Innovative Climate Research Articles

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.
 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.

"WHEN REWARDS NO LONGER MOTIVATE" TESTING THE MODERATING ROLE OF ORGANIZATIONAL AGILITY IN BUILDING INNOVATIVE LECTURERS IN THE ERA OF INDONESIA INDEPENDENT CAMPUS

Innovative work behavior is the key to the performance and existence of an organization. In the context of business organizations, organizational factors that are antecedents of innovative work behavior are far from stable. Therefore, it is still necessary to conduct further research with different organizations and respondents. This study will examine organizational factors in Indonesian universities, which consist of: 1) organizational climate for innovation, 2) reward, 3) organizational agility as moderating variables. By using purposive random sampling involving 265 lecturers from universities in the Jakarta area, Indonesia, the results indicate that only the organizational climate for innovation variable has a significant positive effect directly on the innovative work behavior of lecturers. Meanwhile, the reward variable only has a partial significant positive effect after being moderated by the organizational agility variable. This phenomenon is a novelty in this study that rewards, which are believed to be able to change behavior as mentioned in social exchange theory so far, have experienced a shift in perceptions from lecturer respondents, where rewards are no longer motivating without including agility factors in their management. Organizational agility is a new term that is gaining popularity in strategic management which is defined as an agility that reflects flexibility, speed, accuracy, efficiency and innovation. This study has theoretical contributions and practical implications for higher education management and provides discussion and recommendations for future research.

Determinants of Intention towards Digital Transformation Adoption: Evidence from Vietnam’s Public Sector

Purpose: Drawing on familiar concepts such as inclusive leadership and organizational support theories, and the input-mediator-output-input model, this study aims to explore civil servants’ intention towards digital transformation adoption in the public sector of Vietnam. Method: This study takes the form of a case study of the Vietnam context and employs a quantitative method. A printed questionnaire was distributed to collect data from 892 civil servants. After excluding cases with missing data, 863 valid cases were used for data analysis. Primary data analysis was conducted using SPSS 20, Amos 20, and SMARTPLS version 4, which included descriptive statistics, testing the proposed model and hypotheses using the SEM approach, and conducting the importance-performance map analysis. Findings: The current study revealed that inclusive leadership, government support, and organisational support have both direct and indirect effects on the intention towards digital transformation adoption through the partial mediating role of organisational innovative climate. Moreover, the importance-performance map analysis revealed that while organisational support is the most important factor, it has the lowest performance. Originality: This study is pioneering in its use of the IMOI model to predict intentions towards technology adoption, particularly in the context of digital transformation, a new aspect in developing nations, including Vietnam. The study contributes to our understanding of digital transformation adoption in the public sector and will be of particular interest to government, policymakers, and service providers of new technology systems.

Jewish and Arab teachers' views on school communications, innovation and commitment after COVID-19: sector of education as a moderator

PurposeThe study investigated the correlation between school communication and teachers' perceptions of the school's innovative climate in the Israeli education system during the coronavirus disease 2019 (COVID-19) crisis. Furthermore, this study examined the role of affective commitment and the role of sector (Arab or Jewish) in these correlations.Design/methodology/approachFirst, Arab and Jewish teachers studying toward their MA degree were randomly selected from 2 higher education institutes in Israel, and then other teachers were selected using the snowball method through teacher groups on the Facebook social network and WhatsApp groups (N = 383).FindingsThe findings revealed major differences between Arab and Jewish teachers. Among Arab teachers, the correlation between school communications and an innovative climate was found to be mediated through affective commitment, whereas among Jewish teachers, a direct correlation was found between the first two variables. The correlation between school communications and affective commitment was found to be stronger among Arab teachers than among Jewish teachers.Originality/valueThe study results confirmed that school communication and affective commitment hold a significant predictive value in school innovation and highlight the importance of affective commitment in supporting innovation. The study adds to the body of research directed at identifying antecedents to innovative climate as well as studies examining the effects of school communications on affective commitment and innovative climate in a multicultural society, both in regular and emergency situations. The findings can also provide valuable insights for culturally sensitive and relevant education policy design and management in the post-COVID-19 period.

