Innovative Climate Research Articles

Online knowledge sharing and employee innovation: the role of job self-efficacy and innovative climate

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings A study from Vietnam of 353 IT workers showed online knowledge sharing positively influenced employee innovation both directly and indirectly through job self-efficacy. The results also revealed that the innovative climate positively affected employee innovation, as well as moderated the relationship between online knowledge sharing and employee innovation. Originality/value The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Building an innovative climate: The impact of leadership and well-being on innovative work behavior in educational settings

Innovative work behavior is important for organizational success, influenced by leadership, engagement, and creativity. Principals lead by creating an innovative climate, leveraging technology, and encouraging student ideas. Employee innovative behavior is key to driving organizational innovation. Research shows that factors such as self-efficacy, empowering leadership, and well-being play an important role in enhancing innovative behavior, which in turn can improve the quality of education and the work environment. This study examines the effect of empowering leadership on teacher innovation, highlighting the mediating role of self-efficacy and its interaction with well-being. This study uses a quantitative approach with a moderated survey design. The sample in this study consisted of 165 respondents, namely certified civil servant teachers at public junior high schools throughout Kediri Regency, taken using the Slovin method with a margin of error of 0.075. The research procedure includes testing data quality through validity and reliability using Smart PLS. Validity is tested with Pearson Correlation (>0.138) and reliability with Cronbach Alpha (>0.400). Convergent validity and AVE are also tested to ensure the measuring instrument is effective. Discriminant validity, inner model, and hypothesis testing using T-table (>1.96) are important steps. The results are expected to provide in-depth insights into teaching innovation and recommendations to improve the motivation and teaching practices of civil servant teachers in public junior high schools. This study aims to create a productive and innovative learning atmosphere. This study shows that Empowering Leadership (X2) has no significant effect on Innovative Work Behavior (Y) with Original Sample (O) = -0.037, T = 1.014, and P = 0.311. In contrast, Work Self-Efficacy (X1) shows a strong positive effect with O = 0.593, T = 9.233, and P = 0.000. The interaction between Empowering Leadership (X2) and Wellbeing (M) is not significant (O = 0.011, T = 0.386, P = 0.700), and the direct impact of Wellbeing (M) on innovation is also not visible (O = 0.020, T = 0.576, P = 0.565). However, Work Self-Efficacy (X1) significantly affects Innovative Work Behavior (Y) with a value of O = 0.964, T = 52.013, and P = 0.000. The interaction between Work Self-Efficacy (X1) and Wellbeing (M) is also not significant (O = 0.015, T = 0.606, P = 0.545). The mediation path shows that Work Self-Efficacy (X1) significantly mediates the relationship between Empowering Leadership (X2) and Innovative Work Behavior (Y) with a value of O = 0.571, T = 8.746, and P = 0.000. This study suggests the development of Work Self-Efficacy among civil servant teachers of junior high schools in Kediri Regency to improve innovation.

Finding Common Ground a comparison between coastal nature-based solutions in the Netherlands and British Columbia, Canada

Many coastal communities worldwide are facing challenges caused by increasing sea levels. However, urban development, population growth and industrialisation in low-lying delta regions persists. This includes the Netherlands and British Columbia, Canada. Both regions explore new and innovative flood risk and adaptation strategies by initiating nature-based solutions (NBS) pilot projects and integrating research and community initiatives. The aim of this paper is to learn from the experiences with these NBS pilots and support practitioners with insights and knowledge about the prospectives and implementation process of NBS. Our study takes a bird's eye view by diving into four NBS case study projects that try to enhance flood defence and quality of life while considering ecosystems and community values simultaneously. To better understand current initiatives on NBS, we first describe the historical trajectories of flood risk management and climate adaptation policy in both countries. Then we analyse two urban and two suburban case studies to identify and compare enablers and barriers that surround the implementation of NBS. We use the Pilot Paradox as a framework to reflect on the enablers and barriers, and to formulate recommendations for barriers that are common ground. We found that upscaling of the pilots forms an important challenge in both countries. We also found that Canada is interested in exchanging technical knowledge, experiences, and insights with other countries through the involvement of international researchers, consultants, and students in projects. Such collaboration between countries, communities, practitioners, and academics could accelerate the development of innovative climate adaptation strategies worldwide.

