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The purpose of this paper is to evaluate doctoral candidates’ innovative ability tendency.

This study uses the theory of gray target contribution to analyze the influence degree of doctoral candidates’ individual personality factor toward their innovative ability and calculate gray impact quantitative values.

Based on the theory of contribution degree of gray target, a nine-factor model of innovative personality of doctoral candidates is built. IP=f (B, H, G, Q1, Q2, A, I, F, O), (therein: B – intelligence, H – social boldness, G – perseverance, Q1 – experimental, Q2 – independence, A – gregariousness, I – sensibility, F – excitability, O – anxiety).

This study based on gray target contribution theory builds nine-factor doctoral candidates’ innovative personality model to test the innovative ability tendency of doctoral candidates, which makes cultivating units, mentors and doctoral candidates to know their innovative ability tendency well, perfecting their own knowledge structure in time, effectively improving their innovative ability. The system can also be applied to the work of doctoral candidates as a reference tool to evaluate the innovative ability of applicants.

This study quantitatively evaluates the influence of doctoral candidates’ personality index on the tendency of doctoral candidates’ innovative ability.

There is a need to understand the role of innovative literacy in intellectual capital literature. This study aims to develop the innovative literacy scale, starting from the framework of innovative literacy, which is not prominent in the literature. Accordingly, this study develops and validates an innovative literacy scale.

A quantitative research methodology was used for this study, whereby a unipolar 5-point Likert scale self-report questionnaire was designed. Scale development analyses were performed in three steps: (1) The first item pool was created by literature review; (2) preliminary quantitative testing of the reliability and validity of the items, including confirmatory factor analyses (CFA), was performed; and (3) final scale validation through a discriminant and validity test was done using descriptive factor analyses (DFA) and structural equation modelling (SEM).

For the developed scale, the sample size was 220 in the first stage, 440 in the second stage, and 457 in the third stage. The validity and reliability analyses of the results were completed using Statistical Package for the Social Sciences (SPSS) and Analysis of Moment Structures (AMOS) programs. After the preliminary stages, the validity and reliability tests of the scale were carried out, and 17 items (in 4 dimensions) of the innovative literacy scale were finally developed.

This research fills a conceptual gap in the literature. However, since this concept is evaluated using the human, customer and structural components of intellectual capital, future researchers may examine this concept together with other features of intellectual capital and with larger samples.

The article contributes to understanding innovation by developing a scale to evaluate InnoLiteracy, which may be an essential factor influencing innovative literate behaviours. The perceived multi-dimensional scale of InnoLiteracy will be beneficial for academicians and human resources professionals. Although there are studies in the related literature on the importance of the concept of innovative literacy, a scale from the perspectives of intellectual capital and sustainable innovation will be unique since there is no tool for its measurement yet. The findings of the InnoLiteracy research are meaningful, and the scale has the potential to meet the needs of researchers, schools, government agencies and businesses.

This study aims to explore the influence mechanism of inclusive leadership on employees' innovative behavior, in order to provide useful inspiration for leaders and enterprises to develop.

This study constructs a moderated mediation model based on the valid questionnaire data of 211 employees in service in enterprises and used SPSS23.0 and AMOS24.0 analysis software to analyze the data and test the theoretical hypotheses, and explore the influence mechanism of inclusive leadership on employees' innovative behavior.

The empirical findings show that inclusive leadership has a significant positive impact on employees' innovative behavior; organizational harmony plays a mediating role in the relationship between inclusive leadership and employees' innovative behavior; and innovation self-efficacy plays a positive moderating role between organizational harmony and employees' innovative behavior. Therefore, inclusive leadership can create a harmonious organizational climate and further improve employees' innovative behavior under the influence of employees' creative self-efficacy, which can promote innovative behavior and sustainable development of enterprises.

The authors put two variables, organizational harmony and employees' innovation self-efficacy, into the same model for correlation tests for the first time, and introduced into the mechanism of inclusive leadership's influence on employees' innovation behavior, which broadened people's understanding of organizational harmony and innovation self-efficacy and broadened the ideas for the subsequent research about the relationship between them.

This paper aims to examine the role of organizational innovative capabilities (OIC) on the relationship between knowledge sharing (KS), corporate entrepreneurship (CE) and firm performance (FP). Specifically, this study uses the knowledge-based view to develop a model that examines the mentioned relationship.

Using survey data from 520 participants across 75 service sector companies in Thailand, measurement and structure models are tested through structural equation modeling to quantify the impact between constructs.

This study shows that KS and CE positively affect OIC and FP. A positive relationship is also found between KS and CE. The mediating impact of OIC strengthens the relationship between KS and CE on FP.

Like all research using survey methods, the research is prone to respondent biases and generalizability. However, this paper has put the best effort to minimize such effects by rigorous methodological testing to avoid such biases.

