Innovative Climate Research Articles

SMEs’ maneuvering: efficacy of smart talent management, adoption innovation climate and motivational culture as enablers for improved SMEs’ performance – an empirical study in the Middle East region

Purpose This study aims to examine the impact of smart talent management (STM) on the performance of small and medium-sized enterprises (SMEs), which is mediated by providing an adoption innovation climate, and to verify the moderate power of adoption motivational culture on STM and SMEs performance (SMEsP). Design/methodology/approach The quantitative methodology was adopted through an online survey questionnaire to collect data from SMEs listed in Chambers of Commerce and Industry located in Jordan, the United Arab of Emirates and Kind Saudi Arabia in the Middle East region. Responses were collected from 163 firms out of 568, representing a 28.7% response rate. The data were analyzed using the structural equation modeling technique to test the hypotheses. Findings The results of this study fail to support the view that STM has a positive and significant effect on SMEs’ performance, as well as the adoption of motivational culture strengthened the relationship between STM and SMEsP. In addition, the adoption of motivational culture strengthened the relationship between STM and SMEs’ performance. Originality/value This research extends the application of cognitive social theory, whereby STM functions as a value-adding activity within SMEs. This research extends the application of cognitive social theory, where STM functions as a value-adding activity within SMEs.

How does authentic leadership drive hotel employees to innovate? A cross-level influencing process

The hotel industry's heightened awareness of environmental sustainability has underscored the importance of employees' innovative work behavior in driving corporate performance. This research employs the social exchange theory and conservation of resources theory to establish a cross-level framework for examining the complex correlation between authentic leadership and innovative work behavior. Valuable insights were obtained through data collection from 359 hotel employees and their leaders, representing 118 teams across six provinces in central China. The findings show that authentic leadership positively relates to innovative work behavior, and employee loyalty mediates the above linkage. Additionally, this research highlights the significance of psychological capital and innovation climate as moderators. These two factors strengthen the associations between authentic leadership and employee loyalty, as well as between employee loyalty and innovative work behavior, respectively.

Transformational leadership, organizational innovation climate, and organizational commitment of the banking industry: Basis for corporate performance improvement framework

Transformational leadership, organizational innovation climate, and organizational commitment of the banking industry: Basis for corporate performance improvement framework

Individual work-motive values: determinants and consequences for the appraisal of specific health-related work characteristics.

The objectives of the present study were to determine whether (I) work-motive values influence the appraisal of specific work characteristics of significance for health and function and (II) subject variables impact work-motive values. Two aspects of work-motive values were studied: values that assign importance to pursuing one's personal goals and interests, internally based work-motive values (IntWMVs), and values that assign importance to external factors, externally based work-motive values (ExtWMVs). These aspects of motive values, age, gender, skill level, managerial role, and specific psychosocial work characteristics were analyzed in a cross-sectional sample of 12,994 employees in 101 private and public organizations. Two-year follow-up prospective data from 6,252 employees in 69 organizations elucidated whether associations were stable over time. The results showed that IntWMV influenced reports of levels of control of decisions, empowering leadership, innovative climate, quantitative demands, feedback from work, and self-leadership. ExtWMVs were most consistently associated with role clarity. Skill level and managerial role were associated with reporting higher levels of IntWMVs and lower ExtWMVs. In conclusion, the present data support the assumption that work-motive values influence the appraisal, reporting, and consequently measurements of work characteristics. Managers differ from subordinates in work-motive values and may face challenges in ascertaining and supporting subordinates' needs.

Exploring the Nexus between Leadership Styles, Employee Engagement, and Organizational Performance a Multidimensional Review

This multidimensional literature review explores the complex interplay between leadership styles, employee engagement, and organizational performance, providing a comprehensive analysis across various sectors such as healthcare, education, IT, and non-profits. It critically examines how transformational, transactional, and servant leadership paradigms distinctly influence employee engagement levels and, subsequently, organizational outcomes. The review delves into the mechanisms through which leadership practices shape organizational culture, employee motivation, and an environment conducive to innovation and high performance. It further investigates the mediating and moderating roles of innovation climate, knowledge sharing, and high-performance work systems in the relationship between leadership styles and organizational effectiveness. By synthesizing empirical findings and theoretical insights, this review highlights the strategic importance of leadership in enhancing employee engagement and propelling organizational performance. The findings suggest that transformational and servant leadership are particularly effective in creating engaging work environments that drive superior organizational results. This study underscores the necessity for leaders to adopt adaptable, people-centered approaches that foster employee well-being and development, thereby contributing to the achievement of strategic objectives and sustained organizational success. The review concludes with recommendations for future research, emphasizing the exploration of emerging trends and contextual factors that may influence the dynamic relationship between leadership, employee engagement, and organizational performance.

