Innovative Atmosphere Research Articles

The Opinions of Teachers About the Innovation Level of Their Schools

This study aims to determine the opinions of teachers about the innovation level of their schools. The sample of this research includes 471 teachers working in primary and secondary schools in Sinop, a city in Turkey. “Innovative School Scale” developed by Aslan and Kesik (2017) was used in order to collect data in this study. Percentage, frequency, mean, standard deviation, T-test and one-way ANOVA were performed to determine teachers' opinions about the innovation level of their schools according to the demographic variables. The findings show that the opinions of teachers about the innovation level of their schools are quite high with a level of “often” in the dimensions of innovative atmosphere, administrative support and the overall scale and with a level of “sometimes” in the organizational impediments. While the teachers’ opinions indicate no significant differences regarding their genders, they show significant differences regarding their subject areas, years of teaching experience and teaching level of school. According to findings, branch teachers, teachers working in secondary schools and teachers having 21 or more years of teaching experience were found to have a higher level of opinions about the innovation level of their schools. The findings and suggestions obtained by the results are expected to contribute to the discussions and literature about increasing innovation level of schools.

An empirical study on the growth factors and environmental satisfaction of medical innovative talents in Xinjiang

Objective Though the research on the satisfaction of environment and factors influencing the growth of the talented in medical science in Xinjiang, the author focuses on the shortcomings and reasons of current development of the talented, and provides specific suggestions and improvement for the cultivation of the talented. Methods Using Xinjiang Medical University First Affiliated Hospital as the research object, author investigates the influential factors of growth, and the satisfaction of environment though the questionnaires. Results According to the principal components analysis, the factors which influence the growth the talented in medical science are put in flowing order: political factor>environmental factor>education factor>family factor. According to the data envelopment analysis, in the satisfaction of environment of hospital technological innovation, the talented in hospital technological innovation consider that the cultivation plan, research expenses, support for scientific research, recruitment, and social welfare are at a better satisfaction rate; but the duration of academic research, income policies, selection of the talented, and the outcome of the research are at a low satisfaction rate. Conclusions Based on the current development and cultivation of the talented in the innovation of medical science, there are still many shortcomings. Hospital must continue international cooperation, insist to do the cultivation of the talented and the innovation team, and complete the selection mechanisms, in order to give enough time for the scientific research, and create a good atmosphere of medical science innovation at the same time. Only when the services for the talented are well-prepared, Xinjiang medical science innovation can achieve enough support and motivation for the development of the talented. Key words: Medical science; Scientific talents; Satisfaction

An Empirical Study of Policy Implementation of Thailand Talent Mobility Programme

<p>This paper empirically examines the national policy deployment of talent mobility programme aiming to leverage innovation atmosphere in private sector as a part of national strategy to escape middle income country status. The main policy mechanism is to facilitate universities and research institutes to develop their internal regulations in accordance with the Cabinet approval such that their talents can be legally mobilised to conduct research or project in private companies for competitiveness improvement. Moreover, clearing houses or service centres were established to eliminate the gap between industry and university, whereas training programmes were also developed for capacity building purpose, especially for staffs in those centres. Lastly, facilitation resources such as management, research fund, and compensation were mutually supported by government agencies including National Science Technology and Innovation Policy Office and Office of the Higher Education Commission. Based on data collection from the talent mobility projects executed during 2014 to 2016, key success factors and barriers were observed and subsequently the policy recommendations were proposed for improving the programme implementation in future.</p><h4><strong> </strong></h4><p><strong>Keywords:</strong> Talent Mobility, STI Policy, GEDP</p>

Optimizing Investment in Two-Sided Platforms

Platform owners need to manage its internal cash flow as investments on buyer side and on seller side. Investment on buyer side will increase using experiences and investment on seller side can create an atmosphere of innovation. It is much necessary to allocate and optimize the total investment on each side users so as to obtain maximal profit. A three-period game model is developed to find the optimal investment decision. And during the process, we find that platforms can be divided into four kinds as investment non-sensitive platform, Seller-sensitive platform, Buyer-sensitive platform, and Investment sensitive platform. It is also found that the platform system structure influences the distribution of total value on platform owner, buyer side, and seller side.