Analysis of influencing factors on cognition of organizational innovation climate among clinical nurses in China.

Establishing a positive organizational innovation climate can enhance nurses' innovative performance and work quality. This study aims to explore the cognitive status and influencing factors of the organizational innovation climate among clinical nurses. The findings of this study will provide a scientific basis for developing innovative nursing talent teams and strengthening innovative management. This is a cross-sectional study. From July 2024 to September 2024, we conducted a paper questionnaire survey of 210 clinical nurses in 3 tertiary hospitals in China. Participants self-reported on general demographic questionnaires and organizational innovation climate scales. The collected data were analyzed using various statistical methods, including descriptive analysis, independent sample t-tests, one-way analysis of variance (ANOVA) tests, and multiple linear regression analysis. Multicollinearity was tested using the variance inflation factor and tolerance test. All analyses were performed using the SPSS software (version 26.0). P < .05 indicated that the difference was statistically significant. In this study, the score for organizational innovation climate among 210 clinical nurses was (73.70 ± 9.25). Organizational innovation incentive was the dimension having the highest score. Resource supply was the dimension having the lowest score. Multiple regression analysis showed that gender, highest education level, years of work experience, position, job satisfaction, and academic conference participation experience were the main factors influencing clinical nurses' cognition of the organizational innovation climate (P < .05). In this study, the cognitive level of nurses' organizational innovation climate was moderate level. To improve this level, nursing managers should develop targeted intervention measures for various influencing factors. It is recommended that nursing managers strategically integrate scientific research innovation training into their vocational training programs to stimulate nurses' innovation consciousness and improve the quality of clinical nursing services.

Implementation of AI Recruitment Systems in Swiss HRM: The Importance of Technological and Organizational Factors

Purpose – There are no studies on the factors involved in the spread of AI recruitment tools in Swiss HR. Aims(s) – The aim of this paper is to understand the determinants of AI diffusion in Swiss human resources recruitment process. In addition to the usual factors such as relative advantage, costs, security, financial resources or organizational size, this paper also looks at factors such as red tape or the innovative climate of organizations. Design/methodology/approach – This article is based on a quantitative method, PLS-SEM. Our database consists of 324 private and public respondents working in Swiss HR. They were selected through a survey based on their membership of the various regional sections of the HR Swiss association. Findings – The main findings of this article are that relative advantage, compatibility, complexity, cost reduction, size of organization, technological expertise of employees, innovative climate, and red tape are directly related to the evaluation and adoption stages of this type of AI tool. Security, for its part, is only linked to the evaluation of these tools. Compatibility and technological expertise are also directly linked to the routinization of these tools. Limitations of the study – First, this is a longitudinal study that needs to be replicated to offer causal explanations. There may also be a selection bias in favor of optimistic respondents who already have HR AI in their organization. This bias is nevertheless controlled, as few of our respondents already use this type of tool. In the future, other predictors could be added to our model, including environmental or individual predictors. Practical implications – HR decision-makers now know what levers they can use to successfully implement HR AI in their recruitment process. Originality/value – This article makes a significant contribution to the literature about the diffusion of nascent HR information systems in the specific context of Switzerland and provides decision-makers with levers on which to act to encourage the introduction of this type of AI-based information systems within their organization. No other study has identified the factors behind the spread of HR AI tools in the specific context of Switzerland, as they are still in their infancy.

