New in-house organizational spaces that support creativity and innovation: the co-working space
Abstract
Office work has traditionally been associated with administrative and intellectual production. The demand for more timely information and a quest for ever greater productivity has led to the changes in the workspace through the centuries. Our workplaces have become more functional and productive, but also subsequently places of interaction and socialization, where the human dimension have emerged gradually. At a time when the mantra `innovate or die` and `find the next big thing` rings uncomfortably in company CEO`s ears, designers need to change the office layouts to help promote interactions and encourage serendipity amongst creative employees. This in turn needs different forms of organizational corporate culture that supports collaborative work. Companies on the creative edge need to establish rich and diverse in-house office environments that provide a level of comfort and a wide range of facilities where creative work can be done in a collaborative way through exercising considerable judgement and intelligence.
This paper proposes that these offices should be more than just shared open-plan offices - they need to be spaces used by a diverse group of people (co-workers) for collaboration, community building and idea sharing. Originally, the term ‘co-working space’ refers to a new shared working environment for freelancers and other location-independent professionals who are tired of the isolation of their home offices and the distraction of their local coffee shops. However the paper proposes that the model used for co-working spaces can also be applied to company environments in order to boost creativity and innovation. To see whether this option is profitable for R&D activities, the co-working values (collaboration, community, sustainability, openness and accessibility) can be used as a guide for where to set up such spaces; how to operate on a daily basis; and how to stimulate employees’ creativity.
In this paper the key values will be discussed from a practical perspective and used for the understanding of how these principles can be applied to R&D workspaces in companies to encourage creative behaviour and support innovative projects.
... Coworking spaces are built on the values of cooperation and community [56,57]. Indeed, the social dimension is a major driver of coworker engagement, contributing positively to well-being [23,26,[58][59][60]. Conversely, insufficient interaction and collaboration among members has been cited as a principal reason for abandoning a coworking space [26]. ...
... In the following analyses, CSs were categorized based on the presence and role of the open-space area, in line with Fuzi and colleagues [60]. ...
The global rise of coworking spaces (CSs) underscores their potential to foster sustainable urban development by promoting collaboration, community engagement, and strengthening local communities. However, little is known about how CSs in smaller urban or suburban settings are managed. The COVID-19 pandemic added uncertainty to this sector, placing significant strain on these spaces and testing their resilience. This study explored how managers of CSs in small cities organize and sustain their operations, focusing on the challenges posed by the pandemic. We employed a qualitative approach, conducting eleven in-depth semi-structured interviews with managers of small city CSs, followed by nine additional interviews four months later to capture the evolving conditions. Findings show that management strategies crucially shape the sustainability of these spaces: those emphasizing open, collaborative layouts proved more vulnerable to lockdown measures, whereas those offering private offices generally weathered the crisis more effectively—albeit sometimes at the expense of a collaborative culture and community integration. These insights highlight the importance of adaptive management practices that balance economic viability with the core principles of collaboration and community building. By addressing the distinct challenges of smaller urban and suburban contexts, CS managers can strengthen their spaces’ resilience and enhance both social and economic sustainability in their local communities.
... Additionally, psychological empowerment has a positive relationship with organizational financial performance and shows that when workers feel free, improved commitment and retention support bring about organizational development. Organizations can create a valuable working atmosphere for businesses and each person by highlighting workers' authorization (Füzi et al., 2022). ...
With the use of digital technologies in today’s innovation era, the financial sector has transformed how they facilitate customer business and generate a high level of revenue. This study aims to explore the relationship between innovative work behavior (IWB), digital transformation (DT), and organizational financial performance (OFP) to analyze the mediating role of workers’ psychological empowerment (PE) between independent and dependent variables. Further, we examined the moderating role of smart technologies (ST) between PE and OFP. This study collected data from Saudi banking sector employees using a well-structured questionnaire adopted from previous literature. Next, Smart-PLS was used to analyze the data using the structural equation modeling-partial least squares (SEM-PLS) approach. The results reveal that IW positively relates to OFP, with PE mediating this relationship. Furthermore, DT positively affects OFP. ST acts as a positive moderator that enhances workers’ PE and OFP. Meanwhile, PE, as a mediator, positively relates DT and IWB to OFP. Overall, this study makes valuable theoretical, empirical, and practical contributions, which can benefit bank management, policymakers, and future academic research.
