Innovative Organizational Culture Research Articles

Design Innovation and Entrepreneurship Organization Based on Psychological Cognitiveness of the Space Narrative.

The high-quality workspace can be used as a physical carrier for design innovation and entrepreneurial organizational culture to continuously change the psychological cognition and behavior of employees in community of practice. The spatial narrative of the culture of design innovation and entrepreneurial organizations means to integrate entrepreneurship and organizational culture into the space through visual presentation. Whether the spatial narrative is successful or not needs to be judged by whether the change of people’s psychological cognition achieves the expected effect. The traditional qualitative research methods such as interviews and questionnaires cannot fully and accurately present the psychological cognitive mechanism of design Innovation and entrepreneurship organization members. We use virtual reality technology combined with electrophysiological technology to conduct experiments. We use these technologies to conduct quantitative experiments on psychological cognition in community of practice. This study will select a design innovation and entrepreneurial organization, randomly select 20 participants, and divide them into 2 groups for experimentation. The VR scene is based on their real office space as a prototype. Put the visual elements of corporate culture in one of the VR scenes. The other VR scene as a reference does not incorporate visual elements of organizational culture. Participants participated in the experiment in these two VR scenarios. There are many advanced devices that can accurately test individual psychological changes, but the ErgoLab man-machine environment test platform, can collect and compare these data [physiological data, electroencephalogram (EEG) data, and behavior data] in real-time and comprehensively, which is its advantage. According to the experimental results, judge the changes in the psychological cognitive data of the participants before and after the placement of the spatial narrative in design innovation and entrepreneurial organizations. The experiment combined interviews and questionnaires to ensure the authenticity of the quantitative data. The conclusion of the experiment will produce an accurate quantitative study on the psychological cognition of the spatial narrative of design innovation and entrepreneurial organizational culture. A sense of organizational belonging, collective sense, pride, mission, and work fun can be generated in the workspace.

Research on organizational innovation of manufacturing enterprises: case study of innovation model of Midea Group

The purpose of this paper is to explore the mechanism for manufacturing enterprises to achieve organizational innovation. The existing research few further in-depth studies can be done in combination with cases and lack of mechanisms and models to explore the integrated organization innovation of manufacturing enterprises. Based on innovation management theory and theoretical research on organizational management, organizational design and organizational change models, this article takes Midea Group as study subjects, to analyze the current situation, existing problems of Midea Group from the angle of organizational innovation. Through the in-depth case analysis of Midea Group’s organizational innovation, this research has the following main findings: The organizational innovation of Midea Group is a systematic project. Organizational cultural innovation, information technology innovation, process innovation, and organizational structure innovation are closely related, and together form an indivisible and unified whole. The organizational culture innovation of Midea Group makes a significant contribution to the entire organizational innovation. The process innovation based on the \T+3 model, the organizational structure innovation of the \789 Project\, and the information technology innovation by means of digital transformation have improved Midea Group\'s competence to respond quickly to customers and the market. The organizational culture innovation based on equity incentives unifies the goals and visions of the company and employees, and firmly binds core technical personnel and mid- to high-end management personnel. This research can provide concrete case study for entrepreneurs to realize the stable development of manufacturing enterprises.

Methodological analysis of the composition of innovation management: competences and the impact of its elements on innovation performance

The purpose of this article is to analyze the main components of the innovation management competence of high-tech enterprises, and the influence of different competence variables on the innovation performance of high-tech enterprises. Most of previous research focuses on the impact of innovation management on innovation performance. Few studies have analyzed the specific components of innovation management competence, and almost no research has conducted empirically analyzed about the contribution of different innovation management competence to innovation performance. On the basis of previous research, this article proposes five variables that constitute the innovation management competence of enterprises, and establishes five hypotheses to demonstrate that the five variables have a significant impact on innovation performance. 206 valid data were collected through questionnaire survey of high-tech enterprises. Factor analysis was carried out through SPSS25 to verify the factor composition of different variables and their contribution to the innovation performance of high-tech enterprises. The research results show that innovation strategic management competence, innovation organizational culture, innovation organizational structure, innovation knowledge management competence, and innovation project management competence all have a significant positive impact on innovation performance. Scholars who are interested in research on innovation management of high-tech enterprises, the composition of innovation management competences, and enterprise innovation performance can obtain useful information from this article. This paper has an important reference for high-tech enterprises to improve their innovation management competences and improve their innovation performance.

