ABSTRACT This article examines employee ideation on internal social media, and how employees through dialogue strategies address uncertainty, a condition assumed inherent in ideation. The study explored online employee communication and interaction during 60 ideation sessions, including 2,420 suggested ideas, 6,558 comments, and 3,017 likes since the implementation in 2011 in a large, knowledge-intensive Danish organization. One ideation session counting 70 ideas, including 263 comments and 340 likes, was selected for an in-depth analysis of employee communication when generating ideas on internal social media. The study found that employees ideate mostly through three dialogue strategies: anticipating objections, asking directional questions, and opening up to other viewpoints. With these strategies, employees addressed uncertainty in mitigating interactions imagined to be face-threatening. Moreover, the present research suggests that uncertainty and dialogue strategies are considered resources for online employee ideation. Uncertainty may offer the opportunity for open, reflective, and stimulating dialogues, and the dialogue strategies may enhance online ideation. It is not until after an idea starts to develop through the multi-vocal dialogues that opportunities for innovation may emerge. In that sense, online employee communication about ideas is considered of strategic significance to one of the organization’s goals of being an innovation leader.

中文翻译：

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员工对内部社交媒体的想法：通过对话策略解决不确定性

摘要本文研究了员工在内部社交媒体上的构想，以及员工如何通过对话策略解决不确定性（构想中固有的条件）。该研究探讨了自2011年在丹麦一个知识密集型大型组织中实施以来的60个构想会议中的在线员工沟通和互动，包括2,420个建议构想，6,558条评论和3017个喜欢的人。选择了一个包含70个想法的想法会议，包括263条评论和340个赞，用于在内部社交媒体上生成想法时对员工沟通进行深入分析。该研究发现，员工的想法主要是通过三种对话策略来进行的：预料异议，提出定向问题以及开放其他观点。有了这些策略，员工解决了缓解被认为威胁人脸的互动的不确定性。此外，本研究表明，不确定性和对话策略被认为是在线员工构想的资源。不确定性可能提供进行公开，反思和刺激性对话的机会，并且对话策略可能会增强在线构想。直到通过多语言对话开始构想之后，创新机会才会出现。从这种意义上讲，在线员工关于思想的交流被认为对组织成为创新领导者的目标之一具有战略意义。不确定性可能提供进行公开，反思和刺激性对话的机会，并且对话策略可能会增强在线构想。直到通过多语言对话开始构想之后，创新机会才会出现。从这个意义上讲，在线员工关于思想的交流被认为对组织成为创新领导者的目标之一具有战略意义。不确定性可能提供进行公开，反思和刺激性对话的机会，并且对话策略可能会增强在线构想。直到通过多语言对话开始构想之后，创新机会才会出现。从这种意义上讲，在线员工关于思想的交流被认为对组织成为创新领导者的目标之一具有战略意义。