[Commlist] CFP for issue 20 of Obra Digital, Journal of Communication

*CALL FOR ARTICLE PROPOSALS*

*The role of communication in creating and maintaining a culture of 
corporate innovation.*

*Thematic Editors*

Dr. Cristian Granados Sánchez. Tecnológico de Monterrey, 
Entrepreneurship Department (Mexico)
ORCID <https://orcid.org/0000-0001-5538-0846>

Dr. Cris Bravo Monge. Tecnológico de Monterrey, Entrepreneurship 
Department (Mexico)
ORCID <https://orcid.org/0000-0001-8137-4917>

*Scope and descriptors*

Innovation plays an important role in business performance (Daniel, 
2011). Innovation is understood as the creation or improvement of 
products, services, business models, etc.; without forgetting the 
benefit obtained from them. Decades of research on this topic have 
attempted to answer the following question: Why are some organizations 
more capable of innovating than others? We admire companies like Google, 
Apple, Amazon, etc., and we ask ourselves: What do they have in common 
that makes them so innovative?

The existing literature in this issue highlights two main factors. 
First, an ecosystem of innovation based on some elements such as an 
organizational structure that supports innovation, correct KPI´s, wide 
use of agile methodologies, available time for innovation and a specific 
strategy to guide all innovation efforts (Eisenmann et al. 2013; Rao & 
Weintraub, 2013; Viki,/et al/. 2017). The studies made by Kuratko/et 
al./(2014) indicate that support from top executives, the use of 
rewards, work discretion and organizational boundaries are other 
important elements.

The second factor is an organization culture that enhance and facilitate 
innovation. In general, culture can be defined as a certain set of 
values, beliefs, behaviors, and attitudes; which are shared, 
interpreted, and transmitted over time within a collective; and that 
makes the collective unique and distinguishes it from others (Bik, 
2010). Therefore, individuals in a particular organization with a 
cultural atmosphere are inevitable influenced to innovate or not. In 
this regard, current literature indicates that some positive culture 
elements that enhance innovation are: tolerance for failure, willingness 
to experiment, psychological safety, a culture of collaboration, a 
culture of recognition, a culture of continuous learning, adhocracy, a 
developmental culture with no high hierarchy and fluid communication, a 
final user oriented culture, among others (Michaelis/et al./2018; Rao & 
Weintraub, 2013; Eisenmann/et al./2013; Pisano, 2019; Kuratko et al. 
2014; Tian/et al./2018).

On the other hand, we know that the process to create and maintain a 
culture of innovation over time is not an easy task, and that leadership 
from collaborators or intrapreneurs (i.e. employees who lead innovation 
efforts within companies), the support from top executives, and the 
correct communication to spread the strategy and the culture are key 
(Deprez,/et al/. 2018; Soken/et al./2014). However, there are not enough 
studies on the role of communication in creating and maintaining a 
culture of innovation.

Communication helps shape reality and form social relationships through 
the construction and formation of the sense of our reality and culture. 
In this topic, this call for papers aims to answer some of the following 
questions:

  * What is the role of communication in creating and maintaining a
    culture of innovation?
  * What communication tools can be displayed for such goal? Which one
    performs better?
  * What type of communication fits best or has the best impact?
  * How is this communication and from whom or where should it come from?
  * Could communication have a negative effect on an already established
    culture of innovation?
  * Is communication different when the company needs to create the
    culture than when it needs to be maintained?
  * What role do communications play when companies need to create a
    culture based on values such as experimentation, continuous
    learning, tolerance of failure, etc.?
  * Should communication be explicit or implicit to improve such values?
  * Can we change through communication the negative elements integrated
    into an organizational culture that reduce innovation?

Given the nature of the topic, we are open to receive all contributions 
that answer some of the questions asked or others related. Contributions 
may take some of the following research frameworks: i) Theoretical 
studies that propose models or explanations based on existing papers, 
ii) Qualitative studies, such as case studies, that explain one or some 
of the questions in depth. iii) Quantitative studies in any level of 
analysis. iv) Studies based on professional experience or action 
research with a clear contribution to existing literature. v) Literature 
reviews that allow understanding the knowledge frontier and contribute 
to proposing future lines of research.

Contributions should follow the general format: introduction, literature 
review, methodology, results, discussion and conclusions.

*Initial date for proposal articles*June 15, 2020
*Deadline for submission of articles* October 1, 2020
*Date of publication of issue N20*February 25, 2021

All submissions must be made through the OJSplatform of the journal Obra 
Digital <http://revistesdigitals.uvic.cat/index.php/obradigital/login%20>.
The authors’ guidelines can be found at the following URL:Submissions 
<http://revistesdigitals.uvic.cat/index.php/obradigital/about/submissions>

*Guidelines for authors and submission of contributions*

Author Guidelines. 
<http://revistesdigitals.uvic.cat/index.php/obradigital/about/submissions>

Register / submissions 
<http://revistesdigitals.uvic.cat/index.php/obradigital/submissions>

*CFP for issue 20 of Obra Digital, Journal of Communication*

*

http://revistesdigitals.uvic.cat/index.php/obradigital/next


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