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This version is not peer-reviewed
Innovation, Communication and Engineering
Dimension | Sub-dimension | Concept |
Context external to the organization | External demands c | Environmental demands that can promote future innovation |
National culture c | This refers to the culture of a country, with a weak or strong inclination to avoid uncertainty | |
Organizational context | Type of organizationc | This refers to the types of organization proposed by Mintzberg. For example, mechanical organizations are designed to protect predictable courses of action, while organic organizations have employees who are stimulated to adapt innovatively to situations of rapid change and unusual circumstances |
Composition and structure of work teams | Diversity relevant to the workplace a,c | Heterogeneity of team members with respect to attributes related to the job or task, such as: position, profession, educational level, knowledge, skills, time worked, knowledge a |
Diversity of history a,c | Differences not related to the task, such as age, gender or ethnicity a | |
Task interdependence a | The extent to which team members are dependent on each other to carry out their tasks and perform effectively | |
Goal interdependence a | The extent to which the goals of and rewards for team members are related in such a way that a team member can only achieve his or her goal if the other members achieve their goals | |
Team size a | Number of members that make up the team | |
Seniority a,c | Amount of time working in the organization a | |
Team processes | Vision a,b,c | The degree to which team members have a common understanding of objectives and show a strong commitment to achieving goals a |
Meaning of involvement a,b,c | The degree to which team members participate in decision-making processes, share information, and listen to the ideas of others | |
Support for innovation a | This refers to the expectation, approval, and practical support for attempts to introduce new and better ways of doing things in the workplace | |
Orientation to tasks or climate for excellence a,b | This refers to a shared concern for excellence in task performance quality with respect to the vision or shared results a | |
Cohesion a,c | Commitment and desire of team members to maintain group membership (Lott & Lott, 1965) a | |
Internal and external communication a | Exchange of information and ideas, both within and outside the unit | |
Task-related conflictsa,c | This refers to disagreements among team members regarding the content of the tasks that are performed, including differences in views, ideas and opinions a | |
Conflicts in relationships a,c | Socio-emotional conflicts arising from interpersonal disagreements a | |
Individual attributes | Conduct of group leaders c | This refers to the possible opposition or agreement of the leader regarding innovations proposed by member(s) of the group |
Workload c | This refers to the uncertainty that could be caused by the introduction of innovation in the unit's usual workload | |
Innovative employee behavior c | Willingness to promote innovative ideas for change, even challenging elements of the established framework of work goals | |
Stimulus to change c | Impulse in the worker to adapt himself or herself to changes or to modify work elements through innovation | |
Ability to manage conflict c | The ability of employees to deal with elements of conflict with actors resistant to change, including willingness to discuss and solve disagreements, and ways of integrating different perspectives | |
Supervisor support style c | The style of an immediate superior with a coworker, according to the type of goals that the former adopts in his of her work unit, can influence the approach, interpretation, and response to innovative ideas expressed by his or her coworkers | |
Source: Autors’ elaboration based on a Hülsheger, Anderson and Salgado (2009), b Caldwell and O'Reilly III (2003), and c Janssen, Van de Vliert and West 2004) |
Codea | Type of institution b | Functional nature of the department c | Principal activity sector of the institution |
Int-1 | NBDI | Internal | Science |
Int-2d | DB | Internal | Information and documentation |
Int-3 | NBDI | Internal | Health |
Int-4 | NFPC | Internal | Information and documentation |
Int-5 | NBDI | Internal | Education |
Int-6 | NBDI | Internal | Social |
Int-7 | NBDI | Internal | Information and documentation |
Int-8 | DB | External | Agriculture |
Int-9 | NFPC | Internal | Transport |
Int-10e | CG | External | Economy |
