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"Organizational Innovation"
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Continuous improvement in organizations
\"This book presents what you need to know to really implement continuous improvement in companies or other organizations. In addition to all the support needed for this to make sense, the importance of the right direction to guide it is unveiled. This book was written with the aim of helping engineering students in courses related to operations management to develop skills in this area, as well as businessmen with curiosity about this subject, production directors, people responsible for continuous improvement and all professionals working in companies or other organizations with responsibility for their performance and their future\"-- Provided by publisher.
Book
How to Motivate Employees for Sustained Innovation Behavior in Job Stressors? A Cross-Level Analysis of Organizational Innovation Climate
The starting point of organizational innovation is employees’ creative thinking and innovation behaviors at work. In addition to personality and innovation willingness, innovation behavior depends on the level of support available in an organizational environment. The data used in this study were collected from 74 R&D teams (418 employee participants) in technology companies in Taiwan, and a multi-level analysis was conducted to investigate the relationships among job stressors, creative self-efficacy, and employees’ sustained innovation behavior, as well as the role of the organizational innovation climate between creative self-efficacy and employees’ innovation behavior. The research findings revealed significant positive relationships between challenge stressors and employees’ sustained innovation behavior, as well as significant negative relationships between hindrance stressors and employees’ sustained innovation behavior, mediation effects of creative self-efficacy on job stressors and employees’ sustained innovation behavior, and moderation effects of the organizational innovation climate on employees’ creative self-efficacy and sustained innovation behavior. An enterprise could place some working-related stress on employees and create a rich internal innovative climate to induce innovation behavior in its members.
Journal Article
Relationships Between Organizational Innovation Climate, Creative Self-Efficacy, and Innovation Performance: A Cross-Sectional Study in Public Hospitals
Physicians play a central role in medical innovation, bridging scientific discovery and clinical application. Underpinned by Social Cognitive Theory, this study examines the associations among organizational factors, psychological factors, and physician innovation performance, within the distinct setting of public hospitals. A cross-sectional survey was conducted among 1859 physicians from 22 tertiary municipal hospitals in Beijing. Multilevel structural equation modeling (MSEM) was employed to examine the relationships between organizational-level and individual-level variables. The hospital organizational innovation climate was positively associated with both physicians’ creative self-efficacy (β = .255, P < .001) and their innovation performance (β = .501, P < .001). Creative self-efficacy was positively associated with innovation performance (β = .646, P < .001) and partially mediated the climate-performance relationship (indirect effect = 0.217). These results highlight the importance of the hospital innovation climate—integrated with robust resource systems and scientific incentives—as it relates to physicians’ creative self-efficacy and their innovation performance in public healthcare institutions.
Journal Article
Effects of organisational culture on organisational innovation performance in family firms
Purpose
– The purpose of this paper is to examine the effects of organisational culture (OC) on organisational innovation performance (OIP) in family small and medium-sized enterprises (SMEs). It seeks to establish the type of culture that lead to high innovation performance in family firms.
Design/methodology/approach
– A postal survey of family SMEs across sectors in the UK is conducted. The study employs multiple regression analyses to test which family business culture has an effect on OIP. Among the family business cultures tested are: an external cultural orientation, a flexible and open OC as well as an organisational climate based on open communication and trust, the founder culture, and a long-term cultural orientation.
Findings
– The findings show that a paternalistic and founder culture type do not have a positive effect on family firm innovation performance, but an entrepreneurial-like culture does, i.e. one that is externally oriented, flexible, proactive (refer to an open culture) and long-term oriented. Similarly, an inward focus culture such as, the founder culture impedes innovation; while an outward focus culture such as, an external orientation culture has a positive effect on family firm innovation performance.
Originality/value
– This study makes valuable contributions to the understanding of theory and practices of innovation in family businesses. It provides future research directions.
Journal Article
The Mediating Effect of Innovation Self‐Efficacy and Organizational Innovation Atmosphere on Digital Leadership and Green Creativity of Clinical Nurses: A Cross‐Sectional Study
The healthcare industry is facing trends toward digital transformation and sustainable development. Green creativity, defined as nurses' ability to propose innovative environmental solutions in clinical practice, has become an important driving force for the transformation toward green healthcare. Digital leadership, a leadership approach that utilizes digital technology and information tools to achieve sustainable development, is becoming an important driving force for promoting nurses' green creativity. Exploring the interaction mechanism between the two is crucial for cultivating nurses' green creativity.
A cross-sectional study was conducted on 500 clinical nurses from 24 provinces and 4 municipalities in China using convenience sampling. The Digital Leadership Scale, Innovation Self-Efficacy Scale, Nurse Organizational Innovation Climate Scale, and Green Creativity Scale were used to measure clinical nurses' digital leadership, innovation self-efficacy, nurse organizational innovation atmosphere, and green creativity, respectively. Pearson correlation analysis and structural equation modeling (SEM) were used to analyze the relationships among digital leadership, innovation self-efficacy, organizational innovation atmosphere, and green creativity.
Digital leadership was found to be a positive predictor of both nurses' innovation self-efficacy and organizational innovation atmosphere, with the latter two being significant positive predictors of nurses' green creativity. Innovative self-efficacy and organizational innovation atmosphere played a significant mediating role in the relationship between digital leadership and green creativity.
Based on the complex adaptive system, this study reveals that digital leadership significantly promotes nurses' green creativity through the chain-mediated pathway of innovative self-efficacy and organizational innovation atmosphere, which provides a theoretical basis and management strategy for subsequent interventions for nurses' green creativity by nursing managers in order to synergistically improve the quality of nursing care and sustainable development.
Journal Article