Employee innovation is the cornerstone of the organization, and the motivation for employee innovative behavior largely depends on the leadership style of the leader. With the economic development of society, the traditional authoritative style of leadership can no longer adapt to the psychological characteristics of employees, who use new-era work concepts, techniques, and social rules (hereafter, new generation workers). Inclusive leadership is based on the concept of “fully inclusive and equitable” in traditional Chinese culture, and it can adapt to (...) the independent needs of new generation employees. At present, the research on the relationship between the traditional leadership style and employee innovative behavior is relatively extensive, but there is little research on the relationship between inclusive leadership style and employee innovative behavior, and this needs further exploration. This paper takes new generation employees as the sample and uses psychological capital as an intermediary variable to explore the influence of inclusive leadership style on the innovative behaviors of new generation employees. We found that inclusive leadership is significantly and positively related to new generation employees’ innovative behaviors. Theoretical and practical implications are discussed. (shrink)

The coronavirus disease 2019 pandemic has severely damaged the global industrial supply chain and accelerated the digital transformation of the global economy. In such rapidly changing environments, multinational corporations should encourage employees to be more innovative in various fields than ever before. With the onset of the COVID-19 pandemic, employees have become psychologically anxious, their working conditions have deteriorated, and they are in danger of losing their jobs. In this study, we aim to address the question of whether servant (...) leadership facilitates the innovative behavior of employees working in emerging-market MNCs when servant leadership is adopted within the firms. In addition, we explore the mediating roles of work–life balance and psychological stability perceived by employees, and the moderating role of organizational climate in the relationship between servant leadership and MNC employees' innovative behavior. In doing so, we collected data from a sample of 307 Chinese employees who are employed by five different Chinese MNCs from the Internet, information technology, electronics, and e-commerce industries. Based on a sample of survey data collected from employees of Chinese MNCs, we empirically test these ideas by specifically examining how servant leadership may shape the innovation behavior of employees in these MNCs. The results suggest that servant leadership positively influences employees' innovative behavior, and that the contribution of servant leadership to employees' innovative behavior is mediated by work–life balance and psychological stability as well as moderated by the degree of organizational climate. Moreover, the different organizational climates of these MNC employees are also expected to significantly shape the relationship between servant leadership and employees' innovative behavior. This study enriches our understanding of the importance of servant leadership in driving the innovative behaviors of employees in emerging-market MNCs and provides new insights into the mechanisms through which emerging-market MNCs can motivate their employees to be more innovative in their jobs. Thus, this study contributes to the research on human resource management by offering important implications vis-à-vis how MNCs manage their employees more effectively in addressing and responding to the dramatically changing global landscape in the post COVID-19 era. (shrink)

Prosocial motivation refers to the employees’ willingness to invest for the sake of helping others. It improves basic and applied research behaviors of employees and the interaction between them. Employees’ innovation behavior depends on prosocial motivation because the motivation to protect the interests of others may promote knowledge sharing and knowledge coupling. However, there is a research gap in solving the optimal solution of prosocial motivations that facilitates different types of innovation behaviors based on the combination of prosocial (...) motivations. We perform a qualitative comparative study on the effect of the motivation configurations on innovation behaviors. We find that highly basic and highly applied research behaviors share in common collectivism-based, principlism-based, contextual, and situational motivations which work in all configurations. But the core conditions between the two are different, which are principlism-based and situational motivations, respectively. In addition, both highly basic-to-applied and highly applied-to-basic transformation behaviors share the same core condition and the same secondary conditions with highly basic and highly applied research behaviors, respectively. Moreover, the behaviors of non-highly basic research and non-highly basic-to-applied transformation share the severe absence of egoism-based motivation as the core condition in common. Non-highly behaviors of applied research and applied-to-basic transformation have a common point of the severe absence of the pressure-based type as the key. Finally, we also analyze active and passive prosocial degrees of all types of high/non-high innovation behaviors. Our study deepens the academics’ thinking on multi-dimensional prosocial motivation and the classification management of coupling innovation behavior and provides implications for practice. (shrink)

Indirect identification of innovations in wild populations involves inferring past, unobserved behavioral events. Such historical inference can make simple use of present distribution patterns of differently behaving individuals, but population genetic studies are a potential source of complementary relevant information. Methodological lessons can be taken from phylogeography, that is, molecular approaches to the history of population spatial distribution patterns and gene flows. Opportunities for such studies in primates should increase with the developing population genetic studies used for management and conservation (...) purposes. (shrink)

