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In this paper, we examine the roles of innovation experts in organizations as part of a new and evolving field of knowledge. In our examination, we integrate two fields of study: the rise of new experts in organizations and the development of role identity. Our main goal is to map the epistemological processes these new experts go through coupled with their perceived identity, roles, and duties. Based on interviews with 33 innovation experts in profit and nonprofit organizations, we analyze the role expectations, the complexities associated with this role, and the unfolding identity processes. The analysis is based on three analytical lenses for understanding the identity processes of innovation experts in organizations: “becoming,” “doing,” and “relating.” Our findings are that identity work is needed to facilitate adaptation and reduce ambiguity in the work of innovation experts.

The growing recognition of the role of teacher innovative behavior in educational improvement has led to more systematic assessment of teacher-driven innovations, usually through expert panels. Innovative peer-teachers may be more closely aligned with the correlates of teacher innovative behavior than experts, and hence their participation in such panels might make the process more robust. Hence, the authors ask, “Do expert and peer assessments relate to individual-related correlates of innovative teacher behavior differently?”

Innovations of 347 teachers in India were assessed by an expert panel and a peer-teacher panel using the consensual technique of rating innovations. Structural equation modeling was used to study the relationships of the ratings with the innovative teachers' self-reported creative self-efficacy, intrinsic motivation, learning orientation and proactive personality.

Expert ratings were significantly related to creative self-efficacy beliefs (β = 0.53, p < 0.05), whereas peer ratings were not. Peer ratings were significantly related to learning orientation (β = 0.19, p < 0.05), whereas expert ratings were not. Also, expert ratings were found to be indirectly associated with teachers' proactive personality and intrinsic motivation via creative self-efficacy beliefs; peer ratings were not associated with proactive personality.

The paper, through a robust methodology that relates expert and peer assessments with individual-related correlates of innovative behavior, makes a case for educational innovation managers to consider mixed panels of experts and innovative teacher-peers to make the assessment process more robust.

The purpose of this paper is to analyze simultaneously two moderator effects on a model of relationships between external human resource (HR) flexibility and innovation in a large sample of manufacturing firms.

The study sample consisted of 1,864 Spanish industrial firms in 2012 compiled from a large set of statements from the Survey of Business Strategies questionnaire. Logit and linear regressions tested the moderator effects of inter-organizational technology cooperation and environmental (market) dynamism in the relationship between external HR flexibility and innovation performance. To control for multicollinearity the Lance’s residual centering technique was used.

Process innovations seemed to be dependent on industry while innovative firms have developed a greater flexibility than non-innovative firms. Some moderator effects were found regarding inter-organizational cooperation while the market dynamism was negatively related to the measures of innovation with absence of moderator effects.

Future studies should integrate more moderator effects that may influence the relationship between external HR flexibility and the firm’s innovation performance. The results regarding the influences of external flexibility on innovation have to be differentiated as inter-organizational technological cooperation compensated the influence of external workplace flexibility on innovation.

Managers should use a right mix of external flexibility measures according to the inter-organizational cooperation but regardless the level of environmental dynamism.

This paper is original in the sense that it studies the relationship between external HR flexibility and innovation with the simultaneous moderator effect of inter-organizational technology cooperation and market dynamism. The value of the paper lies in the discussion of interrelated moderator effects in order to propose adequate strategies to develop external HR flexibility.

The purpose of this paper is to identify which innovation implementation strategies have the highest success potential, and which factors affect the adoption of fruit‐related innovations by consumers. The authors focus on consumer‐driven and responsive fruit supply chains.

The authors propose a new conceptual framework that links fruit consumption to innovation implementation strategies. A total of 36 experts in four panels organised, respectively, in Spain, Poland, Greece, and The Netherlands evaluated the elements of the proposed framework.

“Market orientation” and “continuous learning and knowledge acquisition” surfaced as the innovation implementation strategies with the highest success potential. However, the optimal mix of strategies depends on the particular innovation as well as the geographic and cultural characteristics of the targeted consumer population. Furthermore, improving technological competence is the single most important factor affecting fruit innovation adoption.

The reported results are derived from four small groups of purposefully chosen experts and supply chain stakeholders. Nevertheless, they provide new insights useful to policy makers, consumers, and entrepreneurs.

In designing innovations, fruit chain actors should first and foremost consider the price premium consumers will have to pay. Furthermore, for some innovations geographic or cultural characteristics become very important. Therefore, fruit supply chains should design their innovation implementation strategies accordingly.