Int-11e | CG | External | Economy |
Int-12 | CG | External | Transport |
Int-13f | NFPC | External | Energy |
Int-14f | NFPC | External | Energy |
Int-15d | DB | External | Information and documentation |
Int-16 | CG | External | Information and documentation |
aAlphanumeric code assigned to the interviewee, bClassification according to the Ministry of Finance (2011) – (NBDI) Non-Business Decentralized Institution, (DB) Decentralized Body, (NFPC) Non-Financial Public Company, (CG) Central Government; cInternal = Work teams for institutional planning, financial, accounting, ICT solutions for managing internal users; External = Work teams providing certifications to the public or companies, ICT solutions for attention to external users; issuance of public regulations, interinstitutional coordination, d,e,f interviewees from different work teams in the same public institution. Source: Prepared by the authors. |
Dimensions | Categories | Number of texts | Relative frequency |
Environment = 63 (29.6%) |
E-External demands | 23 | 10.8% |
E-Networks, alliances | 17 | 8.0% | |
E-Regulatory framework | 17 | 8.0% | |
E-Technological challenges | 6 | 2.8% | |
Organizational level 55 (25.8%) |
OL-Resources for innovation | 20 | 9.4% |
OL-Higher-level authority | 19 | 8.9% | |
OL-Innovation program | 7 | 3.3% | |
OL-Mission | 6 | 2.8% | |
OL-Labor unions | 3 | 1.4% | |
Internal team dynamics = 62 (29.1%) |
TD-Learning | 16 | 7.5% |
TD-Teamwork | 12 | 5.6% | |
TD-Willingness to change | 8 | 3.8% | |
TD-Commitment to improvement | 6 | 2.8% | |
TD-Workload | 7 | 3.3% | |
TD-Empowerment | 7 | 3.3% | |
TD-Incentives | 6 | 2.8% | |
Coworkers = 33 (15.5%) |
C-Staff knowledge | 14 | 6.6% |
C-Proactive behaviors | 14 | 6.6% | |
C-Impetus from new generations | 5 | 2.3% | |
Total | 213 | 100.0% | |
Source: Authors’ elaboration |
Disclaimer/Publisher’s Note: The statements, opinions and data contained in all publications are solely those of the individual author(s) and contributor(s) and not of MDPI and/or the editor(s). MDPI and/or the editor(s) disclaim responsibility for any injury to people or property resulting from any ideas, methods, instructions or products referred to in the content. |
Submitted:
02 May 2024
Posted:
06 May 2024
You are already at the latest version
This version is not peer-reviewed
Innovation, Communication and Engineering
Submitted:
02 May 2024
Posted:
06 May 2024
You are already at the latest version
Dimension | Sub-dimension | Concept |
Context external to the organization | External demands c | Environmental demands that can promote future innovation |
National culture c | This refers to the culture of a country, with a weak or strong inclination to avoid uncertainty | |
Organizational context | Type of organizationc | This refers to the types of organization proposed by Mintzberg. For example, mechanical organizations are designed to protect predictable courses of action, while organic organizations have employees who are stimulated to adapt innovatively to situations of rapid change and unusual circumstances |
Composition and structure of work teams | Diversity relevant to the workplace a,c | Heterogeneity of team members with respect to attributes related to the job or task, such as: position, profession, educational level, knowledge, skills, time worked, knowledge a |
Diversity of history a,c | Differences not related to the task, such as age, gender or ethnicity a | |
Task interdependence a | The extent to which team members are dependent on each other to carry out their tasks and perform effectively | |
Goal interdependence a | The extent to which the goals of and rewards for team members are related in such a way that a team member can only achieve his or her goal if the other members achieve their goals | |
Team size a | Number of members that make up the team | |
Seniority a,c | Amount of time working in the organization a | |
Team processes | Vision a,b,c | The degree to which team members have a common understanding of objectives and show a strong commitment to achieving goals a |
Meaning of involvement a,b,c | The degree to which team members participate in decision-making processes, share information, and listen to the ideas of others | |
Support for innovation a | This refers to the expectation, approval, and practical support for attempts to introduce new and better ways of doing things in the workplace | |
Orientation to tasks or climate for excellence a,b | This refers to a shared concern for excellence in task performance quality with respect to the vision or shared results a | |