New products and services that tackle grand societal challenges often require changes in societal norms, values, and expectations. This research investigates the question of how innovating actors shape these informal institutions throughout the innovation process by drawing on the literature on social innovation and institutional theory. In a comparison of four case studies, we observe that all innovating actors under study engage in a diverse set of practices to challenge and shape societal norms and expectations as well as user habits (...) and routines throughout the innovation process. These activities can be clustered into unilateral, bilateral, and multilateral change processes, depending on the number of actors involved. Our findings highlight how different types of direct and indirect interactions between innovating actors and users along the innovation process shape the understanding of social innovation, and stress the central role of physical experiences and positive emotions among (future) users. Thereby, we provide for a more nuanced view of how companies that aim to bring technologies with different characteristics of innovativeness to the market shape the informal institutional environment throughout the different phases of the innovation process. (shrink)

Great promise for the evolutionary analysis of animal behavior lies in the distinction between generative novelties and the evolutionary innovations to which they can give rise. Ramsey et al. succeed in emphasizing the contribution of individual learning and intelligence to behavioral innovations, but do not correct the tendency to confound individual invention with socio-ecological or group-level innovation.

The current study strives to examine the determinants of employee innovative work behavior and job performance. Therefore, an integrated research model is developed with the help of paternalistic leadership style and job embeddedness theory to investigate employee behavior toward innovative work behavior. The research model is extended with the moderating effect of environmental dynamism between the relationship of innovative work behavior and employee job performance. Data were collected from 411 employees working in small medium enterprises. For inferential (...) analysis, the structural equation modeling technique is used. Results of the structural equation modeling revealed that altogether paternalistic leadership style and factors underpinning job embeddedness theory have explained 52.1% of the variance in employee innovate work behavior. The findings of this research suggest that managers and policy makers should focus on benevolent leadership, moral leadership, and on-the-job embeddedness to boost employee job performance and innovative work behavior. (shrink)

Transformations in the “behavioral innovativeness” of species—broadly, the capacity to generate new or novel behaviors—have been associated with significant evolutionary shifts in cognition by both philosophers and scientists. Whilst intuitively and theoretically appealing, this assumption lacks strong empirical support. One barrier is the absence of a good measure of behavioral innovation. This paper offers a solution to this problem by breaking down innovation into its components and presenting a novel multi-dimensional framework for characterising and comparing putative cases of behavioral (...) innovation. (shrink)

Innovation is a key component of most definitions of culture and intelligence. Additionally, innovations may affect a species' ecology and evolution. Nonetheless, conceptual and empirical work on innovation has only recently begun. In particular, largely because the existing operational definition (first occurrence in a population) requires long-term studies of populations, there has been no systematic study of innovation in wild animals. To facilitate such study, we have produced a new definition of innovation: Innovation is the process that generates in an (...) individual a novel learned behavior that is not simply a consequence of social learning or environmental induction. Using this definition, we propose a new operational approach for distinguishing innovations in the field. The operational criteria employ information from the following sources: (1) the behavior's geographic and local prevalence and individual frequency; (2) properties of the behavior, such as the social role of the behavior, the context in which the behavior is exhibited, and its similarity to other behaviors; (3) changes in the occurrence of the behavior over time; and (4) knowledge of spontaneous or experimentally induced behavior in captivity. These criteria do not require long-term studies at a single site, but information from multiple populations of a species will generally be needed. These criteria are systematized into a dichotomous key that can be used to assess whether a behavior observed in the field is likely to be an innovation. (shrink)

Ethics training has undergone dramatic changes in the past decade. Global business growth and increased technological change have played a role in the increasing sophistication and development of ethics programs and communication devices. These training initiatives are based on organizational ethical decision making theories and empirical research indicating the benefits of training in developing an ethical organizational culture. In this article, we discuss the issues important in developing effective ethics training, examine the goals and methods currently used in training, introduce (...) an ethics training behavioral simulation, and discuss its implementation and evaluation. (shrink)

This paper reviews the debate about behavioral modernity in our species, listing counterexamples to the thesis that there was a dramatic change to the minds of Cro-Magnon sapiens in Europe in the Upper Paleolithic. It is argued that we were probably behaviorally modern from about 150,000 years ago, and that aspects of this mentality were apparent in developments in tool technologies and hunting practices across the prior Homo lineage. Key behaviors expressive of behavioral modernity include practical reasoning about the (...) past and future and role-differentiated rights-based cooperation, which are more obvious in their effects than is the vague but much-used notion of symbolic thinking. Behavioral modernity leads to technological innovation but is not sufficient to maintain such innovations in face of population loss and environmental instability, which along with the vagaries of preservation explains why the archaeological record of behavioral modernity in our species is patchy until the Upper Paleolithic. (shrink)

