5. CHAPTER FIVE: RESEARCH CONCEPTUAL FRAMEWORK
5.4. Emergence of Innovation Construct
5.4.3. Conclusion of the Emergence of Innovation in the Public Sector Construct
For innovation to emerge, there should be a “need/purpose” for enhancement and an
“acceptance” form organisations, communities, markets, and customers. This need and acceptance lead to hiring creative ideas and empower innovative individuals with high CQ to work in an innovation system hosted by an organisation that accepts the risk and offers resources to facilitate innovation and develop the right technology to execute it. The outcomes of innovation should be accepted by communities (legislation, regulations, policies, traditions …etc.), markets, and customers as a new value that enhances people life and keeps the competitive advantage for the organisations. Innovation adoption takes time to be accepted by users depending on the idea originality and the created impact on lifestyle. There is no way to measure the emergence of innovation, as it is not tangible. However, the creation of the right environment for the eight innovation agents could be possible by employing and empowering innovators who possess high CQ, and they will take the lead in formulating these eight agents towards the identified innovation outcomes in the public sector, which is presumed to result in creating successful solutions. So, this research reached to the level of defining and measuring the emergence of innovation phenomena through the impact of its innovation outcome within the public sector context. In other words, the occurrence of the emergence of innovation will be considered happening in the system produced tangible innovation outcomes.
164 5.5. Integrated Research Conceptual Framework
Through building the research three main constructs, namely the Employee Empowerment, Cultural Intelligence and the Emergence of Innovation, many interlinks between empowerment and cultural intelligence and the emergence of innovation were founded. Also, individual empowerment and cultural intelligence are completing each other as interlinked components that have more links together towards the emergence of innovation and successful outcomes. Such links encouraged to assume the below roadmap for the research as a conceptual framework that robustly links the defined three constructs.
Figure (16) Proposed Research Conceptual Framework
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However, due to the complexity of measuring the three constructs and their interlinks with innovation outcomes in the public sector; the research conceptual framework has been redefined to introduced hybrid dimensions of the Emergence of Innovation Drivers (EID), Emergence of Innovation Outcomes (EIO), and Cultural Intelligence (CQ) as a mediator and as a moderator. For Emergence of Innovation Drivers, there are two main factors: the first one is the Innovation Human Drivers (Employee Empowerment, Line Manager Support, and Board of Innovation Provision).
The second factor is the Innovation System Drivers (Organisation Behaviour, and Environment Readiness) that are considered the host were innovation incubate, developed, and implemented.
For the Emergence of Innovation Outcomes, the focus was on Customer satisfaction, Process, Product, Service, Effectiveness and Efficiency. Finally, the Cultural Intelligence effect as a moderator and as a mediator will influence the Emergence of Innovation Drivers (Human and System) towards achieving better Emergence of Innovation Outcomes. The integration for the factors of the three research notions (Employee Empowerment, Cultural Intelligence, and Emergence of Innovation Outcomes) is proposing the following hypotheses:
H1c1: Employee Empowerment (EE) is associated with the Emergence of Innovation Outcomes in the Public Sector.
H1c2: Line Manager Support (LMS) is associated with the Emergence of Innovation Outcomes in the Public Sector.
H1c3: Board of Innovation Provision (BIP) is associated with the Emergence of Innovation Outcomes in the Public Sector.
H1c4: Innovation Human Drivers (IHD) as a whole construct is associated with the Emergence of Innovation Outcomes in the Public Sector.
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H2a1: Organisation Behaviour (OB) is associated with the Emergence of Innovation Outcomes in the Public Sector.
H2a2: Environment Readiness (ER) is associated with the Emergence of Innovation Outcomes in the Public Sector.
H2a3: Innovation System Drivers (ISD) as a whole construct is associated with the Emergence of Innovation Outcomes in the Public Sector.
H3a1: Emergence of Innovation Drivers (EID) as a whole construct is associated with the Emergence of Innovation Outcomes in the Public Sector.
H4b1: Cultural Intelligence influences the association between Employee Empowerment (EE) and the Emergence of Innovation Outcomes in the Public Sector.
H4b2: Cultural Intelligence influences the association between Line Manager Support (LMS) and the Emergence of Innovation Outcomes in the Public Sector.
H4b3: Cultural Intelligence influences the association between the Board of Innovation Provision (BIP) and the Emergence of Innovation Outcomes in the Public Sector.
H4b4: Cultural Intelligence influences the association between the Innovation Human Drivers (IHD) as a whole construct and the Emergence of Innovation Outcomes in the Public Sector.
H4b5: Cultural Intelligence influences the association between Organisation Behaviour (OB) is and the Emergence of Innovation Outcomes in the Public Sector.
H4b6: Cultural Intelligence influences the association between Environment Readiness (ER) and the Emergence of Innovation Outcomes in the Public Sector.
H4b7: Cultural Intelligence influences the association between the Innovation System Drivers (ISD) as a whole construct and the Emergence of Innovation Outcomes in the Public Sector.
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H4b8: Cultural Intelligence influences the association between the Emergence of Innovation Drivers (EID) as a whole construct and the Emergence of Innovation Outcomes in the Public Sector.
Based on that, below the Research Conceptual Framework is considered as the final version that including three levels of direct effect, moderator effect, and mediator effect.
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Figure (17) Final Research Conceptual Framework (three levels)
The final research conceptual framework presented in figure (17) was developed to connect the identified emergence of innovation drivers along with the emergence of innovation outcomes in public sector higher education services providers. These connections have been created following the object-based method that requests the survey respondents to answer business practices within their working environment. Based on that, this study is measuring perceptions of innovation outcomes in the public sector higher education service providers. Also, the CQ moderator and mediator effect were used to influencing the relations between the independent and dependent variables.