Chukwuemeka Echebiri er førsteamanuensis i organisasjons- og ledelsesstudier. Han er utdannet siviløkonom fra Handelshøgskolen ved Nord universitet, Bodø, og har en doktorgrad i tjenesteinnovasjon i offentlig og privat sektor (INSEPP) ved Høgskolen i Innlandet (INN), campus Lillehammer.
Dr. Echebiri forsvarte sin doktorgradsavhandling, "Employee-Driven Innovation: An empowerment-based view", og har siden arbeidet ved VID vitenskapelige høgskole i Oslo. Han er tilknyttet Institutt for organisasjon, ledelse og styring ved INN University, campus Lillehammer. Hans forskning fokuserer på skjæringspunktet mellom medarbeiderdrevet innovasjon, ledelse, medarbeiderskap og arbeidsliv. Han har tidligere jobbet i bank- og forsikringsbransjen.
Chukwuemeka underviser i ulike kurs innen ledelse, organisasjon og metode. De omfatter blant annet følgende:
OLA1001: Innføring i organisasjon, ledelse og arbeidsliv
This paper assesses the economic potential of music streaming in a developing African economy. It aims to know whether, in emer-ging African countries, the economic value of music streaming can significantly improve the world’s music market revenue growth. Hence, the study uses two marketing theories, product and market-ing concepts, to conceptualize a hypothesized model based on survey data from Nigeria. Specifically, it achieves its objective by analyzing the factors that correlate with premium music streaming using the Partial Least Square Structural Equation Modelling (PLS- SEM). Our findings suggest that music sampling and consumer attitude are crucial for determining purchase intention and pre-mium streaming. Additionally, we find that stringent anti-piracy measures and low streaming costs can influence optimal music purchase intention and premium music streaming behavior. Overall, while the study fosters an understanding of the economic potential of music streaming in emerging African markets, its evi-dence supports the literature with valuable insights for decision-makers
The relevance of efficient direct material input through both export market and domestic material sources offers useful material and resource productivity guidelines from both economic and environmental sustainability dimensions. In the current context, the drivers of material and resource efficiency in the Nordic region are examined by utilizing requisite empirical approaches over the period 1995-2020. The investigation revealed that economic activities which are characterized by Gross domestic product (GDP) alongside the growth of urban population and utilization of oil energy are all detrimental to the region's resource efficiency. It implies that material utilization efficiency cannot be optimized with the current trend of the region's GDP, urban population growth and the use of dirty energy. Contrarily, the findings, further revealed that alternative energy utilization vis-à-vis renewables are key indicators to spur material and resource efficiency in the region, thus throwing more support for the region's unavoidable energy transition goal. These highlighted results alongside the Granger causality inference offer sustainable development measures that are specifically motivated through the improvement of efficient and optimization of output.
Echebiri, Chukwuemeka
(2023).
Employee Empowerment as a Foundational Approach to Foster Employee-Driven Innovation.
I Tan, Justina & Lee, Wing On (Red.),
Making Employee-Driven Innovation Achievable.
Routledge.
ISSN 9781003228011.
doi: 10.4324/9781003228011-5.
Vis sammendrag
Employee-driven innovation is a concept that captures innovative ideas initiated and implemented by non-innovative-specific employees in work practices. The core of employee-driven innovation is that it recognises that each and every employee is capable of being the driver of innovation. Several studies suggest that employees can only contribute to innovation if the organisations create a favourable innovation climate for their employees. This conceptual chapter discusses how organisations can foster employee-driven innovation by enabling and empowering their employees. This chapter examines how empowering practices at both the organisational and individual levels can influence employees’ capacity and capability in innovation processes. This is framed employee empowerment as a foundational approach to stimulate employee-driven innovation.
Echebiri, Chukwuemeka; Engen, Marit & Amundsen, Stein
(2021).
Employee-driven innovation: Conceptualisation, scale development and preliminary validation.
International Journal of Entrepreneurship and Innovation Management.
ISSN 1368-275X.
25(2/3),
s. 233–254.
doi: 10.1504/IJEIM.2020.10036012.
Vis sammendrag
Although there has been increasing interest in employee-driven innovation research, the literature is still fragmented. The purpose of this paper is to clarify the construct of employee-driven innovation (EDI) and to develop an instrument that can be used to measure it. We adopted an integrative approach to scale development by incorporating existing scales from concepts related to EDI. Based on a combined exploratory factor analysis (N = 144) and confirmatory factor analysis (N = 144) approach, we identified three dimensions of EDI, emergence and search for ideas, idea generation and idea development and implementation. The instrument showed sufficient reliability and validity (i.e. content, construct, convergent, and discriminant validity).
The purpose of this study is to explore the association of two opposite leadership styles with employee-driven innovation and how the leader–member exchange mediates these relationships.
Echebiri, Chukwuemeka; Amundsen, Stein & Engen, Marit
(2020).
Linking Structural Empowerment to Employee-Driven
Innovation: The Mediating Role of
Psychological Empowerment.
Administrative Sciences.
ISSN 2076-3387.
10(3).
doi: 10.3390/admsci10030042.
Fulltekst i vitenarkiv
Echebiri, Chukwuemeka
(2020).
An empirical study into the individual-level antecedents to employee-driven innovation.
Technology innovation management review.
ISSN 1927-0321.
10(6),
s. 41–51.
doi: 10.22215/timreview/1367.
Fulltekst i vitenarkivVis sammendrag
The purpose of this paper is to link individual-level factors (such as need for autonomy, selfleadership, and perceived job autonomy) to employee-driven innovation with self-leadership as an indirect link. The study is based on survey data of 315 employees in the banking sector, collected in two waves where the variables were separated in time. The hypothesized model was analysed using a structural equation model on Stata. First, it was found that the need for autonomy had an indirect association with employee-driven innovation through self-leadership. Second, the findings show that self-leadership had a positive relationship with employee-driven innovation. Finally, there was no support found for the moderating role of perceived job autonomy between self-leadership and employee-driven innovation. The findings in this paper are important because they identify individual-level antecedents of employee-driven innovation.