ECONOMIC AND LEGAL REGULATION OF THE ACTIVITIES OF PUBLIC ADMINISTRATION ENTITIES IN THE INNOVATION SECTOR

The subject of the study is public relations in the field of economic and legal regulation of innovation activity. Methodology. The methodological basis of the study is the methods of induction and deduction, the dialectical-materialist method, the method of analysis and synthesis, and the historical method, which allowed for an objective understanding of the content and essence of the issues under study. The purpose of the article is to analyse the theoretical and practical aspects of economic and legal regulation of activities of public administration entities in the innovation sphere in Ukraine and developed countries, and to propose effective ways to improve the mechanism of the relevant state policy. The results of the study show that the State economic and legal regulation of innovation activity is carried out with the aim of ensuring progressive transformations in the field of material production, increasing the competitiveness of the national product in the world market, improving the environmental situation, and strengthening the security and defence capability of the country. The economic and legal regulation of the activities of public administration entities in the innovation sphere should not restrict innovation processes (including through excessive structuring and detailing), but should set the direction of their evolution, constantly improve, dynamically monitoring changes in the situation. Conclusion. The main form of state support for the development of innovation is the economic and legal regulation of innovation activities, support for small innovative enterprises and the creation of a favourable innovation climate. The aim of state policy in this area is to move towards an innovative development path based on selected priorities. The state economic and legal regulation of innovation activity is carried out in order to ensure progressive transformations in the sphere of material production, increase the competitiveness of the national product on the world market, improve the environmental situation, strengthen the security and defence capability of the country. In order to achieve the effectiveness of innovation activities, it is necessary to adopt a new approach to solving the problems of antimonopoly policy, product quality management, safety and labour protection. This requires the adoption of new laws and regulations, which should take into account legal issues related to the development of production, resource conservation, environmental protection, etc. The regulatory framework of innovation activity should be brought in line with innovation policy, in particular, it should be closely linked to the measures provided for in the relevant state programme documents and should actively contribute to their implementation.

Green Innovation and Its Effects on Innovation Climate and Environmental Sustainability: The Moderating Influence of Green Abilities and Strategies

This research aims to explore the relationship among environmental sustainability, work environment, green innovation, and industrial companies’ innovation climate. The purpose of this exploration was to find out the explanation of how these variables influence each other and how they play a role in organizations sustainability. The study collected data from 253 employees in the Kingdom of Saudi Arabia’s oil and gas, minerals, and mining sectors. It employed the Warps analysis method to assess the relationships between green innovation, innovation climate, and environmental sustainability. By applying well-established theoretical frameworks, including the Innovation Diffusion Theory and Environmental Sustainability Theory, the research aims to provide a comprehensive understanding of the dynamics at play. The findings affirm the significant and positive relationships between green innovation and both environmental sustainability and the innovation climate within industrial firms. Moreover, the study highlights the mediating role of the innovation climate, which serves as a bridge connecting green innovation with environmental sustainability outcomes. Additionally, green motivational strategies and green abilities were identified as moderators that enhance the effectiveness of green innovation practices. This research carries practical and theoretical implications. It provides valuable insights for industrial firms seeking to integrate sustainability practices into their operations, enhance their innovation climate, and optimize their green innovation initiatives. The findings bridge the gap between theory and practice, guiding managerial decision-making and facilitating the implementation of sustainable practices. Moreover, the study enriches the theoretical foundations of sustainability and innovation by applying established theories to the industrial context, contributing to a more holistic understanding of these critical concepts in the modern business landscape.

A Conceptual Review of the Determinants of Employee Innovative Work Behavior

The increasing prevalence of digitalization, competitive markets, quick environmental changes, and the imperative of organizational sustainability have necessitated business organizations to adopt innovative practices. Hence, all organizations must foster a culture of innovative work behavior among their employees to ensure the organization's ongoing survival and advancement. Nonetheless, comprehensive studies that methodically scrutinize the different factors affecting IWB within a unified theoretical model are insufficient. This research is a literature review to find and analyze factors that influence innovative work behavior. The findings of the literature review or existing research indicate that psychological empowerment, employee engagement, self-efficacy, knowledge sharing, perceived organizational support, climate for innovation, HRM practices, and transformational leadership have consistently demonstrated strong associations with employee IWB in various studies. This study additionally proposes a novel conceptual framework that examines the interplay between psychological empowerment, employee engagement, self-efficacy, knowledge sharing, perceived organizational support, climate for innovation, HRM practices and transformational leadership, with a specific focus on their impact on IWB. This framework holds potential for future investigations conducted by other scholars.