Promoting Human Resource and Innovative Climate to Foster Organizational Resilience During Pandemic Time: The Mediating Role of Employee Resilience

Promoting Human Resource and Innovative Climate to Foster Organizational Resilience During Pandemic Time: The Mediating Role of Employee Resilience

Servant leadership and innovative work behavior: the role of innovation climate using evidence from the Ugandan local government sector

PurposeDrawing from the social exchange theory and leadership-making model, this study aimed to develop a research model where innovation climate (IC) mediates the servant leadership (SL) influence on innovative work behavior (IWB).Design/methodology/approachThrough structural equation modeling, we evaluated the aforementioned links using data gathered from 324 employees drawn from Uganda’s local government (LG) employees.FindingsThe findings show that the impact of SL on IWB is mediated by IC. An IC within the organization is made possible by effective SL ethos; moreover, this climate promotes IWB. Also, the innovative nature of LG employees promotes IWB.Research limitations/implicationsLG leadership ought to be committed to the SL philosophy since it fosters an environment that encourages IWB. To spark IWB, it should also take advantage of the innovative environment. Management must make sure that in such a setting, supervisors are construed as servant leaders and low cadre staff have the capacity to be servant leaders. Employees will be more motivated to contribute to the organization by engaging in high IWB once they have received the training, empowerment and rewards they deserve in a setting that emphasizes effective SL principles.Originality/valueDespite the existence of numerous studies, there is little empirical evidence that SL influences IWB within the setting of the LG sector. Evidence for the underlying mechanism by which SL promotes IWB is still lacking. Third, we explicitly test the IWB model developed based on euro-leaning theories using the LG context. Finally, there is a dearth of data relevant to how IC affects IWB. The research addresses these gaps.

Influence of distributed leadership on employee innovative behaviour: the mediating role of psychological empowerment

Employee innovative behaviour shapes the core competitiveness of an enterprise. Leadership style has been shown to influence employee innovative behaviour significantly. This research paper fills the gap by exploring the relationship between distributed leadership as an emerging leadership style and employee innovative behaviour along with psychological empowerment as mediator and organizational innovation climate as a moderator. 567 responses were collected from 29 different regions in China based on their availability through an adapted questionnaire. The data were analyzed using statistical software Mplus 6.0 and SPSS 19.0. The research results show that distributed leadership not only positively affects the innovative behaviour of employees but also has a positive impact on psychological empowerment and such empowerment positively influences employee innovative behaviour. The results also confirm that psychological empowerment mediates the relationship between the innovative behaviour of employees and distributed leadership. In addition, the organizational innovation climate moderates the relationship between psychological empowerment and the innovative behaviour of employees. The study not only contributed by confirming the moderating effect of organizational innovation climate on the relationship between psychological empowerment and employee innovative behaviour but also added directions for future researchers to explore more about the relationship between psychological empowerment and employee innovative behaviour along with theoretical research on enterprise leadership and management.

The impact of nanomaterials on energy-centric form-finding of educational buildings in semi-arid climate

In the modern world, the use of novel technologies in architecture has become highly significant and transformative for human-environment interactions. One of the most critical concerns in architecture is achieving optimal forms and selecting suitable materials for effective design across diverse climatic zones. Also, adopting innovative climate design methods in public spaces, such as educational buildings, is essential due to their strategic urban locations and diverse user populations. Therefore, the research conducted in this study focuses on two main aspects: optimizing building form based on energy consumption and solar radiation received by vertical surfaces, and, selecting appropriate nanomaterials for building surface to reduce energy usage and maintenance costs. This study begins with theoretical foundations, defining the key terms through a comprehensive review of relevant literature. Then, four identical classroom modules with consistent height and floor levels are proposed, and Energy Plus software is used to evaluate the energy consumption based on a module simulation in initial forms of square and rectangle with varying proportions. The best module and orientation is determined using specified climatic data of the coldest and the hottest days of the year. Further, investigations involve combining these modules in various layouts, emphasizing those that align with the functional requirements of educational spaces. Finally, two parameters of energy consumption and solar radiation on vertical surfaces are measured during specified time interval between sunrise and sunset. The results indicate that among the four proposed modules, the 18 × 18 module with a north-south orientation is the most optimal in the semi-arid climate of Tehran, and therefore, Type 3 layout demonstrates the best performance for energy consumption. This is while by incorporating selected nanotechnology (self-cleaning nanomaterial paint), energy usage decreases in all layouts, regardless of the season.

