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The purpose of this paper is to explore whether innovation talent is predictive of business results. This question is important because companies exist to generate business results such as profitability and market expansion. To study this question, the authors conducted four phases of international research. They found that innovation talent is statistically predictive of business results. The Innovation Profiler (“the instrument”) is a web-based assessment tool based on the research. It was designed to detect the full array of specific innovation skills in individuals, skills that correlate with real-world business results.

The research presented in this paper follows four phases: a qualitative phase followed by two correlational studies; and finally, a validation research phase. The researchers wanted to answer the questions: “Is innovation talent predictive of business results?” “Which dimensions of innovation talent are most predictive of business results?” The research compares the attitudes, value and beliefs of innovators (both entrepreneurs and intrapreneurs) to the business results they achieved and compares innovators to the general population.

The research findings are that: innovation talent is highly correlated with positive business results. Innovators have significantly higher Innovation Profiler scores than the general population. Within the population of innovators, top scorers are associated with a larger number of positive business results than bottom scorers. Intrapreneurs, while sharing many characteristics with entrepreneurs, tend to score higher on innovation skills. The Innovation Profiler does not produce adverse selection bias with respect to gender or ethnicity.

Most psychographic instruments are normative, including the Innovation Profiler; they rely on scaled responses that measure the extent to which individuals consider statements to apply to them personally. Normative instruments are faked more easily than ipsative (forced choice) measures, which ask people to choose from two to four answer options that are usually perceived as equally desirable. However, it has also been argued that the relative standing of respondents (i.e. their relative scores) in the samples is relatively unaffected by normative instruments.

This study provides significant statistical support for the validity of the Innovation Profiler as a predictor of innovation talent and of business results from innovation. The authors hope that by identifying the innovation characteristics that correlate with business outcomes, the authors have contributed to the field. Companies can use this knowledge to accelerate their organizational transformation.

This research, and the Innovation Profiler based on it, enable companies to see and measure innovation talent for the first time. This talent is not held by the few and the privileged. In fact, women score as high as men and non-whites score slightly higher than whites. Innovation talent, as measured by the Innovation Profiler, can be an equalizer in the workforce. Finally, we hope that this paper helps companies attract more innovators into their workforce and to recognize and use more of their valuable skills.

To the authors’ knowledge, this is the first study to ask. “Can we predict the business results from innovation based on who is involved?” After extensive review of the literature, the authors have not found any other study asking this question. This study is also novel for: including intrapreneurs and entrepreneurs; and for including samples across the Americas, Europe, Asia and Africa. The study demonstrates a strong relationship between innovation talent and positive business results, with effect sizes that appear to exceed personality and other factors.

The purpose of this paper is to build a System Dynamics model to reveal the structure and dynamics of knowledge coupling affecting firms' innovation results in the digital context.

Drawing on the recombined view of innovation, this paper divides knowledge coupling into two dimensions: component knowledge coupling and architectural knowledge coupling. Then, the authors build a system dynamics model to identify the interaction of knowledge coupling factors and use the professional Vensim PLE to conduct simulation analysis to capture the dynamic interaction of motivation factors in knowledge coupling system.

The results show that both technology resources and digital dynamic capability play positive effects in the mechanism of knowledge coupling influencing firms' innovation results, while organizational inertia negatively affects the process of knowledge coupling to achieve innovation outcomes.

This study develops a holistic system dynamics model to reveal and elaborate on the complex dynamic mechanism of knowledge coupling impacting firms' innovation results in the context of digitization and provides a theoretical reference for companies to effectively adopt digital technology to carry out knowledge coupling strategy.

The creation of partnerships among companies, governments and universities can improve innovation and the technological development of institutions. As innovation is a multidimensional concept, more nuanced research is needed to identify, which dimensions of innovation firms should focus on them. This paper aims to investigate the influence of attitude to knowledge sharing (KS) factors, learning organization and creativity on the innovation in marketing biotechnology firms. So, the purpose of this paper is to examine the influence of learning organization, attitude to KS, creativity, information technology (IT) acceptance, KS culture and trust on the innovation by presenting a new framework and a model.

The structural equation modeling technique is used to examine the reliability and validity of the measurement of the provided model. Data were collected by questionnaires. A case study was carried out in 100 marketing biotechnology firms in the Tehran of Iran. In this paper, smart partial least squares 2.0 was used to evaluate the measurement.

The result showed that all hypotheses of this research are proved. Also, the results have shown that the attitude to KS, learning organization and creativity affect the innovation in marketing biotechnology firms. As an overall result, the managers should create an enhanced knowledge bank to increase and encourage the KS among employees, thus creating and enhancing innovation in organizations. Also, the results have shown that marketing shortages were mostly connected to access to human resources with related management and marketing experiences and were mainly felt by firms introducing discontinuous novelties.

