Managing creativity for innovatin in firms
Başlık çevirisi mevcut değil.
- Tez No: 508356
- Danışmanlar: Prof. METTE PRæST KNUDSEN
- Tez Türü: Doktora
- Konular: İşletme, Business Administration
- Anahtar Kelimeler: Belirtilmemiş.
- Yıl: 2012
- Dil: İngilizce
- Üniversite: University of Southern Denmark (SDU)
- Enstitü: Yurtdışı Enstitü
- Ana Bilim Dalı: Belirtilmemiş.
- Bilim Dalı: Belirtilmemiş.
- Sayfa Sayısı: 117
Özet
Özet yok.
Özet (Çeviri)
The importance of innovation is acknowledged by researchers and managers. It is largely accepted that firms must innovate to establish and sustain competitive advantage. Accordingly, how the firm improves its innovation performance has received much research attention. Creativity has long been considered as an important ingredient of innovation. A substantial body of literature has studied frameworks describing employee creativity. It is empirically substantiated that creativity-conducive work environments and managerial practices are positively associated with the creative behaviour of employees. However, since this research has aimed to study creativity per se, it remains unknown how these efforts influence the innovation performance of the firm. This dissertation builds on this earlier research but shifts the focus from creativity to the relationship between managerial practices aiming to enhance the creativity of the employees and the innovation performance of the firm. By doing so, it provides insights in the consequences of investing in the creativity of employees. The dissertation is comprised of three papers, a general introduction and a conclusion. The papers discuss and analyse creativity frameworks, innovation types and the acquisition of external knowledge, whose importance for innovation has been proven in the literature. The first and third papers build on firm-level data collected from small and medium-sized firms in Denmark. The second chapter aims to develop a theoretical framework. The first paper questions the assumption that the creativity-conducive work environment which motivates employees and provides resources for creativity activities also improves the product and process innovation performances of the firm. The study confirms earlier studies which claim that motivating employees to undertake creativity activities is positively associated with the likelihood of producing innovation, but it fails to find evidence that a uniform work environment increases the likelihood of both types of innovation. Thus, the study recommends that creativity literature should redefine work environment characteristics by taking the presence of different innovation types into account. The second chapter studies the Not-Invented-Here syndrome. This syndrome is known to impede the external knowledge acquisition and reduce the innovation performance significantly. The Not-Invented-Here syndrome is described as the manifestation of employees' discomfort caused by the unforeseen consequences of incorporating external knowledge in established tasks. The chapter argues that managerial practices encouraging employees' creativity play a role in alleviating this syndrome as it prevents work routines from becoming too firmly established and the employees from closing their minds to external knowledge. The third paper comprises an empirical study of the argument of the second paper. The study hypothesizes and empirically substantiates that creativity practices alleviating the Not-Invented-Here syndrome help employees stay cognitively open to external ideas and knowledge. These practices develop the recognition dimension of absorptive capacity; the potential ability to acquire and utilise external knowledge. In addition to introducing creativity practices as intra-organisational antecedents of the recognition dimension, the paper contributes to the bodies of innovation and creativity literature. With regard to the innovation literature, the paper shows that openness is as contingent upon internal practices as it is on the acquisition of external knowledge. With regard to the creativity literature, the paper shows that enhancing the creativity of employees opens the firm to external knowledge sources. The general finding of this dissertation is that efforts to encourage employee creativity are related to the innovation performance of the firm, but this relationship is more complicated than is often assumed. It is not possible to arrive at one type of creativity recipe for innovation. It is plausible, on the other hand, to argue that practices aiming to encourage employee creativity enable the firm to develop the capability of following the external knowledge environment. The firm acquires valuable external knowledge and produces idiosyncratic knowledge to develop innovation.
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