Cultura de inovação em empresas inovadoras brasileiras

• Autor(a) principal: Oliveira, Josemar Ribeiro de
• Data de Publicação: 2019
• Tipo de documento: Tese
• Idioma: por
• Título da fonte: Biblioteca Digital de Teses e Dissertações da Uninove
• Texto Completo: http://bibliotecatede.uninove.br/handle/tede/2143
• topic: empresas inovadoras; cultura de inovação; valores humanos e estruturais; quociente de inovação; innovative companies; culture for innovation; human and structural values; innovation quotient; CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO

This research proposes the use of dimensions that analyze the existence of a culture of innovation in organizations, proposed by Rao & Weintraub (2013) in two groups of companies, one group classified as innovative companies in the Innoscience Innovation Index in Brazil (3i) and another group of companies not indexed (not 3i), but with similar fields of activity and because they have papers traded on Bovespa. It has, as general objective, to analyze the culture of innovation, in the dimensions people and tools, in the companies classified as innovators by Innoscience Innovation Index in Brazil. After obtaining and analyzing the IQs, the companies were divided into two groups, regardless of whether they were 3i or not 3i, in a group of companies with IQ ≥ 4 and another with companies with IQ <4, the first being companies considered innovative, in accordance with the criteria of Rao (2014). The Tobin Quotient (Q) was then used to verify the performance of both groups to identify whether the group of companies with IQ ≥ 4 had a Tobin Q higher than the companies with IQ <4 and, therefore, the hypotheses raised in this study. Companies are classified as innovative in Brazil in terms of results, services and innovative products. However, innovation is not always the result of a punctual action, but derived from a set of processes and systems that are related by the knowledge of innovation processes. Thus, in order for a company to be classified as innovative, the systemic innovative character must be understood, in order to meet the requirements of this classification. This innovative character, in the business environment, can be verified with the application of Rao IQ, that is, the greater the presence of a culture of innovation, the greater the possibility of existence of innovation. The theoretical framework explores how this measurement can be done, demonstrating Rao's IQ, questions about innovation management and, finally, the culture of innovation and its measurement. The 3i companies were evaluated in a census form, aiming at mapping in which aspects of the innovation culture, considering the six parameters indicated in the basic literature, such companies are distinguished. Responses from three hierarchical levels of respondents were combined, resulting in 234 valid responses to the standard questionnaire. The results of the research show that the average IQ for companies 3i as a whole is 3.61, considered a moderate level according to the perception of Rao (2014). This same result was identified in non-3i companies, in which the overall IQ was 3.59. When applying the IQ of Rao and Weintraub (2013) in the two groups studied, on average the companies had a moderate IQ, this means, with values between 3 and 4 in the Rao (2014) scale, two new groups were found, a compound by companies with IQ ≥ 4 and another by companies with IQ <4, regardless of being 3i, and those that reached IQ ≥ 4 considered innovative. The innovative group found is comprised of 12 (twelve) companies, of which 10 (ten) belong to group 3i and 2 (two) to group 3i, this fact proves that the perception of a culture of innovation in companies, obtained through of the applied model is a requirement for the generation of a systematized innovation, since the current ranking of the 3i group has 5 (five) of a total of 7 (seven) companies considered innovative by the market, validated for having reached an IQ ≥ 4.