Antecedentes de la cultura de innovación: palancas para un cambio en el modelo de crecimiento y competitividad
DOI:
https://doi.org/10.51302/rtss.2011.5107Palabras clave:
innovación, cultura organizacional, liderazgo, prácticas de Recursos Humanos, diseño organizacionalResumen
Este trabajo ha obtenido el 2.º Premio Estudios Financieros 2011 en la modalidad de recursos humanos.
La innovación se ha convertido en los últimos años en un importante motor de crecimiento, éxito y riqueza de empresas y naciones. Por su importancia, desde distintas disciplinas se han propuesto múltiples teorías sobre sus impulsores. Estudios recientes de carácter transnacional sugieren que es la cultura de la organización la que, por encima de otros factores, se encuentra detrás de la capacidad de las empresas para innovar. Dado el papel que la cultura de innovación parece tener en la competitividad de empresas y países, resulta de interés conocer cuáles son sus antecedentes. Este estudio analiza su relación con variables individuales y organizacionales, y genera diferentes modelos que explican una varianza de la cultura innovadora cercana al 60 por 100. Satisfacción de expectativas y estabilidad laboral como procesos psicológicos, y liderazgo inspiracional, demandas del puesto y prácticas de RR.HH. de participación e información compartida, como variables situacionales, se han mostrado como variables centrales en la creación de culturas de innovación. Desde una óptica teórica y aplicada, los resultados obtenidos ayudan en la comprensión del constructo y proporcionan tres modelos para estimular una cultura innovadora en las organizaciones. Estos hallazgos pueden ser de utilidad en el diseño organizacional de empresas innovadoras u organizaciones que pretendan hacer de la innovación su ventaja competitiva.
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