In this article we propose a model of innovation competence of people, based on the existing literature to integrate and complement the existing models. The main contribution of this work consists in demonstrating the differences and similarities of current models and in providing a conceptual definition for each model element. In this way, both researchers and people in charge of Human Resources in companies can obtain a framework to design measuring instruments to assess the innovation competence, whichcan fulfil the twofold demand requirement of validity and reliability.

Purpose: Taking a literature review as a point of departure, the main aim of this paper was the identification of the behavioural indicators of innovators at the workplace, and their classification. Design/methodology/approach: A literature review was addressed by means of a search in Elsevier’s Scopus, Web of Science and Google Scholar. By applying inclusive and exclusive criteria, references were obtained with the search protocol. After filtering and scanning, there was a selection of references plus other articles added by the snowball effect. The final phase undertaken was the classification of the main indicators raised in the publications selected.Findings: Our main contribution was the identification of the behavioural indicators of innovators at the workplace and their classification in five dimensions.Practical implications: This research may yield some light on the assessment of innovative workplace performance of individuals in organisations, as well as on the development of the innovative competence of students in academic institutions as a challenge to meet the needs of both professionals and Higher Education institutions.Originality/value: Some authors have studied the characteristics of innovative people mainly focusing on cognitive abilities, personality, motivation and knowledge. We have sought to offer a better understanding of the phenomenon of individual innovation in organisations, through the analysis of behavioural indicators, an issue that has not been studied from this perspective previously.

IntroducciónLas empresas y organizaciones se encuentran en un momento imparable de búsqueda y de superación de los retos del siglo XXI y han puesto énfasis en el potencial que proporciona la innovación a la hora de adaptarse a las nuevas dinámicas de un mundo cada vez más globalizado y en cambio permanente. La competencia de innovación que tiene un empleado, o la que podría tener, es una cualidad que a cualquier equipo de recursos humanos le gustaría poder requerir en el momento de la selección de personal o de contratación. Además, la innovación es uno de los elementos que fomenta una mayor productividad y crecimiento de las empresas, y hace que estas puedan convertirse en referentes de impacto en sus respectivas áreas (Aznar-Mas et al., 2015).La investigación académica realizada sugiere que las características y los comportamientos de los individuos en el lugar de trabajo son la base para la innovación en las empresas (Patterson et al., 2009) El proyecto europeo INCODE (Innovation Competencies Development), llevado a cabo de 2011 a 2013, tuvo como objetivo garantizar el éxito de la transferencia de las ideas innovadoras al producto innovador, y de los servicios que dependían de la integración del conocimiento pedagógico a las actividades de innovación del entorno laboral. INCODE desarrolló un barómetro para su utilización como herramienta de evaluación de la innovación en el entorno universitario. El trabajo que ahora se presenta, parte del anterior Aznar-Mas, L. E.,

Este trabajo presenta nuestra investigación en tor no a la var iación lingüística con respecto a la lengua general que introducen las lenguas de especialidad desde los procesos de creación y renovación especialmente léxicos que les son propios . Nuestra aportación se centra en el proceso de asimilación de tér minos infor máticos introducidos en nuestra lengua y el análisis de la actitud del español como lengua receptora ante la paulatina introducción de neología tecnológica . Tomando un corpus de ter minología básica infor mática como representativo del léxico de especialidad, analizamos su grado de asimilación en nuestra lengua desde estadios iniciales en ámbitos orales hasta su uso en fuentes escr itas y, finalmente, su aceptación por la comunidad lingüística a partir de cr iter ios lingüísticos, sociolingüísticos y metodológicos, culminada por su incorporación en el Diccionar io de la Real Academia . 168 Lebende Sprachen Nr. 4/2005 A U F S ÄT Z E Brought to you by | Carleton University OCUL

Emerging communication practices in digitally mediated professional settings have changed the paradigm of current workforce requirements. This paper presents the results of a survey on the way people communicate virtually in the workplace and the specific needs that have been detected concerning virtual communication practices. The survey itself was carried out within the context of CoMoViWo, a European Erasmus Project which involves the participation of five European countries. Specifically, the current study carries out a contrastive analysis of the results of the needs analysis of Spanish and Finnish users of digital communication tools. The data obtained from the study highlights the differences found with regard to the communicative strategies preferred by the virtual workers of both countries. Although they all need to communicate formally on most online tools, Spanish workers prefer more informal registers in emails and social networking than Finnish virtual workers. Also, Spanish speakers manifest a greater need than the Finnish interviewees for improving strategies involving greetings, virtual presentations and negotiating. On the other hand, Finnish speakers perceive they only need to develop strategies in managing and/or hosting virtual group interactions. The study has implications, and should contribute to the development of learning modules to train future employees to communicate successfully in an increasingly globalized world that is engaged daily in virtual communication.