VUCA maruziyetinin örgütsel inovasyona etkisinde çevik liderliğin rolü: Teknoparklar örneği

Umut Topkar

doi:10.55094/hoec.2636

Authors

Umut Topkar Independent Researcher / Türkiye https://orcid.org/0009-0003-6983-6156

DOI:

https://doi.org/10.55094/hoec.2636

Keywords:

Technopark, VUCA, Agile Leadership, Organisational Innovation

Abstract

Technoparks are structures that aim to strengthen countries in scientific, technological and financial terms and systematically combine the existing opportunities of industry and universities. In Technoparks, innovation studies are carried out in relation to the production of goods and services, which can be used by different sectors, which include the improvement of production processes and the development of new products. The concept of innovation, which is at the focal point of technoparks, is important not only for technoparks but also for all enterprises to ensure sustainable competitive advantage. In addition to their innovative approaches in terms of production, enterprises proceed by putting the concept of innovation at the centre of all strategies of the organisation. In this context, the importance of examining the factors related to organisational innovation, which covers all the innovations and developments that occur in the hierarchical structure and order of the enterprise, and developing policies related to these factors emerges. In the study prepared in the light of this information, it is aimed to determine the moderating role of agile leadership in the effect of VUCA exposure of employees in technopark enterprises on organisational innovation. Within the scope of the research, a data collection tool consisting of Demographic Information Form, Perception of Agile Leadership Skills in VUCA Environment Scale, Perceived VUCA Exposure Scale and Organisational Innovation Scale was applied to 218 participants working in technoparks across Turkey. The research data were analysed with SPSS 26.00 and Smart PLS 4 using structural equation modelling within the framework of partial least squares method.
According to the findings obtained from the research, the VUCA factors of volatility, uncertainty, complexity and ambiguity reduce employees’ perceptions of organisational innovation. However, agile leadership skills increase employees’ perception levels of organisational innovation.

According to the moderating role analysis results, agile leadership plays a moderating role in the effect of employees’ VUCA exposure on organisational innovation. Accordingly, the negative effect of VUCA exposure on organisational innovation decreases within the framework of the regulatory role of agile leadership skills. In order to reduce the negative effects of VUCA exposure on employees, it is recommended to strengthen the agile leadership structure. Embedding these agile practices into the organisational fabric through structural and cultural changes can make innovation sustainable.

Downloads

Download data is not yet available.

References

Afsar, B., & Umrani, W. A. (2020). Transformational leadership and innovative work behavior: The role of motivation to learn, task complexity and innovation climate. European Journal of Innovation Management, 23(3), 402-428.

Alblooshi, M., Shamsuzzaman, M., & Haridy, S. (2021). The relationship between leadership styles and organisational innovation: A systematic literature review and narrative synthesis. European Journal of Innovation Management, 24(2), 338-370.

Araújo, M., Reis, L., & Morais, I. (2021, September). Innovation strategies for adaptation of organizations in a VUCA world. In Proceedings of the 16th European Conference on Innovation and Entrepreneurship (ECIE) (Vol. 2, pp. 1245-1253).

Armbruster, H., Bikfalvi, A., Kinkel, S., & Lay, G. (2008). Organizational innovation: The challenge of measuring non-technical innovation in large-scale surveys. Technovation, 28(10), 644-657.

Attar, M., & Abdul-Kareem, A. (2020). The role of agile leadership in organisational agility. In Agile business leadership methods for industry 4.0 (pp. 171-191). Emerald Publishing Limited.

Baran, B. E., & Woznyj, H. M. (2020). Managing VUCA: The human dynamics of agility. Organizational dynamics. PMID: 32843777.

Bennett, N., ve Lemoine, G. J. (2014). What a difference a word makes: Understanding threats to performance in a VUCA world. Business Horizons, 57(3), 311–317.

Bir, Y., & Koç, M. (2022). VUCA ortamında çalışanların çevik liderlik becerisi algısı: bir ölçek geliştirme çalışması ve saha araştırması. Uluslararası Yönetim İktisat ve İşletme Dergisi, 18(4), 1270-1307.

Brown, S. L., & Eisenhardt, K. M. (1997). The art of continuous change: Linking complexity theory and time-paced evolution in relentlessly shifting organizations. Administrative Science Quarterly, 42(1), 1-34.

Bywater, J., & Lewis, J. (2019). Leadership: What competencies does it take to remain engaged as a leader in a VUCA world. Assessment & Development Matters, 11(3), 2-9.

