Innovative Climate Research Articles

РОЛЬ КОМУНІКАЦІЇ В УПРАВЛІННІ ЗМІНАМИ ТА ФОРМУВАННІ ІННОВАЦІЙНОЇ КОРПОРАТИВНОЇ КУЛЬТУРИ

In the modern business environment, managing change and fostering an innovative corporate culture are essential tasks for organizations. This article examines the role of communication in these processes, highlighting its impact on change perception and innovation climate. Key aspects of communication contributing to successful change management and innovation culture formation in organizations are explored. In this article we explore the importance of effective communication in the process of change management within organizations. It discusses key aspects of communication such as building trust, engaging employees, and achieving common goals. It highlights the role of communication in supporting successful change implementation and creating a positive impact on organizational culture. This article delves deeper into the nuanced strategies and tactics of effective communication within the context of change management. It examines how transparent and open communication channels foster trust among employees, thereby mitigating resistance to change and facilitating smoother transitions. Additionally, the article emphasizes the role of communication in aligning diverse stakeholders towards common goals and objectives. It discusses how clear and consistent messaging helps in creating a shared vision for change, fostering collaboration across departments and levels of hierarchy. Moreover, the article discusses the transformative potential of communication in nurturing an innovative corporate culture. It highlights how effective communication practices not only stimulate creativity and idea generation but also cultivate a supportive environment where experimentation and risk-taking are encouraged. Furthermore, the article explores the role of communication in engaging employees throughout the change process, ensuring their active participation and commitment. It discusses techniques such as regular updates, feedback mechanisms, and interactive forums that empower employees to contribute ideas and concerns, ultimately enhancing the quality and sustainability of change initiatives. In conclusion, the article underscores the profound impact of communication on shaping and nurturing a supportive organizational culture conducive to innovation and adaptation. Through comprehensive analysis and practical insights, it sheds light on the significance of communication as a linchpin for successful change implementation and organizational resilience in dynamic environments.

The HR revolution: Redefining performance paradigms in Pakistan's pharma landscape through moderating role of innovative climate.

The main objective of this research is to examine whether the implementation of new human resource management practices (NHRM) can enhance innovative performance (IP) by fostering innovation capability (NC). Additionally, it examines the moderating influence of an innovative climate (IC) and its associated attributes on the association with new human resource management and innovation capability, a factor that has been relatively overlooked in prior research. The study's data was obtained from 398 employees in the pharmaceutical sector of Pakistan, and hierarchical regression analysis was utilized to analyze the data. The results from the mediating and moderating analyses underscore the significance of NHRM practices, innovation capability, and an innovative climate, along with its specific attributes, in promoting innovative performance through factors such as operational efficiency, suitable practices, and employees' willingness to participate in organizational endeavors. Furthermore, the moderated mediation analysis findings reveal that the influence of innovation capability as a mediator is strengthened when the workplace climate is more conducive to innovation. These findings have implications for both theoretical understanding and practical application, particularly in similar developing countries. The study offers insights that can be generalized to developing nations with comparable economic and social structures.

Talent incentive policy, innovation performance, organizational innovation climate, and organizational identification: Empirical evidence from high-tech enterprises

This article delved into the intricate dynamics of talent incentive strategies, with a special focus on those implemented in free trade ports, and their profound impact on the innovation performance of employees. The research adopted a dual-focused approach, scrutinizing both the mediating role of the climate of organizational innovation and the moderating influence of organizational identification. The study integrated the organizational innovation climate category by merging classical scales, focusing on individual performance in employee innovation, and the organizational identification category (Acosta-Prado et al., 2021; Han et al., 2007; Mael & Ashforth, 1992). The research encompassed 58 high-tech firms in the Hainan Free Trade Port (HFTP), disseminated 1817 questionnaires, retrieved 1666, and validated 1262, achieving a 74.8 percent validity rate. The employed methodology was hierarchical regression analysis, a potent statistical tool enabling a nuanced comprehension of the variable relationships. The analysis findings revealed that employees’ perceptions of talent incentive policies could positively impact their innovation performance, highlighting the significance of these perceptions in determining policy effectiveness. The study uncovered that talent incentive policies influenced innovation performance, mediated by the organizational climate and amplified by employee identification with the organization. These insights can inform strategies to optimize talent incentives, cultivate an innovative culture, and boost overall performance.

