Proactive behavior,but not inhibitory control,predicts repeated innovation by spotted hyenas tested with a multi-access box

Innovation is widely linked to cognitive ability, brain size, and adaptation to novel conditions. However, successful innovation appears to be influenced by both cognitive factors, such as inhibitory control, and non-cognitive behavioral traits. We used a multi-access box (MAB) paradigm to measure repeated innovation, the number of unique innovations learned across trials, by 10 captive spotted hyenas (Crocuta crocuta). Spotted hyenas are highly innovative in captivity and also display striking variation in behavioral traits, making them good model organisms for examining the relationship between innovation and other behavioral traits. We measured persistence, motor diversity, motivation, activity, efficiency, inhibitory control, and neophobia demonstrated by hyenas while interacting with the MAB. We also independently assessed inhibitory control with a detour cylinder task. Most hyenas were able to solve the MAB at least once, but only four hyenas satisfied learning criteria for all four possible solutions. Interestingly, neither measure of inhibitory control predicted repeated innovation. Instead, repeated innovation was predicted by a proactive syndrome of behavioral traits that included high persistence, high motor diversity, high activity and low neophobia. Our results suggest that this proactive behavioral syndrome may be more important than inhibitory control for successful innovation with the MAB by members of this species.     

Social feeding reverses learned flavor aversions in spotted hyenas (Crocuta crocuta).

Spotted hyenas are highly social carnivores with competitive feeding habits. It was hypothesized that social feeding might be capable of reversing an established flavor aversion. The dominant hyena of each of 4 captive social groups was given a novel food mixed with LiCl on Day 1; aversion to this food was demonstrated on Day 2. On Day 3, the dominant hyena and 3 or 4 members of her group were offered the food simultaneously. Three of the 4 dominant hyenas ate substantial quantities of the food during this group feeding, and all 4 hyenas ate the following day when offered the food alone. In contrast, when averted to a different novel food, the hyenas refused that food on 3 consecutive days. In this species social factors, such as those operating during group feeding, are sufficiently powerful to attenuate, immediately and dramatically, a strong LiCl-induced aversion.     

Responses to olfactory stimuli in spotted hyenas (Crocuta crocuta): II. Discrimination of conspecific scent

Scent marking in spotted hyenas (Crocuta crocuta) includes the deposition of anal sac secretions, or "paste," and presumably advertises territorial ownership. To test whether captive hyenas classify and discriminate individuals using odor cues in paste, the authors conducted behavioral discrimination bioassays and recorded hyena investigation of paste extracted from various conspecific donors. In Experiment 1, subjects directed most investigative behavior toward scents from unfamiliar hyenas and members of the opposite sex. In Experiment 2, male hyenas discriminated between concurrent presentations of paste from various unfamiliar females in similar reproductive states. Thus, pasted scent marks convey information about the sex, familiarity, and even identity of conspecifics. Aside from territory maintenance, scent marking may also communicate information about individual sexual status.     

Scent marking (pasting) in a colony of immature spotted hyenas (Crocuta crocuta): a developmental study

Pasting, a stereotypic form of anal gland scent marking, was studied in 2 cohorts (N = 20) of captive spotted hyenas (Crocuta crocuta). A significant increment in the frequency of pasting occurred in both cohorts as the animals approached sexual maturity; however, gonadectomy during the early juvenile age period had no significant effects on subsequent pasting frequency. Dominant hyenas in both cohorts tended to scent-mark more frequently than subordinates during the late subadult period. Pasting was facilitated by the immediately preceding pasting activities of other hyenas, as has been reported to occur in nature, and olfactory investigation was the most common behavior preceding pasting.     

Responses to olfactory stimuli in spotted hyenas (Crocuta crocuta): I. Investigation of environmental odors and the function of rolling

Olfaction is crucial to spotted hyenas (Crocuta crocuta), yet there are no controlled studies of their reactions to odors. In Experiment 1, the authors examined responses of captive hyenas to various environmental (prey, nonprey animal, and plant) odors. Subjects approached and sniffed all odors equally but preferentially licked prey odors, scent marked next to odors, and rolled in animal-based odors. In Experiment 2, the authors examined the function of rolling by applying odors to the pelts of captive hyenas. When hyenas wore carrion, they gained positive social attention (increased investigation and allogrooming) from pen mates, but when they wore camphor, the normal social greeting ceremony was curtailed. Thus, olfactory stimuli elicit specific responses, influence where behavior is directed, and can be used to affect social interaction.     

