Thesis (PhD) - Cyprus International University. Institute of Graduate Studies and Research Business Administration Department

Includes bibliography (sheets 115-145)

ABSTRACT Employee innovation in the form of behavior and practices is the most valuable asset through which oil organizations can build their competitive advantage in the marketplace. Based on the precepts of equity, social exchange and expectancy theories, the current study investigates the relationships between organizational justice, knowledge sharing, organizational earning capacity, and employee innovative behavior. Data gathered from Libyan national oil employees form different managerial levels, were employed to develop and assess these relationships. The relationships within the conceptual model were empirically tested using structural equation modeling. That is, a fair organizational environment where employees can feel their values positively affects employees' innovative behavior directly and indirectly via organizational learning capacity. Organizational justice positively and directly influences both employees' knowledge sharing behavior and organizational learning capacity. The two latter variables also positively and directly influence employee innovative behavior. Examining the roles of two intervening variables that associate organizational justice to employees' innovative behavior would offer important implications for theory and practice based on the empirical results. The contributions to the oil relevant literature in addition to further research insights are provided.