Relevant bibliographies by topics / Work Innovation

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Work Innovation'

Author: Grafiati
Published: 9 March 2023

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Journal articles on the topic "Work Innovation"

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Yastochkina , Irina. "INNOVATIVE SOCIAL TECHNOLOGIES AT WORK WITH CHILDREN AND YOUTH." Scientific Bulletin of Uzhhorod University. Series: «Pedagogy. Social Work», no. 2(49) (December 18, 2021): 245–48. http://dx.doi.org/10.24144/2524-0609.2021.49.245-248.

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The article disclosed the content of the concepts «innovation», «social innovation», «social technology», «innovative social technology». It is indicated that one of the features of modern social technology is its innovative nature. The purpose of the article is to define the essence of the concept of «innovative social technologies», substantiate and analyze the possibilities of their application in work with children and youth. Innovation is increasingly becoming the subject of scientific research in the social sphere. The main attention of researchers is focused on innovative technologies in social work, innovative processes, innovative methods, types and subjects of social innovation, innovative practices of social work with vulnerable groups in Ukraine. It is noted that the emergence of innovative technology is determined by the needs and social problems of society, requires accurate planning, serious training and qualified personnel. For social pedagogy, the term «innovation» currently remains new and poorly researched. This term is interpreted in two meanings: innovation as a process and innovation as a product. The characteristics, functions and sources of social innovation are considered. It is emphasized that innovations actively influence the surrounding social environment. For social work, social pedagogy, an essential characteristic of innovation is its social consequences. The social processes that determine the growth of innovative activity in the social sphere are indicated. Innovative technologies exist in two forms: in the form of programs and documents and in the form of social processes. It was also noted that children and youth are quite often the most vulnerable social categories and need qualified assistance and support. The presence of social problems prompts the development and implementation of innovative technologies for social work with children and youth. The innovative social technologies in working with children are listed. The innovative forms of the implementation of youth work in Ukraine have been identified. The promising directions of innovative activity in the social sphere, including in the social and pedagogical work with children and youth, are indicated.
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Frislia, Ernie, and Seger Handoyo. "THE ROLE OF SELF-CONSTRUAL AND GOAL ORIENTATION ON EMPLOYEE INNOVATIVE WORK BEHAVIOR." Jurnal Psikologi 19, no. 3 (July 8, 2020): 233–45. http://dx.doi.org/10.14710/jp.19.3.233-245.

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Innovation is an effort to increase the companies' competitiveness in Indonesia in the era of the ASEAN Economic Community and confront the fourth industrial era. Innovative work behavior is an organization's methods to implement innovations and improve performance, excellence, competitiveness, and confront changes in the dynamic external environment. This study aims to examine the effect of self-construal and goal orientation on innovative work behavior by testing hypotheses using multiple regression analysis. Data collection in this study uses an innovative work behavior scale, self-construal scale, and goal orientation scale, an online survey method filled by 168 employees working in the manufacturing industry sectors in Indonesia. The results show that self-construal and goal orientation have a positive effect on innovative work behavior, enhancement in self-construal, and goal orientation to increase employees' innovative work behavior—the contribution of goal orientation significant higher for employees' innovative work behavior than for self-construal contributions. Individuals with goal orientations can help organizations to develop innovation through innovative work behavior.
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Lambriex‐Schmitz, Peggy, Marcel R. Van der Klink, Simon Beausaert, Monique Bijker, and Mien Segers. "When innovation in education works: stimulating teachers' innovative work behaviour." International Journal of Training and Development 24, no. 2 (May 14, 2020): 118–34. http://dx.doi.org/10.1111/ijtd.12175.

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Lendel, Viliam, and Michal Varmus. "Proposal of system for work with innovative ideas, opportunities and innovations in the company." Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis 61, no. 7 (2013): 2423–33. http://dx.doi.org/10.11118/actaun201361072423.

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The paper is based on a detailed analysis of literature and conducted research to create a system for work with innovative ideas, opportunities and innovations in company. This paper reports the main results of the research that authors conducted on a sample of 318 respondents. Main purpose of the research was to identify the key elements of the use of innovation in marketing management system for work with innovation, opportunities, knowledge and application of lateral thinking. This paper deals with the identification of the main preconditions for successful use of the proposed system for work with innovative ideas, opportunities and innovations in business. Attention is also paid to the identification of the most common problems in the use of innovation and innovative ideas in business. The paper presents a series of recommendations to minimize the described problems and serves valuable tool for marketing manager for the efficient use of labour with innovative ideas, opportunities, innovation and expertise in the company. Following methods were used for research: comparative method of qualitative evaluation method, the method of structured and structured interviews, observation method, the method of document analysis (method of content analysis) and questionnaire method.
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CARLUCCI, DANIELA, MATTEO MURA, and GIOVANNI SCHIUMA. "FOSTERING EMPLOYEES’ INNOVATIVE WORK BEHAVIOUR IN HEALTHCARE ORGANISATIONS." International Journal of Innovation Management 24, no. 02 (April 18, 2019): 2050014. http://dx.doi.org/10.1142/s1363919620500140.

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Healthcare workers’ innovative work behaviour plays a key role in generating innovation. To date determinants of innovative work behaviour are not completely detected and there is a call for additional empirical evidence on organizational-level factors influencing individual’s innovation. This study empirically explores the relationships between organizational climate, organisation’s openness to innovation, and innovative work behaviour in the context of a public sector healthcare organization. A survey has been conducted on employees of a large Italian public sector hospital. Data collected on 560 professionals have been analyzed through Structural Equation Modelling technique. The results show that organisational climate affects employees’ innovative work behavior both directly and indirectly through organisation’s openness to innovation. Specifically our findings highlight that organization’s openness to innovation partially mediates the relationship between organizational climate and employees’ innovative work behavior. The results should lead managers to consider the importance of organizational climate and openness to innovation as effective levers to pull in order to improve employees’ innovative work behavior.
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KATSURABAYASHI, Hiroshi, and Motohisa SODEYOSHI. "Work Style Innovation : Innovation and Multimedia." Journal of the Society of Mechanical Engineers 99, no. 937 (1996): 997–1001. http://dx.doi.org/10.1299/jsmemag.99.937_997.

