Developing radical innovation capabilities: Exploring the effects of training employees for creativity and innovation

Effects of tourism resource search on folk sports project development fuzzy front-end performance: The moderating role of environmental dynamics change

How to improve the success of new project development through the collection of resources in the preliminary stages of new project development is a new area of research. Given the speed and magnitude of changes in the folk sports market environment, this study analyses the impact of tapping folk tourism resources on sports projects at the project development stage. Through stratified regression analyses of 600 Chinese firms engaged in folk sports project development, this paper finds that tapping internal tourism resources positively affects the Fuzzy Front-End Performance of incremental innovative project development. In contrast, tapping external tourism resources positively affects the Fuzzy Front-End Performance of breakthrough innovation projects. The study also indicates that the speed of environmental change (SEC) positively moderates the relationship between exploring external tourism resources (ERS) and Fuzzy Front-End Performance of incremental innovation projects. In contrast, the magnitude of environmental change (MEC) negatively moderated the relationship between internal tourism resource exploration (IRS) and the FFE-P of similar projects.

How professional training impacts teaching innovation among ideological and political teachers: the mediating and moderating role of basic psychological needs satisfaction

The aim of this study is to explore the impact of professional training on teaching innovation among senior high school ideological and political teachers. By introducing the concept of basic psychological needs satisfaction as a mediating factor, the study seeks to uncover the mechanisms and patterns that manifest in teaching innovation within the Chinese cultural context. To gather empirical data, a questionnaire survey was administered to a sample of 780 teachers in this specialized field. The results showed that providing more professional training is an effective way to enhance teaching innovation. Drawing on Self-Determination Theory, the satisfaction of basic psychological needs (competence, relatedness, and autonomy) was found to play an important role in this process. Competence need satisfaction and relatedness need satisfaction played a mediating role, while autonomy need satisfaction played a moderating role. Based on these findings, several recommendations are provided to support the professional training of senior high school ideological and political teachers and enhance their innovation, including providing personalized training programs, building a mentor system, and allowing greater autonomy in school management.

The Impact of Transformational Leadership on Service Employees in the Hotel Industry

Transformational leadership is important to the hotel industry where employees play a critical role in delivering the service. Transformational leadership is a leadership style that causes changes in employees by sharing the organization's vision and goals, providing necessary resources, promoting intellectual stimulation, and expecting high performance. This study uses four dimensions of transformational leadership to investigate how the dimensions influence employees' organizational identification, creativity, and task performance. In order to test the proposed model, data were gathered from employees of six hotels in South Korea. The data were analyzed with SmartPLS 4.0 program. The finding shows that four dimensions of transformational leadership have different effects on organizational identification and creativity. While core transformational leadership and supportive leader behavior enhance employees' organizational identification, which affects creativity and task performance, intellectual stimulation has an impact on creativity, which influences task performance. The post hoc analysis shows that organizational identification fully mediates the relationship between two dimensions of transformational leadership and creativity. This study contributes to the existing literatures of leadership theory and social identification theory by expanding the knowledge on the role of transformational leadership on employees. Some theoretical and practical implications are offered.

Transformational Leadership and Followers' Innovative Behavior: Roles of Commitment to Change and Organizational Support for Creativity

This study aims to investigate the relationships among transformational leadership, followers' innovative behavior, commitment to change, and organizational support for creativity. First, we examine the mediating role of commitment to change in the relationship between transformational leadership and followers' innovative behavior, using both objective and subjective measures. Our results reveal that commitment to change indeed mediates this relationship. Second, we analyze whether the link between commitment to change and followers' innovative behavior is moderated by organizational support for creativity. We find that this relationship is stronger for individuals with high organizational support for creativity compared to those with low support. Empirical analysis was conducted using data collected from 535 managers in 11 subsidiaries of a financial institution in South Korea. This study contributes to the management discipline by resolving mixed outcomes between transformational leadership and followers' innovation and highlighting the influence of commitment to change and perceived organizational support for creativity on innovative behavior.

The impact of E-education and innovation on unemployment reduction among graduates: A way forward for higher educational institutes

Recently, the use of digital skills as a tool to alleviate unemployment concerns of university graduates has gained considerable attention among governments in developing economies. The present study examines the impact of the E-education program (a digital initiative to train university graduates to get self-employed) on the unemployment reduction of young graduates of higher educational institutes (HEIs). We also explore the mediating influence of innovation in the association between E-education and unemployment reduction. The target population of the study was students who have successfully completed the E-education program. The convenient sampling technique was used for data collection from 416 respondents through a structured questionnaire. Collected data were analyzed using different statistical techniques, such as descriptive statistics (reliability analysis, normality analysis, and correlation) and structural equation modeling for measurement of the structural model. The study findings assert that the E-education program has significant effects on the unemployment reduction of graduates. Furthermore, innovation also significantly mediates the association between E-education and reduce unemployment among students. It implies that the HEIs should also roll out E-education programs, which would eventually help reduce unemployment and promote the growth of the E-education industry in the country. Finally, policy prescriptions are discussed on the role of an E-education-driven innovation to curtail unemployment in developing countries.

Do start-ups benefit from coworking spaces? An empirical analysis of accelerators’ programs

Open innovation and innovation performance have been widely studied in the literature. However, few studies have examined the impact of openness to different types of external knowledge on start-ups’ innovation performance. Moreover, previous literature could be further complemented by additional investigation into how the coworking spaces provided by accelerator programs may engender informal sources of knowledge that enhance the innovation performance of accelerated start-ups. To address this research gap, we investigate whether start-ups participating in accelerator programs can enhance their innovation performance through information transfer from informal networks provided by business accelerator programs. In order to do so, we draw two-stage data collection data from 113 start-ups accelerated by Italian accelerators from 2013 to 2016 and the response data collected in 2018. Our results reveal that coopetitors, educators, and investors are beneficial for different innovation outcomes of accelerated start-ups. These findings contribute to the innovation management literature, the small business management literature, the literature on accelerators and the coworking spaces literature.

