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Improving management practices, work engagement and workplace innovation for productivity and wellbeing

改善管理实践、工作投入和工作场所创新，以提高生产力和福祉

基本信息

批准号：
ES/S012737/1
负责人：
Patricia Findlay
金额：
$ 110.83万
依托单位：
University of Strathclyde
依托单位国家：
英国
项目类别：
Research Grant
财政年份：
2019
资助国家：
英国
起止时间：
2019 至无数据
项目状态：
已结题

来源：
https://gtr.ukri.org/projects?ref=ES%2FS012737%2F1
关键词：
Improving management practices work engagement

项目摘要

AIMSThis research will adopt an innovative, multi-disciplinary approach to exploring how workplace and job design practices shape employees' wellbeing and involvement in innovation, and how insights on these issues can help address the UK's 'productivity puzzle'. The proposed research aims to explore relationships between (a) factors shaping management support for workplace practices that contribute to an innovative work climate, (b) workplace practices and job design features (job demands and resources) that enable or constrain employee innovation, (c) employees' work engagement, and (d) employee wellbeing, innovative work behaviours and employee-driven innovation outcomes that enhance productivity. The research brings together a UK team with expertise on how workplace innovation practices support innovative work behaviours (Findlay, Lindsay, McQuarrie, Dutton, Burns, Roy) with world leading experts on Job Demands-Resources (JDR) theory and work engagement (Bakker, Demerouti). The research will be innovative in synthesising and integrating elements of these previously distinct research agendas, harnessing insights from a multi-disciplinary team with expertise in organisational psychology, occupational medicine, employment relations, organisational studies and labour economics to make an innovative conceptual contribution, develop and validate new research instruments, and deliver impactful research outputs.RESEARCH QUESTIONS1. Which factors influence strategic choice and management support for workplace practices that contribute to an innovative work climate? 2. What is the relationship between workplace practices, innovative work climate and job demands and resources, and levels of work engagement among employees? 3. What is the relationship between these factors and employee wellbeing, innovative work behaviours and employee-driven innovation?4. What is the relationship between these outcomes and firm performance and productivity?5. What is the scope for any firm-level productivity benefits from improved workplace practice, innovative work climates and work engagement to impact sectoral and national productivity?METHODS, ANALYSIS AND OUTPUTSThe research will involve the development, validation and deployment of innovative, bespoke survey and case study tools to capture relationships between workplace practices and JDR, work engagement and employee outcomes including individual wellbeing, innovative work behaviours and employee-driven innovation, all potentially important contributors to transforming productivity. These survey and case study tools will facilitate in-depth research in 24 organisations across a range of sectors. Qualitative and quantitative data analyses will produce new insights on decision making, workplace and job design practice and innovation and wellbeing outcomes. We will enhance the impact of the research by conducting solutions-focused dissemination and engagement with all case study organisations and by delivering specific, in-depth interventions in four organisations, sharing lessons from these exercises and making a practical difference to workplace and job design practices that foster innovation. A further innovation will draw on the team's economic modelling expertise to model potential short-run and long-run effects on the UK economy of innovation performance and productivity gains flowing from workplace innovation. Outputs will include a final report, at least 10 articles targeting journals across the disciplines and a multi-disciplinary journal special issue. Impact will be enhanced though a practice-focused publication that will summarise key lessons and substantial online content and 5 'Masterclass' KE events targeted at business leaders, policy and sectoral stakeholders. The Research Advisory Group, already in place (see Letters of Support), and taking in senior stakeholders from the business, trade union and policy communities will help to maximise the impact of KE.

目标这项研究将采用创新的多学科方法来探索工作场所和工作设计实践如何塑造员工的福祉和创新参与度，以及对这些问题的见解如何帮助解决英国的“生产力难题”。拟议的研究旨在探讨以下因素之间的关系：(a) 塑造管理层对有助于创新工作氛围的工作场所实践的支持的因素；(b) 促进或限制员工创新的工作场所实践和工作设计特征（工作需求和资源）；(c) 员工的工作投入；(d) 员工福祉、创新工作行为和员工驱动的创新成果，以提高生产力。该研究汇集了一支在工作场所创新实践如何支持创新工作行为方面具有专业知识的英国团队（Findlay、Lindsay、McQuarrie、Dutton、Burns、Roy）以及工作需求资源（JDR）理论和工作投入方面的世界领先专家（Bakker、Demerouti）。该研究将创新性地综合和整合这些先前不同的研究议程的要素，利用具有组织心理学、职业医学、雇佣关系、组织研究和劳动经济学专业知识的多学科团队的见解，做出创新的概念贡献，开发和验证新的研究工具，并提供有影响力的研究成果。研究问题1。哪些因素会影响对有助于创新工作氛围的工作场所实践的战略选择和管理支持？ 2. 工作场所实践、创新工作氛围、工作需求和资源以及员工的工作投入程度之间有何关系？ 3. 这些因素与员工福祉、创新工作行为和员工驱动的创新之间有何关系？4.这些结果与公司绩效和生产力之间的关系是什么？5．改善工作场所实践、创新工作氛围和工作敬业度对企业层面的生产力效益的影响范围有多大？方法、分析和产出该研究将涉及创新、定制调查和案例研究工具的开发、验证和部署，以捕捉工作场所实践与 JDR、工作敬业度和员工成果（包括个人福祉、创新工作行为和员工驱动）之间的关系。创新，都是生产力转型的潜在重要贡献者。这些调查和案例研究工具将促进对跨领域 24 个组织的深入研究。定性和定量数据分析将为决策、工作场所和工作设计实践以及创新和福祉成果带来新的见解。我们将通过与所有案例研究组织进行以解决方案为中心的传播和参与，以及对四个组织进行具体、深入的干预，分享这些练习的经验教训，并对促进创新的工作场所和工作设计实践产生实际影响，从而增强研究的影响力。进一步的创新将利用团队的经济建模专业知识，对工作场所创新带来的创新绩效和生产力收益对英国经济的潜在短期和长期影响进行建模。产出将包括最终报告、至少 10 篇针对跨学科期刊的文章以及多学科期刊特刊。通过以实践为重点的出版物，总结关键经验教训和大量在线内容，以及针对商界领袖、政策和部门利益相关者的 5 场“大师班”知识交流活动，影响力将得到增强。研究咨询小组已经就位（参见支持信），并吸收来自企业、工会和政策界的高级利益相关者，将有助于最大限度地发挥 KE 的影响。