The main limitation of this paper is that the sample was retrieved from 384 employees in 100 marketing biotechnology institutions. The larger number of samples can yield better results. Next, even though the respondents’ profiles indicated a high probability of them being cognizant of their organization’s efforts in inter-firm KS, learning, creativity and innovation with three or four respondent from each organization answering all questions for such complicated issues always poses the risk of measurement bias and inaccuracy. An ideal situation for future studies would be to pool and compare multiple respondents from the same organization to obtain a more comprehensive firm-level measurement. In addition, this study only surveyed and sampled biotech marketing companies in Iran. Therefore, the model should be examined using samples from other countries because the varieties of culture could have an impact on employee apprehensions. So, future researchers can test the measurement instrument in different countries and/or conduct large multi-national comparisons.

Successful marketing strategies depend very much on an organization’s ability to implement them. This paper provides an excellent study about the future of pharmaceutical KS and shows that innovation paths are linked with local and temporary occasions. Also, the results of this study provide valuable information in formulating marketing biotechnology programs. It is essential to study both economics and innovation for students and academics. The results also suggested that policies to increase economic research will also increase innovation. They could contain the consolidation of the legal framework and institutional resources for public organizations to protect intellectual properties. In general, for successful implementation of strategies an organization has to integrate KS, processes and IT.

The paper identifies the most critical factors in the innovation process of enterprizes in marketing biotechnology institutions. The implications derived from this study can shed new light upon policy-making both at the level of governance and in the management practice in Iran’s marketing biotechnology industry. Also, the paper increases understanding of the innovation process in Iran marketing biotechnology companies. This study contributes to innovating management research by offering a set of legal and dependable operational measures. These measures can help academics in theory analysis.

This is the first attempt examining the role of the learning organization, creativity and attitude to KS as a key contingency factor in innovation in Iran marketing biotechnology firms, an issue whose understanding is still developing in the literature. The paper adds to the body of knowledge by allowing better understanding the attitude toward KS and the influence of KS, learning and creativity on innovation. Previous studies did not investigate the KS in marketing biotechnology firms deeply, but, the present paper permits a more complete view on this topic. The guidelines are provided for the top directors to promote KS and innovation according to the research results. From a managerial point of view some critical elements, which are important for the success of KS and application of these elements for progressing institutional guidelines to develop KS, are considered. Theoretical foundations can be extracted from this study, and these foundations can be implemented to investigate connection in KS elements such as feasibilities processes and institution initiative abilities. So, the results could be suitable to managers when arranging an organization and shaping its culture to improve knowledge management.

The purpose of this paper is to identify and describe the influence of the knowledge base (KB) of the company on driving forces of innovation processes in knowledge-intensive services (KIS) and to compare the level of innovativeness of the final services.

The paper investigates through qualitative research 11 KIS organisations with different KB.

The research results identified and described the influence of the KB on driving forces of innovations processes and its results in companies with four newly identified KBs (analytical, synthetic, symbolic and compliance).

Further research, based on a larger number of companies, is needed to confirm the results of this research and to complement the effect of the KB on driving forces of innovation.

This research can help organisations understand how to develop strategic plans and new ideas for innovative services depending on the KB of the organisation.

The description of successful innovation processes and results in several leading companies presented in the study may help other companies in identifying knowledge-integration practices to improve performance and innovation processes that support multiplicity, productivity and creativity.

The study systemised the sources of new ideas for innovation in companies with different KB, several driving forces of innovation were identified and how these forces are affected by each KB; lastly, innovation results were compared in companies with different KB.

This study aims to verify the effectiveness and efficiency of corporate technology innovation activities.

This study empirically analyzes the effects of research and development (R&D) capability on patent and new product development achievements on innovation-type small- and medium-sized enterprises (SMEs) by using the “Report on Korean Innovation Survey 2010: Manufacturing Sector” data released by the Science and Technology Policy Institute.

The results of the study indicate that staffing of the concentration of R&D human resource team and efforts toward open innovation are essential factors for the creation of corporate performance.The number of persons of the concentration R&D team in particular makes up essential resources for patent acquisition and new product development. In addition, in case of an SME’s with relatively poor resources, it is necessary to acquire resources, both material and immaterial, learn from the external R&D activities and internalize those into key corporate capabilities rather than step up the R&D activities on their own.

The results of this study indicate that innovative small enterprises need to secure the number of R&D human resource members for maintaining sustainable competitiveness and securing market share. Therefore, a strategy is needed that would enable employing and raising excellent human resource in the quantitative and qualitative aspects. However, in the circumstances that small enterprises suffer difficulty in securing professional human resource for R&D compared to large enterprises, as there is a limitation for securing human resource for R&D from only the dimension of enterprises, governmental and political support is thought to be necessary for securing good-quality human resource for R&D. Accordingly, the results of this study provide many implications for the necessity of detailed methodology on how to expand professional human resource for R&D among supporting policies for technical innovative enterprises and to establish innovative strategies of enterprises.

Continued innovation of products, services, technology and the organization itself, is one way to keep a business on its feet during these turbulent times. The importance of innovation – the process during which leap‐changes are effected – is generally recognized. However, in practice, the successful conclusion of a total innovation project is by no means matter‐of‐course. Many innovations end in failure. Research in the USA raises the questions of how successful Dutch companies and their managers are in terms of innovation. How many innovation projects succeed, how many fail? This study searches for an answer to this question. The logical next question then is, what are the differences between innovation projects that succeed and those that fail? In short, what are the factors that lead to success, and which factors lead to failure in the projects examined?