领导者底线心智对团队创新的双刃剑效应

底线心智是一种以获取底线利润结果为中心,而忽略其他一切竞争事项优先权(如企业社会责任、利益相关者权益、员工福利等)的单维思维模式。虽然底线心智可能导致管理者只注重绩效而忽视其他对企业有利的重要事项,甚至采取不道德的手段来实现目标,但研究也表明底线心智能够提高员工工作专注度进而提升绩效。为进一步推进底线心智双刃剑效应的研究,本文构建了领导者底线心智对团队创新双刃剑效应的影响机制模型,指出领导者底线心智一方面抑制了团队风险承担意愿,进而相比于探索式创新更有益于利用式创新;另一方面能够激发团队强迫激情,从而相比于团队创意产生更有利于团队创意实施。本文为深化底线心智领域的研究提供了参考,也为组织和领导者如何更好管理底线心智提供了重要建议。     

The effects of person–innovation fit on individual responses to innovation

Drawing on the person–environment fit literature, we propose that cognitive comparisons between person and innovation on meaningful dimensions determine organizational members' affective and behavioural responses to innovations. Specifically, we hypothesize that two different types of person‐innovation fit constructs (value fit and ability fit) differentially predict employees' commitment to implementation and implementation behaviour. The results of this study indicate that congruence between innovation values and personal values is more strongly related to employees' commitment to implementation than to implementation behaviour, whereas the congruence between required abilities and current abilities is more strongly associated with implementation behaviour than with commitment to implementation. In addition, commitment to implementation was more strongly associated with environmental characteristics (innovation values), whereas implementation behaviour was associated more strongly with personal characteristics (personal values, current abilities). This study expands the person–environment fit and innovation implementation literature by applying the fit concept to a new domain and by identifying and testing cognitive processes that determine employees' affective and behavioural responses to innovations.     

The politics of innovation

Previous studies of technical innovation in organizations have tended to neglect how power and political processes shape the development of new technologies. Our study of new product development at a successful computer graphics company suggests that corporate ideology and politics often determine the success or failure of new product ideas. Four stages of product development are identified along with the political activities and influence tactics used at each stage. W. Gibb Dyer, Jr. is associate professor of organizational behavior at Brigham Young University. He is on the editorial board ofThe Family Business Review. Robert A. Page, Jr. currently is enrolled in the doctoral program at the Graduate School of Management, University of California, Irvine. His research interests include organizational theory, ethics, innovation, organizational culture, and group norms.     

The changing face of urbanization and the living environment in Japan

The dominance of such Japanese metropolises as Tokyo is discussed, as well as prospects for local cities. The housing environment, urban renewal, and inudstrializa‐tion patterns in urban Japan are explored.     

Moderating effect of Zhong Yong on the relationship between creativity and innovation behaviour

The present study examined the moderating effect of Zhong Yong on the relationship between perceived creativity and innovation behaviour in Chinese companies. A total of 273 paired questionnaires were collected with employee self-rated creativity and Zhong Yong and supervisor-rated innovation behaviour. The results show that for people higher on Zhong Yong, their creativity was not correlated with innovation behaviour; for people less immersed in Zhong Yong, this correlation is significant. This finding provides a new insight into the effects of Zhong Yong on the creativity-innovation behaviour transformation processes. The implications for future research are also discussed.     

