Idea contribution in construction: In search for evidence of the interface between idea generation and its implementation

To innovate, retain competitiveness, succeed and flourish, construction firms need a constant stream of innovative ideas and suggestions from highly motivated and committed employees. This drive for employee engagement in the innovation process becomes even more apparent in the construction sector with problems of multi-tiered subcontracting and the widespread reliance on self employment. This study investigates idea contribution as a crucial interface between idea generation (i.e. creativity) and its implementation (i.e. innovation). Based on the critical review of construction and mainstream literature on innovation, creativity and employee engagement this study proposes a conceptual framework for employees' perceptions of ideas contribution involved in the processes of converting ideas into new products, processes or services. The framework is derived under the assumption that decisions on whether or not to contribute new ideas for organizational improvement is influenced by personal characteristics (knowledge, perceived radicality of ideas, favouring of ideas, openness to experience, self-confidence and curiosity), group and organizational factors (rewards, managerial support, collaborative team culture, position in the company and in the team) that might well be unique to each organizational unit. The philosophical epistemology adopted in this study is realism that shares positions of positivism and interpretivism where the conceptual framework is based on explanations, understanding, argumentation and is tested using a mixed methods research design (experimental tasks, questionnaires and observations). The preliminary results confirmed the influence of assumed factors on idea contribution where personal characteristics were valued higher than group and organizational factors. Discussion of recommendations for the future research is provided.