The findings of this study suggest that to improve organizational learning and knowledge-based performance, commitment and understanding of the employees in the entire organization is crucial. KS significantly contributes to developing innovative abilities because of its characteristics of providing firm-specific and socially complex advantages. The way a firm transforms and exploits its knowledge may ascertain its level of innovativeness, such as coming up with certain problem-solving procedures and new product development according to the rapid change in the market demand. However, organizations may only instigate to effectively organize knowledge when their employees are ready to share knowledge. Continuous KS boosts entrepreneurial practices and contributes innovativeness across individuals, groups, units or the entire organization.

The relationship between CE, organization innovative capabilities and FP in the presence of KS is rarely discussed in both theoretical and empirical literature. This study contributes to the literature by arguing that apart from the direct impact of KS on FP, KS can lead the firms toward generating important competitive advantage by forming innovative capabilities that can significantly influence FP.

This paper aims to present a systematic review of the literature concerning major aspects of innovation performance and compare the research hotspots of innovation performance in the twenty-first century with three primary purposes: first, to view the trend of Chinese and English literature on innovation performance research; second, to summarize the research streams in innovation performance; and third, to predict possible directions for future innovation performance research.

The authors first introduce a framework of innovation performance research developments. Then they construct a representative data set of bibliographic records, obtaining 1,768 articles in the SSCI citation index database and 1,431 articles in the CSSCI database. The authors then make a comparative analysis from two aspects: research themes and development of academic communities. The research objects are keywords and references so that co-word and co-cited reference networks are established. Finally, the authors combine the direction of research streams about “innovation performance” to summarize 28 questions in three research fields that can be studied in the future.

The momentum of the literature in English on innovation performance is increasing, whereas the Chinese literature has declined in recent years. The direction of research streams in Chinese and English literature is the same: they are the “innovation system/elements” research stream, the “innovation activity/ability” research stream and the “innovation network/social capital” research stream. Although the directions are the same, the specific contents of the research are different. The direction of future development of innovation performance research can be undertaken in three aspects: follow research into expanding hot topics, mine the research of typical academic circles and develop research into exploring more fields. Combined with the direction of research streams, 28 questions in three research fields are summarized.

Based on the background of “mass entrepreneurship and innovation” in China, the research on enterprise “innovation performance” is becoming more and more important. The findings help us summarize the research streams related to innovation performance research, better understand the themes that point to directions for future development of innovation performance research and summarize 28 questions.

The purpose of the paper is to explore the antecedents of employability from the employer’s perspective to provide sustainable employment and to develop a measurement scale.

In the study, the survey-based approach has been adopted. The authors developed an instrument following extensive literature review and further pre-tested the instrument with experts drawn from the academics. The data collection was monitored following Dillman’s (2007) total design test method. Finally, 114 usable responses were collected. The data were further tested for normal assumptions. Orthogonal and parsimonious constructs were derived following exploratory factor analysis, and the construct validity was checked using confirmatory factor analysis.

The following antecedents of employability were obtained: innovative skills and innovative abilities along with the knowledge, innovative abilities, personality factors, career-building traits, emotional intelligence and efficacy beliefs.

The authors observed that the present study like other survey-based research has its own limitations. Currently, cross-sectional data were used, which inherit some serious limitations like endogeneity and common method bias. However, utmost care was taken to minimize the effects of endogeneity and common method bias using some suggested measures in the existing literature.

The findings and conclusions are expected to aid students, academicians and practitioners in developing an understanding of employability. Moreover, these antecedents can be developed in graduates along with their higher education as per the requirements of the industry.

This paper is an attempt to develop a scale for measurement of employability in the education sector.

This study examines the relationship between knowledge-sharing activities of the firm and its innovation capability. It also investigates the moderating impact of the firms' absorptive capacity on the relationship between knowledge sharing and firm innovation capability from the cross-subsidiary perspective in the international market environment.

This study reviewed the literature from the areas of knowledge management, international market and innovation management. Through the literature review, absorptive capacity theory and dynamic capability view (DCV) theory, a conceptual model has been developed. This model has been validated using partial least squares structural equation modeling (PLS-SEM) technique with 612 respondents from 16 multinational firms from different countries.

The study finds that knowledge-sharing activities across subsidiaries of multinational firms are important for product and process innovation. Firms’ absorptive capacity also impacts the relationship between firms' knowledge-sharing activities and their different dynamic capabilities, such as sensing, seizing and transforming. The study also finds that firms' innovation capability positively impacts their competitiveness.

This study provides valuable inputs to the management of multinational firms to recognize the importance of knowledge-sharing activities across their different subsidiaries in the international marketing knowledge management (MKM) context.