The COVID-19 pandemic cropping up at the end of 2019 started to pose a threat to millions of people’s health and life after a few weeks. Nevertheless, the COVID-19 pandemic gave rise to social and economic problems that have changed the progress steps of individuals and the whole nation. In this study, the work conditions for employees from Taiwan, Malaysia, and the Chinese mainland are explored and compared, and the relationship between support mechanisms and innovation behaviors is evaluated with (...) a view of the social cognitive career theory. This study adopts the cross-sectional survey and purposive sampling to collect questionnaires. A total of 623 copies of a questionnaire from Taiwanese, 440 copies from Malaysians, and 513 copies from mainlanders were collected in this study to compare the three groups in developing employees’ IBs. Smart-partial least squares for partial least squares structural equation modeling was applied in the structural model to conduct a verification of the hypotheses and comparative analysis in this study. According to the findings, compared with employees from the Chinese mainland, the Taiwanese and Malaysian samples show more significant paths regarding employee employability, IB, prior knowledge, perceived organizational support, self-efficacy, and job performance. Our results will offer more insights and advice concerning theories of human resource. (shrink)

Opportunistic behaviors are considered ethically and strategically troublesome since they disrupt otherwise mutually beneficial relationships. Previous literature has shown that firms attempt to protect their investments from opportunism by generating a large amount of patented marginal innovations in domains central to their industry. However, this approach may generate some ethical dilemmas by preventing firms and societies from more radical, collaborative, and much-needed environmental progress. We extend the environmental innovation literature using strategic and ethical lenses to analyze the potential of (...) an alternative, divergent way to provide financial opportunities for a focal firm without aiming to prevent innovative opportunities for competitors. Our longitudinal analysis of 6768 environmental patents from 59 large companies worldwide in the electrical components and equipment industry shows that high levels of innovation intensity, environmental scope, bargaining power, and environmental expertise increase the incidence of patented environmental innovations related to domains in which industry competitors are less focused (i.e., technological divergence). We also show a positive relationship between this divergence and market-based firm performance. Our results suggest that pursuing innovative divergence to avoid opportunism may make ethical and market sense and we also identify the organizational factors that can support these efforts. (shrink)

Social enterprises, promising organizations for solving societal problems with innovative approaches, rely upon their members’ active roles for workplace innovation. However, we still have a limited understanding about how social enterprises can foster employees’ endeavors for innovation. By focusing on employee learning and innovative behavior, we investigate the influences of perceived social mission, value congruence, and human resource management (HRM) practices in social enterprises. We conducted two complementary studies to answer our research questions. In Study 1, with a (...) survey of 369 employees from 68 social enterprises, we examined a multilevel moderated mediation model with firm‐level and individual‐level data. We found that perceived social mission promoted learning and innovative behavior by increasing value congruence, and that commitment‐based HRM practices enhanced the overall process from mission to employee efforts for innovation. In Study 2, with 300 daily surveys from 60 employees participating in an experience sampling study, we found that those with high‐value congruence showed a significantly more stable pattern with less variance in innovative behavior than in learning behavior. Our study adds novel implications to the underdeveloped literature on employee innovation and HRM in social enterprises by uncovering the positive effects of social mission and value facets for boosting learning and innovative behaviors. Our research also suggests that social enterprises should benefit from pursuing and emphasizing the social mission and commitment‐based HRM bundle together, which will promote the prosperity and well‐being of business and society. (shrink)