KNOWLEDGE MANAGEMENT IN AN INNOVATIVE VIRTUAL COMPANY

Through a longitudinal case study, we examine the structure, characteristics, and team dynamics that motivate innovation within a virtual company. By determining the extent to which the knowledge management and organisational learning literatures apply to a virtual company, Flare Solutions Limited, we are able to identify unique characteristics that motivate creativity within the partners of the company. Utilising a case study and an action research approach, we found that this company integrates an interesting mix of mechanistic and organic elements within its structure to operate successfully as a learning organisation within a virtual environment. As well, the company has concretely identified and inventoried its knowledge, and other aspects of intellectual capital, permitting a clearer understanding of its operations. Our work offers a contribution as to how virtual companies can generate an atmosphere of creativity and innovation to create, preserve, and disseminate knowledge within a virtual company.

A breath of fresh air from Hamburg

Liz Nickels visited World PM2016 in Hamburg and got swept up in a general atmosphere of optimism and innovation – despite the clouds of Brexit on the horizon…

Knowledge management in an innovative virtual company

Through a longitudinal case study, we examine the structure, characteristics, and team dynamics that motivate innovation within a virtual company. By determining the extent to which the knowledge management and organisational learning literatures apply to a virtual company, Flare Solutions Limited, we are able to identify unique characteristics that motivate creativity within the partners of the company. Utilising a case study and an action research approach, we found that this company integrates an interesting mix of mechanistic and organic elements within its structure to operate successfully as a learning organisation within a virtual environment. As well, the company has concretely identified and inventoried its knowledge, and other aspects of intellectual capital, permitting a clearer understanding of its operations. Our work offers a contribution as to how virtual companies can generate an atmosphere of creativity and innovation to create, preserve, and disseminate knowledge within a virtual company.

The University Patent Evaluation System Model and Application Countermeasures

With the number of patents continue to accumulate, the problem of patent management, such as more rights, short maintenance and low transfer rate, are becoming more and more prominent. In order to revitalize the university patent and improve the management efficiency effectively, it is urgent to construct university patent evaluation system. This paper is based on the patent value analysis index system designed by the China Technology Exchange, taking creative evaluation, patent evaluation and evaluation system reform as the basic path and with the direction of Innovation oriented transformation, and then the university patent evaluation system was constructed, afterwards the application of evaluation system is discussed with the object of the creative, teacher and student patent management. Under the current Chinese situation, patent evaluation system is beneficial to cultivate innovative atmosphere and enhance the quality of innovation, it also plays an important supporting role in the maintenance and operation of patent rights and the innovation management of students.

Development of Innovative School Scale: A Validity and Reliability Analysis

This paper aims to develop a Likert type scale which has the conditions of reliability and validity to evaluate the schools’ innovative capacity The sample of the research was applied to 350 selected teachers working in primary and secondary schools in Samsun. In data analysis process, exploratory factor analysis, confirmatory factor analysis were used and reliability coefficient was estimated. Results revealed that the scale was composed of 19 items under 3 sub-scales. These sub-scales were entitled as administrative support, innovative atmosphere, organizational impediments and total variance that these three subscales explained was found as 62.70%. The internal consistency of the scale was computed by using Cronbach Alpha and it was revealed that the results derived from this dataset had high reliability with the 0.85 reliability coefficient. As a result of this research, a valid and reliable scale which can be used to determine the perceptions of teachers about the innovative capacity of their schools was developed.

Innovation a Key Towards Employee Engagement

Every company wants to succeed in capturing the market and maximizing the profit. With the changes in technology and increase in globalization the world has become a village which leads to high competition and complexity in performance of work. If an organization has to sustain in business they need to change according to times and become proactive. To meet the pace of change in the society the organization should create a atmosphere of innovation in the organization. Innovation comes when there is freedom of thought, and constant encouragement from the top management. As companies are not only competing with domestic companies but with companies all over the world, this is when innovation is need in a company. How can a company be different from others? Innovation can only be achieved when there are talented human resource and good H R practices in the company. The HR practices of the company should foster better thinking and involvement every individual in the organization. Innovation in companies is through talented minds in the company. Company has to acquire, develop and retain these people. When individuals get opportunities to innovate they tend to be engaged in the organization. Employee engagement is a key driving factor to the success of any organization. This paper is a case study of the Tata consultancy services TCS. Secondary data is used to identify how TCS manages to retain and engage the best talented workforce. The HRM practices of TCS are understood in depth and a linkage between HR practices and innovative talented and employee engagement is drawn.