ИННОВАЦИОННЫЕ ТЕХНОЛОГИИ В СЕЛЬСКОМ ХОЗЯЙСТВЕ И ИХ ВЛИЯНИЕ НА ЭКОНОМИКУ

The article is devoted to the study of the impact of innovative technologies on agriculture and the economy as a whole. The main purpose of the work is to analyze and assess the impact of the introduction of innovative technologies on the productivity and sustainability of the agricultural sector, as well as to develop recommendations for improving the innovation climate in the industry. In the course of the study, methods were used to analyze the current state of innovation activity and model the eco-nomic efficiency of technologies based on the calculation of discounted cash flows and net present income. The data obtained allow us to draw conclusions about the expediency and strategic importance of the introduction of such technologies. The introduction of innovations contributes to revenue growth and cost reduction. The results of the study demonstrate that the systematic implementation of innovative solutions makes it possible to achieve sustainable economic growth.

ВЛИЯНИЕ ИННОВАЦИОННОГО КЛИМАТА НА УЧАСТИЕ ОТДЕЛА СНАБЖЕНИЯ В ОТКРЫТЫХ ИННОВАЦИЯХ

Open innovation presupposes inter-firm cooperation in the field of research and development, and supply departments become the link that connects the internal resources of the enterprise and the innovative potential of suppliers. The purpose of the study is to identify the factors and conditions that stimulate supply (procurement) departments to participate in open innovation. Research methods: sociological research, statistical analysis, systematization, generalization, induction and deduction. The results of the study showed that the formed innovation climate stimulates the involvement of the supply and procurement department in open innovation.

Innovative behavior and organizational innovation climate among the Chinese clinical first-line nurses during the Omicron pandemic: The mediating roles of self-transcendence.

During the Omicron pandemic, clinical first-line nurses played a crucial role in healthcare. Their innovative behavior enhanced the quality of nursing and served as a vital factor in driving the sustainable development of the nursing discipline and healthcare industry. Many previous studies have confirmed the significance of nurses' innovative behavior worldwide. However, the correlations among innovative behaviors, organizational innovation climate, self-transcendence, and their mediating roles in Chinese clinical first-line nurses need further research. A cross-sectional study was conducted, and the quality reporting conformed to the STROBE Checklist. From March 2022 to February 2023, a convenience sample of 1,058 Chinese clinical first-line nurses was recruited from seven tertiary grade-A hospitals of Tianjin city in Northern China. The Demographic Characteristics Questionnaire, Nurse Innovative Behavior Scale (NIBS), Nurse Organizational Innovation Climate Scale, and the Self-Transcendence Scale were used. The data was analyzed using descriptive statistics, correlation, and process plug-in mediation effect analyses. The total scores of innovative behavior, organizational innovation climate, and self-transcendence were 33.19 ± 6.71, 68.88 ± 12.76, and 41.25 ± 7.83, respectively. Innovative behavior was positively correlated with the organizational innovation climate (r = 0.583, p < 0.01) and self-transcendence (r = 0.635, p < 0.01). Self-transcendence partially mediated mediating role between innovative behavior and organizational innovation climate, accounting for 41.7%. The innovative behavior, organizational innovation climate, and self-transcendence among the first-line nurses during the Omicron pandemic were relatively moderate, which needs improving. Organizational innovation climate can directly affect the innovative behavior among Chinese clinical first-line nurses and indirectly through the mediating role of self-transcendence. It is recommended that nursing managers adjust their management strategies and techniques based on the unique characteristics of nurses during the pandemic. This includes fostering a positive and inclusive environment for organizational innovation, nurturing nurses' motivation and awareness for innovation, enhancing their ability to gather information effectively, overcoming negative emotions resulting from the pandemic, and promoting personal growth. These efforts will ultimately enhance nursing quality and satisfaction during the Omicron pandemic.