Before going further, it will be helpful to consider briefly the notion that novelty per se is a fundamental human need. Experiments with human beings, as well as with animals, indicate that the maintenance of normal, successful behavior depends upon an adequate level of incoming stimulation—or, as some have put it, of novelty.2 But lumping all novelty together is misleading. At least three kinds of novelty need to be distinguished. Some novel patterns arise out of, or represent, changes in the (...) fundamental rules governing the organization of musical processes and structures. By significantly weakening our comprehension of the musical relationships presented—undermining not only our understanding of what is past but our ability to envisage what is to come—such systemic change seriously threatens our sense of psychic security and competent control. Far from being welcome, the insecurity and uncertainty thus engendered is at least as antipathetic, disturbing, and unpleasant as stimulus privation. Novel patterns may also result from the invention of a new strategy that accords with prevalent stylistic rules. Though they may initially seem to threaten existing competencies, the function and significance of novel strategies within the larger set of stylistic constraints can usually be grasped without too much delay or difficulty. For a while the tensions produced by strategic innovation may seem disturbing. But in the end, when our grasp of the principles ordering events is confirmed and our sense of competency is reestablished and control is reinforced, tension is resolved into an elation that is both stimulating and enjoyable. Most novel patterns—original themes, rhythms, harmonic progressions, and so forth—involve the innovative instantiation or realization of an existing strategy or schema .3 Novelties of this kind not only enhance our sense of control—a feeling that we know how things really “work”—but provide both the pleasure of recognition and the joy of skillfully exercising some competency. We enjoy novelty—the stimulation of surprise, the tension of uncertainty—as long as it can be accommodated within a known and understandable set of constraints. When the rules governing the game are abrogated or in doubt—when comprehension and control are threatened—the result is usually anger, anguish, and desperation.These responses to novelty are consequences of fundamental and poignant verities of the human condition: the centrality of choice in human behavior. Because only a minute fraction of human behavior seems to be genetically specified, choice is inescapable.While in lower organisms, behavior is strictly determined by the genetic program, in complex metazoa the genetic program becomes less constraining, more “open” as Ernst Mayr puts it, in the sense that it does not lay down behavioral instructions in great detail but rather permits some choice and allows for a certain freedom of response. Instead of imposing rigid prescriptions, it provides the organism with potentialities and capacities. This openness of the genetic program increases with evolution and culminates in mankind.4The price of freedom is the imperative of choice. Human beings must choose were to sow and when to reap, when to work and where to live, when to play and what to build. Intelligent, successful choices are possible only if alternative courses of action can be imagined and their consequences envisaged with reasonable accuracy. 2. For further discussion, see my Music, the Arts, and Ideas , p. 50.3. Rules are transpersonal but intracultural constraints—for instance, the pitch/time entities established in some style, as well as grammatical and syntactic regularities. Strategies are general means for actualizing some of the possibilities that are potential in the rules of the style. The rules of a style are relatively few, while the number of possible strategies may, depending upon the nature of the rules, be very large indeed. The ways of instantiating a particular strategy are, if not infinite, at least beyond reckoning.4. François Jacob, The Possible and the Actual , p. 61. See also Stephen Jay Gould, Ever Since Darwin , p. 257. (shrink)

How do scientific innovations spread within and across scientific communities? In this paper, we propose a general account of the diffusion of scientific innovations. This account acknowledges that novel ideas must be elaborated on and conceptually translated before they can be adopted and applied to field-specific problems. We motivate our account by examining an exemplary case of knowledge diffusion, namely, the early spread of theories of rational decision-making. These theories were grounded in a set of novel mathematical tools and concepts (...) that originated in John von Neumann and Oskar Morgenstern's Theory of Games and Economic Behavior and subsequently spread widely across the social and behavioral sciences. Introducing a network-based diffusion measure, we trace the spread of those tools and concepts into distinct research areas. We furthermore present an analytically tractable typology for classifying publications according to their roles in the diffusion process. The proposed framework allows for a systematic examination of the conditions under which scientific innovations spread within and across preexisting and newly emerging scientific communities. (shrink)

How to make use of the leaders’ psychological capital to improve the innovation behavior of employees is an important issue for the talent management of enterprises today, and it is also the goal that enterprises must pursue if they want to stand out in the fierce competition. Therefore, in this study, 154 enterprises in high-tech area were selected for questionnaire survey. The correlation between lead-member exchange (LMX) relationship (emotion, loyalty, contribution, professional respect), leaders' psychological capital (confidence, hope, optimism, tenacity), and (...) employees' innovation behaviors were analyzed by multivariate regression. Hierarchical regression method was used to examine the mediating effect of the LEX. It was found that confidence, toughness, and contribution were significantly positively correlated with employee innovation behavior (P<0.000). The positive correlation between hope, optimism, emotion, and loyalty with employees' innovation behavior was significant (P<0.05). Emotion, loyalty, and contribution had mediating effects on the leaders’ psychological capital and the innovation behavior of employees. In conclusion, the leaders’ psychological capital can have a significant positive effect on the innovation behavior of employees directly, and it can also have an indirect positive effect on the innovation behavior of employees by maintaining high quality LMX. (shrink)

Our concern is with Ramsey et al.'s method for identifying innovation. We show that either it yields false positives or the authors offer insufficient guidance for its application. To avoid these results, the authors need to modify the key or offer better guidelines for delineating input. Either choice requires addressing the processes that generate a behavior.

