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Can goal-directed regulatory processes lead to innovative performance? Testing a motivational model of innovation

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Author(s)
Montani F.
Keywords
innovation
innovative work behaviour
motivation
proactive goal generation
envisioning
planning
support for innovation
organizational commitment
flexible role orientation
psychological empowerment
learning goal orientation
task variety
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URI
http://hdl.handle.net/20.500.12424/420951
Online Access
http://hdl.handle.net/11562/557950
Abstract
L’obiettivo della presente tesi di dottorato è di applicare la teoria della regolazione degli obiettivi allo studio del comportamento innovativo al lavoro. A seguito della revisione dello stato dell’arte della letteratura sull’innovazione (capitolo primo), sono stati condotti tre studi empirici su distinti campioni. Nel primo studio (secondo capitolo), è stato ipotizzato e dimostrato che la generazione proattiva degli obiettivi – che include i processi di visione e di pianificazione – era positivamente associata al comportamento innovativo, e che il commitment affettivo, interagendo con l’orientamento flessibile al ruolo o, alternativamente, con il supporto del leader all’innovazione, rafforzava questa relazione. Nel secondo studio (terzo capitolo), è stato proposto e dimostrato che la pianificazione mediava la relazione fra la visione e l’innovazione, e che l’empowerment psicologico e il supporto di gruppo all’innovazione moderavano positivamente la relazione fra la visione e la pianificazione. Infine, nel terzo studio (quarto capitolo), è stato teorizzato e dimostrato che l’orientamento all’apprendimento, il clima psicologico d’innovazione e la varietà del compito stimolavano indirettamente la performance innovativa, attraverso la mediazione della visione e della pianificazione, e che l’orientamento all’apprendimento amplificava la relazione fra la pianificazione e l’innovazione. Le implicazioni teoriche e pratiche di questi lavori sono trattate nella discussione generale.
The present dissertation aims at applying goal regulation theory to the study of innovative work behaviour. After reviewing the state-of-the-art of innovation literature (first chapter), we conducted three empirical studies on distinct samples. In the first study (second chapter), we hypothesized and found that proactive goal generation – which includes envisioning and planning processes – was positively related to innovative behaviour, and that affective commitment, interacting with production ownership or, alternatively, with leader support for innovation, strengthened this relationship. In the second study (third chapter), we proposed and showed that planning mediated the link between envisioning and innovation, and that psychological empowerment and team support for innovation positively moderated the relationship between envisioning and planning. Finally, in the third study (fourth chapter), we theorized and demonstrated that learning goal orientation, psychological climate for innovation, and task variety enhanced innovative performance indirectly through the mediation of envisioning and planning, and that learning goal orientation amplified the relationship between planning and innovation. Theoretical and practical implications of our works are addressed in the general discussion.
Date
2013
Type
info:eu-repo/semantics/doctoralThesis
Identifier
oai:iris.univr.it:11562/557950
http://hdl.handle.net/11562/557950
Collections
Ethics in Higher Education

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