Features of Role and Innovative Behavior in Relation to Work Experience-Reference-Cited by-同舟云学术

Features of Role and Innovative Behavior in Relation to Work Experience

Published:2022 Issue:4 Volume:14 Page:99-126
ISSN:2587-6139
Container-title:Psychological-Educational Studies
language:
Short-container-title:

Author:

Avdeeva A.P.¹^ORCID,Ermolaeva M.V.²^ORCID,Kokueva Zh.M.¹^ORCID,Lubovsky D.²^ORCID

Affiliation:

1. Moscow State Technical University N.E. Bauman

2. Moscow State University of Psychology & Education

Abstract

<p>The authors have shown the relevance and justified the need to study the relationship between the types of innovative and role behavior of project team members and students who have no experience in group design. The purpose of the research is to study the correlation between the types of role behavior in a team and innovative behavior among managers with experience in project teams and students without such experience. In the 1st part of the study, a group of employees of industrial enterprises aged from 19 to 40 years and with work experience from 6 months to 22 years (n=45) took part, in the 2nd part of the study – undergraduate students in the direction of "Innovation" (n=20, age 20–22 years) and working managers with experience (n=30, age 21–41 years). The main hypothesis of the study is the assumption of significant discrepancies among students between their characteristic types of role and innovative behavior and their ideas about what team roles and types of innovative behavior are characteristic of them. In the first part of the study, using questionnaires of role behavior in a team and innovative behavior, the types of role and innovative behavior and combinations of types of role and innovative behavior of project team members were studied. The complementarity in frequently occurring combinations of role and innovative behavior of managers of innovative projects is revealed; such complementarity is absent in students. The results of the second part of the study show that employees with experience have the most widespread types of innovative behavior that provide incremental innovations, students have radical innovations. Among employees with experience, team roles of a social orientation are significantly more widespread than among students, among students – action roles, significant discrepancies between the types of role behavior according to questionnaires and those that students choose according to descriptions as characteristic of them were revealed. Students, in comparison with employees of enterprises, overestimate their readiness for intellectual roles in the team. The practical significance of the obtained results is shown, prospects for further research are outlined.</p>

Publisher

Federal State-Financed Educational Institution of Higher Education Moscow State University of Psychology and Education

Subject

General Medicine

Link

https://psyjournals.ru/journals/psyedu/archive/2022_n4/Avdeeva_et_al.pdf

Reference42 articles.

1. Abramova O.A., Tatarko A.N. Innovatsionnaya i byurokraticheskaya organizatsionnye kul'tury kak faktory proaktivnosti chlenov organizatsii [Innovative and bureaucratic organizational cultures as factors of the organization’ members proactivity] [Elektronnyi resurs]. Organizatsionnaya psikhologiya = Organizational psychology, 2019. Vol. 9, no. 4, pp. 98–124. Available at: https://orgpsyjournal.hse.ru/2019-9-4/327934531.html (Accessed 10.05.2022). (In Russ.).

2. Avdeeva A.P. Integral'nye kharakteristiki innovatsionnogo potentsiala lichnosti [Integral characteristics of the of the individual’s innovative potential]. Upravlenie nauchno-tekhnicheskimi proektami: Chetvertaya Mezhdunarodnaya nauchno-tekhnicheskaya konferentsiya [Management of scientific and technical projects: The Fourth International Scientific and Technical Conference. Materials of the conference. Ministry of Science and Higher Education of the Russian Federation, Bauman Moscow State Technical University] (Moscow, April 3rd, 2020). Moscow: MGTU im. N.E. Bauman Publ., 2020, pp. 3–7. (In Russ.).

3. Avdeeva A.P. Regulyatornyi podkhod k raspredeleniyu rolei v komande innovatorov [Regulatory approach to the distribution of roles in the team of innovators]. Kadrovyi potentsial innovatsionnogo razvitiya: materialy mezhdunarodnoi nauchno-prakticheskoi konferentsii, (Moskva, 5 iyunya 2020 g.) [HR potential of innovative development: materials of the International scientific and practical conference (Moscow, June 5, 2020)]. Bauman Moscow State Technical University (National Research University). Moscow: Bauman Moscow State Technical University Publ., 2020, pp. 10–13. (In Russ.).

4. Batovrina E.V. Motivatsiya innovatsionnogo povedeniya personala [Motivation of innovative behavior of personnel] [Elektronnyi resurs]. Gosudarstvennoe upravlenie. Elektronnyi vestnik [Public administration. Electronic Bulletin], 2020, no. 81, pp. 215–232. DOI:10.24411/2070-1381-2019-10086

5. Baturin N.A., Naumenko A.S., Kim T.D. Mnogourovnevaya model' innovatsionnogo potentsiala professionala i podkhody k ee operatsionalizatsii [Multi-level model of professional innovation potential and approaches to its operationalization]. Vestnik YuUrGU. Ser. Psikhologiya [Bulletin of SUSU. Ser. Psychology], 2010, Issue 8, no. 4, pp. 48–58. (In Russ.).

Cited by 1 articles. 订阅此论文施引文献订阅此论文施引文献，注册后可以免费订阅5篇论文的施引文献，订阅后可以查看论文全部施引文献

1. INNOVATIVE POTENTIAL AND READINESS FOR CHANGE AMONG COLLEGE TEACHERS;Themed collection of papers from Foreign International Scientific Conference «Trends in the development of science and Global challenges» by HNRI «National development» in cooperation with AFP. September 2023. – León (Nicaragua);2023-11-15