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12 - Psychological aspects of innovation
- Ewa Okoń-Horodyńska, Jagiellonian University, Krakow, Anna Zachorowska-Mazurkiewicz, Jagiellonian University, Krakow
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- Book:
- Statistical Profiles of Women's and Men's Status in the Economy, Science and Society
- Published by:
- Jagiellonian University Press
- Published online:
- 12 January 2018
- Print publication:
- 01 January 2016, pp 215-230
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Summary
Abstract
The purpose of this study is to analyse the most important psychological factors that impact on the innovation process. In psychology, the determinants of innovation are usually considered at three levels: individual, group/team and organization. When it comes to individual factors, research indicates that the variables associated with innovation are to some extent intelligence, personality traits such as openness to experience, low agreeableness and conscientiousness, and intrinsic motivation. The factors discussed at team level are group norms underlying the organizational climate and the composition of the team, with a focus on group roles. At the organizational level, the main role in the innovation process is played by the appropriate leadership and organizational factors such as autonomy, and the level of workload. This very brief overview will only serve to familiarize readers without any knowledge of psychology with the complexity of the issues facing innovation in this field.
Key words: psychology, innovation process, individual, group, organization
Introduction
Innovation is a concept most often dealt with in the field of economics and the economy, usually considered a technological phenomenon, although the latest definitions also take social innovation into account. Nevertheless, the human factor and the role of psychology in this area are often marginalized or even ignored (Kożusznik, 2010). And yet the person plays a key role in the innovation process – s/he is the author of the concept, which s/he after several stages ultimately puts into effect, but also the person is often a major barrier and obstacle to the creation and implementation of innovative ideas. Therefore, the study of innovation, and the search for the factors determining it, as well as affecting it inhibitorally must be interdisciplinary and take psychological factors into account.
Innovation issues in psychology are often considered at three levels: (i) the individual and individual resources, such as defined personality traits and cognitive abilities; (ii) the group, especially in terms of its structure, composition, standards and atmosphere; and (iii) the organization, where special emphasis is placed on the working environment, the climate and organizational culture, and leadership (e.g. Kożusznik, 2010; Trompenaars, 2010; Patterson et al., 2009). In addition, job-level factors are discussed which relate to the contextual characteristics of the everyday work (job structure, tasks and resources) and their influence on employee motivation and innovative behaviours (Parzefall et al., 2008).
1 - Gender as a category of analysis in the social sciences
- Ewa Okoń-Horodyńska, Jagiellonian University, Krakow, Anna Zachorowska-Mazurkiewicz, Jagiellonian University, Krakow
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- Book:
- Statistical Profiles of Women's and Men's Status in the Economy, Science and Society
- Published by:
- Jagiellonian University Press
- Published online:
- 12 January 2018
- Print publication:
- 01 January 2016, pp 15-28
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Summary
Abstract
Gender is a broader category than the simple distinction between the sexes – it shows the relationship and the influence of social institutions on perceptions and the development through socialization of femininity and masculinity. The term gender is not clearly understood, making it necessary to accurately define the category that will be used in the studies carried out in the framework of the ‘Innovative Gender’ as a New Source of Progress project. The purpose of this chapter is to develop a definition of gender which can become the basis of the concept of innovative gender. To this end, we show the origins of the concept of gender as established in psychology. Then, considerations are transferred to the social sciences, which introduces a new aspect, namely the concepts of gender are shifted to the level of social relations from the previously studied level of the individual. In the social sciences, economics is highlighted, and the opportunities that the introduction to this science of the analysis of gender are opening up.
Key words: gender, psychology, social sciences, economics
Introduction
The term “gender” is not clearly understood, both in society and scientific considerations it appears with numerous interpretations. Gender can be translated as the differentiation between women and men, as the social relations established in the differences between the sexes, or as a set of specific characteristics attributed to individuals. This ambiguity makes it necessary to accurately define the category that will be used in the studies carried out in the framework of the ‘Innovative Gender’ as a New Source of Progress project. The purpose of this chapter is to develop a definition of gender which can become the basis for the concept of innovative gender.
The first part of the chapter presents the genesis of the concept of gender established in psychology and disseminated by the feminist movement. This section focuses on the achievements of the psychological sciences. In the second section, considerations are transferred to the social sciences, which introduces a new aspect, namely the concepts of gender are shifted to the level of social relations from the previously studied level of the individual. In the social sciences, economics is highlighted, and the opportunities that the introduction to this science of the analysis of gender are opening up.
COOPERATION AND COMPETITION AS ELEMENTS OF INDIVIDUAL AND ORGANIZATIONAL VALUE SYSTEM AMONG MIDDLE TOP MANAGERS – PILOT STUDY
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- By Magdalena Jaworek, Jagiellonian University
- Edited by Piotr Jedynak
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- Book:
- Competition and Cooperation in the Management Theory and Practice
- Published by:
- Jagiellonian University Press
- Published online:
- 05 December 2014
- Print publication:
- 31 December 2014, pp 211-220
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Summary
INTRODUCTION
Ever more researchers are interested in issues of values in work and organization context [e.g. Schwartz 1999; Ros et al. 1999]. Nowadays, one of the most acknowledged one is Shalom H. Schwartz who conducts research into values in cultural context. He defines values as “conceptions of the desirable that influence the way people select action and evaluate events.” In other words, value system is a collection of norms, which constitute a moral code – indicator of what is good and desired, and what is bad, not acceptable, or even condemned. Values may be discussed with reference to individual (individual value system), and to smaller or bigger and more complicated group like company.
And just at organizational level values are an intrinsic element or basis of organizational culture [Chatman and Jehn 1994; O'Reilly, Chatman and Caldwell 1991; Sheridan 1992; Cameron and Quinn 2003], that serves realization of company mission, goals achievement, and development of ways of coping with problems in hard or even crisis times. In order to fulfill its function values should be shared by the greatest number of participants possible, even though managers have the most influence on its shape [Giberson et al. 2009]. Organizational values are employees' lodestar, especially new ones, and are an indicator of acceptable behaviors and attitudes.
Cooperation and competition are definitely significant values from the point of view of organization.