What Drives The Diffusion of AI Recruitment Systems in Swiss HRM? The Importance of Technological Expertise, Innovative Climate, Competitive Pressure, Employees’ Expectations and Contextual Factors

What Drives The Diffusion of AI Recruitment Systems in Swiss HRM? The Importance of Technological Expertise, Innovative Climate, Competitive Pressure, Employees’ Expectations and Contextual Factors

Assessing the innovation climate of the region in the formation of innovative development programs

Subject. The article addresses economic and managerial relations arising in the process of building the innovative climate of the region. Objectives. The study aims to develop methodological provisions for assessing the innovative climate of the region in the formation of innovative development programs. Methods. We employ methods of systems analysis, comparison, abstraction, synthesis, generalization, structuring, and formalization. Results. We analyzed the existing methods for assessing the innovation climate in the region, proposed methodological provisions for this purpose. Our own algorithm to assess the innovation climate in the region considers stages of formation of innovative development programs. The paper offers a methodological approach to innovation climate assessment from a regional perspective. Conclusions. The formation of a favorable innovation climate in the region enables to enhance its competitiveness, improve the socio-economic situation, increase the share of domestic companies in the high-tech markets, ensure the implementation of innovative programs. Regular assessment of innovation climate is an essential procedure within the framework of managing the innovative development of the region.

The role of organizational innovation climate on the association between learning culture and resilience

The role of organizational innovation climate on the association between learning culture and resilience

The impact of digital technology training on developing academics’ digital competence in higher education context

PurposeA new normal regarding teaching and learning has been established after COVID-19. The present study aims to examine the effectiveness of digital technology training on developing academics’ digital competence in higher education context. A conceptual model was developed using stimulus–organism–response (SOR) theory. Additionally, this study investigates the mediating effect of transfer of learning and the moderating effect of innovative climate in the relation between trainer capability and academics’ digital competence.Design/methodology/approachIn total, 24 digital technology training sessions were organized. Data were collected from the 24 digital technology training sessions with 384 participants and analyzed using SPSS PROCESS macro.FindingsThe results indicated that digital technology training content and trainer capability were positively associated with academics’ digital competence. Mediation analysis indicated that transfer of learning mediated the relation between trainer capability and digital competence. Moderated mediated analysis revealed that the relationship between trainer capability and transfer of learning is stronger under a higher innovative climate.Originality/valueThis study contributes to the literature by applying the SOR theory in the context of digital technology training, providing a novel theoretical perspective on how digital training influences academics’ digital competencies. The study offers empirical evidence on the underlying process regarding the effect of digital technology training on academics’ digital competence. The findings revealed that transfer of learning as well as innovative climate play important intervening roles in enhancing academics’ digital competence. Higher education institutions can implement policies to promote the transfer of learning and innovative climate, allowing academics to learn innovative digital technology.

BRIDGING THE DIGITAL GAP: ANALYSING THE IMPACT OF ICT DIFFUSION ON INCOME INEQUALITY IN INDONESIA

The development of information and communication technology (ICT) has significantly transformed the socio-economic structure of society, particularly in terms of income distribution. This study aims to analyse the impact of ICT development on income inequality across 34 provinces in Indonesia from 2012 to 2020, employing econometric methods based on panel data through a fixed effects model. Empirical findings reveal that ICT readiness and ICT skills tend to exacerbate income inequality, while ICT use and its quadratic form contribute to reducing it. These results suggest that although ICT infrastructure and skills are crucial, their uneven distribution and utilisation can widen income disparities. Consequently, this study highlights the importance of ensuring equitable access to ICT across Indonesia to mitigate economic inequality. The study's recommendations stress the pivotal role of the government in expanding ICT infrastructure, fostering a research and innovation climate conducive to digital transformation, and formulating policies that enhance ICT skills nationwide. These measures would improve digital literacy, upgrade workforce capabilities, and promote inclusive digital economic growth. Ultimately, comprehensive and equitable ICT development can play a critical role in reducing income inequality across Indonesia.

