Begins the most prolific time of readings of PhD dissertations. Last week I was in Madrid as part of a PhD thesis committee and today Carolina Guzman (one of my PhD candidate) has presented and defended her PhD Dissertation at the Universitat Politècnica de Catalunya – BarcelonaTech. Presentation and defense have been excellent and her speech at Question Time has been quite good. So all I can do now is congratulate from here again. I attach the reference of the doctoral thesis:

  • Title: Comportamiento innovador y compromiso de los empleados en las empresas del sector servicios: El caso de una PYME familiar en España
  • PhD Candidate: Tulia Carolina Guzmán Pedraza
  • Advisors: Vicenc Fernandez; Edna Rocío Bravo Ibarra
  • Place and Date: Universitat Politècnica de Catalunya, Wednesday July 29th, 2015.


Innovative behaviour is presented as a concept to analyse the employees’ active participation. There is no agreement regarding the innovative behaviour definition, though it refers to an employee’s intentional introduction into application of new ideas, products, processes and procedures to his or her work role, work unit or organization (Yuan & Woodman, 2010).
Throughout various literature reviews, it was found that the employees’ engagement concept has been identified as an element that promotes positive results in organization management. In this sense, it’s possible to understand that the employee who perceives organizational support will answer with higher engagement levels, and is also better involved in the management process when his or her opinion is taken into account. Consequently, these situations lead to better organization of performance tasks and objectives. Employees’ engagement analyses verify the harnessing that could be done from the job or role of people in the organization. At the same time, through the innovative behaviour observation it is possible to know how people apply their level of engagement, in order to participate in the innovation processes. The interaction between innovative behaviour together with employees’ engagement lead to a combination of personal (skills), psychological (motivation) and organizational (strategy) items in order to understand the organization’s innovation progress and its relationship with human resources. Finally, the people are responsible for creating and implementing ideas in the innovation process. According to the above, a question turns up: What is the role of innovative behaviour in the service design phase? Therefore, the research target calls for an innovative behavioural description of service designing tasks, focusing on a small service firm (retail trade) with a family business structure. As well as onto the employee, who is responsible for these tasks and who bears both management and ownership roles. Research is designed from an inductive methodology focus together with qualitative data, through strategy of a single case study and the implementation grounded theory as logic analysis. Based on these approach parameters, this research designed an innovative behaviour exploration tool in the form of a questionnaire (a guide on collecting data methods), regarding measurement scales which were used in former studies such as innovative behaviour, employees’ engagement and innovation. Likewise, the dimensions of service innovations were applied: service concept, customer interaction, service delivery system/organization and technological options, in order to group the concepts of measurement scales. Data analysis was accomplished through the information’s categorization and subcategorization (grounded theory). The results pointed out that the family feature of the firm led to a particular form of observation of innovative behaviour and its relationship with the employees’ engagement. In this sense, innovative behaviour is influenced by employees’ engagement in the form of feelings of obligation and independence (engagement – management innovation) and feeling of property and belonging (engagement – management family business).