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How Firms Innovate: Exploring the Role of Language in Organizational Innovation.

机译：企业如何创新：探索语言在组织创新中的作用。

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摘要

While innovation is largely considered an organizational activity, a handful of studies in the organizational literature illustrate that it is individuals who innovate. Despite this, we are still left wondering: What role do individuals play in producing innovation outcomes in organizations? In this dissertation I divided this overarching question into three sub-questions: 1) How do individuals innovate and why do they produce different types of innovation outcomes?; 2) Why do individuals engage in innovation?; 3) Why and how are some ideas shared and developed into innovation outcomes, while others are not? To answer these questions I followed an inductive process; analyzing the interview transcripts of 32 individuals from three high-technology organizations, looking for patterns in the data first before I sought explanations for my findings from the literature. I addressed one question in each of the chapters of my dissertation. I repeatedly found that the individuals in my study fell into two distinct and mutually exclusive groups based on the different words and phrases they employed to talk about innovating. Individuals' language indicated that each group of individuals approached innovating differently, and thus had different 'innovation orientations'. I found that each group of individuals was motivated to pursue a different set of goals, which led them to engage in different types of innovation practices and produce different types of innovation outcomes. My findings add to the current conceptualization of innovation as I did not find that individuals' innovation orientations, the goals they pursued, the innovation practices they engaged in or the innovation outcomes they produced were related to the roles individuals played in the organization or to their training. Furthermore, I found that the nature of the organizational innovation outcome was related to the orientation of the idea's initiator, and to the initiator's ability to successfully share the idea with others. My findings suggest that aligning individuals' roles, tasks and job requirements to their innovation orientations may enable organizational leaders to successfully produce the types of innovation they desire and increase the production of innovation outcomes in the organization.
机译：尽管创新在很大程度上被认为是组织活动，但组织文献中的一些研究表明，创新是个人的。尽管如此，我们仍然想知道：个人在组织创新成果中扮演什么角色？在本文中，我将这一总体问题分为三个子问题：1）个人如何创新，为什么他们产生不同类型的创新成果？ 2）为什么个人要进行创新？ 3）为什么和如何共享某些想法并将其发展为创新成果，而其他想法则不是？为了回答这些问题，我遵循了归纳法。在分析了来自三个高科技组织的32个人的访谈记录后，首先寻找数据的模式，然后再寻求文献解释。在论文的每一章中，我都提出了一个问题。我反复发现，研究中的个人根据他们用来谈论创新的不同词和短语分为两个截然不同且互斥的群体。个体的语言表明，每个个体的创新方式都不相同，因此具有不同的“创新方向”。我发现，每个人都有追求不同目标的动机，这导致他们从事不同类型的创新实践并产生不同类型的创新成果。我的发现增加了当前的创新概念，因为我没有发现个人的创新方向，他们追求的目标，他们从事的创新实践或他们产生的创新成果与个人在组织中所扮演的角色或与他们的角色有关。训练。此外，我发现组织创新成果的性质与构想发起者的方向有关，也与构想者与他人成功共享构想的能力有关。我的发现表明，使个人的角色，任务和工作要求与他们的创新方向保持一致可以使组织领导者成功地产生他们想要的创新类型，并增加组织中创新成果的产生。

著录项

  • 作者

    Papania, Lisa.;

  • 作者单位

    Simon Fraser University (Canada).;

  • 授予单位 Simon Fraser University (Canada).;
  • 学科 Management.;Organizational behavior.
  • 学位 Ph.D.
  • 年度 2012
  • 页码 150 p.
  • 总页数 150
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 能源与动力工程;
  • 关键词

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