By Jin Nam Choi, Seoul National University / Korea Colloquium Series
Departing from the prevailing view in the literature that dichotomizes the end result of innovation implementation as either resistance or acceptance, we advance an alternative model that broadens the conceptualization of innovation implementation. We attend to the interaction between innovation and its users and propose that innovation implementation must be characterized by incorporating different levels of changes that are undergone by the innovation and its users. Specifically, we identify four distinct forms of implementation: mechanical implementation, learning, reinvention, and mutual adaptation. Using those concepts, we develop a conceptual framework that explains different forms of innovation implementation as functions of innovation properties, individual characteristics, and contextual factors related to implementation. Our theoretical framework thus contributes to the literature by acknowledging that innovations in organizations often take on a life on its own and modify itself unintentionally, imposing the need for individual adaptation and strategic management of implementation processes.
Jin Nam Choi is Associate Professor of Organizational Behavior at the Graduate School of Business, Seoul National University, Korea. He earned his Ph.D. in Organizational Psychology from the University of Michigan. His research has appeared in numerous journals including Journal of Applied Psychology, Journal of Organizational Behavior, Journal of International Business Studies, and Journal of MIS. He is currently serving as an Associate Editor for Journal of Occupational and Organizational Psychology. His research interests include team processes and effectiveness, innovation implementation, individual and team creativity, and organizational citizenship behavior.
This event is co-sponsored by the UCLA Institute for Research on Labor and Employment and the Human Resources and Organizational Behavior Area at the Anderson School.
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