The Variation of Bureaucratic Capacities in the Brazilian Federal Public Administration: an Analysis with Survey Data

Abstract This paper aims to demonstrate the variation in bureaucratic capacities within the Brazilian Federal Public Administration concerning organizations belonging to different policy sectors and verify theoretical propositions in the literature about the relationship between the characteristics of public bureaucracy and state action. For such purposes, data from a questionnaire applied to Brazilian federal civil servants were analyzed using a set of multivariate analysis techniques. The findings indicate that organizations with a greater perception of bureaucratic "weberianess" are correlated with innovative organizations and organizational cultures that restrict corruption. Likewise, organizations with greater bureaucratic autonomy are associated with more effective organizations. However, the observed variation between perceived capabilities and performance did not characterize a clearly identifiable pattern of organization type with public policy sectors. In this sense, the article contributes to the literature by adding nuances to the "islands of excellence" approach by verifying that the asymmetry of capabilities within the Brazilian executive branch is more complex than indicated by previous research.

The Variation of Bureaucratic Capacities in the Brazilian Federal Public Administration: an Analysis with Survey Data

Abstract This paper aims to demonstrate the variation in bureaucratic capacities within the Brazilian Federal Public Administration concerning organizations belonging to different policy sectors and verify theoretical propositions in the literature about the relationship between the characteristics of public bureaucracy and state action. For such purposes, data from a questionnaire applied to Brazilian federal civil servants were analyzed using a set of multivariate analysis techniques. The findings indicate that organizations with a greater perception of bureaucratic "weberianess" are correlated with innovative organizations and organizational cultures that restrict corruption. Likewise, organizations with greater bureaucratic autonomy are associated with more effective organizations. However, the observed variation between perceived capabilities and performance did not characterize a clearly identifiable pattern of organization type with public policy sectors. In this sense, the article contributes to the literature by adding nuances to the "islands of excellence" approach by verifying that the asymmetry of capabilities within the Brazilian executive branch is more complex than indicated by previous research.

Factors and mechanisms of creating an innovative culture in an organization

Purpose: The aim of the article is to study the category of innovative culture if the organization, to establish its relationship with the organizational culture as well as the factors, dimensions and mechanism of its creation. Design/methodology/approach: Desk research and critical analysis methods were used in the research. The methods used are based on a review of the literature, documentary and theoretical, in order to find publications related to the categories of "innovation culture", "organizational culture". The databases studied are Semantic Scholar, Science Direct and Research Gate. The selected period is 1990-2022. Findings: During the research, on the basis of the analysis of the existing concepts of creating an innovative culture, its original character in relation to the organizational culture was justified, factors, dimensions and the mechanism of creating an innovative culture in the organization were identified. Practical implications: The results of the research make it possible to identify the key factors of an innovative organizational culture, to understand the principles and mechanism of its creation. The results can be useful for companies and organizations actively involved in innovative activities to develop strategic planning documents. Social implications: The research results make it possible to understand the place and role of innovation in building a knowledge-based economy and to make people aware of the need to create pro-innovative attitudes of society. Originality/value: The proprietary concept of an innovative organizational culture was presented, its dimensions were proposed to be classified, and a mechanism for its creation was developed. The article is addressed to the managers of enterprises, organizations and institutions dealing with innovative activities. Key words: innovative culture, innovation, organizational culture. Category of the paper: Research paper.

Evaluation of the Structure of Public Library Management and Service in terms of Innovative Organizational Culture in Turkey and Innovative Organizational Culture Strategy and Action Plan Proposal