Teachers’ autonomy and innovative work behavior: the mediating role of schools’ innovation climate

Teachers’ autonomy and innovative work behavior: the mediating role of schools’ innovation climate

A study on the impact of perceived innovation leadership on team innovation performance: Taking innovation climate as the mediating variable

A study on the impact of perceived innovation leadership on team innovation performance: Taking innovation climate as the mediating variable

Rethinking Climates for Innovation: Development and Validation of a Failing Forward Climate Scale

Rethinking Climates for Innovation: Development and Validation of a Failing Forward Climate Scale

Towards a climate of hope: learning in response to frames at an innovative museum exhibit

As trusted public institutions, museums could offer crucial opportunities for climate learning. Yet, empirical research on effective approaches is limited. One potential pathway is through strategic framing, given that much research in climate communication suggests the value of specific frames. We developed an innovative climate exhibit, A Climate of Hope (ACOH), guided by five strategic frames: hope, gain, local, community, and playful. To investigate visitor learning at a prototype of ACOH, we collected data from 31 groups as they interacted with a prototype of ACOH while wearing audio recorders. Integrating theories of knowledge and discourse, we investigated learners’ use of resources at ACOH through qualitative discourse analysis and mixed-methods analysis. We found that learners brought a diverse array of resources, some of which were related to incoming views of climate change. We interpret our results as speaking to the potential of framing climate messages through a gain frame. We provide implications for educational practice around climate change in informal spaces.

Developing a climate for innovation index for architectural design firms

PurposeIn recent years, climate for innovation has attracted wide attention from industry and academia. It is perceived as a critical component of innovation performance in the built environment sector, especially in architectural design firms (ADFs). This study attempts to assess the degree of climate for innovation in the Vietnamese ADFs under the organizational climate theory.Design/methodology/approachA list of 13 innovation climate variables was found by reviewing previous studies and discussions with industry practitioners. These variables were then categorized into three principal factors (personal commitment, tolerance of difference, and support for creativity), forming the inputs of the fuzzy synthetic evaluation (FSE) analysis.FindingsThe results showed that the overall level of innovation in the climate is moderate, implying that it is still necessary for more improvements to the Vietnamese ADFs. The fuzzy analysis revealed that support for creativity was the most critical factor, followed by tolerance of difference and personal commitment.Originality/valueThe proposed climate for innovation model is practical and reliable for architectural professionals and can be applied to assess other research areas. Few studies have emphasized the innovation climate in the construction sector, so this research may broaden the knowledge and literature on the industry, especially for the ADFs.

High-performance work system and organizational resilience process: The case of firms during a global crisis.

Owing to consecutive global crises (e.g., the COVID-19 pandemic, multiple regional wars), interest has grown in understanding and promoting organizational resilience. There is scant knowledge about how a human resource management (HRM) system can foster organizational resilience. This study examines the role of a high-performance work system in the organizational resilience process during the COVID-19 pandemic. We focus on two properties of the resilience process: stability during the jolt phase and flexibility during the turnaround phase. We test our hypotheses using quarterly sales data from 268 Korean firms during the COVID-19 pandemic. Our findings show that an high-performance work system reduces the severity of loss during the jolt phase (i.e., it maintains stability) through an increased climate of trust and enhances the scale of recovery during the turnaround phase (i.e., it improves flexibility) through an increased climate of innovation. We advance research on HRM, organizational resilience, and crisis management, showing how an HRM system can foster two essential properties for the resilience process to unfold effectively over time after the onset of a crisis. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Climate Change and Soil Health: Explainable Artificial Intelligence Reveals Microbiome Response to Warming