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Dolińska, Małgorzata. "Activity Of Companies In Innovation Networks." Equilibrium 7, no. 1 (March 31, 2012): 21–31. http://dx.doi.org/10.12775/equil.2012.002.

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Innovation networks can be understood as an organization in which two or more independent firms aim at joint research, development or spreading of innovations. In such a relatively stable and cooperative collaboration, the partner firms find support during one or more activities of the innovation process, which may increase their innovation performance (Dilk, Gleich, Wald 2008, p. 693). Relationships of innovative companies with partners in networks are based on development and transfer knowledge, which is used in innovation processes. With development of innovations in the network, knowledge and other resources are multiplied. The objective of this work is to explore cooperative relationships of companies with partners during innovation process execution within the network’s framework. This paper analyzes the impact of these relationships on the development of innovative companies, as well as also attempts to describe synergy effects of cooperation between partners in innovation networks. Questionnaire research on this subject was conducted in Lubelskie region in 2009. Summary results of these research are described in this work.
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Leonhardt, Howard J. "Innovation is Work!" Journal of Vascular and Interventional Radiology 12, no. 1 (January 2001): P289—P290. http://dx.doi.org/10.1016/s1051-0443(01)70152-2.

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Afsar, Bilal, and Waheed Ali Umrani. "Transformational leadership and innovative work behavior." European Journal of Innovation Management 23, no. 3 (June 24, 2019): 402–28. http://dx.doi.org/10.1108/ejim-12-2018-0257.

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Purpose The purpose of this paper is to investigate the effect of transformational leadership on employee’s innovative work behavior, and the mediating role of motivation to learn, and the moderating role of task complexity and innovation climate on the link between transformational leadership and innovative work behavior. Design/methodology/approach A questionnaire, designed as a self-reported survey, was distributed to full-time employees and their respective supervisors working in 35 firms (services and manufacturing sectors) in Pakistan. Data were collected from 338 employee–supervisor dyads. The hypotheses were tested using structural equation modeling. Findings Results showed that transformational leadership had a positive impact on employees’ innovative work behavior and motivation to learn mediated transformational leadership–innovative work behavior link. The study further showed that task complexity and innovation climate moderated the relationship between transformational leadership and employees’ innovative work behavior. Research limitations/implications Based on the premises of interactionist perspectives on individual innovation, this study integrated multi-level variables to investigate leaders’ influences on followers’ innovative work behavior. This study contributed to the existing literature by providing empirical evidence on influence of transformational leadership on employees’ innovative work behavior as well as the impact of both individual and organizational level variables. Practical implications The close connection among transformational leadership, motivation to learn and innovative work behavior suggests that transformational leadership traits among managers are important to enhance employees’ innovative work behavior. Organizations should pay attention to creating a climate that is supportive of innovation and encourage individuals to learn new knowledge and skills, and provide employees with opportunities to use their acquired knowledge and skills. Originality/value This paper contributed to leadership and innovation literatures and provided insights into how the practitioners could use an appropriate leadership style to enhance innovative work behavior among employees. The study adopted a distinct model comprising five variables to investigate innovative work behavior from a multi-level perspective, i.e., motivation to learn and innovative work behavior at the individual level, task complexity at the unit level and innovation climate and leadership at the organizational level. This integrated model of using predictors from multiple levels supported the theoretical assumptions that innovative work behavior resulted from the interaction of individual, group and organizational level factors.
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Luchyk, Svitlana, Maryna Semykina, Liudmyla Zapirchenko, Vasil Luchyk, and Anna Semykina. "Priority of stimulating creative work in innovation management in the stage of globalization." SHS Web of Conferences 129 (2021): 05006. http://dx.doi.org/10.1051/shsconf/202112905006.

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Research background: It is substantiated that outdated motivational management in practice hampers the tasks of accelerated innovative development of domestic enterprises. This leads to the destruction of motives for the development of innovations, the spread of poverty among workers, in particular among developers of new ideas and innovations. Purpose of the article: The article is devoted to the problems of modeling the process of motivational regulation of innovative activity of employees at the enterprise. Methods: Our conceptual provisions based on analysis and generalization of data of statistics of economic activity of innovatively active enterprises of Ukraine. Practical experience of personnel management based on motivational management, results of sociological surveys of personnel and involvement of experts’ conclusions the level of economic activity of staff and creativity in work. Findings & Value added: The proposed model of motivational regulation of innovation activity of employees is based on the mandatory identification and consideration of priority factors that enhance the incentive effect of remuneration for the creative component of work, increase innovation activity of staff and enterprises in general, increase its profitability, and competitiveness. The peculiarity of the presented model is its flexibility in the choice of motivational regulators depending on the goals of the enterprise, the presence of a block of choice of motivational priorities in regulating innovation, the possibility of adjusting its effectiveness taking into account the efficiency of innovation in the enterprise and the internal and external environment.
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Dissertations / Theses on the topic "Work Innovation"

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Johnsson, Mikael. "Innovation groups : Before innovation work is begun." Licentiate thesis, Mälardalens högskola, Akademin för innovation, design och teknik, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-17990.

