Domain‐Relevant Commitment and Individual Technical Innovation Performance

Abstract

Individual innovators play a critical organizational role in that they generate and often champion technology and product ideas. Amidst an ongoing stream of organizational and team innovation research, few empirical studies focus on differences in individual innovation performance despite the importance of the individual innovator to a firm's innovation efforts. Based on goal commitment theory, we introduce a new domain‐relevant commitment construct and develop a conceptualization of conditional indirect effects. Our model suggests that relevant individual abilities enhance commitment to technical innovation and innovation performance while also insulating against the impact of situational variables, making employees' commitment to innovation performance less dependent upon context. Hypotheses are tested using two sources of data and a sample of 339 R&D professionals from a Fortune 100 industrial firm. Results suggest that commitment to innovation is a key motivational factor in explaining individual technical innovation performance. Situational characteristics impact motivation differently for individuals with lower vs. higher ability levels, even in this context in which truly low‐ability individuals, in the absolute sense, have been screened out by the employment selection process. The relationship between commitment and innovation performance is strengthened by higher levels of individual ability.

Knowledge-based HRM practices and innovation performance: Role of social capital and knowledge sharing

“…Organizations need employees who innovate while working on the assigned tasks (Daňa et al, 2020;Birdi et al, 2016). Thus, innovation performance plays a critical role in talent retention and promotion decisions in the organization (Audenaert et al, 2019;Bettencourt et al, 2017). Furthermore, the extant literature suggests an upsurge in research interests on individual innovation performance (e.g., Dul and Ceylan, 2011;Forés and Camisón, 2016).…”

“…The extant literature in the field has failed to identify specific individual and process-related variables most relevant to individual innovation performance (Anderson et al, 2014;Birdi et al, 2016;Maurer et al, 2011;Mumtaz and Parahoo, 2019). Previous studies suggest that knowledge, skills, and motivational attributes (Birdi et al, 2016), self-efficacy (Mumtaz and Parahoo, 2019), knowledge sharing (Guzman and Wilson, 2005;Wang and Hu, 2020), and domain relevant-commitment (Bettencourt et al, 2017) affect employees' innovation performance. On the other hand, team diversity (Sun et al, 2017), leadership influence tactics (Rangus and Č erne, 2019), performance management (Audenaert et al, 2019), work environment (Dul and Ceylan, 2011), firm's knowledge sourcing strategy (Santoro et al, 2019), and absorptive capability (Forés and Camisón, 2016) are group and organizational level constructs to influence employee innovation performance.…”

Influencia del capital intelectual en la innovación: una perspectiva al nivel del individuo

“…Si bien la literatura ha abordado la relación CI-innovación esta última ha sido contemplada a nivel organizacional, dejando de lado el nivel del individuo. El estudio de la innovación al nivel del individuo en general es señalado por diversos autores como poco abordado a pesar de su importancia (Bettencourt et al, 2017). Así pues, en esta laguna del conocimiento en el estudio de Determinar que mueve a un individuo para innovar significa un reto que ha sido inspiración para otras aproximaciones (por ejemplo: Kunz y Linder, 2015) y en la presente investigación se propone que el capital intelectual influye en la intención de innovación al nivel del individuo siguiendo a Mura y Longo (2013) quienes desde una perspectiva similar en una empresa italiana comprobaron el impacto del CI sobre el desempeño.…”

“…o adoptar. Los autores utilizando como unidad de análisis a todos los ingenieros, científicos y técnicos empleados en un departamento de I+D de una corporación industrial de Estados Unidos de América y utilizando como técnica un modelo de ecuaciones estructurales logran comprobar una serie de hipótesis relacionadas que dan soporte a su propuesta Bettencourt et al (2017). por su parte, proponen un modelo en el que en esencia buscan comprobar: a) que el compromiso de innovación técnica media la influencia de las habilidades relacionadas al contexto en el desempeño de la innovación individual; b) que el compromiso de innovación técnica está influenciado por percepciones relacionadas al contexto; y, por último, c) que la influencia del compromiso de innovación técnica sobre el desempeño de innovación individual también está condicionada por el contexto.…”

Effect of Internationalisation on Balanced Scorecard among Malaysian Small and Medium Enterprises

“…The dimension of commitment, in the context of business internationalisation, has a vital role to play in the firm's performance (Brown et al 2011). Commitment is often discussed in the business setting when it comes to maintaining the new and existing networks (Bettencourt et al 2017). These networks can be anything, such as business to business (B2B), or business to customers (B2C).…”