Innovative Climate Pedagogy: Interdisciplinary Approaches to Teaching Climate Change

Innovative Climate Pedagogy: Interdisciplinary Approaches to Teaching Climate Change

How transformational leadership lessens employee resistance to change during the COVID-19 pandemic: the mediating role of innovative climate

How transformational leadership lessens employee resistance to change during the COVID-19 pandemic: the mediating role of innovative climate

Coopetition and Non-Profit Performance in War-Torn Region: Role of Outside Knowledge and Innovative Climate

The inconsistent findings on the association between non-profit coopetition and performance are complicated and contingent on essential factors. However, our current understanding of the circumstances under which non-profit coopetition matters to performance is limited. We take a novel context to address this question and build on the combined literature from the emerging non-profit coopetition literature. This study conceptualises and tests the impact of coopetition (simultaneous cooperation and competition) on the organisational performance of non-profit organisations in a war-torn region. Notably, it investigates the simultaneous cooperation and competition in non-profits' social and financial performance via outside knowledge and innovative climate. An in-person survey with 158 executives and board members was conducted in Baghdad Governorate, Iraq. The survey adopted reliable and valid scales to measure the variables. Structural equation modelling was applied to test the mediation model. The proposed sequential mediating model has a good model fit with all four hypotheses statistically significant. Non-profit engagement in coopetition positively affects organisation performance via mediators: use of outside knowledge and innovative climate. Cooperation with competitors helps non-profits to effectively use the outside knowledge that forms an innovative climate at the organisational level. Additionally, the use of outside knowledge has a direct effect on performance. Non-profits should integrate outside and internal knowledge to generate sustainable financial and social performance opportunities, especially in turbulent or war-torn regions. Moreover, context is imperative for non-profit leaders to identify themselves and seek inter-organisational relationships. The study also provides theoretical and practical implications that help non-profit leaders innovate and increase organisational performance.

E-HRM practices with Transformational e-HRM outcomes: The mediating role of proximal outcomes

The aim of this quantitative study is to analyze the impact of e-HRM practices on operational, relational, and transformational e-HRM outcomes. It also aims to explore if the adoption of e-HRM practices influences transformational e-HRM outcomes through the mediation of operational and relational e-HRM outcomes. Remenyi's and Zuboff's IT frameworks and the RBV paradigm serve as the foundation for the research framework. The study found evidence supporting these theories, showing that e-HRM practices have a significant impact on operational, relational, and transformational e-HRM outcomes. It also provided empirical evidence that operational and relational e-HRM outcomes positively mediate the relationship between e-HRM practices and transformational e-HRM outcomes. The study's generalizability is limited due to its small sample size and participants being Pakistani HR managers and executives only. Future research should include all stakeholders, consider long-term outcomes, and explore contingency factors like innovative climate, supportive work environment, and sustainable leadership style. Longitudinal data is recommended in future studies for causal relationships. It is recommended that organizations should align their e-HRM practices to achieve strategic excellence and utilize their capabilities for operational, relational, and transformational e-HRM outcomes. Embracing technology can enhance performance and competitive advantage. HR functions should act as change strategists to meet business demands and optimize outcomes. The study offers valuable insights for selecting and tuning their practices to achieve optimal proximal and distal outcomes. The main novelty of this study is the findings that operational and relational e-HRM outcomes partially mediate the influence of e-HRM practices on transformational e-HRM outcomes.

Political connection heterogeneity and firm innovation: An investigation of privately controlled, publicly listed firms in China

AbstractThis study investigates the influence of ascribed and achieved political connections on corporate strategies of incremental versus radical innovation. The corporate political strategy literature maintains that while politically connected firms have access to resources controlled by the government, they also have an obligation to reciprocate for this access by fulfilling government expectations. We integrate an institutional perspective with the political strategy literature to develop the argument that ascribed political connections enhance incremental innovation because firms with these connections will tend to innovate just enough to meet government expectations. In contrast, firms with achieved political connections will tend to prefer radical innovation because these innovations help them to maintain their relationships with the government and expand their competitive advantage in the market. Furthermore, we propose that these effects depend on firms' innovation orientation, captured by the firms' technological capability, industry characteristics, and the innovation context of their geographical region. Our predictions are largely supported by analysis of a panel dataset of privately controlled, publicly listed Chinese firms during the period 2008 to 2018. Our findings reveal that the positive effect of ascribed political connections on incremental innovation is less salient when a firm has stronger technological capability, or when a firm operates in a high‐tech industry or a region with a strong innovative climate. Conversely, the positive influence of achieved political connections on radical innovation is stronger when a firm has stronger technological capability, or when a firm competes in a high‐tech industry or is located in a region with a strong innovative climate. We also discuss the important implications for firms and the government.