团队文化多样性对团队创新的影响及作用机制

随着经济全球化和跨国企业的迅速发展, 越来越多的企业中开始出现具有多样性文化背景的团队。企业管理者期待具有不同文化背景的员工能在团队工作中贡献新的观点和视角, 从而促进团队创新。因此, 探讨团队文化多样性与团队创新之间的影响关系已成为近年来学术界和企业界共同关注的焦点问题。所以, 采用社会分类-信息加工的理论视角, 首先厘清团队文化多样性的理论框架, 并进一步检验团队文化多样性与团队创新之间的影响关系及内在机制; 并且, 分别从团队内部和团队外部因素出发, 探讨团队文化多样性与团队创新影响关系中的边界条件。在实践上, 研究结论也将为企业有效管理跨文化团队, 推动企业创新提供一定的理论指导。     

The adoption of innovation in collective action organizations

This study used a quantitative/qualitative methodology to explore how collective action organizations (CAOs) remain open to organizational change and innovation. It examined the adoption of inclusion—a recent innovation in the field of disabilities—by local chapters of The Arc Michigan (a disabilities CAO). We found considerable variability in the adoption of inclusion by local Arc chapters. This variability was significantly related to the ecology surrounding these chapters. Local Arc chapters that had adopted an inclusion philosophy had significantly different internal and external environments from those that had not adopted inclusion. Our qualitative findings make it clear, however, that innovative Arc chapters were not the passive recipients of these internal and external influences. These chapters were proactive players in defining and shaping the nature of their internal and external environments. Strategies that were related to a chapter's ability to remain open to innovation included (a) a change orientation, (b) a conscious philosophy or vision, (c) a proactive strategy for achieving chapter goals and overcoming barriers to change, (d) the creation of a supportive organizational network, and (e) avoidance of resource dependencies that required them to engage in activities that were inconsistent with the innovation. These findings provide a framework by which CAOs can maintain an openness to innovation and remain on the forefront of social change.     

Extending the job design perspective on individual innovation: Exploring the effect of group reflexivity

Extending previous research on group reflexivity as a group level predictor of individual innovation, we examined group reflexivity as a possible moderator of the effect of job control and task complexity on individual innovation. We obtained data on job and group characteristics from 135 members of software development teams; line managers provided ratings on individual innovation. Data were analysed using hierarchical linear modelling. Results lend further support to a positive effect of job design on individual innovation, but no effect was found for group reflexivity. The interplay between job design and group reflexivity reveals a more complex picture. While the positive effect of job control is augmented in the presence of high reflexivity, in contrast, task complexity is negatively associated with innovation in teams with high reflexivity. Results are discussed from a time and cognitive resource perspective. Furthermore, the development of context‐specific models on group reflexivity is proposed.     

医学创新的跨学科特征分析

以诺贝尔生理学和医学奖获奖者群体为样本,从该群体的知识背景、研究方法、科研协作方面入手,进行计量分析和实证研究,揭示医学创新研究的跨学科特征,认为跨学科知识背景是获得创新性成果的前提和基础,进而指出医学创新研究最终会导致新的医学跨学科体系的建构,推动整个医学的发展。     

How innovation can alleviate negative consequences of demanding work contexts: The influence of climate for innovation on organizational outcomes

This study examines climate for innovation as a method by which negative organizational consequences of demanding work may be lessened. It was expected that a climate for innovation would enable employees to develop coping mechanisms or improved work‐related processes which counteract negative consequences of work demands. Extending the job demands‐resource model ( Karasek, 1979 ), we predicted and found that among the sample of 22,696 respondents from 131 healthcare organizations, organizational climate for innovation alleviated the negative effects of work demands on organizational performance. Thus, this study informs climate theories and guides practitioners' efforts to support the employees.     

The performance space measurement of regional innovation system based on neuropsychology

In this paper, the performance space measurement of regional innovation system was studied based on neuropsychology. Firstly, the neuropsychology and neural evolution theory were elaborated. Secondly, the genetic algorithm was used to design a regional enterprise performance space measurement model, and this was obtained by connecting the ERP production module and RBF neural network order forecast module. Finally, the algorithm and model constructed in this paper were used to predict the performance of regional foreign trade innovation system. Then, it is concluded that the model constructed in this paper includes the network with the lowest network structure complexity, the smallest training error and the least test error. Therefore, based on this premise, a good neural network that meets the actual needs of users can be obtained, which indicates that the improved method based on evolutionary neural network is effective to measure the performance of regional innovation system.