Creative role identity is an important antecedent of innovative behaviors. Both the mechanism of how external factors and individual factors affect the formation of creative role identity and details of this process have yet to be discovered. Based on data collected from 226 students in 6 classes at a university in Guangdong during the development of innovative projects, the influence of innovation climate on the students’ creative role identity, especially the mediating effect of flow, was investigated. The (...) results show that the innovation climate has a positive impact on creative role identity and that flow plays a partial mediating role in this relationship. (shrink)

Agro-ecological innovations aim at promoting sustainable agricultural practices that have long term benefits. However, farmers rarely adopt beneficial innovations in agro-ecology despite expressing an understanding of the benefits and a desire to do so. It has been argued that the farmers lack sufficient knowledge to implement complex innovations. We believe that in many cases such knowledge is necessary, but is ultimately insufficient for complex innovation adoption. We argue that in addition to knowledge and a desire to adopt an innovation, many (...) farmers require a collaborative relation with an ally. We call this method the Alliance Approach to innovation. This approach is modeled after the therapeutic Alliance Approach at work in cognitive and behavioral sciences. We argue that using the Alliance Approach will not only prove effective in helping farmers adopt complex agro-ecology innovations, but also a better fit for the human centered development of capability approach human development, as it is likely to enhance both the well-being and agency of the farmers. (shrink)

Recent data show that human children (up to 8 years old) perform poorly when required to innovate tools. Our tool-rich culture may be more reliant on social learning and more limited by domain-general constraints such as ill-structured problem solving than otherwise thought.

This study participates in the discussion of the ethical culture of organizations by deepening the knowledge and understanding of the meaning of organizational ethical virtues in organizational innovativeness. The aim in this study was to explore how an organization’s ethical culture and, more specifically, organization’s ethical virtues support organizational innovativeness. The ethical culture of an organization is defined as the virtuousness of an organization. Organizational innovativeness is conceptualized as an organization’s behavioral propensity to produce innovative products and services. The (...) empirical data consisted of a total of 39 interviews from specialist organizations. Qualitative content analysis was used to analyze the data. The findings indicate that the organizational ethical virtues of feasibility, discussability, supportability, and congruency of management are those that support organizational innovativeness. The findings also show which specific elements of these virtues and related organizational practices are important to innovativeness. In addition, this study showed that the features of organizational innovativeness are not necessarily dichotomous but rather follow the ideas of virtues and are versatile in nature. (shrink)

The search for cultural sociology -- New intellectual concepts for cultural sociology -- Social sciences need for the HS paradigm -- Theory of HS and the rules of collective behavioural patterns of influence on people's behaviors -- Culture profile from a different Islamic view -- The Aql-Naql theory of human symbols and the making of cultural sociology -- HS behind human longer lifespan -- Social science illiteracy of the other underdevelopment in post-colonial societies -- The Arab Muslim world set (...) to dialogue with the West : a cultural perspective. (shrink)

Much attention has been paid to innovative foraging methods, but little to innovative sexual displays. Innovations may be common in behavioural display, such as song or object use, and could occur in both male display form and female preferences. Similar evidence exists for innovation in display as in foraging methods, but in smaller quantities. Ramsey et al.'s methodology permits rigorous data collection in this field.

This study aimed at exploring the impact of post-epidemic era on teachers’ behavioral intention of distance education. In this study, purposive sampling method was used to enroll 390 teachers in colleges and universities, high schools and vocational schools, and junior high and elementary schools to be the research subjects for the questionnaire survey. A total of 360 questionnaires were collected for statistics, and AMOS 23.0 statistical software was used to analyze the correlation between variables. Meanwhile, a structural equation model was (...) used to analyze and verify the impact of the technology acceptance model, information system success model, and diffusion of innovations theory. According to the results, the system quality of distance teaching platforms certainly affected perceived usefulness, and perceived usefulness affected teachers’ attitudes toward using distance teaching systems. In addition, perceived ease of use had an impact on perceived usefulness, and trialability had an impact on teachers’ attitudes toward using distance teaching systems. Finally, teachers’ attitude toward using a distance teaching system also affected their behavioral intention. According to the results, suggestions were made in this study to teachers and students for distance teaching. Additionally, the main contribution of this study lies in providing specific strategies for further distance teaching through empirical results in combination with on-site teaching. (shrink)

In this paper, we investigate the ultimate bound set and positively invariant set of a 3D Lorenz-like chaotic system, which is different from the well-known Lorenz system, Rössler system, Chen system, Lü system, and even Lorenz system family. Furthermore, we investigate the global exponential attractive set of this system via the Lyapunov function method. The rate of the trajectories going from the exterior of the globally exponential attractive set to the interior of the globally exponential attractive set is also obtained (...) for all the positive parameters values a,b,c. The innovation of this paper is that our approach to construct the ultimate bounded and globally exponential attractivity sets assumes that the corresponding sets depend on some artificial parameters ; that is, for the fixed parameters of the system, we have a series of sets depending on λ and m. The results contain the known result as a special case for the fixed λ and m. The efficiency of the scheme is shown numerically. The theoretical results may find wide applications in chaos control and chaos synchronization. (shrink)

An important form of innovation involves use of the voice in a new way, usually to solve some environmental problem. Vocal innovation occurs in humans and other animals, including chimpanzees. The framework outlined in the target article, appropriately modified, may permit new perspectives on the use of others as tools, especially by infants, and the evolution of speech and language.