The purpose of this paper is to analyse the effects of implementing a standardised innovation management system (SIMS) in accordance with the Spanish UNE 166.000 standard on technological and administrative innovations and company performance.

Structural equation modelling was used to test the research hypotheses with a sample of 200 manufacturing companies.

The results obtained show that implementing the SIMS promotes all types of innovations and their results. In addition, a positive relationship is found between administrative and technological innovation.

The results of this paper show the importance of innovation management systems for the effective development of innovation processes. Despite the limitations that may arise from differences between the measurements and actual implementation, the application of a system of standard-based innovation management encourages the development of different types of innovation.

The research validates the use of standardisation for the development of innovation as a useful tool for the management of innovation in the company. The UNE 166.000 standard provides a guide for those companies that intend to develop more effectively administrative and technological innovations.

This is the first known paper testing the implications of UNE 166.000 SIMS on both organisational innovation and performance in a sample of companies.

This study examines the effects of both technological and non-technological innovations on the overall performance of Indian manufacturing firms, and identifies the mediation and synergy effects in the relationship between innovation and performance.

The study applies the partial least squares structural equation modelling (PLS-SEM) technique using Smart PLS3 on a combined data set from the World Bank Enterprise Survey and the follow-up Innovation Survey for India in 2014. Different newly developed statistical tests [PLS predict, importance performance map analysis (IPMA), multi-group analysis (MGA) and confirmatory tetrad analysis PLS (CTA-PLS)] have been used to check the robustness of the empirical results.

The results of the study suggest that technological innovations (product and process innovation) significantly affect a firm's overall performance, and that innovation strategy significantly mediates the effects, whereas the effects of non-technological innovations (marketing and organisational innovation) on a firm's performance are fully mediated by innovative performance. IPMA results suggest that technological innovations and their respective strategies are very important in improving a firm's performance, whereas non-technological innovations have great importance for increasing the innovative performance of the firms. The MGA results suggest that there are several distinctions in the path relationship and mediation effect among a firm's segment based on technology intensity and firm size. The study results do not find that innovation types have significant synergy effects on a firm's performance.

The study results suggest that managers should focus on technological innovations, along with their respective strategies to improve the overall performance of a firm, whereas non-technological innovations should be given priority for increasing the firm's innovative performance. Moreover, while making policy regarding innovation the people concerned should bear in mind which segment of the firms they are dealing with, as the effects differ across a firm's technology-intensity and size.

The purpose of this paper is to analyze the innovation strategies of the sugar–energy industry in Central-Southern Brazil with regard to its resource structure and results.

The data were collected through a questionnaire covering the three-year period from 2015 through 2017. The results were extracted based on a combination of factor analysis and multiple regression analysis.

The innovation strategies of Brazilian sugar–energy companies are characterized as defensive and imitative based on the resources dedicated to innovation and the implementation of innovation with respect to products, processes, eco-innovation and cost reductions.

The sample is representative, but it does not cover all companies in the Brazilian sugar–energy industry. The data were acquired using a survey, and the results could not be compared to the financial results of the companies.

Sugar–energy companies need to define their innovation strategies, as these strategies lead to different results that can be achieved only through the management of resources dedicated to the generation and implementation of innovations. Managers and analysts need to know the profile of these innovation strategies to evaluate the effectiveness of the results based on the resources that were invested.

This study presents an exploratory model that identified two factors related to innovation efforts and three results. It is possible to define the innovation strategies of companies in the Brazilian sugar–energy industry, which is one of the most competitive in Brazil.

The purpose of the study has been to fill the gap detected in the literature and to analyze whether the application of management of R&D in accordance with UNE 166002:2021 allows companies to obtain higher product innovation and better performance, specifically incremental and radical product innovations.

The population used in this study included Spanish manufacturing organizations that were active, had more than 50 employees according to the SABI. The information was collected through a structured questionnaire previously tested using a company specializing in the sector under the supervision of the authors. A total of 1,154 companies were randomly contacted in order to reach an acceptable number of 225 valid questionnaires. The data analysis has been carried out with structural equation methodology.

The results obtained with a sample of 225 companies show that the application of this standard for innovation management promotes the development of new products with incremental and radical changes, and improves business performance. It has also been found that incremental and radical product innovations mediate the relationship between this standard and performance.

Firstly, the survey is only addressed to the company's operations manager. Secondly, the sample used is cross-sectional, whereas innovation management implies a broad implementation process.

Managers must know that radical and incremental product innovation can improve the company's operational performance. And the most direct implication of this work is that, those companies that are committed to the development of innovations should seriously consider the application of the principles incorporated in Standard 166,002, as an instrument that improves the results of innovation in the organization. Since this SIMS promotes both types of innovations, it improves results directly and indirectly through these product innovations.

The existing literature indicates that no empirical study has focused on the benefits of this SIMSs for innovation and BP. This paper fills this gap detected in the literature and analyzes the results of the implementation of this standard on incremental and radical product innovations and business performance.