Bu araştırmanın temel amacı, Türkiye’deki il halk kütüphanelerinin mevcut örgüt kültürü yapısını değerlendirerek, yenilikçi yönetim ve hizmet yapısına sahip olunamamasının nedenlerini belirlemek ve bu durumun yenilikçi örgüt kültürü ile ilişkisini ortaya koymaktır. Ayrıca, çalışma bulgularına dayanarak Türkiye için ulusal nitelikte yenilikçi örgüt kültürü strateji eylem planı önerisi geliştirmek de amaçlanmaktadır. Araştırma, Türkiye’deki il halk kütüphanelerinde görev yapan ve Bilgi ve Belge Yönetimi Bölümü mezunu toplam 323 yönetici ve kütüphaneciyi ve Kütüphaneler ve Yayımlar Genel Müdürlüğü’nde yönetici statüsünde görev yapan yedi yöneticiyi kapsamaktadır. Araştırma örneklemi olasılığa dayalı tabakalı örneklem yöntemine göre basit rastgele biçimde belirlenen 182 katılımcıdan oluşmaktadır. Araştırma betimleme yöntemi ile gerçekleştirilmiş, veriler anket ve yarı yapılandırılmış görüşme tekniği ile elde edilmiştir. Araştırma sonucunda, kütüphanecilerin il halk kütüphanelerinin mevcut yönetim ve hizmet geliştirme yaklaşımlarından memnun olmadıkları, mevcut durumda hiyerarşi kültürünün baskın olduğu ve onun yerine adokrasi/yaratıcı kültürün hedeflendiği/uygun görüldüğü ortaya çıkarılmıştır. Çalışmada, ayrıca kültürel bir değişimin gerektiği de anlaşılmış olup, bu değişim sürecine temel oluşturabilecek yenilikçi örgüt kültürü stratejisi ve eylem planı önerisi sunulmuştur.

종합사회복지관 실무자의 이용자중심실천에 영향을 주는 요인

This study was conducted to identify the effect of social worker s and agency level indicators affecting on client-centered practice of social welfare center practitioners. To that end, a survey was conducted on 203 social workers at social welfare centers in Seoul, Gyeonggi and Incheon. To answer a major research question in this study, hierarchical regression analysis was conducted by inputing demographics, worker and organizational level factors to predict levels of practitioners client-centered practice. Findings indicated that personal communication ability in worker level indicators and innovative organizational culture of organizational level indicators. Alongside with implications regarding programs that can strengthen the communication skills of practitioners, other practical suggestions are also discussed in the conclusion.

Exploring the Dimensions of Innovation Culture in the Public Higher Education Institutions: Towards Improved Organizational Performance in Research and Development

This paper extends the concept of innovation culture to the academic organizations, particularly public higher education institutions (HEIs). Through a case study approach, a total of 40 individuals composed of research and development (R&D) managers and administrators, innovators, and faculty research personnel from four selected public HEIs participated in the in-depth interviews and FGDs. Institutional statements were also used as secondary data. Through synthesis of previous studies, we learned the different organizational, human, and collaborative dimensions of innovation culture, however in the context of private manufacturing organizations. Results revealed that in academic organizations like public HEIs, the aspects of innovation and the concept of innovation culture were embedded in the institutional statements as well as in the values of the participants. It was also found that innovation culture is a widely understood concept in terms of its attributes or building blocks. Through this study, we understood the importance of innovation culture in promoting performance amidst the challenges of doing R&D in public HEIs. We learned that creativity and flexibility, innovation resources, training and capacity development, and coaching and mentoring were the key elements of innovation culture that can help address the managerial and institutional challenges in doing R&D in academic organizations. Lastly, identifying and assessing the specific dimensions and elements of innovation culture in academic organizations as well as determining their impacts of innovation culture on research productivity in academic organizations were relevant research areas to explore in future studies.

Performance-based pharmacy payment models: key components and critical implementation considerations for successful uptake and integration.