For the authors of the target article, innovations are underdetermined by environmental inducement underdetermination.sourceinducement” that makes the organism adopt it in the future.

Behavioral innovations induced by the social or physical environment are likely to be of great functional and evolutionary importance, and thus warrant serious attention. Innovation provides a process by which animals can adjust to changed environments. Despite this apparent adaptive advantage, it is not known whether innovative propensities are adaptive specializations. Furthermore, the varied psychological processes underlying innovation remain poorly understood.

The emerging field of cognition and culture has had some success in explaining the spread of counterintuitive religious concepts around the world. However, researchers have been reluctant to extend its findings to explain the widespread occurrence of culturally counterintuitive ideas in general. This article develops a broader notion of social counterintuitiveness to include ideas that violate shared expectations of a group of people and argues that the notion of social counterintuitiveness is more crucial to explaining cultural success of surprising ideas (...) than the traditional notion of individual counterintuitiveness. Building on the context-based account of individual counterintuitiveness, the article also outlines how the once unorthodox cultural ideas become conventionalized over time only to be swept under the next wave of cultural innovation. By helping us peel away the layers of tradition that weave together the multilayered tapestry of culture, this account can be useful for understanding the development of cultural scaffolding that is needed to support the spread of maximally counterintuitive concepts such as widespread religious concepts of God and ghosts. (shrink)

Based on the expanded theory of planned behavior, this study first explores the configuration relationship between founder management and innovation by using the fuzzy-set qualitative comparative analysis. Based on the theory of planned behavior, this study divides the behavior intention of founders into three categories: Attitude, subjective norm, and perceived behavior control. Using fsQCA, we found that there are two ways to achieve high innovation input of enterprises. In combination with the two ways, the factors such as male and highly (...) educated founder, and large firm size can effectively increase the innovation input of firms, which is consistent with the three aspects of the behavioral intention of the theory of planned behavior, and it proves that the theory of planned behavior can effectively explain the configuration relation between the founder and firm innovation. In addition, this study finds that the innovation output is different from the innovation input, is dependent on the innovation ability of the firm itself, and is less influenced by the external environment. (shrink)

Technology permeates all walks of life. It has emerged as a global facilitator to improve learning and training, alleviating the temporal and spatial limitations of traditional learning systems. It is imperative to identify enablers or inhibitors of technology adoption by employees for sustainable change in education management systems. Using the theoretical lens of organizational support theory, this paper studies effect of institutional support on education management information systems use along with two individual traits of self-efficacy and innovative behavior of (...) academic employees in British higher educational institutions. Data for this cross-sectional study were collected through a questionnaire completed by 591 academic employees of 23 universities from 10 cities in the United Kingdom. Partial Least Square structural equation modeling was used to analyze data with smartPLS 3.2.9 software. Results indicate that institutional support promotes self-efficacy and innovative behavior that help develop positive employee perceptions. The model explains a 52.9% variance in intention to use. Post-hoc mediation analysis shows that innovativeness and self-efficacy mediate between institutional support and employee technology adoption behavior. As opposed to student samples in past studies on educational technology, this study adds to the literature by focusing on academic employees. (shrink)

Corruption as a non-market strategy for firms has gained increasing attention in the field of strategy management. However, the effect of corruption on innovation is unclear, especially in the context of transition economies. Using institutional theory, we examine the relationship between corruption and new product innovation and identify the contextual conditions of the relationship. Using the World Bank Enterprise Survey data from China, our empirical results show that corruption has a positive effect on firms’ new product innovation. Moreover, we find (...) that policy instability and competitive threats from the informal sector positively moderate the relationship between corruption and new product innovation. Using post hoc analysis, we find that the potentially positive effect of corruption on new product innovation is the consequence of inherent institutional weaknesses in transition economies; as the level of institutional development increases, the effect of corruption on firms’ new product innovation will gradually decrease. Overall, our findings provide new insights into understanding corrupt behaviors in transition economies and present managerial implications for firms’ ethical dilemmas in a transition economy context. We argue that the key to overcoming these ethical dilemmas lies in promoting pro-market institutional reform to reduce the potential benefits of corruption. (shrink)