Cheah, J., Leong, S. Y., & Fernando, Y. (2023). Innovation strategies and organisational performance: the moderating role of company size among small-and medium-sized companies. Benchmarking: an international journal, 30(9), 2854-2868.

Chen, X. H., Tee, K., & Chang, V. (2022). Accelerating innovation efficiency through agile leadership: The CEO network effects in China. Technological Forecasting and Social Change, 179, 121602.

Chin, W. W. (1998). The partial least squares approach for structural equation modeling. In G. A. Marcoulides (Ed.), Modern methods for business research (pp. 295–336). Lawrence Erlbaum Associates Publishers.

Damanpour, F., & Evan, W. M. (1984). Organizational innovation and performance: the problem of” organizational lag”. Administrative Science Quarterly, 392-409.

Döner, E., & Efeoğlu, İ. E. (2023). Being affected By VUCA factors? Developing The “Perceived VUCA Exposure” Scale. GAB Akademi, 3(2), 28-53.

Ellonen, R., Blomqvist, K., & Puumalainen, K. (2008). The role of trust in organisational innovativeness. European Journal of Innovation Management, 11(2), 160-181.

Eyyuboğlu, B. B., & Aktaş, S. G. (2016). Analysis of geographical distribution and concentration of technoparks in Turkey (2001-2015). Doğu Coğrafya Dergisi, 21(35), 75-88.

Fornell, C., & Larcker, D.F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-¬50.

Gemici, E.Ç. (2019). Çevresel çalkantı ve örgütsel yenilikçilik ilişkisi: örgütsel öğrenme ve yüksek performanslı iş uygulamalarının etkileri. Yıldız Teknik Üniversitesi Soyal Bilimler Enstitüsü. Yayımlanmamış Doktora tezi.

George, D., & Mallery, P. (2019). IBM SPSS statistics 26 step by step: A simple guide and reference. London: Routledge.

Gülbaş, S. Y. (2011). İnovasyon: Teknopark Modeli. Ankem Dergisi, 25(2), 139-145.

Hair Jr, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2021). A primer on partial least squares structural equation modeling (PLS-SEM). New York City: Sage Publications.

Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43, 115-135.

Horney, N., Pasmore, B., & O’Shea, T. (2010). Leadership agility: A business imperative for a VUCA world. Human Resource Planning, 33(4), 34.

Indiarti, E. D., & Lantu, D. C. (2022). The Impact of Agile Leadership to Business Resilience in the Face of the Vuca Era. Asian Journal of Research in Business and Management, 4(3), 559-567.

İnal, İ. H., Akdemir, A., & Cihan, S. (2021). Pandemi sonrası oluşan VUCA ortamının çalışan insan kaynakları kaygı düzeyi ve verimliliği üzerine etkisi. Yönetim Bilimleri Dergisi, 19(40), 347-374.

Johansen, B., & Euchner, J. (2013). Navigating the VUCA world. Research-Technology Management, 56(1), 10-15.

Joshi, M. (2017). Invention, innovation and innovative practices: A reason to study in a VUCA perspective. Journal of Entrepreneurship, Business and Economics, 5(2), 87–109.

Junker, T. L., Bakker, A. B., Gorgievski, M. J., & Derks, D. (2022). Agile work practices and employee proactivity: A multilevel study. Human Relations, 75(12), 2189-2217.

Karahan, S. (2009). Üniversite sanayi işbirliğinde teknoparkların yeri ve Gaziantep Teknoparkı. Gaziantep: Gaziantep Üniversitesi Sosyal Bilimler Enstitüsü, Yüksek Lisans Tezi.

Leguina, A. (2015). A primer on partial least squares structural equation modeling (PLS-SEM). Int. J. Res. Method Educ., 38, 220–221.

Lohmöller, J.-B. (1989). Latent variable path modeling with partial least squares. Physica: Heidelberg.

Millar, C. C., Groth, O., & Mahon, J. F. (2018). Management innovation in a VUCA world: Challenges and recommendations. California Management Review, 61(1), 5-14.

Nguyen, N. T., Hooi, L. W., & Avvari, M. V. (2023). Leadership styles and organisational innovation in Vietnam: does employee creativity matter?. International Journal of Productivity and Performance Management, 72(2), 331-360.

OECD. (2009). Managing national innovation systems. Paris: OECD Publishing.

