Innovation Implementation

Abstract— In changing work environments, innovation is imperative. Yet, many teams and organizations fail to realize the expected benefits of innovations that they adopt. A key reason is not innovation failure but implementation failure—the failure to gain targeted employees' skilled, consistent, and committed use of the innovation in question. We review research on the implementation process, outlining the reasons why implementation is so challenging for many teams and organizations. We then describe the organizational characteristics that together enhance the likelihood of successful implementation, including a strong, positive climate for implementation; management support for innovation implementation; financial resource availability; and a learning orientation.     

Breaking and creating habits on the working floor: A field-experiment on the power of implementation intentions

Previous research has shown that implementation intentions are effective tools to promote new behavior. The present study aimed to provide the first evidence that conscious planning is an effective tool in replacing well-learned habits with new habits. This was tested in a field-experiment on repetitive behavior in the domain of recycling, using 109 employees of a tele-company as participants. Recycling behavior of the participants was observed by the actual amount of paper and the number of plastic cups in their personal wastebaskets. Following a pre-measure, participants were assigned to either implementation intention conditions, conditions in which an eye-catching facility was placed to promote recycling behavior, or control conditions. Recycling behavior was substantially improved in the facility as well as the implementation intention conditions in week 1 and week 2 and still 2 months after the manipulation. These data supported our hypothesis that planning breaks down unwanted habits and creates new ones.     

The influence of political climate on job pursuit intentions and the moderating effect of Machiavellianism

Job seekers now have access to a number of internet resources (e.g., social media, chat rooms, and message boards) that provide information about potential employers. These resources provide potential job applicants with extensive amounts of third‐party information about organizations, including information about the extent to which a particular organization's climate can be characterized as being political. Unfortunately, owing to a dearth of research on this topic, it is unclear to what extent such information about an organization's political climate might affect the recruiting process. Therefore, drawing from the Attraction‐Selection‐Attrition model, we considered the extent to which potential job applicants are less (more) likely to pursue jobs in organizations that are perceived as more (less) political. We further identified Machiavellianism as a potential moderator of this relationship, given that this trait reflects the extent to which an individual would “fit” into a highly political work environment. Across three studies, our findings provide evidence that job applicants report being less likely to pursue jobs in organizations characterized by high levels of workplace politics. The results further indicated that Machiavellianism attenuates this negative effect. In light of our findings, we discuss implications for how information that is not controlled by the organization (e.g., information provided by social media or other internet‐based sources) affects job pursuit intentions and the organization's applicant pool.     

Self-esteem: Its mediating effects on the relationship between discrimination at work and employee organisation commitment and turn-over intention

This study examined self-esteem as a mediator of the relationship between perceived discrimination, employee intentions to quit, and affective organisation commitment. A convenience sample of 414 South African employees were participants (female?=?44.9%; black?=?42.3%; 38.2% between the age of 26 and 35). Of the participants, 72.7% were from the private sector. The employees completed measures of self-esteem, perceived discrimination, and affective organisation commitment. We utilised Structural Equation Modelling to determine the direct and indirect effects of self-esteem on employee attitudes, affective organisation commitment, and intentions to quit. Findings indicate that high self-esteem scores predict affective organisation commitment by ameliorating a sense of work-place discrimination. This is influenced by race, ethnicity, and gender. By contrast, low self-esteem scores predicted high intensions to quit due to perceived work-place discrimination. As such, high self-esteem is important for the reduction of the perceived work-place discrimination effects on affective organisation commitment and for job retention among workers of a society with a history of race-based civil strife.     

Supporting Integrity of Discrete Trial Teaching via Tiered Consultation: A Pilot Study

Empirically supported consultation procedures for supporting implementation of evidence-based interventions for Autism Spectrum Disorder (ASD), such as performance feedback, may be challenging to implement in public schools. Educators may find performance feedback aversive, and support personnel may find its directiveness incompatible with their professional roles. This pilot study extends recent advances in implementation science, by investigating the influence of tiered consultation on intervention integrity of Discrete Trial Teaching (DTT). A less intensive form of implementation support was examined for its feasibility and effectiveness. Collaborative Student Data Review (CSDR) includes discussion, general feedback, and modeling. Preliminary findings indicate that CSDR is a feasible and acceptable form of implementation support, and that it shows potential as a form of implementation support for DTT.     

