The value of innovation for organizational success is widely accepted. Innovative behavior refers to the introduction and application of new ideas, products, processes, and procedures to a person’s work role, work unit, or organization. Innovative behavior can be carried out both by an individual organizational member or groups of individuals within an organization. It is a broader concept than creativity and encompasses a variety of behaviors involved in the generation, promotion, and implementation of new ideas. Management research on innovative behavior focuses on the human aspect, rather than the technical aspect, of innovation. With its focus on human behaviors and processes, this body of work applies theories from disciplines such as psychology and sociology to understand situations and factors that influence the innovative behavior of individual employees and groups of employees in the organizational setting. Different theoretical perspectives are reflected in this literature and can be evaluated to understand the vantage points through which management scholars study innovative behavior. A great amount of research has been focused on identifying factors that may encourage and enable employees to demonstrate innovative behavior at work. Frequently studied topics include individual characteristics, motivation, and affect, as well as contextual antecedents such as organizational culture, job characteristics, leadership, and social relationships. Innovative behavior can also occur at the group level, which led to a stream of research on team innovation. Studies on team innovation shed light on innovative behaviors and processes that are unique to the team environment. Moreover, studying innovative behavior cross-culturally provides critical knowledge in a global economy and yet, at the same time, presents its own challenges. In this bibliography, we review major research studies on each of these important issues.
Several reviews of the topic exist. Van de Ven 1986 offers an overarching view of the major issues to consider when managing the process of innovation in organizations. West and Farr 1989 describes the early literature on workplace innovation as a jungle of inconsistent findings. These authors urged researchers to adopt more individual and social psychological orientations when studying innovation, and presented an early and important theoretical model on individual innovative behavior. Wolfe 1994 presents a critical review of the innovation research at that time and identifies important directions for future research. Anderson, et al. 2004 and Anderson, et al. 2014 are two reviews to read for the literature on innovative behavior published from 1997 to 2014. These two reviews provide comprehensive guides to the recent literature on innovative behavior. In addition, Kanter 1983 is a seminal book that provides rich analyses on the innovation process at work and the management issues involved. This reading is suitable for both academic researchers and practitioners. West and Farr 1990 is an edited book that integrates various perspectives to study innovation at different levels, including several chapters devoted to individual innovative behavior and innovative behavior in groups.
Anderson, Neil, Carsten K. W. De Dreu, and Bernard A. Nijstad. “The Routinization of Innovation Research: A Constructively Critical Review of the State-of-the-Science.” Journal of Organizational Behavior 25.2 (2004): 147–173.
A comprehensive review of innovation research published from 1997 to 2002; reviews key anteceding variables for innovation at the individual, group, and organization levels; recommends future directions including studying innovation as an independent variable, adopting cross-cultural and multi-level approaches, using meta-analysis, and triangulation of research methods.
Anderson, Neil, Kristina Potočnik, and Jing Zhou. “Innovation and Creativity in Organizations: A State-of-the-Science Review, Prospective Commentary, and Guiding Framework.” Journal of Management 40.5 (2014): 1297–1333.
A comprehensive review of research on creativity and innovation published from 2002 to 2013. The authors proposed an integrative definition for creativity and innovation, and presented detailed themes and research questions that need to be studied in the future.
Kanter, Rosabeth M. The Change Masters: Innovation for Productivity in the American Corporation. New York: Simon and Schuster, 1983.
A seminal book on innovative behavior and innovation processes in organizations. Both academic researchers and non-academic readers should be able to understand and benefit from it.
Van de Ven, Andrew H. “Central Problems in the Management of Innovation.” Management Science 32.5 (1986): 590–607.
An early and important review that provides a big picture of the issues and challenges involved in workplace innovation.
West, Michael A., and James L. Farr. “Innovation at Work: Psychological Perspectives.” Social Behaviour 4.1 (1989): 15–30.
Proposes a theoretical model of individual innovation at work, which identifies individual characteristics, job characteristics, group, leadership, and organizational factors that might facilitate individual innovation.
West, Michael A., and James L. Farr, eds. Innovation and Creativity at Work: Psychological and Organizational Strategies. Chichester, UK: Wiley, 1990.
The first two chapters of this book provide an overview of previous research on innovative behavior. Chapters 3 to 5 address the issue of innovative behavior at the individual and group levels. Chapter 15 also addresses the innovation process in groups.