Innovation Climate, Organizational Commitment and Turnover Intention—Survey on Cultural Enterprises Employees

It is generally important challenge for cultural enterprises to retain employees. After investigating on cultural enterprises employees, it applies factor analysis, relationship analysis and structure equation model to study the interaction effect and causality among organizational innovation atmosphere, organizational commitment and turnover intention. Empirical results show that innovation atmosphere and organizational commitment have significant positive correlation, and both of innovation atmosphere and organizational commitment are negative predicted function to turnover intention.

A theory of multi-dimensional organizational innovation cultures and innovation performance in transitional economies

PurposeThis study aims to construct a theory of multi-dimensional organizational innovation cultures and innovation performance in transitional economies and explore the moderating effect of team cohesion on this theoretical relationship.Design/methodology/approachUsing data collected from 175 manufacturing firms in transitional economies, this study constructs a new theory framework of multi-dimensional organizational innovation cultures (knowledge sharing, organizational innovation atmosphere, team decision-making and organizational change) and firms’ innovation performance and also explores the moderating effect of team cohesion on this theoretical relationship.FindingsThe findings show that there are positive relationships between knowledge sharing, organizational innovation atmosphere, team decision-making, organizational change and innovation performance of firms. Furthermore, team cohesion plays a positive moderating role in this relationship.Practical implicationsIt extends the general understanding of multi-dimensional organizational cultures management in the context of transition economies by exploring the differences between the Chinese and Vietnamese firms in terms of the impact of organizational innovation culture on innovation performance.Originality/valueThis study constructs a new theory framework of multi-dimensional organizational innovation cultures along the four dimensions of knowledge sharing, organizational innovation atmosphere, team decision-making and organizational change. These factors together have rarely been examined before. Hence, the findings extend existing research on organizational cultures management. Moreover, a new idea for this study is that the authors consider team cohesion as a moderating variable between organizational innovation culture and innovation performance of firms, hence providing both theoretical discussion and empirical validation of the impact of team cohesion on this relationship. It thus extends existing research on the team theory.

How Berkeley Made the Old Testament New

For author Robert Alter, moving from the Northeast to California meant moving from academic institutions with firmly established hierarchies to a place characterized by openness and flexibility. Comparative Literature at Berkeley made it possible for the author to explore a wide range of literary interests, and this eventually led him to teach and write on the Bible and then to begin to translate it. His impulse to break decisively with prevailing modern models of Bible translation was encouraged by California's atmosphere of innovation.

HUMAN RESOURCE MANAGEMENT КАК ИННОВАЦИОННАЯ ТЕХНОЛОГИЯ КАДРОВОГО МЕНЕДЖМЕНТА

Nowadays changes in economic conditions of functioning of Russian companies have led to a need to introduce an innovative approach to personnel management. The article discusses the main directions of building an effective system of innovative human resource management through the application of technologies of Human Resource Management. Creating a supportive atmosphere of innovation involves identifying the factors that influence the process of introducing innovations in the organization, which HR-managers should consider in their work with the staff. Based on the results obtained during the study, there are the following groups of factors: political; legal; organizational and economic; social and psychological; technical. The classification of the main functions of HR-managers is presented in detail in the article and an algorithm for constructing a corporate personnel training system using PESTEL analysis is given. The introduction of any innovation in the organization as a consequence requires training and development of staff. Innovative personnel management system will help to build a competent and efficient work of employees and improve communication within the organization, which in its turn, will have a positive impact on revenues and profitability of the company.

KAPABILITAS KEWIRAUSAHAAN DAN KEMAMPUAN DINAMIS PERUSAHAAN: PERAN MEDIASI DARI PEMBELAJARAN ORGANISASIONAL

Dynamic capabilities are regarded as a strategic premise to creating, maintaining and upgrading sustainable competitiveness. Considering organizational learning as a mediator variable, this study tests the relationship between entrepreneurial capabilities and dynamic capabilities. More specifically, the factor analysis method was employed to verify that dynamic capabilities are comprised of four dimensions, i.e. environmental sensing capabilities, change and renewal capabilities, technological and organizational flexibility capabilities. The research used UMKM in Yogyakarta and Solo as research sample. It was found that entrepreneurial capabilities has a significantly positive effect on dynamic capabilities, while organizational learning, which has significantly positive effect on dynamic capabilities, plays a partial mediating role between the two. These findings indicate that companies can build dynamic capabilities through different levels of organizational learning in the context of innovative and proactive atmosphere. Keywords: Entrepreneurial Capabilities, Organizational Learning, Dynamic Capabilities,

