Public organisations have long sought new ways to enhance organisational performance and employee morale, bring about organisational change, and foster innovations. While governments across the world have continually embarked upon administrative reform efforts, the efficacy and adoption of such reforms remains understudied. This study explores whether organisational and individual factors predict the adoption and use of open innovation in government. In particular, we use the case of Challenge.gov, a novel open innovation platform in the U.S. federal government that aimed to engage the creative potential of the public in solving problems, enhance citizen engagement and public participation. Data on federal agency use of the Challenge.gov platform was paired with existing data on employee attitudes and organisational attributes over a five-year period. Our results show that a range of managerial practices, including employee empowerment, and organisational characteristics predict the extent to which federal agencies use open innovation. We conclude with discussion of the implications for theory and practice.

中文翻译：

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公共组织中开放式创新的条件：来自Challenge.gov的证据

公共组织长期以来一直在寻求新的方法来提高组织绩效和员工士气，实现组织变革并促进创新。尽管世界各国政府不断着手进行行政改革，但对这种改革的有效性和采用率仍在研究中。本研究探讨了组织因素和个人因素是否可以预测政府中开放式创新的采用和使用。尤其是，我们以Challenge.gov为例，这是美国联邦政府中一个新颖的开放式创新平台，旨在利用公众的创新潜力来解决问题，增强公民的参与度和公众参与度。有关联邦机构使用“挑战”的数据。gov平台与五年内有关员工态度和组织属性的现有数据配对。我们的结果表明，一系列管理实践（包括员工授权）和组织特征可以预测联邦机构使用开放式创新的程度。最后，我们讨论了对理论和实践的影响。