International Journal of Innovation Management最新文献

European companies have widely adopted sustainability goals as part of their strategy and normative guidelines but struggle to facilitate organisation-wide cultural transformation towards more sustainable development. Despite the rapid development of theoretical concepts and methods for values-based and sustainability-oriented innovation (SOI), we still do not understand the discrepancies between sustainability-oriented values and strategies on the one hand and their insufficient translation into innovation-related practices on the other. In order to advance our understanding of the cultural tensions and values-action gaps that constrain SOI at the organisational level and to derive corresponding measures for building values-based innovation cultures, we conducted ethnographic research at a leading technical inspection company in Germany. The resulting insights reveal tensions and gaps between espoused values of corporate sustainability and everyday practices with regard to innovation culture, vertical and horizontal integration, external interfaces, practices and methods and personal alignment. Their discussion enriches our theoretical understanding of values-based and sustainable innovation practices and identifies areas and entry points for managerial intervention to promote a sustainable innovation culture.

Big data governance, along with big data analytic capabilities (BDACs) and organisational agility, is expected to increase the organisation’s innovation performance. Drawing on the resource-based view, the dynamic capabilities view, and the literature on big data governance and BDACs, this study examines the relationship between big data governance and innovation performance, while focussing on the mediating roles of BDACs and organisational agility. Using a partial least square- structural equation modelling (PLS-SEM) approach, questionnaire responses from 152 enterprises from various industries in the Gulf Cooperation Council (GCC) countries were analysed to test the hypotheses presented in the study’s conceptual framework. The study’s main findings are that BDACs fully mediate the big data governance relationships with innovation performance and organisational agility. The study also found significant serial mediation by BDACs and organisational agility between big data governance and innovation performance. This study highlights that the ability of management to develop and deploy an appropriate combination of essential resources depends on their resources and capabilities (big data governance, BDACs, and organisational agility), leading toward the improvement of firm innovation performance.

Understanding employee motivation is central to fostering workplace innovation (WPI) within firms for enhanced quality of working life and work performance. This research examines the relationship between WPI and the promotion and prevention orientations for motivation proposed by regulatory focus theory (RFT). Survey responses from 309 service industry employees and partial least squares structural equation modelling (PLS-SEM) aid in empirically assessing this relationship. Survey results indicate a positive relationship between the promotion focus of RFT and the dimensions of WPI, but not the prevention focus. The study also finds empirical support for the relationship between regulatory focus and the innovative climate of service industry firms. Guided by these findings, this study encourages managers to savvily work on workplace climate-based development and promotion-based organisational designs for initiatives and action plans that foster WPI.

The deployment of AI systems has increased across several industries as they exhibit progressively stronger predictive performance. Due to safety, moral, and legal considerations, full automation is frequently undesirable. However, fully manual methods might be erroneous and time-consuming. The idea of using AI to support human decision-making is therefore gaining popularity in the scientific community. The flourishing subject of AI decision-making needs to embrace empirical methodologies in addition to building AI technologies for that purpose to establish a solid understanding of how people interact and collaborate with AI to make decisions. This research intends to analyse how artificial intelligence uses human judgment for decision-making in business. Researchers gathered survey results from high-tech employees in India via email, media, and other means. The sample size was 196, and the sampling strategy most likely employed was convenience sampling. With the data collected measurement and structural model are performed and found that artificial intelligence-based decision-making impacts the organizations’ business value and artificial intelligence capability impacts the organization created with the moderating effect of business intelligence. Also, it is concluded that AI-based decision-making impacts knowledge management.

Trust is the most important prerequisite for the emergence and effectiveness of interorganisational innovation cooperation, due to uncertainty and contract incompleteness. Nevertheless, little attention has been paid to the question of whether the trust of principals in a cooperation depends on different preconditions than that of agents. Based on a sample of 364 scientists from 100 German publicly funded interdisciplinary cooperations in medical research, we find that the trust of principals mainly depends on their partners’ reputation of ability, whereas the trust of agents on their partners’ reputation of benevolence. Surprisingly, culture- and personality-related factors prove to be ineffective. These results are of major relevance for the trust generation in innovation cooperation.