Wolfe, Richard A. “Organizational Innovation: Review, Critique and Suggested Research Directions.” Journal of Management Studies 31.3 (1994): 405–431.
This insightful review analyzes three streams of research on workplace innovation. The author identifies four important issues that have contributed to the underdeveloped state of innovation research, many of which are still relevant after twenty years.
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- Abusive Supervision
- Applied Political Risk Analysis
- Approaches to Social Responsibility
- Assessment Centers: Theory, Practice and Research
- Authentic Leadership
- Bayesian Statistics
- Behavior, Organizational
- Behavioral Approach to Leadership
- Behavioral Theory of the Firm
- Between Organizations, Social Networks in and
- Brokerage in Networks
- Career Studies
- Charismatic and Innovative Team Leadership By and For Mill...
- Computational Modeling
- Conflict Management
- Corporate Social Performance
- Counterproductive Work Behavior (CWB)
- Cross-Cultural Communication
- Cross-Cultural Management
- Cultural Intelligence
- Culture, Organization
- Data Analytic Methods
- Decision Making
- Emotional Labor
- Employee Aging
- Employee Voice
- Empowerment, Psychological
- Entrepreneurship, Corporate
- Entrepreneurship, Women's
- Equal Employment Opportunity
- Faking in Personnel Selection
- Family Business, Managing
- Financial Markets in Organization Theory and Economic Soci...
- Findings, Reporting Research
- Fit, Person-Environment
- Goal Setting
- Hofstedes Cultural Dimensions
- Human Capital Pipelines
- Human Resource Management
- Human Resource Management, Strategic
- Human Resources, Global
- Human Rights
- Humility in Management
- Impression Management at Work
- Innovative Behavior
- Intelligence, Emotional
- International Economic Development and SMEs
- International Economic Systems
- International Strategic Alliances
- Job Analysis and Competency Modeling
- Job Crafting
- Job Design
- Job Satisfaction
- Leader-Member Exchange
- Leadership Development
- Leadership Development and Organizational Change, Coaching...
- Leadership, Ethical
- Leadership, Global and Comparative
- Leadership, Strategic
- Management History
- Management In Antiquity
- Meaningful Work
- Multinational Corporations and Emerging Markets
- Neo-institutional Theory
- Neuroscience, Organizational
- Organization Design, Global
- Organization Development and Change
- Organization Theory
- Organizational Adaptation
- Organizational Behavior, Emotions in
- Organizational Citizenship Behaviors (OCBs)
- Organizational Corruption
- Organizational Identity
- Organizational Justice
- Organizational Legitimacy
- Organizational Networks
- Organizational Performance, Personality Theory and
- Organizational Responsibility
- Organizational Surveys, Driving Change Through
- Organizations, Big Data in
- Organizations, Political Ideology in
- Organizations, Social Identity Processes in
- Pay for Skills, Knowledge, and Competencies
- People Analytics
- Performance Appraisal
- Planning And Goal Setting
- Psychological Contracts
- Regional Entrepreneurship
- Reputation, Organizational Image and
- Research, Ethics in
- Research, Longitudinal
- Research Methods
- Research Methods, Qualitative
- Resource-Dependence Theory
- Response Surface Analysis, Polynomial Regression and
- Role of Time in Organizational Studies
- Safety, Work Place
- Selection, Applicant Reactions to
- Self-Fulfilling Prophecy In Management
- Self-Management and Personal Agency
- Service Management
- Shared Team Leadership
- Status in Organizations
- Strategic Human Capital
- Strategy and Cognition
- Structural Contingency Theory/Information Processing Theor...
- Team Conflict
- Team Newcomers
- Teams, Global
- Technology and Innovation Management
- Technology, Organizational Assessment and
- the Workplace, Millennials in
- Theory X and Theory Y
- Time and Motion Studies
- Training and Development
- Training Evaluation
- Unobtrusive Measures
- Virtual Teams
- Work and Family: An Organizational Science Overview
- Work Contexts, Nonverbal Communication in
- Work, Mindfulness at
- Workplace Commitment
- Workplace Gossip
- Workplace Meetings
- Workplace, Spiritual Leadership in the
- World War II, Management Research during