Abstract:

Globally, organisations in developed countries are faced with highly competitive labour market. Therefore, this situation has led to the emergency of locating enthusiastic employees who will be creative and innovative enough to differentiate and drive an organisation to achieve new feats. The rise for innovation in organisations has demanded for the need of creative work force. Organizations with employees that exhibit innovative behaviour as they get things done can achieve cutting edge growth and performance. For employees to effectively generate ideas, promote idea and implement it, organization must have had a value proposition in place. This value proposition is a flexible benefit policy that encourages organisations to fabricate employees reward to their needs and priorities. The purpose of this study was to conceptually; (a) find a match between innovative work behaviour and organisational growth; (b) evaluate the mediating effects of employee value proposition on both innovative work behaviour and organisational growth. Various articles were reviewed from the areas of marketing, organisational behaviour and business management on the subject matter. This study was premised on three major theories namely: Penrose theory; Interactionist Theory; and Porter’s Generic Value Chain Model. The study discovered that employee value proposition can induce innovative or disruptive work behaviour, and also have myriads of effects on organisational growth. It is therefore suggested that Human Resource Professionals and Managers must evaluate, manage and monitor Employee Value Proposition (EVP) in a goal-oriented manner to stimulate innovative work behavior so as to achieve growth and competitive positioning. Empirical enquiries can be made to further this study.