Creativity and implementations of new ideas

Abstract

Purpose – This paper uses a combination of organisation theory, gender theory and the work environment to study the generation and implementation of new ideas in organisations. How do employees' perceptions of organisational structure and the work environment affect idea generation and implementation, and how does gender moderate this relationship? Design/methodology/approach – The study develops and tests a structural equation model using data from a survey of a large Norwegian energy corporation. Survey items are measured using five-point scales and show good internal consistency levels. Exploratory factor analyses are used to ensure internal consistency, and confirmatory factor analyses are used to assess the fit of the model. Convergent and discriminant validity tests are also performed. Common method bias and invariance are evaluated across the female and male samples. Findings – The theoretical model had a better fit for the male sample than the female sample, indicating that men's innovations were better captured than women's. The relationship between creativity and implementation is moderated by gender: women's ideas are not implemented to the same degree as men's. Work pressure has a positive effect on creativity; support from colleagues affects both idea generation and implementation, though support from managers does not. Research limitations/implications – The study has the usual limitations of cross-sectional surveys. The findings confirm that the two phases of the innovation process (idea generation and implementation) depend on similar intrinsic motivational factors in the work environment. However, implementing ideas also depends on decision-making authority. Practical implications – Managers should be aware of how to increase innovative potential among employees. Employees should be given decision-making authority and work in an environment with supportive colleagues. The gendered findings in the study indicate that more attention should be paid to women's innovations in male-dominated corporations. Originality/value – The study integrates research from disciplines that traditionally do not communicate into one theoretical framework to explore the conditions for employee-driven innovation. The findings highlight the need for developing gender-neutral innovation measures and understanding context-embedding innovation processes.

Characteristics and behaviours of formal versus informal nurse champions and their relationship to innovation success

“…Howell & Boies, 2004;Howell et al, 2005). Yet, studies in the broader field of leadership showed that men and women use different influence strategies and managerial styles (Foss, Woll, & Moilanen, 2013;Shane, 1995).…”

An Empirical Analysis Of Gender Role Stereotype Both At Work Place And Home

“…Gender research supports that women need to dedicate time for both work and family. Researchers furnished that organisations are implicitly gendered institutions (Foss, Woll, & Moilanen, 2013). In most of the organisations men are occupied in higher positions (Foss et al, 2013).…”

“…Researchers furnished that organisations are implicitly gendered institutions (Foss, Woll, & Moilanen, 2013). In most of the organisations men are occupied in higher positions (Foss et al, 2013). Ideas generated from women are not implemented in the organizations as compared to men's creative outputs (Lene, Kristin & Mikko, 2013).…”

A Gender Perspectives in Higher Education on Megatrends and Innovations

“…Foss et al ( [5]) provided one explanation for women's inactivity in innovation. Based on their study, women are equally innovative in generating new ideas compared to men, but women's ideas are more seldom implemented in the organization.…”

“…Based on a wide literature review of gender and innovation, Alsos et al ( [4]) discuss research paths related to 1) gender differences and similarities in innovation, 2) gendered constructions of innovation and 3) gendering processes of innovation. Gender has an effect on how innovations are implemented: women's ideas are not implemented to the same degree as men's ( [5]), and the whole construction of innovation is gendered with masculine connotations ( [6]). Wikhamn and Knights ([7]) show that these masculine discourses are apparent also in open innovations.…”