found in literature. Innovation in this sense describes a new, technically feasible
product or process, which generates an economic value. All innovation activity can be traced back to
the behavior of employees. That makes the employee the center point of attention, if you want to
improve your innovation ability.
The innovative employee distinguishes himself through visionary way of thinking on
challenges and shapes his ideas in a committed and self-acting way. In consequence of inquisitiveness
and intrinsic interest on positive changes, he recognizes potentials for improvement not only in his
own field. He uses the resources available to him in an optimal way, communicates openly over his
ideas and manages to inspire colleagues and business partners for them.
An effective and productive organization requires its manpower to be happy and content with
their job profiles so that they can put in their efforts for the overall growth of the organization. It is
important to identify the variables associated with the employee and organizational performance
which have an impact on worker‘s performance and attitude in organization. Employees are expecting
the company to enhance their performance by giving proper training and motivation. Many authors
[20] argue that "A happy worker is a productive worker". This expectation plays a significant role in
deciding employee attitude and the employee work performance. Attitude has a direct impact on work
performance of an employee. Job satisfaction is a significant area of research; it is correlated factor
which can enhance job performance. Various studies have defined that job satisfaction and job
performance have a vital relation to a business. The most famous researchers and writers accepted
that the job satisfaction can affect work performance of the employees in the organization. There are
also specific conditions such as mood and worker level within the organization identified that the job
satisfaction and job performance connection depends the social exchange theory; worker‘s
performance is giving back to the business from which they get their fulfilment.
Thus, analyzing all of the above, we can come to the conclusion that the company's employees
develop a positive attitude to business innovation. Because innovation ensures job satisfaction and
helps the employee to work efficiently and with great desire. Therefore, we can conclude that
companies that often introduce business innovations definitely benefit in many areas of business.
Since they always have energetic, motivated, active employees who are ready to work for the
development of this company.
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