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This research project was begun during the financial crisis of 2009 with the objective of increasing the competiveness of SMEs’ (Small and Medium sized Enterprises) by developing their innovation-management capabilities. The research presented in this licentiate thesis (thesis) is a part of the project in which newly-formed innovation groups at two SMEs in Eskilstuna, Sweden have been studied before they began innovation work. Prior research has indicated a need to observe processes within on-going innovation projects. My overall hypothesis that reaches beyond this thesis, is that an innovation group that improves its innovation-related knowledge, reduces knowledge gaps and increases innovation-related awareness, generates positive additional values such as motivation or enthusiasm above the results such as patents or project costs that are traditional measurements within innovation projects. The first study in the iterative research process focused on the innovation-related knowledge of newly-formed innovation groups. The results led to further immersed studies, in total five case studies, in which 21 respondents participated. A theoretical framework consisting of theories from Knowledge management and System theory was used to analyze the results and the research question of this licentiate thesis emerged as: “What would a model that describes a newly-formed innovation group’s innovation-related knowledge, knowledge gaps, information flow and awareness look like?” Four sub-questions, one per each aspect of the research question, have been used to analyze prior research, theories and the conducted case studies. A model, Innovation Group Model (IGM), was created according to the research question and goal for this thesis. A one-sentence-explanation could be: “The organization, the innovation group and the individuals must have the opportunity to be motivated to learn innovation management in theory and practice to achieve innovation-readiness and awareness to detect and utilize innovation-related information available within the internal and external information flow.” This thesis contributes to the research area of Innovation and design with knowledge concerning newly-formed innovation groups. Three practical applications of the research results are suggested; (1) IGM can be used in organizations to understand the complex situation when an innovation group is created. (2) IGM can be used when planning for physical or virtual environments in which an innovation group consisting of professionals and customers is intended to develop or generate ideas. (3) IGM can be used when developing innovation-related audits intended to provide a deeper understanding of a respondent’s knowledge. On the basis of the results from this licentiate thesis, I suggest further research according to the overall hypothesis. With IGM as a starting point, one could study the progress of innovation groups and where necessary, provide support in specific areas.
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Madrid, Hector. "On innovation as an affect-driven work behaviour." Thesis, University of Sheffield, 2013. http://etheses.whiterose.ac.uk/4528/.

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This thesis aims to theorise and examine whether moods stimulate innovative work behaviour. The latter comprises a construct denoting the generation, promotion and realisation of novel ideas, oriented to benefiting the effectiveness and well-being of an organisation. Over time, organisational behaviour scholars have described individual and contextual factors as relevant to understanding innovative behaviour. However, one topic that still requires more detailed attention is how affect is related to innovation. Several studies have found that moods are related to idea generation, but they have neglected to explore whether similar effects apply to idea promotion and idea realisation. Also, organisational behaviour research has been limited to moods differentiated by their valence (pleasure), even though psychological research has shown that moods necessarily involve both differences in valence and activation (energy). Furthermore, most theory of innovation assumes that affect mediates individual and contextual influences on innovative behaviour, but empirical research dealing with these issues is still rare. This thesis argues that the lack of research on idea promotion and realisation, in favour of idea generation, is a response to limited support for the multidimensionality of the innovative work behaviour construct. In turn, the circumplex model of affect is adopted to define diverse moods described by valence and activation, whilst arguing influences of these moods on innovative behaviour. Moreover, from the perspective of cognitive appraisal theory, moods are argued to be a meditational function between climate of support for innovation, openness to experience and innovative work behaviour. Five empirical studies supported the validity of innovative work behaviour as a multidimensional construct. In turn, results supported a positive relationship between high-activated positive mood and dimensions of innovative behaviour. Finally, multilevel analysis showed high-activated positive mood as a core construct for transforming support for innovation and openness to experience into innovative behaviour.
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Sampaio, Rodrigues Filipe Trigueiros Rafael de. "Innovation as skilful coping : a cultural historical account of the constitutive conditions of innovation." Thesis, Lancaster University, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.654969.

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ALI, OMAR. "Evaluating Board Work for Innovation. : Towards an Analytical Framework." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-263172.

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There is an increased need for innovation activities in companies today due to mounting pressure from external factors increasing the urgency for renewal and agility. Digitalisation of processes, products and services sets completely new requirements for competence but also changes the value creation and competitiveness. In recent years, management focus has shifted from optimization of production processes, logistics and supply chains, to being more oriented towards an innovation focus, promoting business renewal and innovative business models. The purpose of this study is to examine how board evaluations are used to improve board work and to study how well boards guide the innovation ambitions of their companies. Furthermore, the aim of this study is to develop a framework that can provide a holistic perspective of both control and strategic innovation aspects. Results from a comprehensive literature review and analysis of board evaluation data indicate that there is a lack of innovation inclusion in board evaluations and a clear lack of statistical approach when constructing surveys. The result of the study is a proposed framework that provides guidance for designing an innovation inclusive board evaluation tools and recommendations for providing actionable insights to clients, backed up by statistical models such as regression analysis and consistency analysis that has the possibility to scale into a digital assessment tool.
Ett flertal omvärldsfaktorer ökar innovationsbehovet i många företag idag vilket således ökar brådskan för förnyelse och mer agila förhållningssätt. Digitalisering av processer, produkter och tjänster ställer helt nya krav på kompetenser men ändrar också värdeskapandet och konkurrenskraften hos dagens företag. Under de senaste åren har managementfokus skiftat från renodlad optimering av produktionsprocesser, logistik och försörjningskedjor, till att inrymma innovation och förnyelse genom ett flertal förändringsarbeten så som formella ledarskapsroller med innovation som fokus, förnyade processer och innovativa affärsmodeller. Syftet med studien är att undersöka hur styrelseutvärderingar används som ett verktyg för att förbättra styrelsearbetet och att studera hur väl styrelser vägleder innovationsambitionerna i ett företag. Fortsättningsvis är målet med denna studie att utveckla ett ramverk som kan ge ett helhetsperspektiv av balansen mellan både kontroll och strategiska innovationsaspekter. Resultatet från en omfattande litteraturgranskning och analys av styrelsens utvärderingsdata visar att det saknas innovationsintegration i styrelseutvärderingar och ett bristande statistiskt underlag vid konstruktionen av frågebaserna för utvärderingen. Det föreslagna ramverket ger vägledning åt alla som behöver utvärdera styrelser med ambitionen att utforma ett utvärderingsverktyg som är mer innovationsorienterad och som möjliggör rekommendationer med konkreta insikter till styrelser, grundade i statistiska modeller så som linjär regression och intern konsistens analys som kan möjliggöra utvecklandet av en skalbar digital utvärdering.
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KARACHATZIS, XENOFON, and LIKHIT PARAMESHWARAPPA. "Innovation & Remote Work: A window of opportunity or an inevitable compromise? : An identification and evaluation of innovation aspects in remote work conditions." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-300122.

