Investigating Organisational Success Determinants for Adoption of Innovation in Saudi Deep Technology and Environmental Engineering Businesses

Abstract

Performance within organisations aims to create a structure to boost working conditions and employees’ attitudes. Innovation performance is the process that encompasses the generation of ideas and strategies, as well as presentation and development and developing innovation from a resource-based perspective. Companies should invest significantly to sustain and enhance capabilities for innovation. Goals of innovation include increased market profile, high quality, and increased revenue, profitability, discovering new horizons, attracting more investment, motivating and stimulating employees and maintaining a competitive edge in the complex marketplace. The aim of this research is to critically investigate innovation enterprise mechanisms and success determinants for Saudi deep technology environmental engineering businesses, in order to develop a validated framework for innovation enhancement practices in the Kingdom. This research was carried out through an empirical study designed for the purpose. Wallach’s 3-Dimensional model and the Organisational Culture Index (OCI) were used for survey questionnaires in order to identify the Kingdom’s cultural profile (e.g. bureaucratic, innovative, supportive) and validating the developed conceptual framework. Semi-structured interviews were conducted to seek information and knowledge through describing the central theme. Case studies included deep technology environmental engineering businesses and government-based companies in the Kingdom. Initial results were promising and paving the way for innovation; however, most of the companies were facing enormous challenges, as use/implementation of innovation practices were ranked low amongst deep technology environmental engineering businesses in Saudi Arabia. Although, most of the variables were identified in the conceptual framework, it has noted that the current culture was not rather innovative or supportive but bureaucratic. Most significant challenges were lack of leadership, shortages of skills, managerial capacity and capability, lack of appropriate KPIs (Key Performance Indicators) and readiness of organisation in the Kingdom. The Conceptual framework was validated via different iterations using empirical data. The result of this work is the first empirical study in the Kingdom which has made an attempt to investigate innovation practices among deep technology companies and proposing a validated conceptual framework for successful implementation of innovation-based culture. Finally, recommendations were provided to overcome the key challenges which were identified in this research. The recommendations include training and 5 development program for improving skills, development of leadership, reforms in Saudi Educational system and adopt appropriate KPIs for innovation.