Burj Rashid: a tale of two tides – rising waters and changing traditions

PurposeThis paper delves into the traditional ecological knowledge (TEK) and practices of Burj Rashid, an ancient historical city on Egypt’s northern coast, which stands at the meeting point of the Nile’s western branch and the Mediterranean Sea. Burj Rashid boasts a strategic location and rich natural resources and has a long history of relationships between land, people, river, sea and climate change, serving as a model for residents’ adaptation to their ever-changing surroundings.Design/methodology/approachClimate studies have exposed the village’s vulnerability to climate and topographical hazards such as rising temperatures, shifting weather patterns, decreasing precipitation, encroaching seas due to sea level rise, coastal erosion and high soil salinization. These factors pose a high risk of water scarcity, crop failure in the medium term, potential famine in the long term and declining fish populations, threatening fishing communities. To address these challenges, the Net Zero: Heritage for Climate Action project - launched by the International Centre for the Study of the Preservation and Restoration of Cultural Property (ICCROM) and the First Aid and Resilience for Culture in Times of Crisis program, funded by Swedish Postcode - proposes a research and development methodology through a platform that weaves together heritage knowledge and climate science. The Egyptian Heritage Rescue Foundation has implemented a platform in Burj Rashid as an innovative site to study risks, vulnerabilities and capacities.FindingsThe project will explore root causes, identify risk scenarios and establish a stakeholder map to guide the development of mitigation strategies and resilience-building measures.Originality/valueBy harnessing the wisdom of TEK and integrating it with scientific knowledge, the project paves the way for innovative climate change adaptation strategies that ensure the long-term sustainability of Burj Rashid’s unique cultural heritage.

The impact of social ties on balanced vs combined innovation: the role of dynamic capabilities and innovation climate in knowledge-intensive business services firms

Purpose This study aims to investigate the impact of business ties, political ties and dynamic capabilities on balanced and combined ambidextrous innovation within the knowledge-intensive business services sector using the dynamic capability view framework. It explores the mediation role of dynamic capabilities in the relationship between business and political tie with these forms of innovation. In addition, it examines how innovation climate moderates the relationship between dynamic capabilities and ambidextrous innovation. Design/methodology/approach Multilevel analysis was conducted on 520 individuals from 61 KIBSs firms in the UAE using AMOS 26. Findings Results showed that BT indirectly affect both balanced and combined AI, with a greater impact on combined innovation. However, DCs did not significantly mediate the relationship between PT and AI. In addition, the IC was found to moderate the effects of DCs on both types of AI, with a stronger effect on combined innovation. Originality/value This study contributes to the literature by highlighting the importance of DCs and climate in the context of innovation and ambidexterity and by advancing the understanding of how these capabilities and organizational factors promote superior innovation.

Literature Synthesis on the Impact of Organizational Culture and Innovation Climate on HRM Digital Technology Adoption in the Border Public Sector

This research aims to understand how organisational culture and innovation climate influence the adoption of digital technologies in human resource management (HRM) practices in the public sector, particularly in border regions. In this context, organisational culture encompasses the values and norms present in an organisation that can support or hinder change, while innovation climate refers to an atmosphere that encourages creativity and acceptance of new technologies. This research method uses a literature study approach with the following steps: 1. Literature Search: Collecting relevant sources on the application of digital technology in HRM. 2. Initial Screening: Screening literary works based on title and abstract. 3. Inclusion Criteria: Establishing criteria to select the analysed literature. 4. Literature Analysis: Analysed the selected literature to synthesise findings and relationships between factors. 5. Recommendations: Provide recommendations for organisations in the public sector. The results showed that an organisational culture that supports change and innovation positively contributes to the adoption of digital technology in human resource management (HRM). In addition, a positive innovation climate, with support for innovative behaviour, also promotes successful adoption. However, challenges in the public sector, such as limited infrastructure, may affect organisational readiness to adopt new technologies. The study's conclusions suggest that an organisational culture that supports change and a climate of innovation play an important role in the adoption of digital technologies in human resource management (HRM), especially in the public sector. Recommendations for future research include focusing on the context of border regions, conducting longitudinal studies to understand the evolution of technology adoption, as well as exploring other factors such as infrastructure and government support that may influence the adoption process.