BACKGROUND: In the United States, the shift towards value-based health care seeks to improve patient outcomes while reducing health care spending. Although the federal government has led the implementation of performance-based models for physicians and health care systems, commercial entities have largely been responsible for the development of similar models within pharmacy. For the purposes of this study, performance-based pharmacy payment models (PBPPMs) were defined as prescription drug payment models that determine reimbursement or fees for community pharmacies based in part on measured performance. These PBPPMs incentivize pharmacies to improve patient care by linking reimbursement to performance measures. However, the design and implementation of PBPPMs lack transparency and have not been described in the literature. OBJECTIVES: To (1) describe the structure of PBPPMs in the United States and (2) identify contextual and motivational influences that need to be considered for successful uptake and integration of these models. METHODS: A search of peer-reviewed and grey literature was undertaken. In addition, semi-structured stakeholder interviews were conducted with a convenience sample of 17 individuals who were community pharmacists, payers, quality measure developers and vendors, academics, and pharmacy advocacy organization leaders. Data were analyzed to understand the current structure of PBPPMs and opportunities for improvement, as well as implementation considerations that included facilitators, barriers, and key insights. RESULTS: This study identified 4 major components of US PBPPMs: attribution, performance and quality measures, incentive structures, and patient care services. A number of barriers (eg, lack of alignment) and recommendations to improve the current structure of PBPPMs (eg, the need for adequate incentives to facilitate change) were highlighted. Notable implementation considerations centered around (1) establishing common ground among stakeholders to avoid misalignment and encourage engagement; (2) the importance of a quality-driven, innovative, and flexible organizational culture with access to data infrastructure, adjusted workflows, and relevant trainings; (3) supporting the cultural transition to value-based health care; and (4) application of financial incentives at the pharmacy or pharmacist level. CONCLUSIONS: To better develop and implement PBPPMs, it is first critical to understand the key components that define these models and the needed changes to their structure. In addition, identifying the contextual and motivational factors that influence their successful integration can improve future uptake. This study illustrates the landscape of PBPPMs in the United States, as well as makes recommendations for improvement in their design. To improve future development and implementation of these models, the following recommendations are highlighted: (1) increase transparency and alignment of measures with the incentive structure; (2) embrace innovative business models; (3) carefully plan and use roadmaps that outline successful uptake and implementation; and (4) foster culture of quality at all levels of health care. DISCLOSURES: This study was sponsored by Pharm-Alliance, an alliance between the pharmacy schools of the University of North Carolina at Chapel Hill, Monash University, and University College London. Urick reports consulting fees from Pharmacy Quality Solutions and Cardinal Health, unrelated to this work. The other authors have nothing to disclose. This study was a podium presentation under the title "What Makes Performance-Based Pharmacy Payment Models Work?" at AMCP Nexus Virtual, October 2020.

Green Human Resource Management and Environmental Innovativeness

Drawing upon the resource-based view and the situated learning theory, this study examined the effect of green human resource management (HRM) practices on the firm environmental innovativeness. The moderating role of organizational innovative culture on the relationship between green HRM and firm environmental innovativeness was also assessed. A survey of 212 furniture manufacturing companies in Malaysia was analyzed using structural equation modeling. Results from the data analysis suggest that green HRM practices are positively associated with the firm environmental innovativeness. The positive effect of green training and green compensation on firm environmental innovativeness was found to be increased by moderating the role of organizational innovative culture. The present study clarifies key green HRM practices that can assist the environmental innovativeness in Malaysian furniture manufacturing firms and advances related research by proposing and examining an overarching model to enlighten such synergies and the moderating role of organizational innovative culture. The findings further extend the scope of green HRM research to promote innovation in the manufacturing firms. The theoretical and practical implications of green HRM are presented to enhance the environmental innovativeness.

The Impact of Organizational Innovativeness on Firm Performance in Poland: The Moderating Role of Innovation Culture

Purpose: The study aims to examine the relationship between organizational innovativeness and firm performance, considering the culture of innovation as a potential moderator of this relationship. The present work provides important managerial insights into drivers of firm performance. Design/Methodology/Approach: A survey was conducted across 121 random manufacturing businesses in Poland. A regression analysis series was used to assess the relationships between organizational innovation, an innovation culture, and a firm’s performance. Findings: Organizational innovativeness and innovation culture both have a substantial and positive impact on firm performance. The innovation culture played a moderating role in the relationship between innovativeness and firm performance in both high- and low-innovation cultures and across all dimensions of innovation. The moderation itself was the strongest in strategic innovativeness, whereas the market innovativeness model produced the most significant variance attributable to the moderator. Practical Implications: The study speaks to the need to consider organizational innovativeness and drivers of the innovation culture when striving for good firm performance – a notion important for management practice. Originality/Value: The literature provides ample evidence to substantiate the thesis that innovation positively impacts a firm’s performance, though findings vary substantially across studies. Furthermore, a paucity of studies would model and empirically verify the relationship between organizational innovativeness and firm performance among industrial businesses operating in Central-Eastern Europe. There is also little research demonstrating the role of the innovation culture in moderating this relationship. This research makes an essential contribution to the existing literature by empirically examining the relationship between organizational innovativeness, innovation culture, and firm performance.