Climate change presents an unprecedented global challenge, demanding collective action to both mitigate its effects and adapt to its consequences. Soil health and function are profoundly impacted by climate change, particularly evident in the sensitivity of soil microbial respiration to warming, known as Q10. Q10 measures the rate of microbial respiration’s increase with a temperature rise of 10 degrees Celsius, playing a pivotal role in understanding soil carbon dynamics in response to climate change. Leveraging machine learning techniques, particularly explainable artificial intelligence (XAI), offers a promising avenue to analyze complex data and identify biomarkers crucial for developing innovative climate change mitigation strategies. This research aims to evaluate the extent to which chemical, physical, and microbiological soil characteristics are associated with high or low Q10 values, utilizing XAI approaches. The Extra Trees Classifier algorithm was employed, yielding an average accuracy of 0.923±0.009, an average AUCROC of 0.964±0.004, and an average AUCPRC of 0.963±0.006. Additionally, through XAI techniques, we elucidate the significant features contributing to the prediction of Q10 classes. The XAI analysis shows that the temperature sensitivity of soil respiration increases with microbiome variables but decreases with non-microbiome variables beyond a threshold. Our findings underscore the critical role of the soil microbiome in predicting soil Q10 dynamics, providing valuable insights for developing targeted climate change mitigation strategies.

Working with AI: the impact of organizational intelligent service strategy on employees’ perception of career achievement

In the artificial intelligence (AI) environment, there is limited research on employees’ perception of career achievement. Previous literature has presented two different viewpoints: AI either reduces or increases employees’ perception of career achievement. We introduce the concept of the intelligent service strategy to resolve this contradiction and explore its underlying reasons. Through three experiments involving 736 front-line employees (with valid responses of 223, 232, and 281 for each study, respectively), this research reveals the influence of organizational intelligent service strategy (substitution vs. collaboration) on employees’ perception of career achievement. To elucidate, compared with the intelligence collaboration service strategy, the intelligence substitution service strategy decreases human–human interactivity and enhances human–machine interactivity, thus reducing employees’ perception of career achievement. Intriguingly, the organizational innovation climate significantly moderates the relationship between (human–human and human–machine) interactivity and employees’ perception of career achievement. Specifically, the organizational innovation climate might mitigate the positive effect of human-human interactivity and the negative effect of human-machine interactivity on the perception of career achievement. This research provides a finer-grained understanding of how employees perceive career achievement when working with AI, thus explaining conflicting conclusions drawn in previous studies. These insights contribute innovatively to the theoretical framework concerning employees’ intrinsic motivations within the intelligent service environment.

Is Ambidexterity A Myth? An Empirical Study Investigating the Impact of Ambidextrous Leadership as The Effect of Innovation Climate on Employee Innovation Performance.

Is Ambidexterity A Myth? An Empirical Study Investigating the Impact of Ambidextrous Leadership as The Effect of Innovation Climate on Employee Innovation Performance.

Examining the interplay between managerial ties, dynamic capabilities and innovation climate in driving balanced and combined ambidextrous innovation

PurposeThis paper aims to adopt the dynamic capabilities view to investigate the relationship between managerial ties (i.e. business and political ties), dynamic capabilities and innovation climate on ambidextrous innovation (i.e. balanced and combined ambidextrous innovation), in the renewable and sustainable energy context. It also examines the mediating effects of dynamic capabilities between managerial ties and ambidextrous innovation (i.e. balanced and combined ambidextrous innovation), and moderating effects between dynamic capabilities and ambidextrous innovation relationships.Design/methodology/approachMultilevel analyses conducted using AMOS 26 on 288 employees working in 47 UAE energy firms.FindingsResults found that business ties influences balanced and combined ambidextrous innovation indirectly, whereas political ties only impact combined ambidextrous innovation indirectly through dynamic capabilities. Dynamic capabilities insignificantly mediated managerial ties–ambidextrous innovation and political ties–balanced ambidextrous innovation relationships, with stronger indirect effect on combined than on the balanced dimension. Findings also indicate that innovation climate is the crucial moderator between dynamic compatibilities and ambidextrous innovation, as well as balanced and combined ambidextrous innovation, with stronger effect on balanced dimension than the combined.Originality/valueThis study addresses recent calls by highlighting the role of dynamic capabilities, an important yet underexplored organizational capabilities in the innovation and ambidexterity literature. Also, this study advances insight into how balanced and combined exploration–exploitation innovation and dynamic capabilities are connected and enhances the understanding into how organizational factors stimulate dynamic capabilities leading to superior innovation.

