Innovative development is a program that is given at The Hague University of Applied Sciences. This program teaches students to become more innovative. This article will look into the current approach and measure the growth in innovativeness of the students over the years. This was measured with a survey, based on the Berkeley innovation index. The results from the survey were calculated and scored based on eight factors. The innovative development program was compared with another program called information security management. These programs are from the same faculty. The information security management program did not show significant growth over the years in innovation. The innovative development program had resulted in a significant growth in innovativeness over the years. Some of the factors could be improved to increase the effectiveness of the innovative development program. https://nl.linkedin.com/in/haniers
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In the digital era, an innovative capability is viewed as core to the competitiveness of a firm. Firms can increase their innovative capability by taking advantage of individual innovative behavior. Thus, it is crucial to find out which individual and/or contextual factors promote individual innovative behavior at work. In response to promoting individual innovative behavior innovation, perceived entrepreneurial orientation of firms, perceived innovative climate, digital maturity and self-leadership may motivate individuals to engage in innovative behavior in the workplace. Therefore, this research seeks to gain a better understanding of how perceived entrepreneurial orientation of firms, perceived innovative climate, digital maturity, and self-leadership influence individual innovative behavior in the banking sector. A questionnaire survey was conducted and 125 valid replies were received. The results of this study indicate that employees working in the banking industry, which have a high digital maturity, are more likely to engage in innovative behavior when firms support entrepreneurial orientated strategies, an innovative climate, and when employees adopt self-leadership skills.
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Purpose The purpose of this paper is to investigate possible differences in the degrees of employability, leader–member exchange (LMX) and innovative work behaviours in a comparison between Belgium and the Netherlands. Although neighbouring countries, disparate national cultures between the two are assumed to influence the amount of employability, LMX and innovative work behaviours among their respective working populations. Furthermore, this paper aims to validate a mediation model across the two countries to test whether employability (partially) mediates the relationship between LMX and innovative work behaviours. Design/methodology/approach Data from employees and their immediate supervisors working in small- and medium-sized enterprises (SMEs) in Belgium and the Netherlands supported the hypothesized model. Structural equation modelling was used to investigate the mediation model using a multisource approach. Findings The amount of employability and innovative work behaviours of employees appeared to differ significantly between Belgium and the Netherlands. Furthermore, the results suggested that for both countries a positive relationship with one’s immediate supervisor (LMX) is beneficial in the light of workers’ innovative work behaviours, through its impact on employability, which was found to be a full mediator in this relationship. Research limitations/implications Future studies using a longitudinal approach could give more insight into the model relationships. Moreover, the variation in systems, national contexts and managerial practices in the Euroregion calls for more cross-national comparative scholarly research. Practical implications SMEs often do not employ professionals to manage human resources, that is, supervisors themselves have to carry the responsibility to encourage employees to further develop themselves and to enhance their innovative work behaviours. This while the challenge of more cross-national cooperation encourages a boost for innovations in the Euroregion. Originality/value This study is the first cross-national validation of a mediation model wherein a competence-based measure of employability is incorporated as a possible mediator in the relationship between LMX and innovative work behaviours.
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A description of our experiences with a model for education in innovative, interdisciplinary and international engineering. (Students from different (technical) disciplines in Higher Education are placed in industry for a period of eighteen months after completing two-and-a-half year of theoretical studies). They work in multi-disciplinary projects on different themes, in order to grow to fully equal employees in industry. Besides students, teachers and company employees participate in the projects. The involvement of other level students, both from University and from Vocational Education, is recommended. The experiments in practice give confidence in the succesful implementation of this model.
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Recensie van The Innovative School Librarian : Thinking Outside The Box. In dit boek laten de auteurs door middel van praktijk en theorie zien hoe schoolbibliothecarissen hun grenzen kunnen verleggen, hoe ze zich meer in het onderwijs en het curriculum kunnen verdiepen en in samenspraak met management en leidinggevende een nieuwe richting zouden kunnen geven aan de toekomst van de schoolbibliotheek.
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Within health education, many innovations are introduced, but are often not successful or sustainable. It is generally acknowledged that the quality of an educational system mainly depends on the quality of the teachers. Innovations will only succeed if teachers experience a climate that stimulates innovation and if they possess a sufficient level of innovative work behaviour. The current concept of innovative work behaviour (IWB) consists of three different behavioural dimensions: Idea generation, promotion and realization. However, the concept lacks attention for idea sustainability, which is necessary to embed the innovation deeply in daily practice. The limited attention for improving and continuation of an implemented idea is an often-mentioned explanation for the lack of the long-term success of innovations. Aim: This study aims at the development and validation of an instrument for innovative work behaviour that also includes the dimension idea sustainability, which has been overlooked by other researchers. Method: A questionnaire is developed, based on the questionnaire of Messmann (2012). Additional items are added to measure the new dimension idea sustainability. This new dimension contains the following concepts: Improving and optimising the innovation, disseminating the innovation in depth in the system of the organization and disseminating on a larger scale, and finally visualization of the benefits for stakeholders. The questionnaire is send to 400 teachers of a University for applied sciences in the South of The Netherlands. Results: 179 questionnaires were completed. It can be concluded that the scales to measure innovative work behaviour are strongly interrelated. There are significant correlations between the original dimensions and the added dimensions. The results for individual characteristics indicated that age and tenure did not correlate with any of the scales. Work experience, gender and also the faculty to which teachers belong did make some difference with regard to IWB. The results for job characteristics showed that the number of working hours, job position and the participation in research groups did make a difference with regard to IWB. In general, job characteristics showed more links with the various scales to measure innovative work behavior compared to the individual characteristics.
