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Suifan T, Alhyari S, Qandah R. Role of Knowledge Infrastructure Capabilities in Product/Service Innovation. JOURNAL OF INFORMATION & KNOWLEDGE MANAGEMENT 2021. [DOI: 10.1142/s0219649221500234] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
Abstract
This research explores the direct and indirect effects of knowledge infrastructure capabilities in creating product/service innovation in small entrepreneurial companies in Jordan. The mediating effects of knowledge-based dynamic capabilities and moderating role of innovation culture and emotional intelligence are also investigated. To this end, questionnaire surveys were developed and administered to employees and managers of 29 small entrepreneurial companies, resulting in 202 respondents. Validation and reliability analyses were performed followed by structural equation modelling for hypotheses testing. The results demonstrated the positive direct effect of knowledge infrastructure capabilities on creating product/service innovation. The indirect effect was confirmed as knowledge-based dynamic capabilities partially mediated the link between knowledge infrastructure capabilities and product/service innovation, and this relationship was moderated by innovation culture and emotional intelligence. This research highlights that the innovation culture and emotional intelligence encourage and sustain employee actions. This moderating influence can help better understand the complex nature of product/service innovation. Moreover, the variables used in this study have been thoroughly examined in developed countries, application of this model is deemed appropriate in developing countries such as Jordan to provide empirical evidence from a non-Western perspective.
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Affiliation(s)
- Taghrid Suifan
- Department of Business Management, The University of Jordan, Amman 11942, Jordan
| | - Salah Alhyari
- Department of Business Management, The University of Jordan, Amman 11942, Jordan
| | - Ramiz Qandah
- Department of Business Management, The University of Jordan, Amman 11942, Jordan
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Kearney A, Harrington D, Kelliher F. Executive capability for innovation: the Irish seaports sector. EUROPEAN JOURNAL OF TRAINING AND DEVELOPMENT 2018. [DOI: 10.1108/ejtd-10-2017-0081] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This paper aims to develop a framework of executive capability for innovation in the Irish seaport context.
Design/methodology/approach
The paper uses an approach based on a critical review of literature. The paper takes the form of a critical review of academic literature, focussed by dynamic managerial capabilities theory. Specifically, the work of Lawson and Samson (2001) is drawn on to frame executive capability for innovation.
Findings
The framework proposes that the executive capability for innovation in the Irish seaport sector emerges as a dynamic managerial capability. The framework is dynamic in nature with environmental feedback loops inhibiting and enabling executive capability development. Supply chain innovation emerges from the framework based on an interpretation of executive capability emerging from Lawson and Samson (2001).
Research limitations/implications
The paper is entirely conceptual in nature. Future empirical research taking a qualitative approach is necessary. Further, an alternative theoretical perspective to that of dynamic managerial capabilities would offer new conceptual insight.
Practical implications
The paper contributes to executive practice through providing a framework of executive capability for innovation facilitating dialogue between executive practitioners and academic theory. Policymakers are challenged to contemplate the framework as a means of transforming competitiveness in an industry identified as foundational to Irish economic development.
Originality/value
The paper contributes to an emerging area of interest in the academic literature in the area of executive capability for innovation. Specifically, the paper argues the unique contextual nature of executive capability for innovation in the context of the seaport industry.
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An innovative work behaviour-enhancing employability model moderated by age. EUROPEAN JOURNAL OF TRAINING AND DEVELOPMENT 2018. [DOI: 10.1108/ejtd-10-2016-0074] [Citation(s) in RCA: 15] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This study aims to empirically validate an innovative work behaviour-enhancing model of employability in small- and medium-sized enterprises (SMEs), and to examine possible moderating effects of age.
Design/methodology/approach
Data have been collected from 487 pairs of employees and their immediate supervisors who worked in 151 SMEs. Structural equation modelling (SEM) has been used to investigate the predictive validity of employability on innovative work behaviour using a multi-source approach. The moderating effect of employee age on the relationship between, on the one hand, self-ratings and supervisor ratings of employability, and, on the other hand, innovative work behaviour has been tested using multi-group SEM.
Findings
Results suggest that self-rated employability correlates positively with supervisor-rated innovative work behaviour, and that supervisor-rated employability correlates positively with self-rated innovative work behaviour. Age appeared to have a weak influence on the relationship between employability and innovative work behaviour; more specifically, in case of a higher age, the relationship was stronger.
Research limitations/implications
The cross-sectional design is a limitation of this study. Another limitation relates to the generalizability of the study findings outside the context in which the research has been undertaken. The relational meaning of employee age might be different in other cultures.
Practical implications
Supervisors appear to play an essential role in providing an age-friendly working life for employees. Moreover, as SMEs often do not employ professionals to manage human resources, supervisors themselves have to carry the responsibility to encourage aging employees to develop themselves the enhancing innovative work behaviour.
Originality/value
This study is the first to investigate the predictive validity of employability on innovative work behaviour and the effects of age on this relationship.
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D’Arrigo FP, Robini E, Larentis F, Camargo ME, Schmiedgen P. Storytelling and innovative behavior: an empirical study in a Brazilian group. EUROPEAN JOURNAL OF TRAINING AND DEVELOPMENT 2017. [DOI: 10.1108/ejtd-07-2016-0046] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe paper aims to identify the relationship between the use of storytelling and innovative work behavior (IWB) in organizations.Design/methodology/approachThe research took place in a human resource development (HRD) training session for leaders of Alpha Group. In this session, storytelling was adopted to discuss innovation and IWB. Following the training, the leaders completed a questionnaire about the effectiveness of the stories for the construction of knowledge and IWB. Data were collected from 97 leading sectors. Subsequently, data analysis was performed to identify correlations between the aspects.FindingsThe paper provides empirical insights about the use of storytelling, the effectiveness of the stories, as well as their relationship with the innovative behavior of sectors leaders in a Brazilian organization. It has identified the relation between effectiveness of stories and level of innovative behavior.Research limitations/implicationsOwing to the chosen research approach, the research results cannot be generalized. Because it is a study of a single organization, the results concern to the reality experienced in the organization studied. Therefore, researchers are encouraged to test this relationship in other organizations to contribute to the discussion and practice of innovation in HRD.Practical implicationsStories can contribute to innovative behavior, and innovative behavior contributes to helping understand the stories. HRD practitioners can provide the use of storytelling, combined with other forms of interventions, to enhance IWB to promote collaborative learning culture and work engagement.Originality/valuePrevious papers have identified the role of HRD in the development of IWB in organizations. Theoretically, previous papers have also highlighted that storytelling can be a tool for the development of innovative behavior. The paper empirically has tested these contributions, identifying emerging aspects of this relationship.
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