How Can Work and Organisational Psychologists Fortify the Practice of Workplace Innovation?
This chapter is premised on the observation that the potential of work and organisational (W&O) psychologists to successfully implement workplace innovation (WPI) practices and, in turn, improve the quality of work and organisational performance is greatly underused. One reason for this is that WPI practice often adopts a more specialised approach and single discipline focus rather than an integrated perspective. An integrated approach would imply understanding WPI from the strategy, structure, and culture perspectives. We outline ways in which WPI practice can appreciate and use the potential of W&O psychology as well as how W&O psychologists can broaden their focus and strengthen their contribution to WPI practice.
KeywordsWorkplace innovation Work and organisational psychology Practice Researcher-practitioner divide
The work by Maria Karanika-Murray is based on a project supported by the European Union Programme for Employment and Social Solidarity - PROGRESS (2007–2013) which is implemented by the European Commission. For more information see: http://ec.europa.eu/inprogress. “The information contained in this publication does not necessarily reflect the position or opinion of the European Commission”.
The authors and publisher gratefully acknowledge the following permission to use the material in this book: Maria Karanika-Murray & Peter Oeij, The role of work and organisational psychology for workplace innovation practice: From short-sightedness to eagle view. In: European Work and Organisational Psychology in Practice. Special issue on Workplace Innovation, 2017, Volume 1, 19–30.
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