Theses and Dissertations at Montana State University (MSU)

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    Employee innovation to promote employee engagement
    (Montana State University - Bozeman, College of Engineering, 2021) Clennan, Katie Kelly; Chairperson, Graduate Committee: Bill Schell
    Employee innovation as a form of employee engagement is affected by numerous organizational factors and personal employee attributes. This study modeled the system of factors impacting the manifestation of employee innovation. Additionally, this model evaluates the achievement of engagement and impact on the competitive advantage as a result of employee innovation. A questionnaire for psychometric indicators was provided to two government owned production maintenance groups at the same naval base. Using structural equation modeling with latent variables, this study collected 190 survey responses to measured indicators for innovation, formal devices, relationships, self-efficacy, and motivations. Additionally, historical data was collected to measure indicators for engagement and perceived competitiveness. This study supports innovation as method for achieving employee engagement with a positive, significant direct effect between the latent variables. The chosen metrics for perceived competitiveness indicators did not hold strong correlations and further analysis resulted in indeterminant effects of innovation on performance metrics. This study confirmed the presence of previous factors found impactful to employee innovation, but with further analysis on the direct and indirect relationships within the system. Organizational factors such as formal devices and relationships did not have a direct impact on innovation and are mediated by intrinsic attributes such as self-efficacy and motivations. These intrinsic attributes have a significant impact on innovation and are mediated by the presence of formal challenges within the workplace. Furthermore, control mediates the effect of formal devices on the first step of the innovation process specifically, idea generation. The use of organizational factors in pursuit of employee innovation is achieved through the realization of employees' personal intrinsic attributes of self-efficacy and motivation.
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    The influence of transformational leadership and diversity climate on using TRIZ to generate ideas: a case study from UAE companies
    (Montana State University - Bozeman, College of Engineering, 2019) AlDhaheri, Abdulla Saeed Obaid Saeed; Chairperson, Graduate Committee: Bill Schell
    The rapidly changing dynamics in global industry are forcing companies to continually improve methods for harnessing the creativity of their employees and to use that creativity to drive innovation. Frequently, projects to develop new products fail at the end of the development process or during commercialization. These failures often have their origin at the very beginning of the development process, during the pre-development phase called the Fuzzy Front End (FFE). To manage this phase, there is a need to focus on idea and concept generation, for instance by using new techniques like the Theory of Inventive Problem Solving (TRIZ). To improve the pre-development activities in the FFE phase, there is a further need to understand how TRIZ methods interact with transformational leadership behaviors and team make-up to improve the effectiveness of the FFE. Prior work has shown that transformational leadership has positive impacts on organizational outcomes, including improved performance of research and development (R&D) functions. This research applied TRIZ problem-solving in several semi-government companies in the United Arab Emirates (UAE) and investigated the influence of leadership, diversity climate, knowledge management practices and organizational change variables, to measure participants' perception of being able to apply TRIZ in problem-solving. Measures of team performance during a two-day TRIZ session were also made using organization-specific challenges. A Structural Equation Model (SEM) was utilized to understand the relationships between the measured factors. Hypothesis analysis showed that transactional leadership did not support knowledge management practices while group and organizational diversity climates positively impacted knowledge management practices and particpants' perception on being able to apply TRIZ. Transformational leadership, knowledge management practices, and organizational change positively impact participants' perception of being able to apply TRIZ. The implications are as follows: the full range of the leadership model along with group and organizational diversity climate strongly effect the relationship between knowledge management practices and particpants' perception of being able to apply TRIZ. The presence of transformational leadership improved the particpants' perception of being able to apply TRIZ in problem-solving. Workers' knowledge converted information into a general solution based on TRIZ training outcomes.
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