Antecedents to Employee Engagement and Moderating Role of Climate for Innovation and Mediating Role of Employee Psychological Wellbeing

Employee engagement is necessary for the growth and sustainability of firms. Many past studies have used different antecedents of employee engagement, including commitment, psychological well-being, and other organizational-related outcomes. However, a few studies have examined the moderating effect of climate for innovation on ESMU and EE. Given its importance, we have developed a conceptual framework that examines the impact of ESMU, EPWB, and EC on EE and the effect of ESMU on EPW. The study also examined the moderating effect of CFI and the mediating effect of EPW. The study has focused on Pakistan’s textile sector. Its employment generation and contribution toward GDP are significantly higher than other industries. Based on the data collected from the targeted textile sector and using smart PLS, we found support for all the hypotheses. The study documents ESMU, EPWB, and EC promote EE. ESMU promotes EPWB. EPWB mediates ESMU and EE. CFI moderates ESMU and EE. The study increased the generalizability of Bandura’s Social Cognitive Theory (1977), as our results support all the proposed hypotheses. We recommend firms must focus on creating an innovative environment. Employees suggest new ideas about new business processes and innovation in such an environment. New ideas may not always result in innovative products but may increase employee involvement and engagement. Many leading firms have made a policy in which all the employees have to give new ideas perpetually, producing good results. Textile firms in Pakistan may adopt and implement this policy. Therefore, we recommend firms must focus on creating an innovative environment. Employees suggest new ideas about new business processes and innovation in such an environment.

ინოვაციები განათლების სისტემაში და მასთან დაკავშირებული გამოწვევები

The field of education has always represented and represents one of the innovative sectors of the economy, which literally determines the innovative activities of almost all other sectors, creates an innovative climate and a competitive environment in the country's economy. Introduction of changes (innovations) in the education system can be associated with:  the improvement of the goal of the education system, teaching/learning methods, the form of organization and management system;  the style of teaching activities and organizing the teaching-cognitive process;  the knowledge monitoring system and the assessment of education level;  the funding system;  educational and methodological support;  educational activities;  the improvement of educational curricula;  the activities of teachers and students. In general, the essence of innovation in education consists in searching for new approaches of young generation to education and to its successful application. The basic types of the technologies, which are being actively introduced in the universities educational processes, and the application of which for teaching purposes, are being increasingly extended, include: Internet technologies; electronic mail technologies; computer education programs; Web-technologies; the Dean’s electronic offices; e-learning, the mirror teaching methods and so on. In addition, focus should be shifted from problems relating to the implementation of technological changes in higher schools to those ones, which are directly related to the expected behaviors of teaching staff in higher education institutions. These problems include:  Creativity barrier. Members of the teaching staff, who are accustomed to working with the old programs, have no desire to make a difference, conduct training, take exams, develop, much less to spent money on all this. Mostly, they are hostile to all novelties in the educational system;  Conformism. Lack of desire for development, the fear of looking out of place and ridiculous. Members of the teaching staff often refused to make the unsual educational decisions;  Trait anxiety. Due to self-doubt, a lck of confidence in their own abilities, low self-esteem and because of fear in expressing their own views, some members of teaching staff are opposed to any change;  Rigidity of thinking. Members of teaching staff holding rigidity to past positions feel that their views are the only right solution, which they see as irreversible. They are not eager to acquire new knowledge and skills. The main reason for evasion of innovations in the modern education system consists in fact that with the appearance of new technologies and new devices, the quaetion arises as to whether these means will replace living labor. However, we should remember that these technologies mainly impact not on the number of jobs, but on the quality requirement of labor. For the support and development of innovative activities, the administration of the higher education institution should, first of all, take the formation of the motivation system for this activity as an orientation. Their task is to see these motives and use its possibilities to achieve the desired goals.