By adopting efficiently designed innovation implementation strategies, consumer‐driven fruit supply chains will convince consumers to eat more fruit. Thus, given the critical contribution of fruit consumption to human health, an important social goal is achieved.

While the literature on innovation is enormous, very little has been published on innovation implementation strategies adopted by consumer‐driven and responsive fruit chains. The significance of addressing the previously mentioned issues stems from the need to increase fruit consumption in Europe, which lags behind the levels suggested by physicians and nutrition scientists. Fruit‐related innovations are a useful means to achieving this goal.

This study aims to examine, which dynamic capabilities (DC) are used by companies from post-socialist emerging markets (PSEM) during their internationalization.

The paper uses a DC perspective together with the new internalization theory to examine the internationalization of companies from PSEM. It uses qualitative data from the interviews with 7 PSEM experts and the 16 cases of the multinational companies from PSEM.

PSEM companies develop particular DC while expanding abroad whereby innovation capability helps them internationalize beyond neighboring countries and overcome the stigma of being less competitive than advanced economies. Adaptability is the DC that helps private companies, which differ from state-owned PSEM firms, overcome the uncertainties of the changing environment. Innovation capability and absorptive capability help PSEM firms surmount their geographical position. Alliancing activity is the DC that is used at the initial stages of internationalization to boost technological development.

The study contributes to the body of knowledge on the internationalization of companies from transition economies and sheds light on the nature of DC for the successful international expansion of PSEM firms. It attempts to address the lack of empirical studies on DC. Methodological value is in the combination of case studies’ analysis and interviews with experts, which adds novelty to the studied subject.

The purpose of this study is to identify the essential elements required for innovation in the construction industry. To this end, the authors assessed the innovation at three levels: the firm growth account level, the firm behaviour level and the level of the firm’s experts. The factors influencing innovation at each level were identified and synthesised into guiding strategies for innovation.

Three methods were combined to develop a mode of thinking for innovation. First, at the semi-macro level, the authors identified the factors that influence the total factor productivity (TFP) by regressing the TFP across firms of the construction industry on a variety of extrinsic factors. Second, at the firm level, the authors extracted actual innovative firms from a large amount of public procurement individual data. The authors analysed the behaviours of these innovative firms. Third, the authors conducted a survey of expert-level personnel. In addition, a text analysis was performed to determine what was perceived by experts as a factor that leads to innovation.

The authors analysed the TFP, the behaviour of innovative firms and the perception issues between industry experts and stakeholders regarding innovation. As a result, two factors were identified. The first factor was the expectation of a positive solution to the problem through monopoly profits, future benefits and increased efficiency. The second factor was peer pressure from other organisations of a similar nature, peer pressure from users and technical information, as well as competitive conditions, e.g. recent environmental growth, including relevant innovations.

In the context of innovation, static and dynamic thinking were important requirements. Static concepts were based on the accumulation of knowledge, such as patents and technological progress. Dynamic thinking involved a future outlook, including a competitive environment as a necessary condition. Actual technological innovation was driven by incentives and expectations.

According to the results of this study, the authors make the following recommendations for enhancing the construction-industry innovation in Japan: do not rely on a patent policy to drive innovation, create an environment that encourages competition and develop an ongoing initiative that encourages and rewards innovation.

This study was novel, in that the nature of innovation was investigated at three levels: the TFP, firm behaviour and expert perceptions. The identification and extraction of the two resulting points – statically necessary and dynamically necessary elements – was a significant contribution of the study.

Although virtual worlds, such as the Metaverse, can disrupt the hospitality sector, few empirical investigations have critically evaluated the scope and scale of this disruption from an industry perspective. This study aims to rectify this knowledge gap by exploring the opportunities and challenges of the Metaverse as seen by hospitality professionals.

This is a Delphi study conducted with UK-based senior hospitality industry practitioners experienced in designing and implementing digital innovations within their organisations.

The Metaverse is most likely to be adopted by hospitality organisations willing and able to take risks, such as large and/or chain-affiliated enterprises. The Metaverse will not replace traditional hospitality services but supplement and enhance them with new layers of service. The main applications are in the context of events and experiences. The Metaverse will also provide the “try before you buy” option, revealing the opportunities to design digital twins of physical businesses. Young and technology-savvy individuals are most likely to first adopt the Metaverse. The key challenges of the adoption are attributed to the technological unpreparedness of hospitality organisations; market immaturity; inflated customer expectations; a skills gap among hospitality employees; and regulatory issues. These challenges require the engagement of various stakeholders to create an operational and monitoring framework for hospitality organisations to embrace the Metaverse.

