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This paper aims to investigate the effects of transformational leadership on individuals and organization’s innovation capability via the mediating role of employees' positive psychological capital (Psy-Cap) namely self-efficacy and optimism.

Structural equation modeling (SEM) is used to test proposal hypotheses through the empirical data collected from 330 participants at 90 firms in Vietnam.

The research findings revealed that self-efficacy and optimism significantly mediate the relationship between transformational leadership and innovation capabilities. In addition, self-efficacy has a greater impact on innovation capabilities compared with the effect of optimism.

The findings highlight the important role of practicing transformational leadership style to nurture and foster both employees' positive psychology sources and firms' innovation capability.

The paper has significantly advanced and deepened our understanding of how transformational leaders connect with employees to nurture and develop one of the most special aspects of human resource in contemporary working environment called employees' positive Psy-Cap for stimulating firm's innovation capabilities.

The paper presents a framework – the Dynamic Chain of Innovation – to analyze the dynamics of innovation in agribusiness.

The authors adopt a theoretical review in developing the theoretical framework.

The boundedness of economic agents will not simply be complemented by acquiring any missing asset or resource on the market. In a more complex way, complementarity occurs through collaborative relationships, aimed at developing specific solutions, joint development, special orders, interaction with research institutions, among others.

Given the theoretical nature of the study, it requires further development with empirical data that support the propositions made as future studies.

The dynamic chain of innovation framework starts from the very existence of incomplete economic agents. However, the authors sustain that the incompleteness is the result of bounded innovation capabilities in individual agents. Innovation, rather than emerging from simple market relations, ought to happen from relations established among bounded capabilities of incomplete agents along the chain or within the micro-links as a puzzle. The dynamics of innovation is thus based both on the boundedness and the complementarity of firms.

The purpose of this paper is to present an in‐depth analysis of the Islamic work ethic (IWE) and its influence on innovation capability in the public sector.

The foundations of IWE and innovation capability were assessed using a validated questionnaire. A total of 472 employees from the Malaysian public sector participated in the survey.

The empirical results indicate that the IWE is highly adapted in the public sector. In addition, the respondents collectively declared that the innovation strength in the Malaysian public sector is mounting. The IWE measure was found to be significant with moderate correlation and positive relationship with the innovation capability scale.

While the study was confined to the Malaysian public sector, it has considerable implications for the development of an optimistic workforce in other regions and across sectors.

An understanding of the commitment of the workforce to the IWE and its consequences for innovativeness facilitates HR professionals in designing and implementing change initiatives.

In response to the substantial need to examine IWE and workplace outcomes in a non‐Western environment, therefore, the paper embraces the extent to which IWE sways innovation capability in the public sector. Both scholars and practitioners will find the study valuable.

The purpose of this study was to examine students’ innovation capability in virtual team projects from the COVID-19 pandemic era.

The researchers conducted an empirical study and the data were collected from a total of 308 participants engaging in virtual team projects. A structural equation modeling (SEM) was used to assess the relationship of the conceptual framework.

The findings showed that virtual team culture positively influenced propensity to innovate. Also, knowledge management and communication influenced propensity to innovate through the mediation of support for innovation.

Developing a strategy for propensity to innovate in any organization demands that project team members should be able to seamlessly communicate. Developing knowledge management, communication and support for innovation strategy in a virtual team may prepare an organization for permanently different post-pandemic events and the future turbulent business environment.

This study highlights innovation capability for the propensity to innovate, a topic that is not widely researched, especially in the context of virtual teams.

This conceptual paper aims to explain the unidirectional cross-level impact of five “organizational-level” factors on “team-level” innovation capability through two “team-level” mediating factors. This multivariate model consists of five organizational-level factors (higher-level) factors – leadership, culture, structure, networks and knowledge – and team-level (lower-level) factors – “innovation capability”, “team-level focus” and “team-level intensity” towards innovation. Understanding the top-down influence of higher-level factors on lower-level ones gives this study a cross-level and unidirectional nature.

A keyword-based approach was used to select “relevant” articles from major journals to collect evidences and develop a conceptual model. All factors in the conceptual model were chosen from the organizational- and the team-level literature. Theoretical background for each of the chosen “factors” has been presented under relevant headings.

First is the conceptualization of team-level mediators – intensity and focus – towards innovation. Second is the conceptualization of innovation capability as a team-level factor, characterized by two sub-dimensions: customer orientation and manifestation.

This conceptual paper does not contain any empirical data analysis. The authors have not considered individual-level factors like individual excellence, personalities, etc., which may impact team-level innovation. They are specifically looking at the top-down “unidirectional” cross-level impact of “higher-level” (organizational-level) factors on “lower-level” (team-level) factor, not the other way around.

Innovation-driven organizations can use this model to build long-term “innovation capabilities” by developing the right kind of “intensity” and “focus” of their R&D teams towards innovation. R&D teams can be encouraged to work closely with their “target” customers and manifest their innovation capabilities (to them) to ensure market success.

Top management can design organizational-level policies to improve their leadership, culture, structure, networks and knowledge to encourage better innovation. Future researchers who wish to study the “cross-level” influence of organizational-level factors on team-level innovation capability may find this paper useful.

This study’s original contributions include: first, the conceptualization of a multivariate “cross-level” model to understand team-level innovation capability. Second is proposing the mediating role of “team-level” factors like focus and intensity while building innovation capability. Third is conceptualizing innovation capability as a team-level construct, with sub-dimensions: customer orientation and manifestation.