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As a result of the Covid-19 pandemic, there has been wide adoption of remote work while major companies have started introducing permanent flexible work arrangements. This dramatic shift in the workplace has raised questions regarding the effect this will have on innovation as it is critical for a future company’s success. Based on the literature review we managed to identify six key aspects to the innovative workplace: communication, collaboration, trust, knowledge transfer, company culture and management. We were able to evaluate the impact of remote work on these aspects by using both theoretical findings and empirical data gathered through semi-structured interviews conducted within a Swedish telecommunications company. Our results indicate that despite some advantageous features, communication, trust and knowledge transfer suffered. In management there has been a slightly positive shift. The results in collaboration and company culture appear inconclusive with significant advantages and disadvantages. In order to avoid an overall decrease in innovation we propose the adoption of a hybrid work model to combine the best aspects of these opposite arrangements.
Som en följd av Covid-19-pandemin har distansarbete blivit betydligt vanligare, stora företag har redan infört sådana permanenta arrangemang. Denna dramatiska förändring på arbetsplatsen har väckt frågor angående effekten på innovation eftersom det anses avgörande för ett företags framtida framgång och konkurrenskraft. Baserat på en genomgång av forskningslitteraturen har vi identifierat sex viktiga förutsättningar för företagens innovationskapacitet: kommunikation, samarbete, förtroende, kunskapsöverföring, företagskultur och ledning. Med utgångspunkt i tidigare teoretiska och empiriska forskningsresultat har semistrukturerade intervjuer genomförts med ett svenskt telekommunikationsföretag för att analysera effekten distansarbete på innovation. Våra resultat indikerar att en del positiva effekter kan uppstå men att tyngdpunkten återfinns i den negativa vågskålen. Således verkar ledningsfunktionen påverkas positivt medan andra faktorer viktiga för innovation som kommunikation, förtroende och kunskapsöverföring har försvagats. Vad gäller samarbete och företagskulturen förefaller både positiva och negativa effekter uppstå. För att undvika en generell försvagning av innovationskapaciteten bör en hybrid modell användas som kombinerar de bästa aspekterna av distansarbetet med platsbundet arbete.
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Yasmin, Samina, and Samina Yasmin. "Making It Work for Them: A Technology-Enhanced Educational Innovation in Pakistan." Diss., The University of Arizona, 2017. http://hdl.handle.net/10150/626161.

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Millions of dollars are spent every year to plan and introduce educational innovation initiatives in the developing world with the hope of bringing about economic development, social progress, and educational reform (Kozma, 2008; Kombe, 2016). But the challenges with introducing and maintaining any educational innovation are multifold in developing countries, which are plagued by economic instability and a lack of resources. This situation worsens when the innovation involves any form of technology. The end result in most technology enhanced educational innovations (TEEIs) in such contexts is disillusionment -- either because expected outcomes have not been met or the positive impact is not sustainable. This disillusionment is usually caused by multiple gaps in the planning and implementation of the innovation or the unrealistic expectation that technology is the panacea of all ills. Studies on educational innovation endeavors (Vergara & Grazzi, 2008; Jhurree, 2005; Kozma & Vota, 2014) have identified a significant lack of research in developing countries. Building on these concerns, this dissertation is a qualitative introspective case study exploring different perspectives of the various change agents (Fullan, 2016; Rogers, 2003) involved in facilitating a TEEI project in Pakistan, namely Digital Hall Study (DiSH). Combining the experiences of these change agents, the study attempts to improve understanding of the factors that facilitate and/or hinder the process of designing, planning, implementing, adopting, and sustaining a TEEI project in the low resource educational settings of developing countries like Pakistan. Findings have shown four categories of factors that influence TEEI by offering support and posing challenges to the implementers and users: social context-based, institution-based, teacher-based, and innovation project-based factors. This study has also demonstrated that reevaluating the innovation process in TEEI projects is essential to ensure that needs analyses are conducted before those projects are designed.
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Mukerjee, Nath Jinia. "Work, play and ride the storms : an ethnography of sustained innovation." Thesis, Aix-Marseille, 2016. http://www.theses.fr/2016AIXM1019.

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Cette thèse est composée de trois essais empiriques issus d’une enquête ethnographique conduite dans une entreprise innovante en Inde, et étudie les processus permettant l'innovation durable. Cette recherche aborde le rôle du jeu dans les processus de travail innovant, ainsi que le rôle de l'identité organisationnelle comme une réponse de l'organisation aux menaces extérieures. Cette thèse montre comment le jeu se déroule dans les organisations, sa nature et son rôle dans les processus de travail créatifs. Les résultats indiquent que le jeu a plusieurs effets sur les tâches et les relations qui affectent les processus collectifs de travail créatif qui soutiennent l'innovation durable. Je montre aussi les transitions entre le travail intense et jeu intense et expose un modèle incluant des conditions initiales, des mécanismes et des signaux qui facilitent les transitions. Ce faisant, cette thèse construit les bases d'une théorie du travail et du jeu. Cette recherche décrit un nouveau genre de jeu dans les organisations, différent de ceux observés et étudiés précédemment. Elle contribue aux théories du jeu et au travail créatif dans l'organisation. Prenant en compte le fait que l'innovation durable dépend aussi de la capacité de l'organisation à faire face aux menaces extérieures, cette recherche montre également comment l'identité organisationnelle joue un rôle crucial dans l'élaboration des méthodes de travail pour faire face aux menaces extérieures. Ainsi, cette étude contribue à la littérature sur la formation de l'identité organisationnelle, et son rôle dans les pratiques organisationnelles, la survie et l'innovation durable
This dissertation consists of three empirical essays based on ethnographic fieldwork conducted in an innovation-based firm in India, and investigates the processes enabling sustained innovation. More specifically, it addresses the role of play in innovative work and its processes, as well as the role of organizational identity in organization’s response to external threats. I show how playfulness unfolds in work organizations, its nature, and its role in the creative work processes. Results indicate that play has several task and relationship related effects on group creative work processes on which sustained innovation rests. It also show how people transition between intense work and intense play – and explicate a model of initial conditions, mechanisms and cues for such transitions. By doing so, this study starts to lay the grounds for a theory of work and play, and provides an answer to how innovative work gets accomplished amidst playfulness in organizations. This study describes a new kind of play in work organizations, different to those observed and investigated in previous organizational studies and contributes to theories of play and creative work in organization. Mindful of the fact that sustaining innovation also depends on organization’s ability to cope with external threats, this study also shows how organizational identity play a crucial role in shaping its work practices for responding to external threats, and how threat can even lead to the formation of an organization’s initial identity. Thus, this study also contributes to the literature on organizational identity, and its role in organizational practices, survival, growth and sustained innovation
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Gunn, Frances Elizabeth. "The process of discursive institutional work in creating an innovative degree development practice : an institutionalisation approach to innovation." Thesis, Open University, 2014. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.664516.