Relationship Innovation with Organizational Agility among Employees : Case Study : Islamic Azad University of Khorasgan ( Isfahan )

The aim of the present study to assess the relationship between organizational agility with innovation among staff of the Islamic Azad University of khorasgan branch (Isfahan) in the year 2010-2011, which was performed by descriptive method, was a kind of Correlations. Statistical Society, Islamic Azad University, khorasgan Branch staff to number of 323 people who were 175 people with simple random sampling proportional to size of the selection. Data in this study, two standard questionnaire dorabji and lamli (1998 Organization innovation in the atmosphere) and enterprise agility aspaidzr (2007) validity of both specialists and experts with the questionnaire on desirable sustainability report was both a questionnaire using the cronbach's Alpha for the atmosphere of innovation in an organization questionnaire 0.943 organizational agility questionnaire was 0.945. In the analysis of the information for this study, two levels of descriptive statistics (mean, frequency, percentage, and LSD) and inferential statistics (Pearson, variance analysis). The results showed that between innovation and its dimensions (participation, freedom, trust, time, fun idea, and conflict, supporting the idea, talk and take risks) with organizational agility at the level of p≤0.001, there is a significant relation. As well as the results of the regression analysis step by step showed that support for the idea, participation, discussion of risks is the best predictor of organizational agility. Meanwhile, between scores of innovation according to gender, age and education, there is no significant difference, but between scores of innovation based on experience is a significant, and also between the scores according to the degree of skill, there is a significant difference, but between the agility scores by gender, age and experience the meaning.

An Exploration on the Relationship of Transformational leadership, Innovation Atmosphere and E-Commerce Organization Innovation

In the knowledge economy, the innovation already became the motivation of foundation for organization growth, especially for E-commerce organizations. Business organizations should consider how their organizational innovations for all aspects of resource optimization to increase efficiency. The purpose of this study is to build some conceptual models in transformational leadership, innovation atmosphere and E-commerce organization innovation. Through the questionnaire survey procedure in some E-commerce corporations in Zhe Jiang, this research takes correlation analysis and regression analysis. We discovered: both transformational leadership and innovation atmosphere have the remarkable influence on E-commerce organization innovation. We also find the differences of effects and their interactions directly between the transformational leadership, innovation climate and the dimension degrees on E-commerce organization innovation.

The Influential Factors of Employees’ Innovative Behavior and the Management Advices

In order to obtain and maintain a competitive advantage on the vagaries of the ecological environment, the organizations must innovate continuously. There is no doubt that the employees are the main force for the organizations, and their innovative behaviors are vital for innovation performance of an organization. Therefore, the organizations have to take measures to stimulate the innovation willingness of employees and promote their innovation behavior. Based on the relevant research results, this paper sums up the main factors affecting employees’ innovative behavior including organizational commitment, psychological capital on the individual level, and organizational innovation atmosphere, leadership, social capital, work characteristics on the organizational level. In the end, the paper makes proposals for employees’ innovative behavior management.

TRANSDISCIPLINARY HUMANITARIAN, SOCIAL, CULTURAL AND EDUCATIONAL GRANT PROJECTS IN KUZBASS DURING 2011-2013

This article presents the experience of designers, experts in cultural studies, and teachers from Kuzbass in creating an innovative atmosphere in microcommunities of the region in order to organize expositions of humanitarian and educational projects. We analyze the potential of expositional activity of winners of grant projects in the Kuzbass region in recent years, which was aimed at attracting adult citizens to participate in practices of designing the desired future. These forms of social and cultural activities require understanding of public and educational subjects, which is clearly evident in the regional educational experience of self-organized adults.

The Analysis of College-Enterprise Cooperation Training Graduate Students Management Mode

College-enterprise cooperation training graduate students is a new model of colleges and enterprises cooperation innovation. It is an important way of cultivating innovative talents in colleges. This paper discusses two problems mainly, one of them is the mode of college-enterprise cooperation training graduate students is not perfect, the other is in relation to the management organization. The paper puts forward the "six stages" graduate cultivation model and sets up perfect management organization against the problem. We hope these will create a good atmosphere of technology innovation for college-enterprise cooperation training graduate students, and create a good social benefits and economic benefits.