The Relationship of Individual Capabilities and Environmental Support with Different Facets of Designers' Innovative Behavior

Birdi, Kamal; Leach, Daniel; Magadley, Wissam

doi:10.1111/jpim.12250

Cited by 103 publications

(182 citation statements)

References 85 publications

(150 reference statements)

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“…Applying diverse research methods, the studies within this theme focus on the behavior and decisions: (i) during the evaluation of information, opportunities, and ideas (e.g., de Brentani and Reid, ; Hammedi, van Riel, and Sasovova, ) and (ii) during idea and concept generation and development (e.g., Seidel, ; Stam, de Vet, Barkema, and De Dreu, ). Some of these studies investigate behavior or decision‐making at the individual level, for which various potential contingency factors have been identified (Birdi, Leach, and Magadley, ; de Brentani and Reid, ), and some at the team level, where reflexivity and debate were found to be useful (Hammedi et al, ; Stam et al, ).…”

Section: Theme 2: Team/individual Behavior and Decision‐making In Thementioning

confidence: 99%

Managing the Front End of Innovation—Less Fuzzy, Yet Still Not Fully Understood

Eling¹,

Herstatt²

2017

J of Product Innov Manag

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Section: Theme 2: Team/individual Behavior and Decision‐making In Thementioning

confidence: 99%

Managing the Front End of Innovation—Less Fuzzy, Yet Still Not Fully Understood

Eling¹,

Herstatt²

2017

J of Product Innov Manag

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“…On a related note, work engagement, which is defined as "a positive, fulfilling, work-related state that is characterized by vigour, dedication, and absorption" (Schaufeli, Salanova, González-Romá, & Bakker, 2002, p. 74), has been connected to innovative behavior (Gomes, Curral, & Caetano, 2014). Work engagement further shows conceptual similarities with intrinsic motivation (Salanova & Schaufeli, 2008), which is of vital importance for creative and innovative action (Amabile, 1996;Baer, Oldham, & Cummings, 2003;Birdi, Leach, & Magadley, 2016;Shalley, Zhou, & Oldham, 2004) and constitutes an important similarity with centrality of work. Hence, while arguing that learning new information is rewarding for intrinsically motivated people, Meriac (2015) showed that centrality of work is positively related to intrinsic motivation.…”

Section: H1 Leisure Negatively Influences Individual Innovation Behamentioning

confidence: 99%

The effect of work ethic on employees' individual innovation behavior

et al. 2017

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The present study examines the previously untested effect of work ethic on individual innovation behavior. These entrenched personal values that may remain unaffected by organizational constitution are suggested to shape a person's inclination to engage in innovative action. Deploying partial least squares (PLS) structural equation modeling (SEM), we show that being self‐reliant and time‐efficient positively influences employees' innovation behavior, while an attitude toward hard work and leisure has a negative impact. Moreover, self‐reliance, leisure orientation, and centrality of work are positively moderated by fair salary, a specific form of relational reward that previously has been identified as an antecedent of motivation. The work at hand thus contributes to extant research by enhancing knowledge about the antecedents of innovative behavior, showing that inherent work‐related values matter. As such, the study demonstrates the importance of considering the linkage of personal differences and motivational factors when examining the complex processes of individual innovation behavior.

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“…Given the importance of this central question, creativity and innovation scholars have sought to explain individual innovation behavior, but tests of comprehensive models of individual innovation are rare and scholars have found inconsistent empirical support for them. For example, Birdi et al (2016) found that several predictors of idea generation and implementation did not behave as theory suggested (see Shalley, Zhou, and Oldham, 2004, for a review). Further theoretical development would fill important gaps in our understanding of individual innovation performance.…”

Section: Introductionmentioning

confidence: 99%

Domain‐Relevant Commitment and Individual Technical Innovation Performance

Bettencourt¹,

Bond²,

Cole³

et al. 2016

J of Product Innov Manag

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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.

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The Relationship of Individual Capabilities and Environmental Support with Different Facets of Designers' Innovative Behavior

Cited by 103 publications

References 85 publications

Managing the Front End of Innovation—Less Fuzzy, Yet Still Not Fully Understood

Managing the Front End of Innovation—Less Fuzzy, Yet Still Not Fully Understood

The effect of work ethic on employees' individual innovation behavior

Domain‐Relevant Commitment and Individual Technical Innovation Performance

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