... This way, leaders learn through such programs like workshops, coaching sessions and Mentorship opportunities that stimulate visionary thinking, inspire motivation, intellect and provide individualized attention among leaders. Other way of doing it is to create internal culture of collaboration and participation within the organization, where employees feel like they can and should contribute their ideas and perspectives to the efforts of change (Füzi et al., 2022). Through the adoption of open-door policies, regular communication channels, and the project methodology that promotes the employees involvement and engagement in decision -making employees change and meet organizational goals (Deepa & Baral, 2022). ...
This paper explores the impact of transformational leadership on employees' readiness for change in Chinese organisations through a systematic literature review. The findings suggest that transformational leaders significantly increase employees' acceptance of organisational change through visionary motivation, intellectual inspiration, personalised care and morale boosting behaviours. The internal mechanisms of such influence include fostering a climate of trust, empowerment, and role modelling. However, China-specific cultural factors such as collectivism, respect for authority, and pursuit of harmony play an important role in moderating the relationship between transformational leadership and employees' readiness for change. At the same time, the study identifies challenges to the implementation of transformational leadership in Chinese organisations, such as traditional hierarchies and patriarchal leadership concepts. A series of strategies, including leadership development programmes, building a participatory organisational culture, and using digital platforms, are proposed to enhance the effectiveness of transformational leadership and increase employees' readiness for change. This study provides new insights into the mechanisms of transformational leadership in Chinese organisational contexts and has important theoretical and practical implications for enhancing organisational change capability.
... · Collaborative workspaces and digital platforms foster innovation and creativity within organizational processes (Cao et al., 2016). Cross-functional teams can seamlessly collaborate on projects, leveraging digital tools for ideation, prototyping, and feedback (Füzi et al., 2022). This democratization of innovation accelerates the pace of product development and problemsolving. ...
In the ever-evolving digital landscape, organizations undergo transformative journeys through digitalization, reshaping operations, strategies, and interactions. This study synthesizes insights from management, information systems, and innovation studies to explore the drivers, strategies, and implications of digitalization. Key findings reveal that technological advancements, market competition, and evolving customer expectations drive organizations toward digitalization, adopting diverse strategies. Digitalization significantly impacts internal processes, enhancing communication, data-driven decision-making, and innovation, fostering customer-centricity. However, challenges like resistance to change, cybersecurity concerns, and the digital skills gap arise. Despite hurdles, digitalization yield benefits such as enhanced efficiency, innovation, and competitiveness. The study also explores future trends, including artificial intelligence, blockchain, and sustainable digital practices. This literature review contributes to understanding digitalization's influence, informing strategic decision-making, and guiding future research in the dynamic area of digital transformation.
... The impact of supervisor support is crucial in evaluating employee performance. If employees were permitted to use their way of working, they could provide a different environment that offers more production and creative work (Fuzi et al., 2014). Organizational productivity in this contemporary time is increasingly governed by human creativity. ...
The present study was designed to study the effect of supervisors' humor on workplace productivity and employees' creativity. A sample of 300 was collected from different private and public organizations in twin cities via questionnaires. The present study used three questionnaires: the humor climate questionnaire (Cann et al., 2014), the individual work performance questionnaire (Koopmans, 2015), and creativity (Zhou & George, 2001) for data collection. The study shows a significant positive relationship between positive and negative humor and creativity and workplace productivity. This study was based on a Pakistani sample and examines the effect of a supervisor’s humor on workspace productivity and employee creativity. The main focus of this study will be employees from creative and creative departments of different organizations of different age groups. According to the survey, those more prone to cheerful and hostile humor show more creativity and workplace productivity. The study highlights that supervisors' effective humor can enhance workplace morals, promote a positive work environment, and revive creative thinking among the employees. Results also suggest that men have higher levels of creativity, workplace productivity, and cheerful humor than women. Moreover, the study investigated the significant positive relationship between positive and negative humor with creativity and workplace productivity.