This study aims to enhance our understanding of the relationship between team innovation climate within the purchasing team and the level of purchasing involvement in open innovation (OI) initiatives. Previous research in psychology and management has documented the impact of team climate on innovation capacity. Furthermore, the purchasing function has been recognised as a bridge between internal and external resources in OI. However, to date, research has not examined the link between the team innovation climate and the role of the purchasing function in OI initiatives. To address this gap, we studied a sample of 258 purchasing teams across industries in France based on a self-audit and questionnaire using established team innovation climate scales. From our analyses, four dimensions of the purchasing team climate towards innovation emerge: the team cohesiveness, the team creativity, the leader support for innovation and the institutional support for innovation. We subsequently conduct regression and necessary condition analysis. Our results show that institutional support is both necessary and positively related to involvement. Moreover, purchasing’s ability to contribute to inbound OI is constrained by each of the four dimensions of the team innovation climate, to various extents. Our work thereby elucidates the individual elements and the collective impact of the team innovation climate that enable the exploitation of the innovative potential of suppliers through purchasing’s bridge function between external and internal innovation actors providing new insights into the human side of OI at team level.

Managerial Highlights

The aim of this paper is to empirically study the impact of the motivation-enhancing practices of performance-based rewards and developmental performance appraisal on radical innovation. The effect of innovative work behaviour (IWB) is also considered as a mediator in this relationship. The paper also considers the effect of performance-based rewards and developmental performance appraisal on affective commitment and whether this mechanism can drive employees’ IWB. A survey questionnaire was used to collect data from employees working in the telecommunications, mining, pharmaceutical, banking and technological industries in Jordan. The final sample comprised 270 valid responses. Research hypotheses were tested via structural equation modelling (SEM) using AMOS v28 and PROCESS by Hayes to test the mediating effects. The paper found that IWB mediates the relationship between performance-based rewards, developmental performance appraisal and radical innovation because the subsequent effect of IWB on radical innovation was significant and positive. This is also confirmed by the mediation analysis. Findings showed support for the positive impact of performance-based rewards and developmental performance appraisal on affective commitment. Additionally, the findings confirmed that affective commitment mediates the relationship between performance-based rewards, developmental performance appraisal and IWB.

We study how the chief executive officers (CEOs) compensation perceptions and risk propensity influence exploratory innovation in small- and medium-sized enterprises (SMEs). Based on survey data collected from 381 CEOs of private SMEs in Colombia, we find that (1) CEO underpayment perceptions have a positively increasing relationship with exploratory innovation, (2) CEO overpayment perceptions have a positively decreasing relationship with exploratory innovation, and (3) CEOs’ risk propensity does not moderate these relationships. Our study informs small business managers, boards of directors, and policy makers on how compensation aspirations and comparisons serve as motives for exploratory behaviour. Our study also represents a unique attempt to capture CEOs’ perceptions of their compensation and explore their influence on strategic outcomes. Further, we underscore the need to extend social comparison theories to better understand how CEOs’ compensation and dispositional motives shape firms.

This study assesses the adoption of frugal innovation from customers’ and firms’ perspectives using Structural Equation Modelling (SEM). Three measures of frugal innovation were considered including cost reduction, core functionalities, and performance level. Then, measurement and structural models were developed with three latent, frugal innovations, firm performance, and customer acceptance. Data were collected from 40 Jordanian firms and 200 customers. In total, 300 surveys were distributed. The response rate was 75%. Results indicated that cost reduction, core functionalities, and product performance were mostly affected by used material, functional aspects, and quality of innovative products, respectively. Further, revenues and meeting requirements had the largest impacts on firm performance and customer acceptance, respectively. Finally, frugal innovation significantly impacts firm performance directly and indirectly through customer acceptance. However, the impacts of customer acceptance on firm performance were found insignificant. In conclusion, frugal innovation can enhance firms’ performance and hence firms should offer customers affordable and good enough low-cost, simple, and robust innovative products to have a successful adoption of frugal innovation.

This study significantly advances innovation management literature by analysing the impact of work-life balance (WLB), organisational learning capability (OLC), and transformational leadership (TL) on product innovation performance (PIP). By employing Partial Least Squares Structural Equation Modelling (PLS-SEM) combined with Necessary Condition Analysis (NCA), it clarifies the roles of these variables in Brazil’s manufacturing sector. Data from 332 organisations revealed that OLC and TL are vital for enhancing PIP, while WLB, though not directly influential, is crucial for innovation. This finding offers a new understanding of WLB’s role in innovation management and highlights the complexity of factors driving product innovation. Integrating NCA with PLS-SEM, this research enriches theoretical debates and provides practical insights for optimising innovation strategies. It fills a gap in the literature by analysing how these key factors interact to impact PIP, contributing to both academic research and practical innovation management.