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Developing sector-specific university degrees is a challenging process for universities and sectoral members. The development of these degrees needs to incorporate industry-specific resources whilst satisfying the universities' institutional degree requirements. The process is particularly problematic when there has not previously been a degree devoted to the sector and when there has not been sector-wide communication about the need for a degree. This study provides an empirical investigation of the development of Canada's first retail management degree and examines how discursive processes constituted an innovative practice of sector-specific degree development in a fragmented, occupational field. These processes were innovative because they involved a corporate-university partnership, multiple collaborations of institutional and corporate embedded actors, and particular forms of legitimating discursive work. Given the institutional nature of the university, this practice represents a process of institutionalisation, whereby the innovative practice becomes a legitimate means of degree development. By examining this unique case, this study develops an analytic framework to analyse discursive institutionalisation through archival documentation and qualitative interviews. The discursive work performed through the data is characterised by the prominence of generalised issues, and by the nature of its synchronicity, recursiveness and convergence. The resulting institutionalisation processes perform discursive institutional work that is purposive, synchronised, recursive and convergent. This study therefore provides an understanding of how discursive processes institutioalise an innovative practice of retail management degree development.
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Rose, Dennis Michael. "Human Resources, High Involvement Work Processes and Work Outcomes: An Exploratory Study." Thesis, Queensland University of Technology, 2005. https://eprints.qut.edu.au/16044/1/Dennis_Rose_Thesis.pdf.

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This research investigated the relationships between involvement-oriented human resource practices and work outcomes, mediated by high involvement work processes. The goal was to use an involvement framework - comprised of the elements of power, information, rewards, knowledge, and a fifth element developed for this thesis, integration - to select human resource practices that impact on work outcomes, and to develop an understanding of intervening involvement processes. Data was collected from 200 work groups in a public sector organization of 4,300 employees, engaged in large infrastructure projects, including bridge and road construction and maintenance. Group-levels of human resource practice implementation were collected through surveying a sample of employees from each work group. Data on work outcomes and high involvement work processes were collected three months later through an organizational survey of all 4,300 employees. This process was repeated 12 months later to identify the unique effects of human resource practices and investigate causal relationships and lagged effects. Involvement-oriented human resource practices were found to impact significantly on work outcomes. High involvement work processes explained significant variance in outcomes and mediated the relationship between HR practices and outcomes. Longitudinal analyses supported the existence of lagged effects of involvement-oriented human resource practices on high involvement work processes, and high involvement work processes on work outcomes. The research supports the utility of an involvement framework for practice selection and for explaining mediating processes on work outcomes.
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Rose, Dennis Michael. "Human Resources, High Involvement Work Processes and Work Outcomes: An Exploratory Study." Queensland University of Technology, 2005. http://eprints.qut.edu.au/16044/.

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This research investigated the relationships between involvement-oriented human resource practices and work outcomes, mediated by high involvement work processes. The goal was to use an involvement framework - comprised of the elements of power, information, rewards, knowledge, and a fifth element developed for this thesis, integration - to select human resource practices that impact on work outcomes, and to develop an understanding of intervening involvement processes. Data was collected from 200 work groups in a public sector organization of 4,300 employees, engaged in large infrastructure projects, including bridge and road construction and maintenance. Group-levels of human resource practice implementation were collected through surveying a sample of employees from each work group. Data on work outcomes and high involvement work processes were collected three months later through an organizational survey of all 4,300 employees. This process was repeated 12 months later to identify the unique effects of human resource practices and investigate causal relationships and lagged effects. Involvement-oriented human resource practices were found to impact significantly on work outcomes. High involvement work processes explained significant variance in outcomes and mediated the relationship between HR practices and outcomes. Longitudinal analyses supported the existence of lagged effects of involvement-oriented human resource practices on high involvement work processes, and high involvement work processes on work outcomes. The research supports the utility of an involvement framework for practice selection and for explaining mediating processes on work outcomes.
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Books on the topic "Work Innovation"

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Davila, Tony. Making Innovation Work. Upper Saddle River: Pearson Education, 2007.

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Newell, Sue, Maxine Robertson, Harry Scarbrough, and Jacky Swan. Managing Knowledge Work and Innovation. London: Macmillan Education UK, 2009. http://dx.doi.org/10.1007/978-0-230-36641-1.

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Engel, Nora, Ine Van Hoyweghen, and Anja Krumeich, eds. Making Global Health Care Innovation Work. New York: Palgrave Macmillan US, 2014. http://dx.doi.org/10.1057/9781137456038.