Determinants of readiness for strategic value co-creation in hospitality and tourism organisations

This paper examines how servant leadership influences an organisation's readiness for strategic value co-creation through service climate, innovation climate, locus of control and self-efficacy. A model that draws on servant leadership and social cognitive theories is tested by surveying 222 hospitality and tourism business managers operating in France and the UK, and the data is analysed with structural equation modelling and ordinary least squares. The study contributes to personality research showing that servant leadership practices influence a manager’s internal locus of control and self-efficacy. We demonstrate that service climate and innovation climate mediate between servant leadership and readiness for strategic value co-creation, and moderate between a manager’s beliefs and the firm’s readiness for strategic value co-creation. The findings show that servant leadership has a stronger effect on innovation climate than on service climate, and that innovation climate has more influence on readiness for strategic value co-creation than on service climate.

Individual's Personality Traits, Perception of HRM Practices on Innovative Work Behavior: Innovative Climate as A Mediator

This study examines the structural relationships between individual's personality traits, perception of HRM practices, innovative climate and innovative work behavior based on the Trait Activation Theory (TAT) and Social Exchange Theory (SET). The main purpose of this study is to identify the significance of innovative climate as a mediator between individual's personality traits, perception of HRM practices and innovative work behavior. Individual's personality traits consist of openness to experience, conscientiousness, extraversion, agreeableness and neuroticism, perception of HRM practices consist of appropriate staffing and recruitment, a fair performance appraisal system, comprehensive training and development and competitive compensation. Innovative work behavior is measured in terms of creation, promotion and implementation. A quantitative approach is adopted to test the relationships. Questionnaires are used to gather data from 36 iron and steel companies of Tangshan in China, a total of 384 respondents participate in this study. The data are analyzed by using PLS algorithm and the bootstrapping procedure. Hierarchical Multiple Regression Analysis (HMRA) is used to examine (1) the relationship between individual's personality traits, perception of HRM practices and innovative climate; (2) the relationship between individual's personality traits, perception of HRM practices, innovative climate and innovative work behavior; and (3) the mediating role of innovative climate on the relationship between individual's personality traits, perception of HRM practices and innovative work behavior.

Do reputational threats influence the rigidity of US agencies? A dynamic panel data approach

AbstractWhat happens to organizational rigidity when public organizations faced reputational threats over time? Do they take external criticism as incentives to become less rigid and more innovative and flexible through employee involvement and empowerment? Or do reputational threats paradoxically contribute to the very rigidity that is often stereotyped as inherent parts of government? Building on threat‐rigidity theory, we test the temporal relation between reputational threats (both in terms of the direction of reputation and its turbulence) and organizational rigidity. We apply a dynamic panel data approach combining different data sources on 34 US agencies over a period of 13 years. The results show that organizational rigidity increased, both when reputations evolved negatively over time and when reputations evolved more turbulently. No combined effect of negative reputations and reputational turbulence was observed. Both sources of reputational threats independently precluded organizations from creating a climate of employee empowerment, involvement, flexibility, and innovation.

Exploring the Interplay of the Physical Environment and Organizational Climate in Innovation

The intricate relationship between physical and social environments within organizations plays a pivotal role in shaping innovation endeavors. This paper introduces a three-dimensional framework aimed at comprehending the intricate mechanisms through which the physical and social environments synergistically drive innovation. Building on this, a systematic four-dimensional framework (communality, individuality, comfort, and health) is proposed to structure a comprehensive literature review, mapping out the intricate linkages between innovation and the physical environment. Through this extensive review, we delve into the intricate connections between the physical innovation environment and the broader innovation climate, unearthing valuable insights. Additionally, we highlight two promising directions for future research within the realm of physical environment–innovation climate interactions. Furthermore, we underscore the paramount importance of embracing an interdisciplinary approach, seamlessly blending perspectives from both the physical and social spheres to gain a holistic and nuanced understanding of the innovation landscape. This integrated viewpoint is pivotal to unraveling the multifaceted dynamics that underlie successful innovation initiatives.

