Figure - available via license: Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International
Content may be subject to copyright.
Framework for evaluating the organization's innovation capability.
Source publication
Will our organization be innovative? The answer to this question essentially defines tomorrow’s business success. The purpose of this article is to introduce the organizational personality (TOP) framework as a new, qualitative methodology for evaluating and predicting an organization’s innovation capability. TOP framework leverages personality syst...
Similar publications
The objectives of the research are to find out the role of students' personality in learning English at UKI Toraja. In this research the writer used descriptive qualitative method. The participants of this research was the fifth semesters academic year 2016/2017, there were 10 students. To choose participants the writer used purposive sampling, it...
Citations
... Together with the Hospital Accreditation Committee, hospitals in Indonesia always make improvements, and self-development must always improve the quality of patient care. Organizations must forge ahead to develop innovation and capability (Berraies, 2014;Siegenthaler, 2022;Trivellato et al., 2021). The organization as a hospital must move forward to continuously develop innovation and their ability to serve patients. ...
Background: Attention to open innovation is more important for future research. The impact of the globalization era in health care means that nursing staff are required to be competitive and more professional with the use of increasingly developing technology. Innovation performance is an important determinant of organizational success. Objective: The substantial for this study is analysing key factors which effect the relationship between competence, motivation to innovate the performance of nursing with organizational commitment as mediating. Method: This research adopted cross-sectional research. The total respondents in this study was 60 nurses at Jasmine Room RSST Klaten with a census. This study used a hypothesis for applying path analysis, validity reliability for questioner, Statistic-test, and also coefficient determination with correlation. Results: Path 1 show that competence (Co) and motivation (Mt) have positive significance on organizational commitment (Z). Path 2 shows that competence (Co), motivation (Mt), and organizational commitment (Z) have positive significance. Highlighting the findings, nurse behaviour in innovation is based on competence. The support of hospital organizational commitment has an impact on strengthening nurses' ability in innovation behaviour. Improving the behaviour of nursing personnel in innovating will realize public health needs, and the need for understanding in healthy behaviour. In nursing staff, both those at a young or old age who will retire, competence becomes a factor that cannot be ruled out by funds to innovate. For the motivation, it does not have much meaning for nursing personnel who are old and about to retire. Conclusion: The spotlight on findings shows the behaviour of nurses in innovation is based on competence. The support of hospital organizational commitment has the impact of strengthening the ability of nurses in innovation behaviour. Increasing the behaviour of nursing personnel in innovating will realize public health needs, and the need for understanding healthy behaviour. Keywords: Innovation performance, multicultural competence, motivation, organizational commitment.
... Furthermore, at an institutional level, an effort can be made to provide action-oriented people may be with more unstructured environments that leave ample opportunities for personal initiative. We are not aware of studies that systematically examined the impacts of changing environments on action-oriented people, although such work may be forthcoming (Siegenthaler, 2022). On theoretical grounds, it seems plausible that changing (aspects of) the environment could help action-oriented people to optimize their personal functioning. ...
People differ in how readily they enact their intentions. Some people manage to enact very difficult intentions -like writing a book or starting a business- under demanding circumstances -like extreme stress or oppressive bureaucracy. Other people struggle to enact even mundane intentions -like replying to an email or taking out the trash. These individual differences in intention enactment have been the central focus of action-theoretical research. Section 1 of this chapter traces the historical development of the action-theoretical perspective, from prescientific notions to Action Control Theory (ACT; Kuhl, 1984). Section 2 presents an update of ACT in the form of ACTψ (‘act-psi’). According to ACTψ, efficient action control requires the person to use affect regulation to coordinate the interplay of intention memory and intuitive behavior control. Chronic individual differences in affect regulation presumably underlie the personality disposition of action versus state orientation. Section 3 considers the measurement of action versus state orientation. Section 4 reviews research showing that, as compared with state-oriented people, action-oriented people: 1) Enact demanding and self-directed intentions more efficiently in real life and controlled settings; 2) Form, maintain, and update their intentions more readily; 3) Regulate own affective states more rapidly, are better shielded against stress and mental illness, and display more personal growth. Finally, section 5 considers how the action-theoretical perspective complements social-psychological approaches to intention-behavior relations.
... The crux of this paper is that majority of available empirical (Capriati & Divella, 2020;Liu et al., 2022;Mendoza-Silva, 2021;Migdadi, 2022;Montreuil et al., 2021;Pufal & Zawislak, 2022;Siegenthaler, 2022) evidence suggest that strategic orientation and firm performance has been widely researched. There is the need to investigate extent to which organizational innovation capability mediates the relationship between strategic orientation and firm performance, particularly in the context of lower middle economy. ...