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Schaffers, Hans, Jacques Bus, and Matti Vartiainen. Digital Innovation and the Future of Work. New York: River Publishers, 2022. http://dx.doi.org/10.1201/9781003337928.

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Merton, Bryan. So what's new?: Innovation in youth work. Leicester: National Youth Agency, 2001.

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Troy, Kathryn. Making innovation work: From strategy to practice. New York, NY: Conference Board, Inc., 2004.

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Innovation at work: NISO 2009 annual report. Bethesda, MD: NISO, 2010.

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Process innovation: Reengineering work through information technology. Boston, Mass: Harvard Business School Press, 1993.

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Lapointe, François. Technological change and the organization of work. Ottawa, Ont: Industry Canada, 1996.

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Miller, William C. The creative edge: Fostering innovation where you work. Reading, Mass: Addison-Wesley, 1987.

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Book chapters on the topic "Work Innovation"

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Thompson, Paul, and David McHugh. "Learning, Change and Innovation." In Work Organisations, 240–59. London: Macmillan Education UK, 2002. http://dx.doi.org/10.1007/978-1-4039-0765-3_16.

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Lay, Gunter, and Claudia Mies. "Flexibility at Work." In Innovation in Production, 79–90. Heidelberg: Physica-Verlag HD, 1999. http://dx.doi.org/10.1007/978-3-642-99801-0_7.

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Blau, Peter M. "Institutional Innovation." In The Organization of Academic Work, 189–216. 2nd ed. New York: Routledge, 2021. http://dx.doi.org/10.4324/9780429339196-8.

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Andriessen, J. H. Erik. "Innovation and Implementation." In Computer Supported Cooperative Work, 125–37. London: Springer London, 2003. http://dx.doi.org/10.1007/978-1-4471-0067-6_7.

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Bratton, John, Peter Sawchuk, Carolyn Forshaw, Militza Callinan, and Martin Corbett. "Learning and innovation." In Work and Organizational Behaviour, 159–89. London: Macmillan Education UK, 2010. http://dx.doi.org/10.1007/978-0-230-36602-2_6.

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Price, Oriana Milani, David Boud, and Hermine Scheeres. "Creating Work: Employee-Driven Innovation through Work Practice Reconstruction." In Employee-Driven Innovation, 77–91. London: Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9781137014764_4.

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Juliani, A. J. "Making Time for Creative Work." In Intentional Innovation, 95–102. New York, NY : Routledge, 2017.: Routledge, 2017. http://dx.doi.org/10.4324/9781315637266-10.

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Styhre, Alexander. "Knowledge Work and Innovation." In Science-Based Innovation, 23–52. London: Palgrave Macmillan UK, 2008. http://dx.doi.org/10.1057/9780230582514_2.

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Hansson, Agneta. "Gender, Work and Innovation." In Learning Regional Innovation, 245–52. London: Palgrave Macmillan UK, 2011. http://dx.doi.org/10.1057/9780230304154_13.

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Musselwhite, W. C. "Innovation in Work Design." In Creativity and Innovation: towards a European Network, 101–6. Dordrecht: Springer Netherlands, 1988. http://dx.doi.org/10.1007/978-94-009-2827-5_18.

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Conference papers on the topic "Work Innovation"

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Baez, Marcos, and Gregorio Convertino. "Innovation cockpit." In CSCW '12: Computer Supported Cooperative Work. New York, NY, USA: ACM, 2012. http://dx.doi.org/10.1145/2141512.2141536.

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Gerber, Elizabeth M., Jeffrey V. Nickerson, Mira Dontcheva, Laura Dabbish, and Charlie Hill. "Collection Innovation." In CSCW '19: Computer Supported Cooperative Work and Social Computing. New York, NY, USA: ACM, 2019. http://dx.doi.org/10.1145/3311957.3358608.

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Anindita, Rina, Lindawati, Taufiqur Rachman, and Hasyim. "How Demographics Affect Quality of Work Life and Work-Life Balance." In International Conference Recent Innovation. SCITEPRESS - Science and Technology Publications, 2018. http://dx.doi.org/10.5220/0009949226162627.

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Efawati, Yen, Eeng Ahman, Disman, Kusnendi, and Harmon Chaniago. "The Effect of Entrepreneurial Leadership on Firm Innovation Through Innovative Work Behavior." In 5th Global Conference on Business, Management and Entrepreneurship (GCBME 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/aebmr.k.210831.037.

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Hylving, Lena, and Dina Koutsikouri. "Putting Phronesis to Work in Digital Innovation." In 2016 49th Hawaii International Conference on System Sciences (HICSS). IEEE, 2016. http://dx.doi.org/10.1109/hicss.2016.574.

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Gustafson, Robert J. "Work in progress - Engineering Education Innovation Center." In 2008 IEEE Frontiers in Education Conference (FIE). IEEE, 2008. http://dx.doi.org/10.1109/fie.2008.4720300.

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Farris, John, and Paul Lane. "Work in progress - socially conscious innovation class." In 2008 IEEE Frontiers in Education Conference (FIE). IEEE, 2008. http://dx.doi.org/10.1109/fie.2008.4720648.

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Amalia, Lia, Agus Ramadani, Deddy S. Bratakusumah, and R. A. Nurlinda. "The Effect of Work Involvement and Work Satisfaction to Employee Turnover Intentions in Indonesia: Case Study in SCTV." In International Conference Recent Innovation. SCITEPRESS - Science and Technology Publications, 2018. http://dx.doi.org/10.5220/0009952427632769.

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Bailey, Brian. "Session details: Crowd Innovation and Crowdfunding." In CSCW '16: Computer Supported Cooperative Work and Social Computing. New York, NY, USA: ACM, 2016. http://dx.doi.org/10.1145/3260434.

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Chan, Joel, Steven Dang, and Steven P. Dow. "Improving Crowd Innovation with Expert Facilitation." In CSCW '16: Computer Supported Cooperative Work and Social Computing. New York, NY, USA: ACM, 2016. http://dx.doi.org/10.1145/2818048.2820023.