Elements of Innovation Culture Influencing Individual Research and Development (R&D) Performance in Public Higher Education Institutions in the Philippines

This study explored the elements of innovation culture influencing individual performance of research and development (R&D) personnel. It employed quantitative research wherein innovation culture and R&D performance assessment tools were developed and administered to 115 R&D personnel in public higher education institutions (HEIs). Individual performance in terms of quantity of R&D outputs such as inventions, utility models, other intellectual property (IP) and creations, and scientific publications were assessed. Spearman’s rank-order correlation test showed significant association between inclusivity, continuous improvement, creativity, learning organization, innovativeness, communication system, innovation process, and the innovative teams and groups and performance of R&D personnel. Furthermore, the ordinal logistic regression analysis showed that freedom, orientation to technological innovation, innovation process, creativity, flexibility, openness, continuous improvement, learning organization, innovative teams/groups and individuals can influence individual performance of R&D personnel in public HEIs. This study added to our understanding of innovation culture in public or government organizations by providing empirical information on its validity and applicability, which can help analyse its elements in relation to individual performance. It gave insights on how each element of innovation culture can influence individual performance, particularly the production of R&D outputs in public HEIs.

Employee Well Being and Knowledge Sharing Behavior among Employees of Saudi Aramco

The oil and gas industries in Saudi Arabia requires research attention regarding Knowledge Sharing Behavior (KSB), as the industries suffer from compromised KSB which may adversely affect sustainability in knowledge advancement and competitive advantage. There are research gaps in the antecedents of KSB such as 1) dimensions of Employee Well Being (EWB) being contextual and untested in Saudi Arabia; 2) leadership style and culture that motivate KSB were unknown. Thus, this study aims to uncover EWB, leadership and culture factors that determine KSB. A total of 260 Aramco employees’ responses were analyzed using SPSS. The study has found physical well-being, psychological well-being, social well-being, benevolent leadership, and innovative organizational culture contributed to increasing KSB among Saudi Aramco employees. Theoretical and managerial implications were then discussed.

Self-Efficacy, Organizational Culture and Quality of Innovation Related to Student Sharing Knowledge

The purpose of this study is to analyze the effect of self-efficacy, organizational culture, and quality of innovation on knowledge sharing. The phenomenon of social media as a communication medium becomes a unique attraction for students in the general student environment. This study explores social media that are in high demand and used as a means of student learning. The statistical analysis method used is Structural Equation Modeling (SEM) with a simple random sampling technique with 125 student respondents and students of Universitas Bhayangkara Jakarta Raya. The results of this study indicate that self-efficacy, organizational culture, and quality of innovation have a positive impact on knowledge sharing. From the research findings, organizational culture provides the highest output value for knowledge sharing

Relationship between Innovation Management and Innovative Organizational Culture in Logistics Companies: A Study in the City of Mersin

Innovation management is essential for the growth and success of an organization. Innovation management is a precursor to the establishment of an innovative organizational culture. By encouraging staff to engage in innovative behavior, innovation management facilitates the creation and establishment of a culture of innovation in an organization. An organization can only change its cultural attitude and behavior by investing in innovation management practices—i.e., by applying innovation to the organization’s strategies, systems, and procedures. To effectively establish an innovative culture, organizations should continuously implement innovation management practices. Only in this way can innovation become an organization’s dominant culture. Because innovation management practices increase the commitment to innovation, they facilitate the formation and development of an innovative organizational culture and eventually become the fundamental values of the organization. In this study, we posited that innovation management constitutes the basis for the formation of an innovative organizational culture and analyzed this hypothesized relationship. For this purpose, we collected data using the face-to-face survey method with 200 white-collar staff members working in logistics companies that operate in Mersin, Turkey and that apply innovative management practices. We assessed the collected data using SPSS 20.0 (Statistical Package for Social Sciences) and AMOS 24.0 (Analysis of Moment Structures) programs. Our analysis showed a highly significant positive relationship between innovation management and innovative organizational culture.