This paper aims to verify the effects of work–family conflict and work–family facilitation on employee innovation in the digital era. Based on resource conservation theory, this study regards the work–family relationship as a conditional resource. Employees who are in a state of lack of resources caused by work–family conflict will maintain existing resources by avoiding the consumption of further resources to perform innovation activities; employees who are in a state of sufficient resources are more willing to invest existing resources to (...) obtain more resources. In this study, 405 employees from enterprises in the Chinese provinces of Jiangsu, Anhui, Sichuan, and Guangdong, and in the municipality of Tianjin were selected as the research object. These enterprises are knowledge-based companies, and their employees frequently transfer knowledge at work. We collected questionnaires from the frontline employees of these companies. The results show that negative and positive emotions mediate the effect of work–family conflict and work–family facilitation on employee innovation. Moreover, work flexibility has a significant moderating effect on the mediating role of emotions between work–family facilitation and employee innovation behavior. In the digital era, when facing different work–family situations, employees need to pay attention to and dredge their negative emotions to avoid reducing their innovative behaviors due to self-abandonment; in parallel, they need to guide their positive emotions toward innovation, so as to promote their innovative consciousness and behavior. This paper expands the research perspective of employee innovation behavior. (shrink)

Innovation is fundamental to cumulative culture, allowing progressive modification of existing technology. The authors define innovation as an asocial process, uninfluenced by social information. We argue that innovation is inherently social – innovation is frequently the product of modifying others' outputs, and successful innovations are acquired by others. Research should target examination of the cognitive underpinnings of socially-mediated innovations.

We examined employees’ green organizational identity as a mediator and green organizational climate as a moderator in the relationship between environmental leadership and follower green innovation behavior. Through collecting data from public organizations in China at different times, we found that environmental leadership is positively related to employees’ green innovation behavior through increasing their green organizational identity. Meanwhile, the mediating relationship is conditional on the moderator of green organizational climate. The current study aims to clarify the mechanism and boundary condition (...) in the relationship between environmental leadership and employees’ green innovation behaviors. (shrink)

Objective: This study, aims to explore the relationship of error management climate and self-efficacy between preschool teachers’ proactive personality and innovative behavior.Methods: Four hundred thirty-nine preschool teachers were tested by proactive personality scale, error management climate scale, general self-efficacy scale, and employee innovation behavior scale.Results: Preschool teachers’ proactive personality can directly predict their innovative behaviors, has a significant indirect effect on innovative behaviors through error management climate, and has a significant indirect effect on innovative (...) behaviors through self-efficacy. Error management climate and self-efficacy play a chain-mediated role in the relationship between preschool teachers’ proactive personality and innovative behavior.Conclusion: Error management climate and self-efficacy play a chain-mediated role in the relationship between preschool teachers’ proactive personality and innovative behavior. (shrink)

Fincher & Thornhill's (F&T's) parasite-stress theory of sociality is supported largely by correlational evidence; its persuasiveness would increase significantly via lab and natural experiments and demonstrations of its mediating role. How the theory is linked to other approaches to group differences in psychological differences and to production and dissemination of cultural ideas and practices, need further clarification. So does the theory's view on the possible reduction of negative group interactions.

Errors are inevitable in an increasingly risky and dynamic entrepreneurial environment. The error management and the error climate perceived by the members are crucial to the subsequent innovation behaviors. Maintaining and improving the psychological capital of entrepreneurs under errors is not only the psychological activities of entrepreneurs themselves but also a critical management process in which an organization can influence the psychological factors and behaviors of entrepreneurs through error management climate. In the context of Chinese culture, this study (...) explores the influence of error management climate on entrepreneurial self-efficacy and innovation behavior under the boundary condition of Zhongyong thinking. Two hundred ninety samples of Chinese entrepreneurs are empirically analyzed in this study, and results show that: error management climate and entrepreneurial self-efficacy have significant positive effects on entrepreneurs’ innovation behavior; entrepreneurial self-efficacy mediates the relationship between error management climate and innovation behavior; and Zhongyong thinking plays moderating roles in the process of error management climate influencing innovation behavior. This study complements the entrepreneurship literature with its focus on error management climate as an essential antecedent of entrepreneurial self-efficacy, and promotes an understanding of how Chinese practitioners promote innovative behavior from a cultural perspective. (shrink)

Although the authors' ingenuity in identifying criteria for innovation for field studies is appealing, most field studies will lack adequate data. Additionally, their definition does not clearly distinguish innovation from individual learning and is vague about cognitive mechanisms involved. We suggest that developmental data are essential to identifying the causes and consequences of learning new behaviors.