Unlocking green innovation and environmental performance: the mediated moderation of green absorptive capacity and green innovation climate.

This study extends the foundations of the natural resource-based view (NRBV) by introducing a mediation-moderation framework by analyzing the influence of green intellectual capital (GIC) on both green innovation performance (GIP) and environmental performance (EP) while simultaneously considering the mediating role of green absorptive capacity (GAC) and the moderating influence of the green innovation climate (GICL). The data for this study was gathered from a sample of 575 participants employed within small and medium enterprises' (SMEs') manufacturing firms. This dataset was utilized to evaluate the proposed model; this study uses the PLS-SEM approach to comprehensively examine the complex interactions among these variables. This model adds to the theoretical understanding of NRBV and enhances its practical applicability. The findings of this study reveal a positive relationship between GIC, GAC, GIP, and EP within organizations. Furthermore, our investigation reveals a positive correlation between a GICL and the relationships involving GIC, GAC, GIP, and EP. Importantly, this research introduces a novel perspective by clarifying the complex relations among these variables and highlighting the positive correlation between a GICL and the relationships involving GIC, GAC, GIP, and EP. This novel approach enhances the theoretical understanding of NRBV and its practical applicability in fostering GIP and EP within manufacturing SMEs operating in Pakistan.

How can college teachers’ information literacy empower their innovative teaching behaviors under the background of informatization?

The innovative teaching behaviors of college teacher are of positive significance for promoting the construction of educational informatization in China and realizing the high-quality development of higher education. Based on the theory of social cognition and theory of behavioral change, the paper explores the influential mechanism and its boundary conditions of college teachers’ information literacy on their innovative teaching behaviors during the new era of educational informatization. Through the investigation of 280 college teachers, it is found that: (1) information literacy and its dimensions of information knowledge and information capability have a significant positive effect on innovative teaching behavior; (2) Creative self-efficacy plays a mediating role between information literacy (information knowledge and information capability) and innovative teaching behavior; (3) College innovation climate significantly moderates the positive relationship between information literacy (information awareness and information knowledge) and creative self-efficacy; (4) College innovation climate significantly moderates the mediating effect of creative self-efficacy between information literacy (information awareness and information knowledge) and innovative teaching behavior. Therefore, colleges and universities should focus on enhancing teachers’ information literacy level and their creative self-efficacy, creating an excellent atmosphere for innovation, and encouraging college teachers to actively carry out their innovative teaching practice in the new stage of educational informatization.

Effects of Servant Leadership on Employees’ Collective Strategic Vision and Organizational Innovation Performance in Healthcare Industry

Under the progress of network environment, the interaction between employees and an organization might result in great effects on the organization and directly affect the relationship between the organization and customers. Employees receiving good trust, selfless devotion, and kind care from the leader would show feedback and voluntary act to the organization to indirectly or directly affect organizational employees’ work attitude and performance. Taking supervisors and employees in healthcare industry in Fujian Province as the questionnaire objects, total 500 copies of questionnaire are distributed. After removing invalid and incomplete copies, 416 copies are valid, with the retrieval rate 83%. The research results reveal 1.significantly positive effects of servant leadership on employees’ collective strategic vision, 2.remarkably positive effects of employees’ collective strategic vision on organizational innovation performance, and 3.notably positive effects of servant leadership on organizational innovation performance. According to the results to propose suggestions, it is expected to have organizational employees and stakeholders in healthcare industry, under the leading of servant leaders and resource distribution, perceive fair treatment so that employees present identity on organizational vision and further form positive, shared, and innovative climate to effectively promote organizational innovation performance.

