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In recent years, there have been many discoveries in terms of identifying and measuring innovation competencies (ICs) but not regarding the process of shaping such ICs. This study aims to understand how ICs are shaped in a corporate environment and thereby broaden the existing knowledge on IC development in the business context

The authors conduct a qualitative study using the design science research methodology. This methodology makes it possible to find solutions instead of merely explaining the research problem and generates a greater impact through artifact creation.

This study proposes the use of the innovation competencies development cycle, a tool that develops employee ICs and comprises a diagnostic stage and six fundamental stages. The diagnosis stage is intended to analyze whether the environment in which the tool will be applied has the required foundation to guarantee its effective functioning and obtain the expected results. The other six stages are designed mainly using the innovation pedagogy approach, the individual IC behaviors and the experimental learning.

The study’s limitations include the application of the tool to a single sector and company size. In addition, the sample of participating employees was reduced.

This study has practical implications in the field of management, as it delivers a tool that can be applied to business companies. This tool aims to help managers shape innovation skills in their employees.

This study contributes with a real proposal for a tool to shape innovation competencies. This study will help employees and organizations become more innovative.

The IC theme has been previously examined only within the academic and not the corporate environment, a gap addressed by this study. Therefore, this study adopts the perspective of developing ICs by not only measuring but also identifying and classifying this group of competencies.

Although significant research has been developed in the Global North regarding diversity, equity and inclusion (DEI) in the communication field, the subject has been neglected in the Latin American and Caribbean region. The purpose of this paper is twofold: on the one hand, this article analyzes to what extent DEI policies are implemented in LAC organizations, and on the other, it examines how four contextual variables (trust, democracy, economic development and happiness) impact the development of DEI in the region.

A dataset corresponding to the 2022/2023 edition of the Latin American Communication Monitor is used. For the study of DEI policies and their relationship with communication management in the region, four dimensions of study are defined, as well as two indices related to DEI.

The most relevant category linked to DEI for LAC professionals is generation and age, above other usually more consolidated categories such as gender or sexual orientation. As for contextual variables, only democracy seems to really influence the incorporation of DEI policies in communications, given that generalized trust would not affect their implementation, while happiness and economic development do not show conclusive evidence.

This study can contribute to expanding the knowledge on the corporate communication field by conducting contextualized and more inclusive research and, therefore, decolonizing proposals from the Global North.

To fill a research gap in the current literature, using resource dependence theory, this study aims to investigate the role of organizational structures and decision-making processes in mediating the relationship between digital technology and service delivery in public organizations in Ghana.

The study used a quantitative technique with the use of partial least squares structural equation modelling, analysing data from a stratified random sample of 450 respondents from diverse organizations.

The findings show that digital technologies have a major impact on organizational structures and decision-making, resulting in improved service delivery. With an R-square value of 0.839, the measurement model shows strong validity and reliability and accounts for 83.9% of the variance in service delivery. These findings highlight the need for public organizations to implement a thorough digital transformation plan that includes cultural shifts and leadership development to maximize service delivery results.

The research offers significant contributions to theory and practice, assisting practitioners and policymakers in using digital technology to enhance public sector performance.

Responding to the lack of research on work engagement and burnout of professionals in the communication industries, this work’s main objective is to evaluate the effect of psychosocial working conditions (meaningful work, trust and recognition) on work engagement and burnout. Additionally, the mediating role of employee voice is tested.

The study takes a quantitative approach. A sample of 3,386 European workers in the communication industries was taken from the 2021 European Working Conditions Survey. The measurement of the main concepts is based on the variables available in the database above. The hypotheses were tested using the partial least squares method.

The results reveal that all psychosocial working conditions (meaningful work, trust and recognition) contribute to promoting work engagement and reducing burnout. Furthermore, employee voice is a mediator of the relationship between psychosocial working conditions, work engagement and burnout, although the presence of employee voice reduces the robustness of those relationships.

These results present relevant practical implications for managing workers in the communication industries, namely some clues to promote positive employee outcomes through the management of psychosocial working conditions.

This study examines the underexplored topic of work engagement and burnout in professionals in the communication industries as well as the relevance of psychological working conditions and employee voice to those outcomes. Furthermore, this study provides insightful information that is particularly useful to the European setting, where cultural aspects and working conditions may vary greatly from those in other parts of the world.

This research aims to explore perceptions of subjective well-being (SWB) in public relations (PR) practitioners, focusing on dimensions of job satisfaction, networking, relationships and work–life balance, while addressing the under-researched area of gender and age – related to stages of life – disparities in SWB within the PR industry.

Employing a mixed-methods sequential explanatory design, this study utilised a survey, followed by semi-structured interviews to investigate SWB among PR professionals in Portugal, considering gender and stages of life differences.

Using a gendered and stages of life lens, this study found nuanced perceptions of SWB among Portuguese PR professionals. Older women showed higher emotional well-being but lower work evaluations than men, while young professionals exhibited less gender disparities in SWB. Men reported greater job satisfaction, emphasising passion, while women faced challenges like work overload and valued recognition. Gender differences were seen in networking, with men favouring teamwork and women valuing friendships for career advancement. Work–life balance issues, especially among older women, related to mental health.

This study contributes to filling the research gap regarding SWB in the PR industry, particularly in Portugal, offering insights into gender and stages of life dynamics that influence SWB perceptions, thereby informing strategies for enhancing well-being and productivity in PR workplaces.