This paper aims to clarify the impact of destructive leadership on team innovation performance. It also explores the relevant conditions that maximize the above relationship. Specifically we examine how intra-team conflict organizational diversity moderate the relationship between destructive leadership team innovation performance. Finally the three-way interaction between destructive leadership intra-team conflict organizational diversity is analyzed for the worst conditions to maximize the negative effect of destructive leadership on team innovation performance. This paper used a cross-sectional design with questionnaires administered to (...) 87 teams with 479 team members working in Korean manufacturing service firms. It applied a hierarchical regression analysis to test the hypothesized relationships including three-way interaction effect among destructive leadership intra-team conflict organizational diversity on team innovation performance. This paper provided empirical insights about how destructive behaviors of team leader hindered team innovation performance. The three-way interaction effects also revealed that the higher the levels of both intra-team conflict organizational diversity the greater the negative effect of destructive leadership on team innovation performance. This paper demonstrates how team leaders’ behavior team organizational conditions result in discouraging overall innovation outcomes. This paper contributes to the innovation leadership literatures by identifying possible leadership type hindering innovation performance at team level the specific conditions their dynamic interaction strengthening the negative effect of destructive leadership on team innovation performance. (shrink)

Captive or experimental studies may be of greater utility than field studies in documenting novel behaviors. Social hierarchy affects the spread of innovations. Innovative species should also be found in cases where sociality is low or absent.

Les modèles de l’imaginaire issus de l’école française bachelardienne et durandienne ont permis de mieux appréhender l’étude des mythes, des religions et des arts. Non seulement les imaginaires obéissent à une logique symbolique, mais celle-ci s’enracine dans des soubassements corporels, comportementaux et même neurobiologiques, qui sont au cœur des neurosciences. Dans quelle mesure peut‑on transférer ces résultats de manière plus systématique aux milieux des artefacts techniques, et même aux nouvelles innovations technologiques aujourd’hui? L’article tente de dégager quelques orientations programmatiques qui (...) devraient permettre de comprendre combien la liberté d’innovation se conjugue avec des contraintes neuromotrices et symboliques. Models of Bachelard’s and Durand’s persuasion for the imagination faculty offered a more comprehensive approach for the study of myths, religions and arts. Imaginaries do not only obey a symbolic logic, since such a logic is deeply grounded in physical, behavioral and even neural roots, which are now key issues at stake in neuroscience. To what extent can we transfer these results in a more systematic way to technical environments for artifacts and to the more advanced technological innovations of today? This contribution attempts to devise a set of programmatic guidelines which could bring about a better understanding of how the synergy strengthens between freedom in technological innovation and constraints imposed by neuromotor control and symbolic logic. (shrink)

Innovation is often seen as essential for ventures to succeed. High business failure rates in entrepreneurship, however, suggest that innovations are frequently driven by entrepreneurs blinded by overconfidence. Thus, anticipating when and why entrepreneurs will be motivated to innovate is fundamental for entrepreneurial success. Using a large sample obtained from population surveys conducted in 77 countries, this study analyzes the variables that are significantly associated with innovative behaviors. The research tests a model proposing that the joint effects of (...) hubris, growth aspirations, and an entrepreneur’s level of entrepreneurial experience have a crucial impact on innovative endeavors. It finds that hubris is significantly related to entrepreneurs’ growth aspirations and that ambition, in turn, is positively related to innovative behaviors. In addition, the study finds that both relationships are moderated by the level of entrepreneurial experience. These findings highlight the need to wise up amateur entrepreneurs before they embark on innovative endeavors. (shrink)

There is now a body of evidence suggesting that the occurrence and course of schizophrenia are affected by a variety of environmental factors. _The Environment of Schizophrenia_ draws upon our knowledge of these factors in order to design innovations that will decrease its incidence and severity, while enhancing the quality of life for sufferers and their relatives. Examining environmental forces operating at the individual, domestic and broad societal levels, Richard Warner proposes feasible interventions such as: * education about obstetric risks (...) * marketing effective psychosocial treatments * business enterprises set up to employ people with mental illness * cognitive-behavioral therapy for psychosis The Environment of Schizophrenis suggests practical ways to create a better world for those who suffer from this serious illness and for those who are close to them. It will prove fresh and stimulating reading for mental health managers and policy makers, as well as psychiatrists, clinical psychologists, mental health advocates, and communications specialists. (shrink)

Research on animal innovation is an underdeveloped field, and for this reason we welcome the efforts Ramsey and colleagues have made to stimulate its study in wild populations. However, we feel that in attempting to find an operational definition the authors have overstretched the idea of what we should consider innovation in some areas and over-restricted it in others.

Economists working on behavioral economics have been awarded the Nobel Prize four times in recent years. This book explores this innovative area and in particular focuses on the work of Harvey Leibenstein, one of the pioneers of the discipline. The topics covered in the book include agency theory; dynamic efficiency; evolutionary economics; X-efficiency; the effect of emotions, specifically affect on decision-making; market pricing; experimental economics; human resource management; the Carnegie School, and intra-industry efficiency in less developed countries.