Expositor:  Kristina Potočnik

University of Edinburgh, Business School, UK

Resumen:

In competitive markets and especially within current global recession in which businesses are striving for survival, organizations need to continuously innovate to gain competitive advantage. To do this, they need to employ individuals who come up with innovative ideas and implement them to improve their jobs and organizational effectiveness. Scholars and practitioners concerned with improving and enhancing innovative performance in the workplace are faced with two challenges. First, how innovative performance can be assessed in a valid and reliable way? Past research has most frequently assessed individual innovation by means of self-reports which are subjected to different biases and might not represent valid innovative performance scores. Second, in order to employ innovative individuals, practitioners have to know which characteristics they should screen the candidates for in the process of selection. The present paper will address these two questions by reviewing the assessment of innovative performance and individual-level innovation literature to provide implications for both valid and reliable assessment of innovation on one hand and selection for innovation on the other.