An effective employee-driven innovation (EDI) manual process supporting innovativeness

Parjanen, Satu; Saunila, Minna; Kallio, Anne; Harmaakorpi, Vesa

doi:10.1108/ejim-12-2019-0358

Cited by 3 publications

(1 citation statement)

References 73 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…With bottom-up innovation processes becoming increasingly central to many organizations (Harper, 2018 ; Rosa et al, 2021 ), researchers are exploring ways to foster an environment for employee-driven innovation (Parjanen et al, 2021 ). Alongside research that promotes managerial, top-down practices of managing innovation (Njøs & Fosse, 2019 ), a bottom-up innovation practice known as bootlegging has emerged (Augsdorfer, 2012 ; Nanyangwe, Wang, & Cui, 2021 ).…”

Section: Introductionmentioning

confidence: 99%

Does Leader Humility Foster Employee Bootlegging? Examining the Mediating Role of Relational Energy and the Moderating Role of Work Unit Structure

Khapova²,

et al. 2023

J Bus Psychol

View full text Add to dashboard Cite

Prior research has framed bootlegging as employees’ unofficial innovation that occurs without organizational authorization or official support. In this paper, we call for bringing leadership back into the study of antecedents of bootlegging and examine the effects of leadership context, specifically leader humility, on employee bootlegging. Following the conservation of resources (COR) theory, we propose that leader humility can provide valuable endogenous resources, such as relational energy, for employee bootlegging. We also propose that work unit structure (organic versus mechanistic) can serve as a boundary condition in this relationship. We test our hypotheses in (i) a scenario-based experiment, (ii) a three-wave time-lagged study with a sample of 212 employees, and (iii) a three-wave time-lagged study with a sample of 190 employees embedded in 20 teams. The results show that leader humility positively relates to relational energy, which, in turn, causes employee bootlegging. Furthermore, an organic structure strengthens the relationship between relational energy and bootlegging, and the indirect effect of leader humility on employee bootlegging via relational energy. The paper concludes with a discussion of what these findings suggest for future research and managerial practice.

show abstract

Section: Introductionmentioning

confidence: 99%

Does Leader Humility Foster Employee Bootlegging? Examining the Mediating Role of Relational Energy and the Moderating Role of Work Unit Structure

Khapova²,

et al. 2023

J Bus Psychol

View full text Add to dashboard Cite

show abstract

Predicting breakthrough innovation engagement via hybrid intelligence: a moderated mediation model of self-extinction and social intelligence

Abbas,

Liu,

Khushnood

2023

IJOEM

View full text Add to dashboard Cite

PurposeThis study aims at investigating how hybrid intelligence might enhance employee engagement in breakthrough innovation. Specifically, it empirically examines the mediating role of self-extinction and moderating role of social intelligence.Design/methodology/approachThis study, using the lens of socio-technical system (STS) theory, collected data from 317 employees through cross-sectional survey. The hypotheses were tested using MPlus 8.3 by applying Structural Equation Modelling (SEM).FindingsThe results support the proposed model, suggesting that hybrid intelligence fosters employees' breakthrough innovation engagement and such a relationship is fully mediated by self-extinction. Besides, the findings provide support for the positive moderating impact of social intelligence on such indirect relationships in a way that high social intelligence will further strengthen the relationship.Originality/valueAs a pioneering contribution, the study uncovers the social mechanism that underlies hybrid intelligence–breakthrough innovation engagement relationship via self-extinction. The research suggests managers leveraging employees' social intelligence for playing a critical role in countering the negative impact of self-extinction by enhancing the employees' engagement in the breakthrough innovation process.

show abstract

How to Organize Digital Innovation? The Role of Involvement, Structure, and Technology

Kaiser

Wehking

2021

Int. J. Innovation Technol. Management

View full text Add to dashboard Cite

Innovation, especially digital innovation, is indispensable for organizations that want to remain competitive. Employees play a crucial role in developing innovations, but the use of digital technologies for innovation methods that foster employee-driven innovation has rarely been researched. Using a sample of 215 participants and two innovation methods (i.e. digital, non-digital), we show that employees value a digital innovation more if they are involved in the digital innovation, the involvement follows a structured process, and the digital innovation process uses digital technologies. These results have implications for both practice and the innovation and information systems literatures.

show abstract

An effective employee-driven innovation (EDI) manual process supporting innovativeness

Cited by 3 publications

References 73 publications

Does Leader Humility Foster Employee Bootlegging? Examining the Mediating Role of Relational Energy and the Moderating Role of Work Unit Structure

Does Leader Humility Foster Employee Bootlegging? Examining the Mediating Role of Relational Energy and the Moderating Role of Work Unit Structure

Predicting breakthrough innovation engagement via hybrid intelligence: a moderated mediation model of self-extinction and social intelligence

How to Organize Digital Innovation? The Role of Involvement, Structure, and Technology

Contact Info

Product

Resources

About