Creativity and Innovation Management最新文献

Geopolitical uncertainties and the resurgence of security and defence needs present both opportunities and challenges for creativity and innovation management. At both the organizational and the individual levels, we are confronted with multiple ethically challenging choices. Given the changing global security and defence realities, we outline the ethical dilemma for creativity and innovation management scholars and propose an emerging agenda for our field. Our position is that, as citizens of open and democratic societies, we must not withdraw from defending the very values and institutions that have allowed us to pursue our profession freely. With this article, we contribute to an emerging discourse in creativity and innovation management research by making a call for ethical and societal frameworks to guide our profession and by proposing directions for future research on innovation in the defence and security realm.

While design has been acknowledged as a fundamental driver of innovation, questions remain about how design affects disruptive innovation from the perspective of consumer perceptions. Drawing from Simon's insights of bounded rationality and satisficing applied within the technology acceptance model (TAM), we propose an integrated, customer-based framework to examine the role and impact of ‘good enough’ product design on customer perceptions and behavioural intentions in the context of disruptive innovation. We use the term, ‘good enough’ as a short-hand description of the process of satisficing in the design of disruptive innovation. We simplify a disruptive innovation as consisting of three dimensions, namely, aesthetics, primary functionality and secondary functionality. We identify affordability, along with usefulness and ease-of-use, as three major types of consumer perceptions towards disruptive innovations. Validation of the framework is through 307 potential Chinese buyers of passenger and cargo dual-purpose vehicles, which are disruptive innovations in the mainstream multi-purpose vehicle market in China. The empirical results show that these design dimensions of disruptive innovations have significant effects on consumers' perceptions, which fully mediate the influence of the primary functionality dimension on purchase intention and partially mediate the influences of the aesthetic and secondary functionality dimensions. The results support that the ‘good enough’ design principle is appropriate for design dimensions of disruptive innovations, along with clarifying the effects of primary and secondary functionality design on consumers' purchase intention, thus contributing to our understanding of disruptive innovations. Meanwhile, the relevance of perceived affordability to consumers' perceptions of disruptive innovation, new insights emerge into product adoption and customer preferences for disruptive innovations.

A large proportion of employees regularly work from home despite doubts about their ability to be innovative while working remotely. The relationship between working from home and innovative work behaviour is a pressing issue that has produced ambivalent research results, presumably because the mechanisms that underpin the relationship are poorly understood. The present study addresses this issue by differentiating spatial, temporal, and task-related flexibility as mediators between working from home and innovative work behaviour. To test our hypotheses, we conducted an online survey with 173 knowledge workers from a variety of German organizations. After running confirmatory factor analyses, we used covariance-based structural equation modelling for data analysis. Our results show that working from home is positively related to all three dimensions of employees' perceived job flexibility—spatial, temporal and task-related. Spatial and task-related flexibility are positively related to innovative work behaviour, whereas temporal flexibility has a negative relationship. All three mediation pathways are significant. The study contributes to the literature by pointing out the importance of differentiating among the three dimensions of flexibility and challenging the assumption that autonomy is universally beneficial. While spatial and task-related flexibility are positively related to innovative work behaviour, temporal flexibility might be a threat to innovation. Therefore, organizations should be aware of the differential effects of the flexibility dimensions as a one-dimensional view of working from home is under-complex.

Innovation contests represent a type of open innovation that companies can use for gaining access to innovation ideas from different target groups. These innovation ideas have a measurable creative output and arise in an ideation process that usually takes place unconsciously among the participants, but can be traced back through operationalization with the inventive principles from the Theory of Inventive Problem Solving (TRIZ). We evaluate these two aspects—creative output and ideation process—on the basis of over 600 innovation ideas collected from more than 1200 students during eight identical courses on ‘Innovation Management’ between 2015 and 2022, using a Large Language Model (GPT-4). We identify two important relationships between the two variables. Firstly, our data show that the more inventive principles are used in the ideation process, the higher the creative output of an innovation idea. Secondly, at least in our setting, universal inventive principles outperform technological inventive principles in terms of creative output. This study is the first to use GPT-4 to simultaneously assess both the creative output of more than 600 innovation ideas and the hidden TRIZ inventive principles behind them.

Traditional techniques for evaluating creative outcomes are typically based on evaluations made by human experts. These methods suffer from challenges such as subjectivity, biases, limited availability, ‘crowding’, and high transaction costs. We propose that large language models (LLMs) can be used to overcome these shortcomings. However, there is a dearth of research comparing the performance of LLMs to traditional expert evaluations for evaluating creative outcomes such as ideas. Our study compares the alignment of expert evaluations with evaluations from the LLM GPT-4. Our results reveal that to achieve moderate evaluation alignment with experts, LLMs require using a base framework and a spectrum-based few-shot prompt. We offer six theoretical contributions, shifting the focus from whether LLMs can evaluate to how specific design choices shape their alignment with human judgement. These insights are situated within broader frameworks from cognitive science, creativity theory, and machine learning. Furthermore, we outline six propositions for organizations interested in LLM-supported evaluation methods. Key recommendations include utilizing base frameworks for large-scale idea screening, establishing a database of evaluated ideas to optimize few-shot performance, and leveraging AI–human collaboration for internal and external idea sourcing. Additionally, we highlight the need for privacy considerations when using third-party LLMs for proprietary idea evaluations. This research contributes to innovation management literature by exploring methods for integrating LLM into creative evaluation processes to enhance scalability and efficiency while retaining evaluation quality.

This study draws upon the self-determination theory and the ambidexterity theory to explore the microfoundations of task performance; in particular, it examines the effect of job autonomy on task performance. While prior studies already supported the existence of a relationship between autonomy and task performance, in this research we advance the thesis that such a relationship is influenced by multiple intervening factors. In particular, that innovative work behaviour (IWB) plays a mediating role, while team ambidexterity has a potential moderating role. To substantiate these claims, an empirical investigation was conducted using survey data from 791 employees and their supervisors across diverse industries in Montenegro. The findings lend support to the mediation hypothesis while indicating also that team ambidexterity might strengthen the effect of IWB on task performance. Results highlight the importance of balancing autonomy with structured team dynamics to optimize employee performance, particularly in innovation-driven environments.