The Climate of Innovation: AI’s Growing Influence in Weather Prediction Patents and Its Future Prospects

As the severity of climate change intensifies, understanding and predicting weather patterns have become paramount. Major firms worldwide have recognized this urgency, focusing their innovative efforts on weather prediction. In line with this trend, this research delves into the intricate patterns of patent data within the realm of weather prediction from 2010 to 2023. The study unveils a standard timeline for patent grants in this domain, particularly noting a distinctive peak in grant durations between 1500 and 2000 days. The global landscape of weather prediction innovation is highlighted, pinpointing the United States, China, and Japan as pivotal contributors. A salient finding is the ascendant influence of artificial intelligence (AI) in this sector, underscored by the prevalence of AI-centric keywords such as “machine learning” and “neural network”. This trend exemplifies the ongoing paradigm shift toward data-driven methodologies in weather forecasting. A notable correlation was identified between patent trends and academic trends on platforms such as arXiv, especially concerning keywords such as “machine learning” and “deep learning”. Moreover, our findings indicate that the transformer network, given its rising prominence in deep learning realms, is predicted to be a future keyword trend in weather prediction patents. However, despite its insights, the study also grapples with limitations in its predictive modeling component, which aims at forecasting patent grant durations. Overall, this research offers a comprehensive understanding of the patent dynamics in weather prediction, illuminating the trajectory of technological advancements and the burgeoning role of AI. It holds implications for academia, industry, and policymaking in navigating the future of weather prediction technologies.

THE PROBLEM OF PERSONNEL MANAGEMENT IN PEDAGOGICAL THEORY

The article deals with the problem of personnel management in pedagogical theory. Three groups of scientific and pedagogical researches have been identified: the first – scientific works of famous economists and managers; the second is the work of educators based on the development of personnel management by economists and managers, attempts to transfer Western approaches to the local soil; the third is the works of educators based directly on the study of school management problems. It is revealed that the first group considers management problems throughout the development of human history, explains the origin of management terms, examines and compares management models that exist today. It is emphasized that the adaptive management of the school team, the psychology of motivation and the needs of people in the organization, the formation of positive group motivation, the scenarios of training sessions with teachers are the main issues considered by the authors of the second group. It is noted that the management of education in market conditions, training and retraining of personnel, creation of opportunities for mastering new educational technologies, motivation of pedagogical activities, innovative climate in the educational institution – these issues are the content of the works of the authors of the third group.&#x0D; The article emphasizes that until recently the very concept of «personnel management in education» or «personnel management» was absent in management practice (in some dictionaries there is no definition of the term «management»), therefore works on management as such and educational management came to us from the works of foreign scientists. Personnel management as an independent scientific direction was formed within the humanistic management paradigm and the concept of human resources management. The need for the emergence of personnel management is due to the fact that in the context of personnel management, an employee is considered as the owner of human, intellectual and social capital, possessing professional and qualification characteristics that ensure his personal efficiency and competitiveness.

INNOVATION WORK BEHAVIOR: NEW MODEL TO SUCCESSFUL ORGANIZATION

This study aims to explore Innovative Work Behavior (IWB) within the educational context, focusing on the contributions of individuals and organizations to the innovation processes within educational institutions. In the face of the complex dynamics heightened by the challenges of the pandemic, the role of innovation has become increasingly crucial to ensure the quality of learning and the achievement of high educational standards. Educators, as primary subjects in this context, are expected to cultivate creative thinking abilities, explore emerging technologies, and advocate for innovative ideas to drive positive change in the education sector. The recent model proposed by Demircioglu et al underscores the critical role of network behavior in shaping IWB, emphasizing the significance of an innovative climate and knowledge sharing as key factors stimulating IWB. The research methodology involves a comprehensive and integrative literature review, providing an in-depth analysis of relevant literature. The study concludes by highlighting the necessity of collaboration among governments, school administrators, educators, educational staff, and the community to create an innovative and responsive educational environment.

Le leadership d’habilitation pour favoriser la performance adaptative des travailleurs

This study examines the contribution of empowering leadership to adaptive performance, considering three contingency factors (organizational climate, nature of work, workers’ seniority). A prospective questionnaire study (n=571) indicated, in line with the hypothesis, that empowering leadership was positively related to adaptive performance three months later. As expected, the contribution of empowering leadership on adaptive performance is contingent in regard to the organizational climate of innovation. However, its contribution does not fluctuate according to the nature of the work and workers’ seniority. Exploratory analyses investigate the linearity of the relationship between empowering leadership and adaptive performance, as well as the contribution of empowering leadership dimensions to adaptive performance. The theoretical and practical implications are discussed.