Onağ, O., & Tepeci, M. (2016). Örgütsel öğrenme kabiliyetinin örgütsel yenilikçilik araciliğiyla yeni ürün ve işletme performansına etkisi. Isletme Iktisadi Enstitüsü Yönetim Dergisi, (80), 50-79.

Özgünay, P. (2022). Çevik liderlik özelliklerinin iş tatmini üzerindeki etkisinde kararlara katılımın aracılık rolüne ilişkin bir araştırma. İstanbul Gelişim Üniversitesi, Sosyal Bilimler Enstitüsü. Yayınlanmamış Doktora Tezi.

Özkaya, G. (2020). Örgüt kültürünün bireysel ve örgütsel inovasyon potansiyeline etkisi üzerine bir araştırma. Çanakkale On Sekiz Mart Üniversitesi Lisansüstü Eğitim Enstitüsü. Yayımlanmamış Yüksek Lisans Tezi.

Pekol, Ö., & Erbaş, B. Ç. (2011). Technoparks in Turkey: Patent system perspective. Ege Academic Review, 11(1), 39-58.

Ringle, C. M., Sarstedt, M., & Straub, D. W. (2012). Editor’s comments: A critical look at the use of PLS-SEM in “MIS Quarterly”. MIS Quarterly, 36(1), iii-xiv.

Sandoval Hamón, L. A., Ruiz Peñalver, S. M., Thomas, E., & Fitjar, R. D. (2024). From high-tech clusters to open innovation ecosystems: a systematic literature review of the relationship between science and technology parks and universities. The Journal of Technology Transfer, 49(2), 689-714.

Sargut, G., & McGrath, R. G. (2011). Learning to live with complexity. Harvard Business Review, 89(9/10), 68-76.

Sathyanarayan, D. K., & Lavanya, D. B. L. (2018). Effect of organizational commitment, motivation, attitude towards work on job satisfaction, job performance and turnover intention‖-VUCA perspective. Journal of Management, 5(4), 445-457.

Shalender, K., & Sharma, N. (2024). Building Culture of Creativity and Innovation in Organisations: A VUCA World Perspective. In VUCA and Other Analytics in Business Resilience, Part B (pp. 95-102). Emerald Publishing Limited.

Susantinah, N., & Krishernawan, I. (2023). Human resource management (HRM) strategy in improving organisational innovation. Journal of Contemporary Administration and Management (ADMAN), 1(3), 201-207.

Şahin, I. (2006). Türkiye’de teknoloji geliştirme bölgeleri ve sağlanan teşvikler. Kütahya: Dumlupınar Üniversitesi Sosyal Bilimler Enstitüsü, Yüksek Lisans Tezi.

Şahin, S., & Alp, F. (2020). Agile leadership model in health care: Organizational and individual antecedents and outcomes. In Agile business leadership methods for industry 4.0 (pp. 47-68). Emerald Publishing Limited.

Taskan, B., Junça-Silva, A., & Caetano, A. (2022). Clarifying the conceptual map of VUCA: a systematic review. International Journal of Organizational Analysis, 30(7), 196-217.

Tepe, S. A., & Zaim, H. (2016). Türkiye ve dünyada teknopark uygulamaları: Teknopark İstanbul örneği. İstanbul Ticaret Üniversitesi Sosyal Bilimler Dergisi, 15(29), 19.

Timuroğlu, M. K. (2015). Örgütsel ve çevresel faktörlerin örgütsel yenilik üzerine etkisi. Atatürk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 19(1), 41-68.

Tshabalala, M. M., & Marnewick, C. (2021). Agile as an enabler towards innovation-based organisational transformations. South African Journal of Information Management, 23(1), 1-10.

Turan, H. Y., & Cinnioğlu, H. (2022). Agile leadership and employee performance in VUCA world. In Agile management and VUCA-RR: opportunities and threats in industry 4.0 towards society 5.0 (pp. 27-38). Emerald Publishing Limited.

Weiss, L., Vergin, L., & Kanbach, D. K. (2023). How agile leaders promote continuous innovation–An explorative framework. In Innovation leadership in practice: How leaders turn ideas into value in a changing world (pp. 223-242). Emerald Publishing Limited.

Yurdasever, E., & Fidan, Y. (2020). KOMB (VUCA) dünyası ve yeni liderlik becerileri. İnsan ve Toplum Bilimleri Araştırmaları Dergisi, 9(2), 1638–1664.