Balancing act: Exploring the interplay of production pressure and innovation/flexibility climates on employee well‐being

This study explored the separate and joint effects of innovation/flexibility and pressure to produce climates on employee exhaustion, and ultimately, turnover intentions. Survey data collected from 335 full‐time employees across various sectors in Türkiye were analysed using a latent moderated structural equations approach. The findings revealed that, while innovation climates were inversely related to exhaustion and turnover intentions, production pressure climate had the opposite effect, which provided support for the job demands‐resources (JD‐R) model. Importantly, the study uncovered a significant interactive effect, indicating that the positive impact of production pressure on exhaustion was amplified under increased innovation demands. This finding provided support for the conservation of resources (COR) theory, suggesting that heavy and conflicting job demands depleted employees' psychological resources by impeding the deployment of defensive strategies. The findings contribute to innovation research by revealing that individual‐level competing demands of balancing exploration and exploitation through contextual ambidexterity may pose challenges to employees' psychological well‐being.

Escala de Clima de Innovación: análisis psicométrico en trabajadores peruanos

the changes caused by the COVID-19 pandemic pushed organizations to attempt to remain current and competitive. Thus, the abilityto respond to new demands and adapt to shifting conditions was an unavoidable requirement, which implies innovating in the development oftheir processes. In that sense, the growing importance of innovative work behaviors in the development of organizations has driven researchersto investigate mechanisms that foster such behaviors in workers. The objective of this study was to analyze the psychometric properties of theInnovation Climate Scale (ICS). The instrumental study involved 273 Peruvian workers (50.916 % male) ranging in age between 22 and 76 yearsold (Mean = 45.224), employed for the most part in the private sector (75.092 %). The psychometric analysis explored item clarity and relevanceby means of assessment by expert judges (content validity). Internal structure was assessed via confirmatory factorial analyses, both of obliquemodels and bi-factor. Finally, scoring reliability (alpha coefficient) and construct reliability (omega coefficient) were estimated. This study findsthe ICS items to be clear and relevant, a greater empirical support for the unidimensional model as its internal structure, and an adequate relia-bility. In conclusion there is favorable evidence of validity and reliability for the application of the ICS in Peruvian companies as a useful tool tomeasure the innovative climate perceived by its workers, providing information for decision making and planning of innovation strategies andorganizational creativity

How knowledge-based HRM practices affects aspects of innovation capability through knowledge management: the moderating role of innovative culture

Purpose Given the important of knowledge resource and human capital for improving innovation competence, the purpose of this study is to examine the influence of knowledge-based HRM practices on product and process innovation of firms via the mediating role of knowledge management capability and moderating role of innovative culture. Design/methodology/approach The paper used structural equation modeling and empirical data collected from 271 participants in 156 manufacturing and service firms to examine the level of how knowledge-based HRM practices and knowledge management affect product and process innovation under the moderating role of innovative culture. Findings The research findings confirm the mediating roles of knowledge management between knowledge-based HRM practices and two specific types of innovation namely product and process innovation. It also firstly reveals the positive moderating role of innovative culture in enhancing the effects of knowledge management on product innovation. The results underline the necessity of building an innovative climate and knowledge-based HRM practices to stimulate knowledge management for improving innovation capability of firms in the developing and emerging markets. Research limitations/implications The paper helps bring deeper insights to leaders and practitioners about the new knowledge-based approach that enhances innovation competence for organizations. Originality/value The paper significantly contributed to theoretical and practical initiatives on theory of HRM practices and knowledge management by showing different moderating and mediating mechanism thereby firms can follow to enhance innovation capability of firms in developing and emerging markets.