Date of Publication


Document Type

Bachelor's Thesis

Degree Name

Bachelor of Science in Business Management

Subject Categories

Business Administration, Management, and Operations


Ramon V. Del Rosario College of Business


Decision Sciences and Innovation Dept

Thesis Advisor

Harvey T. Ong

Defense Panel Chair

Roderick Pangindian

Defense Panel Member

Patrick Hariramani


This study investigates the effects of leader-member exchange (LMX) and psychological capital (PsyCap) and how they moderate the relationship between organizational innovative climate (OIC) and innovative work behavior (IWB) as perceived by the employees of Guaranteed Marketing Services, Inc. (GMS). The survey participants (N = 66) were asked to measure the OIC in the company, their own IWB, their relationship with their supervisors (LMX), and their psychological capabilities (PsyCap) through Likert system questionnaires which were disseminated via Google Forms. In addition, structured interviews were also conducted with the top management (N = 9) to further comprehend the work environment that GMS nurtures within the workplace. It was found that OIC significantly influences (p < 0.01) the innovative work behaviors of employees in a positive manner in GMS. However, the moderating effects of LMX and PsyCap were found to be insignificant both individually (p1 = 0.364; p2= 0.987) and simultaneously (Adjusted R² = 0.353; p = 0.490). As a result, managers must manage to maintain an organizational innovative climate in order to foster innovative work behaviors among their employees. Given the low adjusted coefficient of determination, more research is needed to determine other variables that significantly affect the innovative work behavior of employees in order to deeper understand how innovative work behavior can be influenced.

Abstract Format





Organizational change; Technological innovations; Employees—Attitudes

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