This research analyses organizational characteristics that facilitate people-centered innovation in for-profit organizations. According to innovation management literature as well as social psychology, an organizations competitive advantage depends to an important extent on its employees’ intrinsic motivation to innovate. Push factors as well as barriers have equally been identified by these streams of the academic literature. However, we currently observe a paradigm change that has been accelerated through the Covid-19 crisis, where people seem more and more sensitive to the organizational purpose and thus the social mission of their employer. Research on non-profit organizations already analyzed the correlation between an organization’s purpose and an employee’s engagement to a certain task as well as his/her commitment to the organization. By applying a comparative case study design, we compare an actor of the social and solidarity economy (SSE) to an industrial company in order to transpose those results to for-profit organizations and identify the fundamental factors that foster motivation and ultimately creativity under this new paradigm. Our results suggest however that the sole presence of a social mission of the company is not sufficient for intrinsic motivation. The organizational setting and a clear communication strategy of the corporate values is at least as crucial to maintain motivation over time. We therefore not only provide theoretical contributions to motivation theory, but also practical insights about characteristics that managers have to take into account in order to design an organizational environment that takes individual aspirations into account and is thus fruitful for the emergence of disruptive innovation.
While citations have been established as a scientific norm in order to support assertions and to acknowledge the contribution of past authors, research has largely shown that they are often employed for other motives, such as influencing reviewers, increasing one’s citation rate, showing erudition, etc. Despite the literature that has accumulated on this topic, however, an integrative framework is still missing. The objective of this methodological paper is thus to elicit the various motives to cite, drawing on examples from management research. We propose a typology that classifies them in four categories: epistemic, rhetorical, symbolic and economic. We then present each of these motives by distinguishing between their nature and their consequences. We finally inventory the subsequent implications of this analysis, both for scientific production and for the evaluation of this production.
Comment penser et construire l’inclusion dans la diversité ? Cette question préoccupe de nombreuses organisations qui font face à une diversité croissante. Pour y répondre cet article s’appuie sur la notion de communauté mobilisée par le penseur pragmatiste américain, John Dewey et une recherche ethnographique de 18 mois au sein d’une communauté paroissiale Catholique. Contre une vision de la communauté fondée sur la ressemblance ou un commun préexistant, nous mettons en évidence la formidable force d’inclusion que constitue l’enquête nourrit par la pluralité des membres de la communauté. Au-delà des dimensions de l’activité et de l’organisation, ce cas permet de comprendre l’importance de la dimension de la vision (au sens des valeurs, des croyances, des idéaux) pour réellement et profondément inclure les personnes. Cette dimension particulièrement présente dans la religion, est présente dans toute forme de communauté humaine. Son ouverture à l’enquête est nécessaire pour renouveler la communauté.
