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Towards enhancing innovation capability of teams: a conceptual perspective

机译：致力于提高团队的创新能力：概念观点

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Purpose: This conceptual paper aims to explain the unidirectional cross-level impact of five “organizational-level” factors on “team-level” innovation capability through two “team-level” mediating factors. This multivariate model consists of five organizational-level factors (higher-level) factors - leadership, culture, structure, networks and knowledge - and team-level (lower-level) factors - “innovation capability”, “team-level focus” and “team-level intensity” towards innovation. Understanding the top-down influence of higher-level factors on lower-level ones gives this study a cross-level and unidirectional nature. Design/methodology/approach: A keyword-based approach was used to select “relevant” articles from major journals to collect evidences and develop a conceptual model. All factors in the conceptual model were chosen from the organizational- and the team-level literature. Theoretical background for each of the chosen “factors” has been presented under relevant headings. Findings: First is the conceptualization of team-level mediators - intensity and focus - towards innovation. Second is the conceptualization of innovation capability as a team-level factor, characterized by two sub-dimensions: customer orientation and manifestation. Research limitations/implications: This conceptual paper does not contain any empirical data analysis. The authors have not considered individual-level factors like individual excellence, personalities, etc., which may impact team-level innovation. They are specifically looking at the top-down “unidirectional” cross-level impact of “higher-level” (organizational-level) factors on “lower-level” (team-level) factor, not the other way around. Practical implications: Innovation-driven organizations can use this model to build long-term “innovation capabilities” by developing the right kind of “intensity” and “focus” of their R&D teams towards innovation. R&D teams can be encouraged to work closely with their “target” customers and manifest their innovation capabilities (to them) to ensure market success. Social implications: Top management can design organizational-level policies to improve their leadership, culture, structure, networks and knowledge to encourage better innovation. Future researchers who wish to study the “cross-level” influence of organizational-level factors on team-level innovation capability may find this paper useful. Originality/value: This study’s original contributions include: first, the conceptualization of a multivariate “cross-level” model to understand team-level innovation capability. Second is proposing the mediating role of “team-level” factors like focus and intensity while building innovation capability. Third is conceptualizing innovation capability as a team-level construct, with sub-dimensions: customer orientation and manifestation.
机译：目的：本概念文件旨在通过两个“团队级”中介因子来解释五个“组织级”因素对“团队级”创新能力的单向跨层次影响。此多元模型由五个组织级别因素（高层），领导，文化，结构，网络和知识组成；团队级别因素（低级别），包括“创新能力”，“团队焦点”和“团队水平的强度”对创新。理解高水平因素对低水平因素的自上而下的影响，使本研究具有跨水平和单向的性质。设计/方法/方法：使用基于关键字的方法从主要期刊中选择“相关”文章，以收集证据并建立概念模型。概念模型中的所有因素均选自组织和团队层面的文献。在相关标题下介绍了每个选定“因素”的理论背景。发现：首先是团队级调解员的概念化-强度和重点-致力于创新。其次是将创新能力概念化为团队水平的要素，其特征是两个子维度：以客户为导向和表现形式。研究的局限性/意义：本概念文件不包含任何经验数据分析。作者没有考虑个人水平的因素，例如个人的卓越，个性等，这些因素可能会影响团队水平的创新。他们特别关注的是“较高级别”（组织级别）因素对“较低级别”（团队级别）因素自上而下的“单向”跨级别影响，而不是相反。实际意义：创新驱动型组织可以通过开发研发团队对创新的正确“强度”和“专注”来使用此模型来建立长期的“创新能力”。可以鼓励研发团队与“目标”客户紧密合作，并向其展示其创新能力，以确保市场成功。社会影响：高层管理人员可以设计组织级政策，以改善其领导力，文化，结构，网络和知识，以鼓励更好的创新。希望研究组织水平因素对团队水平创新能力的“跨层次”影响的未来研究人员可能会发现本文很有用。原创性/价值：这项研究的原始贡献包括：首先，将多元“跨级别”模型概念化以了解团队级别的创新能力。第二是在建立创新能力的同时，提出诸如焦点和强度之类的“团队水平”因素的中介作用。第三，将创新能力概念化为团队级别的构建，并具有以下子维度：以客户为导向和表现形式。

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