This study highlights how the Metaverse can disrupt the hospitality industry at the level of strategic planning and business operations.

To the best of the authors’ knowledge, this is one of the first empirical investigations of the potential of the Metaverse from the viewpoint of hospitality industry practitioners.

The purpose of this paper is to identify and screen continuous innovation capability enablers (CICEs) in Indonesia’s manufacturing sectors, develop a relationship among these enablers and determine their driving power and dependence power in the sector.

The initial CICEs identification process is based on a literature review, while a fuzzy Delphi method (FDM) was used for the screening process of CICEs. Total interpretive structural modelling (TISM) was used to develop contextual relationships among various CICEs. The results of the TISM are used as an input for the matrix of cross-impact multiplications applied to classification (MICMAC) to classify the driving power and dependence powers of the CICEs.

This paper selected 16 CICEs classified in seven dimensions. TISM results and MICMAC analysis show that leadership, as well as climate and culture, are enablers with the highest driving power and lowest dependence powers; followed by information technology. The results of this study indicate that efforts to continuously develop innovation capabilities in the Indonesian manufacturing industries are strongly influenced by their leadership capability, climate and culture, also information technology-related capability.

The framework assessed in this study provides business managers and policymakers to obtain a bigger picture in developing policies with evidence-based strategy and priority in regard to continuous innovation capability.

The results will be useful for business managers and policymakers to understand the relationship between CICEs and identify key CICEs in Indonesia’s manufacturing sectors, which were previously non-existent.

Information and communications technology (ICT) is the driving force and key enabler of a knowledge economy. The purpose of this study is to identify the critical ICT indicators that foster the development of the knowledge economy and its main pillars (education, innovation and economic and institutional regimes) in Oman.

The study used a qualitative approach and conducted four Delphi studies on four groups of experts (ICT experts, educators, innovation experts and economists) in Oman.

The results indicated that the most commonly top-listed ICT indicators of a boost in the country’s knowledge economy are related to the national level (total research and development expenditure on ICT, ICT patents as a percentage of national total and ICT as an overall priority for the government), firm level (the proportion of businesses using the internet, the proportion of businesses using computers and the proportion of businesses with a Web presence), and inhabitant level (mobile phone subscribers per 100 inhabitants, internet subscribers per 100 inhabitants and personal computers per 100 inhabitants).

ICT is the driving pillar of a knowledge economy. The literature indicated that most of the ICTs for development studies are conducted in developed countries; hence, there is a great need for investigations in the context of less developed economies such as Oman. This study can provide insights for the country on how to develop and exploit ICT to boost the development of the overall knowledge economy and its pillars and to provide guidance for exploiting ICT to gain economic value. Oman’s vision for 2020 and 2040 aims at economic diversification; the knowledge economy is a critical aspect of the country’s economic diversification. In addition, the literature indicated that the relationship between ICT and development is still not clear; hence, this study provided some insights into the context of knowledge economy development.

The purpose of this study is to explore the diffusion of digital innovation for talent management in Italian learning organizations.

It has been implemented a qualitative methodology to collect data, interviewing 16 experts; a mix method analysis was applied to explore thematic categories and to analyze co-occurrences by a quantitative approach analysis using T-Lab software.

There are some relevant points to underline: digital technologies are meant as a support to human resource management (HRM), and there is often the reference to digital gamification or gamified processes implemented for talent management procedures. Learning is a central element both for employees’ point of view and for HR specialists who feel the need for a major and more specific training on digital technologies.

The limited size and composition of the sample put restrictions on the generalizability of results. The explorative nature of the study provides an in-depth consideration of digital innovation in learning organization, representing a first starting point for future quantitative investigations. From a practical point of view, this study emphasizes a learning organization culture as an essential attitude set to attract, select and retain top talents.

From a practical point of view, this study emphasizes a learning organization culture as an essential attitude set to attract, select and retain top talents.

Giving space and voice to HR and information and communication technologies experts has provided insights regarding the digitalization process in HRM in Italy, in particular, digital learning has been told as a necessary element for the competitiveness of the workforce.