A new method for training creativity: narrative as an alternative to divergent thinking

Creativity is a major source of innovation, growth, adaptability, and psychological resilience, making it a top priority of governments, global corporations, educational institutions, and other organizations that collectively invest hundreds of millions of dollars annually into training. The current foundation of creativity training is the technique known as divergent thinking; yet for decades, concerns have been raised about the adequacy of divergent thinking: it is incongruent with the creative processes of children and most adult creatives, and it has failed to yield expected downstream results in creative production. In this article, we present an alternative approach to creativity training, based in neural processes different from those involved in divergent thinking and drawing upon a previously unused resource for creativity research: narrative theory. We outline a narrative theory of creativity training; illustrate with examples of training and assessment from our ongoing work with the U.S. Department of Defense, Fortune 50 companies, and graduate and professional schools; and explain how the theory can help fill prominent lacunae and gaps in existing creativity research, including the creativity of children, the psychological mechanisms of scientific and technological innovation, and the failure of computer artificial intelligence to replicate human creativity.

HRD interventions, learning agility and organizational innovation: a PLS-SEM modelling approach

Purpose

This study aims to focus on assessing the influence of human resource development (HRD) interventions and learning agility (LA) on organizational innovation (OI).

Design/methodology/approach

Based on the social exchange theory, the theoretical research model was developed in this study. This study used cross-sectional data to test the research hypotheses. In addition, partial least square structured equation modelling was used to analyse 413 sample responses from Indian managerial professionals.

Findings

The findings suggest that HRD interventions and LA have an effect on OI. Additionally, age as a control factor also influences OI.

Practical implications

The study’s findings show that an organization must use HRD interventions effectively to improve innovation. Additionally, learning agile employees also helps in bringing innovation to an organization.

Originality/value

This study is one of its kind in exploring LA for OI by using the existing LA scale. Further, this study is a significant contribution to the existing literature by using HRD interventions, LA and OI in an extensive research model.

How Does Environmental Regulation Affect the Relationship between FDI and Technological Innovation: From the Perspective of Technology Transactions

Many studies have found that FDI can reduce the pollutant emissions of host countries. At the same time, the intensity of environmental regulation would affect the emission reduction effect of FDI in the host country. This study aims to reveal the internal mechanisms of this effect. Specifically, this paper studies the impact of FDI on technological innovation in China’s industrial sectors from the perspective of technology transactions from 2001 to 2019, and then analyzes whether the intensity of environmental regulation can promote the relationship. Results indicate that FDI promotes technological innovation through technology transactions. In addition, it finds that the intensity of environmental regulation significantly positively moderates the relationship between FDI and technological innovation, which is achieved by positively moderating the FDI–technology transaction relationship. Regional heterogeneity analysis is further conducted, and results show that in the eastern and western regions of China, FDI can stimulate technological innovation within regional industrial sectors through technology trading. Moreover, environmental regulation has a significant positive regulatory effect on the above relationship, but these effects are not supported by evidence in the central region of China.

THE IMPACT OF TEAM GOAL ORIENTATION IN THE FUZZY FRONT END OF THE INNOVATION PROCESS

Many organisations face intense pressure to produce radical innovations. Consequently, innovation researchers have highlighted the need for incubating dedicated radical innovation capabilities. R&D teams are especially pivotal in generating these radical, highly-novel, original ideas at the front end of innovation (FEI). But such efforts end more often in failure than success. Organisational learning theorists have begun to draw on Goal Orientation theory as a motivational driver that might boost the success rate of teams working on such radical innovation projects. But, as yet, no fieldwork has been conducted on R&D teams to explore this promising theoretical model. In this paper, we use a case study of a corporate experiment comprising two innovation teams to investigate how situationally induced goal orientation in R&D teams might impact the radicality of innovation ideas. We find that a shared team Learning Goal orientation is associated with radical innovation and that a shared team Performance Goal orientation is associated with incremental innovation. This paper provides field-based evidence of the role of shared team goal orientation on FEI ideation outcomes. An implication of our findings for R&D managers faced with the difficulties of generating radical innovations from internal teams is that more attention should be paid to the situational cues that impact team FEI efforts, and in particular, a team’s goal orientation.

The Effect of Servant Leadership on Self-Efficacy and Innovative Behaviour: Verification of the Moderated Mediating Effect of Vocational Calling

This study aimed to verify the impact of servant leadership on innovative behaviour in non-governmental organisations (NGOs). It particularly investigated the role of a mediator for self-efficacy in the relationship between servant leadership and innovative behaviour. This study defined the organisational psychology-behaviour mechanism in non-profit organisations by verifying the moderated mediating effect of vocational calling in the relationship between servant leadership, self-efficacy, and innovative behaviour. The 174 pilot samples used in this study comprised community service participants in NGOs. The analysis verified the hypothesis set through causal correlations among four variables using regression analysis and the PROCESS macro developed by Hayes. Vocational calling played a moderating role in the relationship between servant leadership and self-efficacy, and vocational calling had a conditional effect on the impact of servant leadership on innovative behaviour through self-efficacy. Meanwhile, self-efficacy fully mediated servant leadership and innovative behaviour. Based on the verification of the mechanism of organisational psychology-action, this study sought ways to develop the organisation of NGOs and improve the working environment.