Validation of a Questionnaire to Evaluate the Hotel Employee Innovation Competency: Confirmatory Factor Analysis
DOI:
https://doi.org/10.12928/jehcp.v9i1.14945Abstract
The development and growth of the hotel business in Indonesia are increasingly rapid, along with the development of the tourism industry. One of the competencies that are needed in facing business competition is innovative competency. Although there have been many studies discussing the importance of mastering innovative competencies, there are still limited instruments for measuring the innovative competencies of hospitality employees. The purpose of this study is to develop an innovative competency measurement instrument for hospitality employees. The development of an innovation competency instrument for hotel marketing employees consists of three indicators, namely individual, interpersonal, and social network conditions. Data collection involved 143 hospitality marketing employees. Data analysis to test the validity of this innovative competency questionnaire uses the Confirmatory Factor Analysis (CFA). The study results revealed that the questionnaire was valid with the following criteria: RMSEA 0.094 (moderate), RMR = 0.037 (fit), Comparative Fit Index (CFI) = 0.901 (fit), Tucker-Lewis Index (TLI) = 0.891 (moderate), and NFI = 0.837 (moderate). These results indicate that an indication of a good fit or an innovative competency construct model in this study is declared fit so that it can be used to identify the innovative competencies of Sales Marketing employees in hospitality.
Keywords: innovative; interpersonal; social network; instrument validity.
References
Berraies, S., Chaher, M., & Yahia, K. Ben. (2014). Employee empowerment and its importance for trust, innovation and organizational performance. Business Management and Strategy, 5, 82–103.
Cerinsek, G., & Dolinsek, S. (2009). Identifying employees’ innovation competency in organizations. International Journal of Innovation and Learning, 6(2), 164–177.
Cooper-Thomas, H. D., & Burke, S. E. (2012). Newcomer proactive behavior: Can there be too much of a good thing? In The Oxford handbook of organizational socialization (pp. 56–77). New York, NY: Oxford University Press.
Drucker, P. F. (1985). Innovation and Entrepreneurship: Practice and Principles. London: Heineman.
El-Korany, A. (2007). A knowledge management application in enterprises. International Journal Management and Enterprise Development, 4(6), 693–702.
Etriya, E., Scholten, V. E., Wubben, E. F. M., & Omta, S. W. F. (Onno). (2019). The impact of networks on the innovative and financial performance of more entrepreneurial versus less entrepreneurial farmers in West Java, Indonesia. NJAS - Wageningen Journal of Life Sciences, 89, 100308. https://doi.org/https://doi.org/10.1016/j.njas.2019.100308
Garcia, J. A. M., Penalver, M. J. P., & Watts, F. (2013). How To Assess Innovation Competence in Service : The Case of university students. In Book of Proceedings of the 7th International Conference on Industrial Engineering and Industrial Management - XVII Congreso de IngenierÃa de Organización. (pp. 48–62). Direccion y Organizacion 50.
Ghozali, I. (2017). Structural equation models: Concepts and applications with the AMOS 24 bayesian SEM update program (Indonesian version) (Edisi 7). Semarang: Badan Penerbit Universitas Diponegoro.
Global Innovation Index. (2019). Global Innovation Index 2019 rankings. Retrieved November 25, 2019, from https://www.globalinnovationindex.org/gii-2019-report
Hsien, K. T. (2010). Measuring Innovation ompetencies fro Integrated Services in The Communication Industry. Journal of Service Management, 21(2).
Jokisaari, M., & Vuori, J. (2014). Joint effects of social networks and information giving on innovative performance after organizational entry. Journal of Vocational Behavior, 85(3), 352–360. https://doi.org/https://doi.org/10.1016/j.jvb.2014.08.007
Kanter, R. M. (1985). Supporting innovation and venture development in established companies. Journal of Business Venturing, 1, 47–60.
Khan, M., & Akhter, P. (2019). Efficacy of Interpersonal Contacts Towards Diffusion of Innovation in Agricultural Sector. The Journal of Development Communication, 30(1), 1–9.
Mutsvangwa-Sammie, E. P., Manzungu, E., & Siziba, S. (2017). Profiles of innovators in a semi-arid smallholder agricultural environment in south west Zimbabwe. Physics and Chemistry of the Earth, Parts A/B/C, 100, 325–335. https://doi.org/https://doi.org/10.1016/j.pce.2016.09.002
Ojedokun, O. (2012). Role of perceived fair interpersonal treatment and organization-based self-esteem in innovative work behavior in a Nigerian Bank. Psychological Thought, 5(2), 124–140. https://doi.org/https://doi.org/10.5964/psyct.v5i2.33
Seo, H., Kim, M., Chang, K., & Kim, T. (2015). Influence of interpersonal trust on innovative behaviour of service workers: Mediating effects of knowledge sharing. International Journal of Innovation Management, 20(02), 1650026. https://doi.org/10.1142/S1363919616500262
Spencer, L. M., & Spencer, S. M. (1993). Competence at work: Models for superior performance. New York: John Wiley & Sons, Inc.
Sperber, A. D. (2004). Translation and validation of study instruments for cross-cultural research. Gastroenterology, 126, S124–S128. https://doi.org/10.1053/j.gastro.2003.10.016