The interplay between teachers’ value-related educational goals and their value-related school climate over time

Values education within the school context is, among other elements, shaped by a value-related school climate as well as teachers’ value-related educational goals. This longitudinal study investigated the interplay between these two elements over fifteen months, starting in March 2021, and including four points of measurement (t1 − t4). The sample consisted of 118 primary school teachers (years 1 and 2) from primary schools in Switzerland. Teachers’ value-related educational goals were measured with the Portrait Values Questionnaire, and teachers’ perception of their school climate was measured with the 12-Item School Climate Measure Scale. Random Intercept Cross-Lagged Panel Models along with Multiple Imputation for missing data were used to investigate the reciprocal relationships along the four dimensions of value-related educational goals represented by Schwartz’s Higher-Order Value Types: Openness to Change, Conservation, Self-Enhancement, and Self-Transcendence and their corresponding dimensions of a perceived value-related school climate of Innovation, Stability, Performance, and Support. For the dimensions “Innovation and Openness to Change,” the analyses revealed that the perceived value-related school climate of Innovation predicted teachers’ value-related educational goals of Openness to Change significantly from t1 to t2, while an effect in the opposite direction from t2 to t3 and from t3 to t4 was found. For the dimension “Stability and Conservation,” the analyses revealed that the perceived value-related school climate of Stability predicted teachers’ value-related educational goals of Conservation from t3 to t4. These findings are discussed in light of the dynamic processes of values education within the school environment as well as in the context of environmental and societal developments.

Unveiling the Nexus: Influence of learning motivation on organizational performance and innovative climate of Chinese firms.

This study delves into the interplay between learning motivation, organizational performance, and the innovative climate within Chinese firms. It is a subject of frequent discussion in literature but there is little concrete evidence supporting this viewpoint within the context of small and medium size enterprises in China. Drawing upon a comprehensive review of existing literature and empirical data gathered, this research aims to uncover the connections between employee learning motivation and its impact on the organizational dynamics in the context of Chinese firms. A cross sectional survey is used to collect the data of 115 Chinese firms and structural equation modelling (SEM) is used for empirical analysis. The results show that success of firms in terms of innovation is significantly influenced by organizational learning motivation. Moreover, innovative environment of the firms increases the overall performance of the organizations. It is also found that factors affecting the innovations have a significant impact on organizational performance. The findings of the study suggest that firms should develop organizational learning motivation to boost their innovation capability and overall performance. This study offers insights and recommendations for organizations and policymakers seeking to harness the potential of learning motivation to drive sustainable growth, competitiveness, and innovation in Chinese firms.

A STUDY ON THE IMPACT OF ORGANIZATIONAL INNOVATION CLIMATE AND PROFESSIONAL IDENTITY ON EMPLOYEE INNOVATIVE BEHAVIOR IN THE LIVE STREAMING E-COMMERCE INDUSTRY

With the rapid development of the digital economy, live streaming e-commerce has become a new format and trend in e-commerce. However, the live streaming e-commerce industry is becoming more homogeneous, and companies urgently need to enhance their competitiveness through employee innovation. This article aims to explore the factors that influence the innovative behavior of employees in live-streaming e-commerce companies and provide a theoretical basis and practical guidance for companies to implement innovation-driven development strategies. Based on social identity theory and motivation theory, this study constructed a research model on "the impact of live broadcast e-commerce organizational innovation atmosphere and professional identity on employee innovative behavior". Sample data were collected through questionnaires, and statistical analysis methods were used to test the research hypotheses. The research found that: 1) organizational innovation climate positively affects employee innovative behavior, and work motivation plays a partial mediating role between the two; 2) professional identity positively affects employee innovative behavior, and organizational identification plays a partial mediating role between the two; and 3) employees with different personal characteristics have significant differences in their innovative behaviors.

A dual mediation model of the association between principal inclusive leadership and teacher innovative behavior

Teacher innovation is crucial for the education system to adapt to contemporary society's evolving demands. However, the underlying mechanism of how inclusive leadership positively impacts employees’ innovative behavior remains incomplete. Therefore, drawing upon the social cognitive theory, this study aims to comprehensively examine the mediating effects of teachers’ psychological empowerment and school innovation climate on the relationship between inclusive leadership and innovative behavior among primary and junior teachers. A total of 358 valid questionnaires were administered to primary and junior teachers in mainland China using a convenience sampling approach. The data were analyzed using hierarchical linear modeling and bootstrap testing, revealing a positive relationship between principal inclusive leadership and teacher innovative behavior. Additionally, teachers’ psychological empowerment and school innovation climate were found to mediate this relationship, with the former playing a crucial role. The findings can enhance existing research on the impact of inclusive leadership in basic education. They also offer a new perspective for analyzing how inclusive leadership affects employees’ innovative behavior and provide valuable insights into stimulating innovation among primary and junior teachers.

MOTIVATING FOR INNOVATING: EXAMINING THE RELATIONSHIP BETWEEN REGULATORY FOCUS AND WORKPLACE INNOVATION

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.