Effect of Leader–Member Exchange on Proactive Employee Behavior and Employee Performance: The Moderating Role of Innovative Climate

This study aims to investigate the mechanisms and regulatory processes underlying the relationship between leader–member exchange and employee performance. Social exchange theory and self-determination theory argue that proactive employee behavior has an intermediary effect on the relationship between leader–member exchange and employee performance. In addition, it is predicted that the innovative climate will regulate this indirect effect. Data were collected via questionnaire from 266 people working in organizations operating in various sectors located in Gebze and Istanbul using a survey method. Data analysis was conducted using structural equation modeling (SEM) and PROCESS macro. According to the findings, the hypothesis that leader–member exchange is positively related to employee performance and that proactive employee behavior mediates this relationship is supported. In addition, an innovative climate regulates the positive relationship between leader–member exchange and proactive employee behavior, deepening the theoretical understanding of the consequences of this interaction.

Untangling the knowledge creation in the cross-project organisations

ABSTRACT This study aims to untangle the knowledge creation in the cross-project organisations. Drawing on knowledge creation theory, this study developed a theoretical model and hypotheses, and examined them with 402 samples in China. The results indicate that knowledge sharing mediates the relationship between innovation climate and knowledge creation. The mediation is further moderated by knowledge integration capability. By the comparison, marketing knowledge is the easiest to create, while managerial knowledge is the most difficult to create. This study contributes to knowledge creation theory by making an in-depth discussion on the differences of specific types of knowledge creation.

A MODEL ON THE RELATIONSHIP BETWEEN TRANSFORMATIONAL LEADERSHIP, TRANSACTIONAL LEADERSHIP, ENTREPRENEURIAL LEADERSHIP, AND THE INNOVATION PROCESS

To enhance competitiveness, organisations should excel in adopting new business processes and ensuring the successful implementation of innovative projects. This study examined the impact of transformational, transactional, and entrepreneurial leadership styles on the innovation process, with a focus on employee innovative behaviour and the climate for innovation as mediating factors. A total of 303 participants from three organisations in the financial services sector (banking and insurance) in Namibia took part in the study. The findings suggest that employing transactional and entrepreneurial leadership styles proves beneficial for fostering innovation within organisations. Specifically, entrepreneurial leadership demonstrates positive effects on both employees’ innovative behaviour and the establishment of an innovation-friendly climate. The study reveals that a conducive climate for innovation significantly contributes to overall innovation. Moreover, the results indicate that only the climate for innovation serves as a significant mediator in the relationship between transactional leadership and the innovation process, as well as between entrepreneurial leadership and the innovation process.

Analysis of Service Quality Factors of the Regional Planning Agency of Aceh

Objective: This study examines how collaborative public innovation, transformational leadership, knowledge acquisition, employee competencies, innovative climate, and organizational performance affect service quality at the Regional Planning Agency of Aceh. Methods/Analysis: The study used quantitative analysis, qualitative interviews, and surveys. The data were analyzed using the SERVQUAL model and scatter analysis approaches. The correlation between variables was analyzed by Spearman rho correlation, while Kruskal-Wallis analyzed the significance between variables. Finding: The SERVQUAL model shows the Regional Planning Agency of Aceh provides good quality services; 98% of respondents gave an excellent rating, and 12% were good. Scatter analysis shows that the agency consistently meets expectations. Spearman rho correlation analysis shows that all determinant factor variables have a strong relationship with improving service quality and are also significant between variables (p<0.05). Novelty/Improvement: Improving the quality of the organization (Regional Planning Agency of Aceh) is primarily determined by the knowledge acquisition factor, which is followed by collaborative public innovation, transformational leadership, employee competencies, and an innovative climate. Doi: 10.28991/ESJ-2023-07-05-017 Full Text: PDF