Examining the Relationship of Organizational Intelligence with Innovation Management and Career Advancement in an Organization
- 1 Department of Educational Sciences, Faculty of Educational Sciences and Psychology, University of Sistan and Baluchestan, Zahedan, Iran
- 2 Department of Educational Sciences, Faculty of Educational Sciences and Psychology, University of Sistan and Baluchestan, Zahedan, Iran
- 3 Department of Educational Sciences, Faculty of Educational Sciences and Psychology, University of Sistan and Baluchestan, Zahedan, Iran
Abstract
The present study aimed to examine the relationship of organizational intelligence with innovation management and career advancement in an organization. Considering its objective, this was a descriptive-correlational study. The statistical population included all high school managers in Zahedan at the year 2015. The sample contained 52 male managers and 51 female managers whom were selected through applying stratified random sampling method. To collect data, Organizational Intelligence Questionnaire, Innovation Management Inventory and Questionnaire of Career Advancement were used, the validity of which was assessed through applying the standpoint of a number of university professors and their reliability was obtained 0.74, 0.76, 0.84, respectively, using Cronbach’s alpha coefficient. Results indicated that considering managers’ perspectives, the status of organizational intelligence and career advancement were desirable; however, the status of innovation management was moderate. Moreover, organizational intelligence and its components were significantly and positively correlated with innovation management (r = 0.512, P < 0.01), and there was a significant and positive relationship between organizational intelligence and career advancement (r = 0.334, P < 0.01). Findings demonstrated that components of desire to change, spirit, unity and agreement, application of knowledge, performance pressure were significantly correlated to career advancement. However, components of strategic perspective and common fate were not significantly correlated with career advancement. Additionally, among the components of organizational intelligence, in the first step, application of knowledge and in the second step, desire to change were the best predicators of innovation management (which together could predict 28%). Application of knowledge was the only variable which entered the predictive model and predicted 16% of career advancement. Results of independent t-test indicated that no significant difference was found between male and female managers, considering their organizational intelligence, innovation management and career advancement.
- Abzari, M., Etebarian, A. and Sattari Qhafarokhi, M. (2006) Organizational Intelligence and Avoiding Collective Stupidity. Journal of Organizational Knowledge Management, 22, 11-14.
- Halal, W.E. (2006) Organizational Intelligence: What Is It, and How Can Managers Use It to Improve Performance? Knowledge Management Review, 1, 20-25.
- Beikzadeh, J., Alaei, M.B. and Asgandari, S. (2010) Examine the Relationship of Managers’ Organizational Intelligence with Their Performance in Governmental Organizations in Eastern Azarbaijan. Research Management, 3, 143-163.
- Akgun, A.E., Byrne, J. and Keskin, H. (2007) Organizational Intelligence: A Structuration View. http://www.emeraldinsight.com/00935-4814.htm
- Runco, R.F. (2004) Perception of Learning Culture, Concerns about the Innovation, and Their Influence on Use of an On-Going Innovation in the Malaysian Public Sector. Doctoral Dissertation, University of Georgia, Athens.
- Weijermars, R. (2011) Developing Organizational IQ: A Corporate Necessity. In: Weijermars, R., Ed., Building Corporate IQ—Moving the Energy Business from Smart to Genius, Springer, London, 3-20. http://dx.doi.org/10.1007/978-0-85729-679-5_1
- Glynn, M.A. (1996) Innovate Genius: A Frame Work for Relating Individuals and Organization Intelligences to Innovation Academy of Management. Journal of Applied Psychology, 86, 326-336.
- Maries, I. and Scarlat, E. (2011) Enhancing the Computational Collective Intelligence within Communities of Practice Using Trust and Reputation Models. In: Nguyen, N.T., Ed., Transactions on Computational Collective Intelligence III, Springer-Verlag, Berlin Heidelberg, 74-95. http://dx.doi.org/10.1007/978-3-642-19968-4_4
- Kerr, B. and Gagliardi, C. (2003) Measuring Creativity in Research and Practice. In: Lopez, S.J. and Snyder, C.R., Eds., Positive Psychological Assessment: A Handbook of Models and Measures, American Psychological Association, Washington DC, 155-169. http://dx.doi.org/10.1037/10612-010
- Salajeghe, S. and Nazeri, M. (2008) The Role of Tacit Knowledge Management in Creativity and Innovation. The 1st National Conference Studying Creativity, Engineering and Innovation Management, International Olympic Hotel Conference Center, Tehran, November 2008, 35-52.
- Tavalaee, R.A. and Alirezaee, A.T. (2008) Ways to Strengthen Innovation and Development in the Organization. Journal of Management and Human Resources in the Petroleum Industry, 3, 67-96.