The relationship between overall innovation and innovation capability, and performance has been a topic of several earlier studies. However, the effects of the aspects of innovation capability on performance of a firm have stayed unfamiliar. The purpose of this paper is to study the relationship between organizational innovation capability and firm performance. The study contributes to the current understanding by presenting the important aspects of organizational innovation capability that affect firm performance. The effects are studied to both financial and operational performance.

The approach of this study is quantitative. The data used to test the hypotheses were gathered from Finnish small- and medium-sized enterprises (SMEs) with a web-based questionnaire. The sample covered 2,400 SMEs employing 11-249 persons and having a revenue of two to 50 Meuro. The sample was randomly selected.

The findings showed that three aspects of innovation capability, namely ideation and organizing structures, participatory leadership culture, and know-how development, has some effect on different aspects of firm performance. Surprisingly, the aspects of innovation capability were found to be more influential to the financial performance than operational performance.

The paper contains suggestions for improving performance through developing innovation capability. The paper aims to support practice in two ways. First, organizations can identify aspects of innovation capability that affect operational and financial performance. In that way, organizations can benefit the results by applying these aspects in their everyday operations. Second, the results of the paper may help professionals to begin to understand that leveraging innovation capability may improve an organization's performance.

Previous research has often either concentrated on innovation capability as a one dimension without studying the relationship aspect by aspect or studying only the effects of one aspect of innovation capability. The results of the study take one step further by investigating the relationship of multiple aspects of innovation capability and firm performance.

The study aims to clarify the issue of whether measurement has a positive effect on different aspects of innovation capability. The study contributes to the current understanding in two ways; first by presenting the important aspects of organisational innovation capability, and second by showing the importance of measurement in promoting different aspects of innovation capability.

The study has been executed by conducting a web‐based survey in small‐ and medium‐sized enterprises (SMEs). A sample of 2,400 SMEs was randomly selected. A representative of management and employees in each company received an invitation to participate in the study. A total of 311 valid responses were received.

The study contains a comprehensive description of the impacts of measurement on different aspects of innovation capability in SMEs. According to the results, performance measurement has positive effects on issues related to innovation capability. The measurement of the aspects of innovation capability is rare in SMEs, although innovation capability and measurement are positively related. The study suggests that both academics and practitioners should focus on the development of new methods and practices for measuring issues related to innovation capability in order to develop innovation capability and further contribute to firm success.

The paper discusses the value of measurement in a context of innovation management.

This paper aims to investigate the influence of human resource management (HRM) practices on the level of innovativeness observed within the service sector of Ghana, taking into account the potential mediating role of innovation capability.

The research used a quantitative methodology to fulfill the study's objectives. A Web-based survey questionnaire was designed to gather data from a sample of 168 respondents, selected through a convenient sampling technique. The proposed model was tested using the Process Macro Model 4 by Hayes in SPSS version 26.

The study’s outcomes indicate that there is no statistically significant correlation between HRM practices and firm innovativeness. However, the mediating role of innovation capability was observed to fully account for the relationship between human HRM practices and firm innovativeness. Additionally, a positive and significant association was identified between HRM practices and innovation capability, as well as between innovation capability and firm innovativeness.

It is important to note that the findings are limited to the perspective of employees within the service sector of Ghana. Therefore, future research could explore the manufacturing and/or extraction industries in Ghana to obtain a more comprehensive understanding. Furthermore, a larger sample size could be considered in future studies.

To the best of the authors’ knowledge, this study presents a novel examination of the hypothesized model within the Ghanaian context, providing valuable insights into the relationship between HRM practices, innovation capability and firm innovativeness.

The purpose of this paper is to discuss whether performance measurement moderates the relationship between innovation capability and firm performance.

The study was conducted through a web-based survey in small- and medium-sized enterprises (SMEs). A total of 311 responses were received from a sample of 2,400 randomly selected SMEs.

Consistent with predictions, the link between innovation capability and firm performance is significant in the presence of performance measurement. Performance measurement can thus be used as a tool for improving the performance of SMEs through innovation capability.

Using the results of this study, practitioners can improve their innovation capability through performance measurement by taking better account of various aspects.

Previous research has studied the effects of performance measurement, but not in the area of innovation management. Previous research has also showed that measurement has positive effects on innovation capability. The present study goes one step further by investigating the impacts of measurement on the relationship of multiple aspects of innovation capability and firm performance.

This paper aims to examine the influence of intrinsic motives (self-efficacy, reputation and reciprocity) on online knowledge sharing behaviour. Additionally, this research investigates the moderating role of individual innovation capability and top management support.

The methodology adopted was a questionnaire survey of employees working in Vietnamese telecommunications companies. A total of 501 employees completed a self-administered anonymous survey using a cross-sectional design. Confirmatory factor analysis and ordinary least squared – based hierarchical regression was used to test the conceptual framework.

Self-efficacy, reputation and reciprocity significantly impact online knowledge sharing behaviour. Specifically, self-efficacy has an inverted U-shape association while reputation and reciprocity have a positively, returns-to-scale association with online knowledge sharing behaviour. Individual innovation capability moderates the effect on these associations as does top management support, but to a lesser extent.

Data were obtained at a single point in time and self-reported. Furthermore, this study was conducted in a specific industry in Vietnam, i.e. telecommunications, which limits the generalisability of the research.

Organisations need to create a favourable environment for online knowledge sharing to foster reciprocal relationships and interpersonal interactions of employees. Encouraging and rewarding employees to actively engage in knowledge exchange will help facilitate reciprocal online knowledge sharing behaviour.

This study contributes to knowledge-sharing behaviour by uncovering an inverted U-shape association and positively, returns-to-scale associations between intrinsic antecedents and online knowledge sharing behaviour. Additionally, individual innovation capability was an important moderator which has been overlooked in past research.