Purpose

The purpose of this paper is to study individual sustainability competencies and its linkage toward building innovation capabilities. This study explores the interrelations between individual-level competencies with organizational-level capabilities.

Design/methodology/approach

Thematic content analysis is used to analyze the qualitative interview data from 22 experts working in the sustainability departments of large corporations in India. The respondents were chief sustainability officers, sustainability managers or general managers responsible for driving sustainability in their organizations.

Findings

This study identifies individual sustainability competencies into two sets. First being cognitive competencies and the second being emotional competencies. The cognitive competencies identified are systems thinking, future orientation and perspective-taking (cognitive empathy). The affective or emotional competencies identified are connectedness to nature, sense of transcendence of time and empathic concern. The competencies enhanced innovation through the development of stakeholder capabilities and organizational learning capabilities.

Research limitations/implications

This study provides new insight regarding the link between both cognitive and emotional competencies and organizational capabilities for innovation.

Practical implications

This study appraises the role of individual sustainability competencies on innovation. This study indicates the importance of developing sustainability competencies at the individual level to drive innovation.

Originality/value

This paper provides novel insights on sustainability competencies and its link with innovation. The conceptualization of competencies was made as cognitive and emotional skills. Furthermore, its relationship with innovation capabilities advance the understanding of the individual contribution to innovation.

中文翻译：

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可持续性能力及其与创新能力的联系

目的

本文的目的是研究个人的可持续发展能力及其与建立创新能力的联系。本研究探讨了个人层面的能力与组织层面的能力之间的相互关系。

设计/方法/方法

主题内容分析用于分析来自印度大公司可持续发展部门的 22 位专家的定性访谈数据。受访者是负责推动其组织可持续发展的首席可持续发展官、可持续发展经理或总经理。

发现

本研究将个人可持续发展能力分为两组。一是认知能力，二是情感能力。确定的认知能力是系统思维、未来导向和观点采择（认知移情）。所确定的情感或情感能力是与自然的联系、超越时间的感觉和移情关注。这些能力通过发展利益相关者的能力和组织学习能力来增强创新。

研究限制/影响

这项研究为认知和情感能力与创新组织能力之间的联系提供了新的见解。

实际影响

本研究评估了个人可持续发展能力对创新的作用。这项研究表明了在个人层面培养可持续发展能力以推动创新的重要性。

原创性/价值

本文就可持续性能力及其与创新的联系提供了新颖的见解。将能力概念化为认知和情感技能。此外，它与创新能力的关系促进了对个人对创新贡献的理解。