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The Best of Both Worlds: Success factors of Turkish-Dutch innovative entrepreneurs In recent years, a number of countries, among them the Netherlands, attach great importance to stimulating the economic development in the country, by promoting entrepreneurship in general and within the ethnic and cultural entrepreneurial groups in particular. Innovation is generally the result of an interactive process involving synergy between the diverse backgrounds and characteristics. Based on a qualitative research, this article provides an overview of insights in the critical success factors of Turkish-Dutch innovative entrepreneurs in the Netherlands. The success factors of ethnic entrepreneurs are approached in this study from three different dimensions: individual factors, social factors, and environmental factors. The individual factors are presented as personality traits and personal motivations. The social factors are discussed from the perspective of social networks, socio-cultural and socio-economic characteristics. As for environmental factors, they are divided into regional characteristics as well as the availability of resources and the presence of opportunities. Turkish-Dutch entrepreneurs, also called “ethnic entrepreneurs”, appear proficient in linking different innovation opportunities to their own strengths. They are operating better in both worlds, and are successfully navigating between the two cultures. This article also formulates several suggestions for the Dutch government, business world and educational institutions to stimulate innovation. SAMENVATTING Het beste van beide werelden: Succesfactoren van Turks-Nederlandse innovatieve ondernemers De laatste jaren hechten vele landen, onder andere Nederland, er groot belang aan om de economische ontwikkelingen op een hoger niveau te tillen door ondernemerschap in het algemeen, en binnen de etnische en culturele groepen in het bijzonder, te stimuleren. Innovatie is een gevolg van een interactief proces waarbij synergie ontstaat tussen de diverse achtergronden en kenmerken. Gebaseerd op een kwalitatief onderzoek worden in dit artikel, aan de hand van drie verschillende dimensies, te weten individuele, sociale en omgevingsfactoren, de succesfactoren van Turks-Nederlandse innovatieve ondernemers inzichtelijk gemaakt. De Turks-Nederlandse ondernemers, ook wel “etnische ondernemers” genoemd, blijken bedreven te zijn in het koppelen van innovatiekansen aan hun eigen sterke punten. Ze komen beter tot hun recht in beide werelden, en navigeren op succesvolle wijze tussen de twee culturen door. Dit artikel formuleert een aantal aanbevelingen voor de Nederlandse overheid, het bedrijfsleven en de klanten.
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The Research Centre of Teaching, Learning & Technology from Inholland University of Applied Sciences is collaborating (2017 - 2021) in the transnational European funded Erasmus+ research project Designing & Evaluating Innovative Mobile Pedagogies (DEIMP). The increasing ubiquity of mobile devices, and ongoing technical developments, are providing educators and learners with exciting new opportunities for supporting their teaching and learning. However, educators struggle to recognize and exploit the pedagogical possibilities of mobile devices and tend to replicate existing pedagogical practice. Researchers of the DEIMP-project are doing research into the principles of innovative mobile pedagogies. The aim of this project is to help educators build knowledge and understanding of innovative mobile pedagogies. In this animation the principles of innovative mobile pedagogies are discussed.
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The European music profession is rapidly changing and suggests more flexible career patterns and a need for transferable skills and lifelong learning strategies. Musicians collaborate increasingly with practitioners in other arts and societal cross-sector settings. This reality holds challenges and implications for higher music education (Smilde 2009). This state of play was point of departure in 2006 for the development of the collaborative European master ‘New Audiences and Innovative Practice’ (NAIP) by five European conservatoires. Five schools, from Iceland, the UK, the Netherlands and Finland, devised an innovative two-year master programme, helping students to develop and lead creative projects in diverse artistic, community and cross-sectoral settings, thereby creating new audiences and developing their leadership skills in varied artistic and social contexts. The programme aims to provide future professional musicians with the skills and knowledge to become artistically flexible practitioners able to adjust to new contexts within a wide range of situations of societal relevance. This particular chapter entails a case study of the first summer school of this programme which took place in Iceland. It details the heart of the programme, the artistic laboratory and reflective practice.
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In this mixed methods study, a moderated mediation model predicting effects of leader-member exchange (LMX) and organizational citizenship behaviors (OCB) on innovative work behaviors, with employability as a mediator, has been tested. Multi-source data from 487 pairs of employees and supervisors working in 151 small and medium-sized enterprises (SMEs) supported our hypothesized model. The results of structural equation modelling provide support for our model. In particular, the benefits of close relationships and high-quality exchanges between employee and supervisor (LMX), and fostering individual development as a result of employees’ OCB have an indirect effect on innovative work behaviors through positive effects on workers’ employability. Innovative work behaviors depend on employees’ knowledge, skills, and expertise. In other words, enhancing workers’ employability nurtures innovative work behaviors. In addition, we found a moderation effect of organizational politics on the relationship between employability and innovative work behaviors. Secondly, qualitative methods focusing on experiences of the antecedents and outcomes of employability were used to complement our quantitative results. All in all, this study has important consequences for managerial strategies and practices in SMEs and call for an awareness of the dysfunctional effect of perceived organizational politics.
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