Contemporary HRM Solutions as a Way of Fostering the Pro–Innovation Influence of Remuneration

The article presents evidence that it is possible to bolster the pro–innovation influence of remuneration by applying certain human resource management solutions currently being developed. The conducted research shows that the effectiveness of pro–innovative remuneration systems is determined not only by the structure of the system, but to a great extent by the solutions that support it and are found in the sphere of company management. Empirical evidence and statistical analyses demonstrate that the effectiveness of pro–innovation remuneration systems grows when the company strongly supports worker innovation by way of a pro–innovation organizational culture, structure, and business strategy. Important conditions determining the effectiveness of a pro–innovation remuneration system include its cohesiveness with the HRM system as well as the comprehensiveness of pro–innovation HRM remuneration solutions. Moreover, it was shown that monetary compensation is a very important instrument in motivating workers to be innovative. However, its effectiveness increases when it is supplemented by intangible motivation—i.e. recognition.+

Conservative culture, innovative culture, and innovative performance: a multi-group analysis of the moderating role of the job type

PurposeThe purpose of this paper is to identify the effect of organisational culture by its two dimensions (innovative organisational culture and conservative organisational culture) on innovative performance and also investigate the moderating role of the job type on innovative performance in the relationship between innovative organisational culture and conservative organisational culture.Design/methodology/approachFor this study’s purposes, 321 questionnaires from employees of Jordanian private universities were analysed. Convergent validity and discriminant validity tests were performed. Data reliability was confirmed. A bootstrapping technique was used to analyse the data. The multi-group analysis was performed to investigate the moderating role of job type.FindingsThe results of this study indicate that the innovative organisational culture will improve innovative performance and that a conservative culture reduces innovation opportunities. Moreover, innovative organisational culture promotes innovative performance for all employees regardless of who holds administrative positions.Research limitations/implicationsThis cross-sectional study provides a snapshot at a given moment in time, a methodological limitation that affects the generalisation of its results. Moreover, this study adopted subjective measures and the results are limited to one country, Jordan.Practical implicationsThis paper contributes to drawing the attention of senior management to the importance of innovation culture in the performance of innovation at Jordanian private universities surveyed, in particular, and other organisations in general.Social implicationsThe social impact of this study is to respond to the challenge of building an innovation-based culture and to limit the effects of a conservative culture that limits the response to innovation.Originality/valueThis study has important implications for leaders in general. It also highlights the need for organisations to develop an orientation towards innovative organisational culture instead of the classic approach based on the conservative culture of all its members (both administrative and non-administrative employees) and to invest in training that supports this trend, thus increasing their innovative performance, which contributes to raising their capabilities to excel, compete and achieve high levels of performance.

A predictive model of the perceptions of patient-centered care among nurses in long-term care hospitals: A cross-sectional study

This study aimed to propose and examine a predictive model of the impacts of organizational and individual factors on the perceptions of patient-centered care (PCC) among nurses working in long-term care hospitals. A cross-sectional study was conducted at six hospitals in South Korea. Data collected from 187 nurses were analyzed using structural equation modeling. Findings showed that the model explained the impacts of the factors on how nurses perceive PCC, it explaining 47% of the variation in PCC. Organizational factors had stronger influences on PCC [innovative organizational culture (β = 0.34), teamwork (β = 0.30)] compared to individual factors [compassion (β = 0.15), self-leadership (β = 0.07)]. The hypothesized model has potential for determining the factors that influence the perceptions of PCC among nurses working in long-term care hospitals. Further strategies should focus on organizational factors in strategies for improving long-term care nurses’ perceptions of PCC.

The relationship between TQM and business performance: The mediating role of innovation performance and organizational learning culture: A pitch

This pitch research letter (PRL) is shaped by the pitch mold initiated by Faff (2015, 2019), for the proposed research project on the relationship between total quality management (TQM) and business performance: The mediating role of innovation performance and organizational learning culture (OLC) in developing countries. The beginning includes the antecedents enforcing my pitch motivations for doing pitch work. This PRL shows that pitch template is a modern style of researching as it starts from the proposal and has the power of dissertation defense. This PRL will shadow some of my research work and some personal reflections about the importance of the pitch template.