Publicação
Work organization, innovation, and firm performance
| Resumo: | This dissertation addresses the role of work organization practices on a firm's propensity to innovate and subsequent firm´s innovation performance. Some work organization practices have been pointed out as an important driver of firms´ innovation. This is because these novel practices enhance employees´ creativity, which in turn increases firms´ propensity to innovate. Despite its importance, the topic is still understudied mostly due to a lack of data. This study aims to fill this gap by making use of recent data on work organization practices, at the firm level and investigating their role in both firms´ propensity to innovate and innovation´s commercial success. The work organization practices under analysis are job rotation, brainstorming sessions, and cross-functional teams. Our data comes from the Portuguese Community Innovation Survey (CIS) 2018 which covers a three-year period from 2016 to 2018 and 15 876 firms. As we look at two dimensions of the innovation process, i.e., the propensity to innovate and innovation performance, the analysis was divided into two steps and relies on two dependent variables. In order to deal with the two linked dependent variables, we applied Heckman's selection model as our econometric tool. Overall, our results show a positive relationship between work organization practices and the propensity to innovate. We also observe a positive relationship between these practices and the firm’s innovation commercial success. Yet, we find that work organization practices seem to be more relevant to the success of radical innovations than to incremental ones. Finally, our results show that, in the case of incremental innovations, the importance of each work organization practice is different whether one is analyzing the outcome or the performance innovation. Our findings provide useful evidence to managers who seek to increase their performance through innovation. Specifically, work organization practices are an effective tool to help firms attain innovation, in particular, with a higher degree of novelty. |
|---|---|
| Autores principais: | Guerreiro, Mariana Sapage Madeira |
| Assunto: | Innovation Innovation performance Work organization Inovação Organização do trabalho Performance de inovação |
| Ano: | 2022 |
| País: | Portugal |
| Tipo de documento: | dissertação de mestrado |
| Tipo de acesso: | acesso aberto |
| Instituição associada: | Universidade do Minho |
| Idioma: | inglês |
| Origem: | RepositóriUM - Universidade do Minho |
| Resumo: | This dissertation addresses the role of work organization practices on a firm's propensity to innovate and subsequent firm´s innovation performance. Some work organization practices have been pointed out as an important driver of firms´ innovation. This is because these novel practices enhance employees´ creativity, which in turn increases firms´ propensity to innovate. Despite its importance, the topic is still understudied mostly due to a lack of data. This study aims to fill this gap by making use of recent data on work organization practices, at the firm level and investigating their role in both firms´ propensity to innovate and innovation´s commercial success. The work organization practices under analysis are job rotation, brainstorming sessions, and cross-functional teams. Our data comes from the Portuguese Community Innovation Survey (CIS) 2018 which covers a three-year period from 2016 to 2018 and 15 876 firms. As we look at two dimensions of the innovation process, i.e., the propensity to innovate and innovation performance, the analysis was divided into two steps and relies on two dependent variables. In order to deal with the two linked dependent variables, we applied Heckman's selection model as our econometric tool. Overall, our results show a positive relationship between work organization practices and the propensity to innovate. We also observe a positive relationship between these practices and the firm’s innovation commercial success. Yet, we find that work organization practices seem to be more relevant to the success of radical innovations than to incremental ones. Finally, our results show that, in the case of incremental innovations, the importance of each work organization practice is different whether one is analyzing the outcome or the performance innovation. Our findings provide useful evidence to managers who seek to increase their performance through innovation. Specifically, work organization practices are an effective tool to help firms attain innovation, in particular, with a higher degree of novelty. |
|---|