A test of positive and negative extended intergroup contact in a Chinese minority with perceived group norms and intergroup anxiety as mediators

This article is aimed to examine the effect of Uyghur's (minority group) positive and negative extended contact with Han (majority group) within the background of China. One affective (intergroup anxiety) and two cognitive (perceived in‐group and out‐group norms) variables were tested as potential mediators. A sample of 875 Uyghur minority college students ranging in age from 17 to 25 years completed self‐reported measures of direct contact, positive and negative extended contact, intergroup anxiety, perceptions of in‐group and out‐group norms, out‐group attitudes, and contact intentions. Results revealed that both positive and negative extended contact were associated with out‐group attitudes and contact intentions, over and above the effect of direct contact. The effects of both forms of extended contact were mediated by intergroup anxiety, perceived in‐group, and out‐group norms. Notably, positive extended contact exerted larger effects than negative extended contact. This research highlights the significance of considering both positive and negative extended contact and the potential of extended contact as a means to ameliorate intergroup relations from the perspective of minority groups.     

The role of dark‐side of motivation and intention to continue in exercise: A self‐determination theory approach

Motivation plays an important role when it comes to regular physical exercise. Hence, low levels of intentions to continue exercising in the future may ultimately lead to higher rates of exercise dropout. The first objective of the present research was to test a theoretical model considering the dark side of motivational determinants on intentions towards exercising in the future. The second objective consisted in comparing groups with different characteristics, as a way to identify individuals with weaker intention, which is believed to be an indicator of a higher dropout risk. In total, 544 (294 female; 250 male) gym exercisers aged between 18 and 58 years (M = 35.00; SD = 11.57) partook in the present research. Participants were engaged in fitness group classes (n = 273) or in cardio/resistance workouts (n = 271), and their exercise experience ranged from 3 to 120 months (M = 47.41; SD = 7.54). Results showed that the measurement and the structural model had an excellent fit. In addition, the structural model was invariant between gender, fitness activities, and exercise experience. Each group displayed different explained variance in intention to continue exercising. Overall, male, young adults and more experienced exercisers had stronger intentions towards exercising. Fitness instructors should be aware of their own thwarting behaviors, especially when interacting with female, young and less experienced exercisers, since they have weaker intentions to exercise in the future, possibly representing an increased risk of withdrawal.     

Blocked goals, persistent action: Implementation intentions engender tenacious goal striving

Research on goal attainment has demonstrated that people are more likely to reach their goals when they form implementation intentions. Three experiments tested whether implementation intentions lead to tenacious goal striving following blockage of an initial attempt to reach the goal. In all three experiments some participants were instructed to form an implementation intention and other participants were not. Subsequently, the initial goal-directed attempt of all participants was unexpectedly blocked. Experiment 1 found that implementation intentions resulted in more attempts to realize one’s goal. Experiment 2 showed that when participants formed an implementation intention their repeated attempt was acted out as intensely as their first, blocked attempt. Experiment 3 found that implementation intentions still allow people to seize an alternative, more onerous means to realize their intention. These results imply that implementation intention conserve self-regulatory strength. After goal blockage, the remaining strength can be used to continue goal-directed action.     

‘Automatic’ evaluation? Strategic effects on affective priming

Two studies examined strategic effects on affective priming. Extending prior research by Klauer and Teige-Mocigemba [Klauer, K. C., & Teige-Mocigemba, S. (2007). Controllability and resource dependence in automatic evaluations. Journal of Experimental Social Psychology, 43, 648-655], the influence of different control strategies on a priming measure of prejudice was assessed. In both studies, a short stimulus onset asynchrony between prime and target (275 ms) was implemented along with considerable time pressure. In Study 1, participants could strategically eliminate priming effects with attitudinal prime categories (Arabs and liked celebrities) represented by several exemplars per category while priming effects for control categories remained intact. In Study 2, two strategies (payoff and faking) were induced to motivate participants to respond particularly fast and accurately to incongruent targets. Both strategies were successful in counteracting the usual priming effects, while leaving priming effects for non-targeted primes intact. We consider the role of so-called implementation intentions in accounting for the present findings.     

创意实施——创新研究未来走向

创新一直是学术界关注和探讨的热点。过去40多年里, 有关创新的研究层出不穷, 取得了丰富的成果。然而, 这些研究主要集中在如何激发员工的创新行为上, 即创意产生这一环节。至于创意产生之后能否转化以及如何转化的问题没有引起足够的重视。创意是开端, 但需要把创意转变为现实, 否则创新难以转化为价值。研究创意实施的条件及其作用机制是推动创新研究深化的重要任务。目前已有的创意实施研究在研究层次和研究视角上都存在不足, 未来有必要在方法上把量化研究与质化研究结合起来, 从不同的层次和视角, 进一步拓展研究的范围, 揭示创意从产生到实施的条件和作用机制。