... new research findings on the following areas are included in the model: the importance of work, work progress, affect, work orientations, external influences, and synergistic extrinsic motivation (amabile & Pratt, 2016). it is widely suggested that these aspects have an impact on innovation and creativity inside businesses (Füzi et al., 2022;tanjung et al., 2022). their dynamic componential model of organizational creativity and innovation is a complicated, multivariate theory (amabile & Pratt, 2016). ...
A crucial component of creativity is regarded as a prized asset for long-term corporate success and sustainable competitiveness. As a result, not only academic scholars and policy experts but also business leaders have given the topic more attention. The study of creativity is a dynamic, expanding subject of study. This study presents a conceptual model that examines the impact of the work environment and family-work resource spillover on employees’ creativity. The analysis is based on Amabile and Pratt’s ‘dynamic componential model of creativity and innovation in organizations’ combined with Greenhaus et al.’s ‘family-work enrichment theory.’ Partial Least Squares (PLS) path modeling in SmartPLS 4 was used to empirically test the proposed hypotheses. The data were collected from 302 researchers working with the agricultural research institute in different centers in Ethiopia. The findings suggested the significantly positive direct impacts of work group support, managerial encouragement, organizational encouragement, a lack of organizational impediments, and family-work resource spillover on employees’ creativity. However, the results did not confirm the direct relationships between sufficient resources, reliable workload pressure, freedom, challenging work, and employees’ creativity. The study provides empirical evidence in the context of the EIAR and delivers solid theoretical and practical implications to experts, leaders, and policymakers. Finally, this study provides a robust mechanism for leaders at agricultural research institutes to develop strategies for enhancing employees’ creativity in the workplace.
... In the ar�cle by Füzi and others (Füzi et al., 2022), the researchers explain how innova�on and crea�vity are the key elements in the conduct of organiza�ons in the 21st century. The researchers claim that crea�ng collabora�ve, flexible, open, and comfortable workspaces contribute to an increase in the level of crea�vity and innova�on of employees. ...
Creativity is a crucial aspect of tech management, as it allows hi-tech workers to identify and solve problems, generate new ideas, and create innovative solutions that meet the needs and desires of consumers. The COVID-19 pandemic has had a significant impact on the way that people work, with many companies shifting to remote work as a means of maintaining business continuity. This shift has led to a debate about the impact of remote work on creativity, with some arguing that working from home increases creativity since it allows for more flexibility and autonomy. In contrast, others say it decreases it since it can lead to isolation and a lack of collaboration. While some evidence suggests that working from home may positively impact creativity, there is also evidence to suggest that it may have a negative impact. The main objective of this study is to investigate differences, if any, in the perceived creativity among hi-tech workers working from home or the office. The study provides a more nuanced understanding of hi-tech workers' attitudes toward creativity, innovation, and related risk-related issues. We used a validated questionary about the extent of innovation and creativity of people in general. Then we investigated these characteristics with the extent of working from home or the office. We statistically compared the means of variables of interest for categories of interest of respondents. We found no significant difference between high-tech workers working from home or the office. Yet, we discovered that hi-tech workers working from home reveal more resilience toward creative ways to solve problems even though these ways are associated with more risk. They are willing to take more risks to accomplish assignments innovatively and creatively. We also found that managers and development hi-tech workers tend to work from home.
هدفت هذه الدراسة إلى تحليل دور حاضنات الأعمال الجامعية في إنشاء ومرافقة المؤسسات الناشئة بالجزائر، مع التركيز على العلاقة بين الخدمات التي تقدمها هذه الحاضنات ومدى تأثيرها على نجاح المؤسسات الناشئة المحتضنة. تناول الإطار النظري مفاهيم ريادة الأعمال، المؤسسات الناشئة، وحاضنات الأعمال، مع دراسة الأبعاد الرئيسية للخدمات المقدمة، والتي تشمل: التكوين وبناء العلاقات، توفير الإمكانيات المادية والبشرية، خدمات التمويل، والخدمات الإدارية والاستشارية. كما شمل الجانب الميداني تحليلًا لواقع الحاضنات الجامعية الجزائرية وأثرها في تعزيز بيئة ريادية مستدامة تدعم المؤسسات الناشئة.