... It ultimately leads to lower products is a management philosophy that emphasizes their growth, lower productivity and loss of market share in pursuit of higher performance, work on imported food and competitive advantage can create value and a set of beliefs (Owusu et al., 2019;Jassmy et al., 2018). Concerning RQ3, the study has revealed that organizational innovation has significant on firm performance which is in agreement of previous proposition ( Capriati & Divella, 2020;Charoensukmongkol, 2016Charoensukmongkol, , 2022Ekawee & Charoensukmongol, 2020;Iqbal et al., 2021;Liu et al., 2022;Mendoza-Silva, 2021;Migdadi, 2022;Montreuil et al., 2021;Pufal & Zawislak, 2022;Siegenthaler, 2022). Also, organizational innovation capability significantly mediated the relationships between marketing and technological orientations and firms' performance but failed to mediate the relationship between entrepreneurship orientation and firm performance. ...
Since the birth and subsequent ratification of United Nations’ Agenda 2030 for sustainable development, local businesses are working assiduously to re-strategize and adapt to the changing external environment including responsible consumptions and production in order to gain competitive advantage and improve their performance. To facilitate this call, our paper is aimed to analyse the implications of strategic orientation on firm performance, and develop a model to explain the mediating role of organizational innovation capability on the relationship between strategic orientation and firm performance with a focus on a lower middle-income country where such studies are largely inadequate. Our paper is anchored on positivists’ ontology and quantitative approach. Cross-sectional survey data have been elicited from formalized small and medium enterprises (SMEs) that are registered with Ghana Enterprise Agency. Our hypotheses have been tested using Partial Least Square and Andrew Hayes Macro Process techniques. Our results have showed that the dimensions of strategic orientation (marketing, entrepreneurship, and technology) exert positive and significant effects on firms’ innovation capability and performance. Besides, organizational innovation capability significantly mediates the relationships between marketing and technological orientations and firms’ performance. This study is among the very few to provide strategic orientation model to enhance organizational innovation and performance in the context of lower middle-income country. The emergency of contextual variables that impact on organizational innovation and firm performance would go a long way to guide managers, owners and regulators to develop robust strategies that could enhance the realization of sustainable development goals in the long term.
... In interaction with other psychological theories of motivation and personality, PSI theory has been compared with the theory of planned behaviour [3,4], see Orbell [5], and self-determination theory (SDT) [6,7], see Koole et al. [8]. PSI theory has been applied to a variety of problems ranging from the investigation of aggressive behaviour in male offenders [9] and recovery from alcohol addiction [10] to counselling [11], the management of large organisations [12] and coaching [13]. One part (part V, chapters [18][19][20][21][22][23][24] of the recent collection [14] is dedicated to applications of PSI theory, apart from some of those already mentioned above, to areas such as sport psychology, education and psychotherapy. ...
... Remarkably, these responses seem to be exactly linear, which can also be quantitatively verified by calculating the slopes of A(S) depending on p + (Table 2). Again, similar to the relationship between OR and EM, as well as IB and IM, shown in (12), we find that the slopes of OR and EM, as well as IB and IM, have the same value but with opposite signs. The slopes for the average activation depending on p + are almost identical for all cognitive systems for agreeable and independent personalities-the slope for A(EM) is approximately 0.24, whereas the slope for A(IM) is about −0.325. ...
Personality Systems Interactions (PSI) theory explains differences in personality based on the properties of four cognitive systems—object recognition (OR), intuitive behaviour (IB), intention memory (IM) and extension memory (EM). Each system is associated with characteristic modes of perception and behaviour, so personality is determined by which systems are primarily active. According to PSI theory, the activities of the cognitive systems are regulated by positive and negative affect (reward and punishment). Thus, differences in personality ultimately emerge from four parameters—the sensitivities of up- or downregulating positive and negative affect. The complex interactions of affect and cognitive systems have been represented in a mathematical model based on a system of differential equations. In this study, the environment of a person represented by the mathematical model is modelled by a time series of perturbations with positive and negative affect that are generated by a stochastic process. Comparing the average activities of the cognitive systems for different parameter sets exposed to the same time series of affect perturbations, we observe that different dominant cognitive systems emerge. This demonstrates that different sensitivities for positive and negative affect lead to different modes of cognition and, thus, to different personality types such as agreeable, conscientious, self-determined or independent. Varying the relative frequencies of negative and positive affect perturbations reveals that the average activities of all cognitive systems respond linearly. This observation enables us to predict that conscientious and independent personalities benefit from increased exposure to positive affect, whereas agreeable and self-determined personalities achieve a better balance of their cognitive systems by increased negative affect.
... Furthermore, at an institutional level, an effort can be made to provide action-oriented people may be with more unstructured environments that leave ample opportunities for personal initiative. We are not aware of studies that systematically examined the impacts of changing environments on action-oriented people, although such work may be forthcoming (Siegenthaler, 2022). On theoretical grounds, it seems plausible that changing (aspects of) the environment could help action-oriented people to optimize their personal functioning. ...