The study adds to the literature on knowledge management, international market and firms' innovation capability. As the study examines the knowledge-sharing activities across different subsidiaries of multinational firms, especially in the context of process and product innovation, it is considered unique. The study also provides a unique validated model.

With the development of regional economy, innovation network plays an increasingly prominent role in reducing regional innovation cost and enabling information, knowledge and capital flow and diffusion. Building an efficient innovation network has become a feasible way to improve regional innovation capabilities and performance. Thus, under the background of Chinese special triple helix structure, the specific mechanism of innovation network characteristics on regional innovation performance is still an issue that needs to be studied urgently.

This study conducts a multi-level regression analysis regional innovation panel data of China from the past four years to explore how the three dimensions of innovation network characteristics (i.e. network density, openness and strength) affect regional innovation performance.

The results show that there is an inverted-U relationship exists between network density and regional innovation performance. The network openness and regional innovation performance show a significantly positive relationship and a U-shaped relationship exists between network strength and regional innovation performance.

First, this study examines the relationship between network density, openness, strength and innovation ability in the network variable structure. However, this study does not analyze how absorptive capacity impacts the network structure and innovation performance of regional innovators. Second, innovation network intensity largely varies according to different types of enterprises or industries. Therefore, future studies can attempt to analyze the relationship between innovation network and innovation performance on the basis of the industry or the enterprise itself. Fourth, this study does not consider the change in the influence of innovation network structure on innovation ability.

The results of this study provide insights for the formulation of the regional innovation policy. First, enterprises must maintain good contact with research institutes, universities and technology intermediaries and promote resource, information and money flow between networks through formal and informal interactions. Enterprises can currently only interact with a limited number of innovative subjects due to their limited resources. Therefore, we should continue implementing the open policy of foreign capital utilization and absorb the technology, knowledge, management, ideas, talent and other resource advantages in the world. The investment environment in the central and western regions should be improved as soon as possible to guide foreign direct investments to the middle and the west part of China, thereby promoting the coordinated development of regional innovation ability and economy.

In 2015, the Chinese Government proposed “public entrepreneurship and innovation,” including technological, institutional, management and mode innovations. This study suggests that innovation subjects in the region should establish an interactive and dynamic innovation network among innovators.

The innovation of this study lies in the analysis of the characteristics of innovation network that significantly affect regional innovation performance, the exploration of different stages of innovation network construction path and provide theoretical guidance for the construction of innovation network.

Knowledge sharing in a master-apprentice pattern is the process of transferring tacit knowledge from masters to apprentices. In addition, 90 per cent of knowledge required for organizational innovation is tacit knowledge in the master-apprentice pattern. The purpose of this paper is to analyze the evolution of knowledge sharing in master-apprentice pattern and explore the consequences of how to improve the knowledge sharing in the master-apprentice pattern.

This paper uses asymmetric evolutionary game theory to study the evolutionary track of knowledge sharing in master-apprentice pattern of innovative organizations by analyzing the utility of masters and apprentices during the process of knowledge sharing in master-apprentice pattern of the innovative organization.

The results reveal that when the masters obtained utility from sharing knowledge is greater than that from hoarding knowledge, and the apprentices obtained utility from studying hard is greater than the costs, the innovative organization can get the largest utility from the knowledge sharing in the mater-apprentice pattern.

The limitation of the research is that this paper mainly studies knowledge sharing among individuals and does not research knowledge sharing between individuals and organizations.

This research has extended the understanding of knowledge sharing in master-apprentice and its evolution path. Also, the obtained findings are conducive to promoting knowledge sharing in master-apprentice and improving human resource management in innovative organizations.

This paper attempts to construct the evolution path of knowledge sharing in master-apprentice pattern, which is a useful exploration of the dynamics of knowledge sharing in master-apprentice pattern and makes up for the shortcomings of the existing research.

The purpose of this paper is to explore the black box between high-performance work systems (HPWS) and innovation performance in small- and medium-sized enterprises (SMEs). Through application of the ability, motivation and opportunity (AMO) framework, the study examines the mediating roles of innovation-specific ability, motivation and voice behaviors between HPWS and SMEs’ innovation performance.

The hypotheses are tested on data collected through a self-administered questionnaire from 237 SMEs in Pakistan.

Findings indicate that human capital, motivation and employee voice fully mediate the relationship between HPWS and innovation performance in SMEs.

The cross-sectional research design and self-reported measures warrant caution for the interpretation of findings. Future research may consider a longitudinal research design and objective measures.

SMEs need to invest in the adoption and implementation of HPWS that will develop innovation-specific abilities, motivation and voice behaviors simultaneously among employees that will lead to higher innovation performance.

This is the first study of its kind utilizing an AMO framework to investigate the underlying mechanism through which HPWS affect innovation performance in SMEs.