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Reports on the topic "Work Innovation"

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Seybold, Patricia. Making Team Innovation Work. Boston, MA: Patricia Seybold Group, May 2008. http://dx.doi.org/10.1571/psgp05-01-08cc.

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Stopford, Nikki, and Jacqueline O’Reilly. Innovation Work Chains in US Retail: Automation, Tracking and AI Adoption during the COVID-19 pandemic. Digital Futures at Work Research Centre, March 2022. http://dx.doi.org/10.20919/ivrp6984.

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The 2020 global pandemic led to record grocery sales and significantly accelerated the adoption of online retail services. This trend is expected to grow as mainstream retailers aim to keep up with the speed of delivery from ‘digitally native’ competitors and changing consumer expectations. Technological innovation is being introduced to different parts of the retail supply chain leading to a changing landscape for jobs. Here we develop the concept of Innovation Work Chains (IWC). We use this framing to discuss how the introduction of different types of innovative technology are likely to impact on employment practices across the supply chain in large-scale grocery retail. This research draws on sector reports and extensive interviews with Walmart US and one of their technology partner organisations in the USA. The focus is on how automation technologies like robots, tracking technologies and AI have become pivotal to the efficient management of retail supply chains. The evidence suggests that an iterative process of adoption and adaption is required to develop company specific solutions. However, legacy systems can pose a challenge to the speed at which automation technologies can be efficiently integrated. The concept of Innovation Work Changes highlights the differential impact on the employment landscape across the retail eco-system
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Carreras, Marco, Stephany Griffith-Jones, José Antonio Ocampo, Jiajun Xu, and Anne Henow. Implementing Innovation Policies: Capabilities of National Development Banks for Innovation Financing. Inter-American Development Bank, July 2022. http://dx.doi.org/10.18235/0004390.

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This comparative note describes common and distinct practices on capabilities to support the innovation activities of seven national development banks (NDB): BNDES (Brazil), CORFO (Chile), China Development Bank, CDB (China), BANCOLDEX (Colombia), Bpifrance (France), Korean Development Bank, KDB (South Korea), and NAFINSA (Mexico). The analysis studies the strategies followed by the selected NDBs for the design and implementation of innovation support programs and the capacities they need to be successful. Little is known about the experience of these NDBs in the world that have been the most successful in designing and implementing programs to support innovation. Building on the primary data collected through flexible semi-structured interviews with current or former NDBs officials, validated and supplemented by interviews with stakeholders outside the NDB, this study asks the following research questions: (i) What priority do NDBs assign to the financing of innovation projects?; (ii) Which operational models would be most effective in financing high-potential innovation projects, avoiding capture? Should they operate on the first and/or second tier?; (iii) What capabilities(a) governance; (b) technical (financial and technological); and (c) operational (implementation and sustainability)should NDBs develop to support innovation credit?; (iv) how, based on their contact with clients, can NDBs help identify market failures faced by innovative companies and thus produce and organize information on potential projects with high social returns?; and (v) What is the best framework for coordinating the work of the NDBs with the innovation agencies?
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Held, Eric. Work Performed at Utah State University in Collaboration with the Plasma Science and Innovation Center. Office of Scientific and Technical Information (OSTI), February 2016. http://dx.doi.org/10.2172/1248023.

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Hogan, Michael, and Michael Gallaher. Quantitative Indicators for Country-Level Innovation Ecosystems. RTI Press, May 2018. http://dx.doi.org/10.3768/rtipress.2018.op.0051.1805.

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Innovation has been shown to be a key factor in determining a country’s competitiveness and economic growth potential. Through investments in education and research and development, many developing countries have tried to avoid the “middle income trap” of stagnation by working to create high-value employment opportunities. To better understand country-level readiness to innovate, we have compiled a set of publicly available data indicators and created a data tool to illustrate innovation capabilities and infrastructure by country. Our approach builds on and advances existing national innovation metrics by constructing transparent, publicly sourced indicators that emphasize changes over time and interrelationships between different indicators, as opposed to creating simple indices across groups of indicators. This occasional paper is targeted to an applied audience, explaining the methods used to assemble the data, an overview of the indicators, practical applications of the data, summary statistics, and data limitations. The data are not intended to be a tool for providing answers about innovation, but rather a starting point for future work including market landscaping, country-level diagnostics, and qualitative protocols for research.
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Sohane, Nidhi, Ruchika Lall, Ashwatha Chandran, Rasha Hasan Lala, Namrata Kapoor, and Harshal Deepak Gajjar. Home as Workplace: A Spatial Reading of Work-Homes. Indian Institute for Human Settlements, 2021. http://dx.doi.org/10.24943/hwsrwh10.2021.

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When home serves as workplace, the interface of domestic and productive spheres has spatial and social effects on various users of the space, scaling at times to the neighbourhood and the city. This study looks at all the ways in which home aids work — spatially and infrastructurally — and illustrates the role of various factors and actors in engaging with and shaping the work-home boundary. Work-homes in the Global South often engage transversally with formal planning. Users of work-homes exercise their agency in complex ways to maneuver the work-home boundary, often making post-facto modifications to the work-home. The study collates a repository of spatial and temporal innovation strategies devised by users to balance domestic and productive spheres in their homes, as a site to derive lessons for planning, housing policy and architecture. It investigates the role of the state in spatially enabling or limiting work-homes, and using the Indian context as an illustrative example, suggests enabling frameworks in planning that address the spatial particularities of work-homes
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Foronda, Carlos, and Javier Beverinotti. Effects of Innovation on Employment: An Analysis at the Firm Level in Bolivia. Inter-American Development Bank, September 2021. http://dx.doi.org/10.18235/0003640.