Cohesion a,c | Commitment and desire of team members to maintain group membership (Lott & Lott, 1965) a | |
Internal and external communication a | Exchange of information and ideas, both within and outside the unit | |
Task-related conflictsa,c | This refers to disagreements among team members regarding the content of the tasks that are performed, including differences in views, ideas and opinions a | |
Conflicts in relationships a,c | Socio-emotional conflicts arising from interpersonal disagreements a | |
Individual attributes | Conduct of group leaders c | This refers to the possible opposition or agreement of the leader regarding innovations proposed by member(s) of the group |
Workload c | This refers to the uncertainty that could be caused by the introduction of innovation in the unit's usual workload | |
Innovative employee behavior c | Willingness to promote innovative ideas for change, even challenging elements of the established framework of work goals | |
Stimulus to change c | Impulse in the worker to adapt himself or herself to changes or to modify work elements through innovation | |
Ability to manage conflict c | The ability of employees to deal with elements of conflict with actors resistant to change, including willingness to discuss and solve disagreements, and ways of integrating different perspectives | |
Supervisor support style c | The style of an immediate superior with a coworker, according to the type of goals that the former adopts in his of her work unit, can influence the approach, interpretation, and response to innovative ideas expressed by his or her coworkers | |
Source: Autors’ elaboration based on a Hülsheger, Anderson and Salgado (2009), b Caldwell and O'Reilly III (2003), and c Janssen, Van de Vliert and West 2004) |
Codea | Type of institution b | Functional nature of the department c | Principal activity sector of the institution |
Int-1 | NBDI | Internal | Science |
Int-2d | DB | Internal | Information and documentation |
Int-3 | NBDI | Internal | Health |
Int-4 | NFPC | Internal | Information and documentation |
Int-5 | NBDI | Internal | Education |
Int-6 | NBDI | Internal | Social |
Int-7 | NBDI | Internal | Information and documentation |
Int-8 | DB | External | Agriculture |
Int-9 | NFPC | Internal | Transport |
Int-10e | CG | External | Economy |
Int-11e | CG | External | Economy |
Int-12 | CG | External | Transport |
Int-13f | NFPC | External | Energy |
Int-14f | NFPC | External | Energy |
Int-15d | DB | External | Information and documentation |
Int-16 | CG | External | Information and documentation |
aAlphanumeric code assigned to the interviewee, bClassification according to the Ministry of Finance (2011) – (NBDI) Non-Business Decentralized Institution, (DB) Decentralized Body, (NFPC) Non-Financial Public Company, (CG) Central Government; cInternal = Work teams for institutional planning, financial, accounting, ICT solutions for managing internal users; External = Work teams providing certifications to the public or companies, ICT solutions for attention to external users; issuance of public regulations, interinstitutional coordination, d,e,f interviewees from different work teams in the same public institution. Source: Prepared by the authors. |
Dimensions | Categories | Number of texts | Relative frequency |
Environment = 63 (29.6%) |
E-External demands | 23 | 10.8% |
E-Networks, alliances | 17 | 8.0% | |
E-Regulatory framework | 17 | 8.0% | |
E-Technological challenges | 6 | 2.8% | |
Organizational level 55 (25.8%) |
OL-Resources for innovation | 20 | 9.4% |
OL-Higher-level authority | 19 | 8.9% | |
OL-Innovation program | 7 | 3.3% | |
OL-Mission | 6 | 2.8% | |
OL-Labor unions | 3 | 1.4% | |
Internal team dynamics = 62 (29.1%) |
TD-Learning | 16 | 7.5% |
TD-Teamwork | 12 | 5.6% | |
TD-Willingness to change | 8 | 3.8% | |
TD-Commitment to improvement | 6 | 2.8% | |
TD-Workload | 7 | 3.3% | |
TD-Empowerment | 7 | 3.3% | |
TD-Incentives | 6 | 2.8% | |
Coworkers = 33 (15.5%) |
C-Staff knowledge | 14 | 6.6% |
C-Proactive behaviors | 14 | 6.6% | |
C-Impetus from new generations | 5 | 2.3% | |
Total | 213 | 100.0% | |
Source: Authors’ elaboration |
Disclaimer/Publisher’s Note: The statements, opinions and data contained in all publications are solely those of the individual author(s) and contributor(s) and not of MDPI and/or the editor(s). MDPI and/or the editor(s) disclaim responsibility for any injury to people or property resulting from any ideas, methods, instructions or products referred to in the content. |
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