اعتمدت الدراسة على المنهج الوصفي باستخدام استبيانات كأداة رئيسية لجمع البيانات، حيث تم توزيعها على 97 فردًا من مسيري وإطارات الحاضنات الجامعية، واسترجاع 79 استبيانا صالحا للتحليل. إلى جانب ذلك، تم استخدام المقابلات والملاحظات الميدانية لتوفير بيانات دقيقة ومعمقة، كما استخدمت الحزم الإحصائية لتحليل البيانات واختبار الفرضيات المتعلقة بالخدمات المقدمة وأثرها على نجاح المؤسسات الناشئة.
أظهرت النتائج أن حاضنات الأعمال الجامعية تلعب دورا إيجابيا ومهما في دعم المؤسسات الناشئة، حيث تساهم الخدمات المقدمة في تطوير مهارات رواد الأعمال، تعزيز شبكات العلاقات، وتقديم الدعم المالي والإداري اللازم. كما كشفت الدراسة عن وجود علاقة ذات دلالة إحصائية بين الخدمات التي تقدمها الحاضنات ومستوى نجاح المؤسسات الناشئة. كذلك أظهرت النتائج وجود فروق ذات دلالة إحصائية مرتبطة بخصائص المبحوثين الديموغرافية، مما يعكس تأثير هذه الخصائص على تقييم الخدمات ودورها في نجاح المؤسسات. أكدت الدراسة أن حاضنات الأعمال تمثل عنصرًا حيويًا في النظام البيئي لريادة الأعمال، وتسهم في تمكين المؤسسات الناشئة من تحقيق النمو والابتكار.
الكلمات المفتاحية: حاضنات الأعمال، المؤسسات الناشئة، ريادة الأعمال، الجامعات الجزائرية.
Abstract:
This study aimed to analyze the role of university business incubators in the creation and supporting start-ups in Algeria, focusing on the relationship between the services provided by these incubators and their impact on the success of the incubated start-ups. The theoretical framework addressed the concepts of entrepreneurship, start-ups, and business incubators, while studying the main dimensions of the services provided, which include: training and building relationship, providing material and human capabilities, financing services, and administrative and advisory services. The field aspect also included an analysis of the reality of Algerian university incubators and their impact on promoting a sustainable entrepreneurial environment that supports start-ups.
The study relied on the descriptive approach using questionnaires as the main tool for collecting data, as they were distributed to 97 individuals from university incubator managers and cadres, and 79 valid questionnaires were retrieved for analysis. In addition, interviews and field observations were used to provide accurate and in-depth data, and statistical packages were used to analyze the data and test hypotheses related to the services provided and their impact on the success of start-ups.
The results showed that university business incubators play a positive and important role in supporting start-ups, as the services provided contribute to developing the skills of entrepreneurs, strengthening networks of relationships, and providing the necessary financial and administrative support. The study also revealed a statistically significant relationship between the services provided by incubators and the level of success of start-ups. The results also showed statistically significant differences related to the demographic characteristics of the respondents, which reflects the impact of these characteristics on the evaluation of services and their role in the success of institutions. The study confirmed that business incubators represent a vital element in the entrepreneurship ecosystem, and contribute to enabling emerging institutions to achieve growth and innovation.
Keywords: Business incubators, start-ups, entrepreneurship, Algerian universities.
The study aims to empirically investigate the effects of the work environment and family–work resource spillover on employees’ creativity in agricultural research institutes. Additionally, this research proposes to examine the mediating role of organizational motivation to innovate in the relationships between the work environment and family–work resource spillover on employees’ creativity. Using a sample of 302 researchers from agricultural research institutes in Ethiopia, the hypothesized relationships were tested through the partial least squares structural equation modeling (PLS-SEM) technique. The results reveal significantly positive direct effects of work group support and family–work resource spillover on employees’ creativity. However, the results did not confirm the direct relationships of factors such as sufficient resources, reliable workload pressure, freedom, challenging work, managerial encouragement, and employees’ creativity. The findings of the study contribute to our understanding of work contexts in agricultural research institutes and suggest ways in which administrators can create a conducive working environment to enhance employees’ creativity.
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