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This study quantifies the impact of process and product innovation on employment growth in Bolivia by using microdata from a survey on innovation conducted in Bolivia in 2016. Following the model of Harrison, Jaumandreu, Mairesse, and Peters (2008) and the adaptations for Latin America of Crespi and Tacsir (2013) and Elejalde, Giuliodori, and Stucchi (2015), we demonstrate that employment growth is explained by product innovation. On the other hand, we find no evidence of a displacement effect due to process innovation. With respect to innovation and work composition, we observe that the reation of qualified employment is slightly favored over that of unqualified employment.
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Field, Adrian. Menzies School Leadership Incubator: Insights. Australian Council for Educational Research, July 2021. http://dx.doi.org/10.37517/978-1-74286-637-6.

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The Menzies School Leadership Incubator (the Incubator) is a national trans-disciplinary initiative to design, test and learn about transformative innovations that will support lasting systems change in Australian schools’ leadership. This review explores the successes, challenges and learning from work in the Incubator to date, from the perspective of a collaborative seeking longstanding systems change. The design of the review is informed by thinking in the innovation literature, principally communities of practice and socio-technical systems theory. This review was undertaken as a rapid exploration of experiences and learning, drawing on interviews with eight individuals from within the Incubator (six interviews) and collaborating partners (two interviews).
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Cabrol, Marcelo, and Cristina Pombo. How Digitalization can Transform Health, Education and Work as Latin America and the Caribbean Emerge from the Pandemic. Inter-American Development Bank, October 2021. http://dx.doi.org/10.18235/0003726.

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Like other historic disruptions, the COVID-19 pandemic has triggered chain-reactions in innovation, adaptation, and rapid behavioral change. The Latin American and Caribbean Region is no exception. The COVID-19 crisis has exposed a vast, pent-up demand for improvements in the quality, convenience, and cost of basic public services. While the ongoing human and economic toll of the pandemic has overshadowed the potential for dramatic and lasting gains in areas such as health, education, and remote work, it is not too early to ask how these gains might be retained and reinforced. This report highlights opportunities in telemedicine, tele-education, and telework the three areas we think are best positioned to achieve a profound digital transformation in the near-term. For each area, we offer a summary of the status quo, examples of early movers and innovators, and key questions regarding policy actions that can accelerate current trends.
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Lazonick, William. Investing in Innovation: A Policy Framework for Attaining Sustainable Prosperity in the United States. Institute for New Economic Thinking Working Paper Series, March 2022. http://dx.doi.org/10.36687/inetwp182.

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“Sustainable prosperity” denotes an economy that generates stable and equitable growth for a large and growing middle class. From the 1940s into the 1970s, the United States appeared to be on a trajectory of sustainable prosperity, especially for white-male members of the U.S. labor force. Since the 1980s, however, an increasing proportion of the U.S labor force has experienced unstable employment and inequitable income, while growing numbers of the business firms upon which they rely for employment have generated anemic productivity growth. Stable and equitable growth requires innovative enterprise. The essence of innovative enterprise is investment in productive capabilities that can generate higher-quality, lower-cost goods and services than those previously available. The innovative enterprise tends to be a business firm—a unit of strategic control that, by selling products, must make profits over time to survive. In a modern society, however, business firms are not alone in making investments in the productive capabilities required to generate innovative goods and services. Household units and government agencies also make investments in productive capabilities upon which business firms rely for their own investment activities. When they work in a harmonious fashion, these three types of organizations—household units, government agencies, and business firms—constitute “the investment triad.” The Biden administration’s Build Back Better agenda to restore sustainable prosperity in the United States focuses on investment in productive capabilities by two of the three types of organizations in the triad: government agencies, implementing the Infrastructure Investment and Jobs Act, and household units, implementing the yet-to-be-passed American Families Act. Absent, however, is a policy agenda to encourage and enable investment in innovation by business firms. This gaping lacuna is particularly problematic because many of the largest industrial corporations in the United States place a far higher priority on distributing the contents of the corporate treasury to shareholders in the form of cash dividends and stock buybacks for the sake of higher stock yields than on investing in the productive capabilities of their workforces for the sake of innovation. Based on analyzes of the “financialization” of major U.S. business corporations, I argue that, unless Build Back Better includes an effective policy agenda to encourage and enable corporate investment in innovation, the Biden administration’s program for attaining stable and equitable growth will fail. Drawing on the experience of the U.S. economy over the past seven decades, I summarize how the United States moved toward stable and equitable growth from the late 1940s through the 1970s under a “retain-and-reinvest” resource-allocation regime at major U.S. business firms. Companies retained a substantial portion of their profits to reinvest in productive capabilities, including those of career employees. In contrast, since the early 1980s, under a “downsize-and-distribute” corporate resource-allocation regime, unstable employment, inequitable income, and sagging productivity have characterized the U.S. economy. In transition from retain-and-reinvest to downsize-and-distribute, many of the largest, most powerful corporations have adopted a “dominate-and-distribute” resource-allocation regime: Based on the innovative capabilities that they have previously developed, these companies dominate market segments of their industries but prioritize shareholders in corporate resource allocation. The practice of open-market share repurchases—aka stock buybacks—at major U.S. business corporations has been central to the dominate-and-distribute and downsize-and-distribute regimes. Since the mid-1980s, stock buybacks have become the prime mode for the legalized looting of the business corporation. I call this looting process “predatory value extraction” and contend that it is the fundamental cause of the increasing concentration of income among the richest household units and the erosion of middle-class employment opportunities for most other Americans. I conclude the paper by outlining a policy framework that could stop the looting of the business corporation and put in place social institutions that support sustainable prosperity. The agenda includes a ban on stock buybacks done as open-market repurchases, radical changes in incentives for senior corporate executives, representation of workers and taxpayers as directors on corporate boards, reform of the tax system to reward innovation and penalize financialization, and, guided by the investment-triad framework, government programs to support “collective and cumulative careers” of members of the U.S. labor force. Sustained investment in human capabilities by the investment triad, including business firms, would make it possible for an ever-increasing portion of the U.S. labor force to engage in the productive careers that underpin upward socioeconomic mobility, which would be manifested by a growing, robust, and hopeful American middle class.
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