Moving from closed to open innovation in knowledge organizations with a knowledge management approach,

The purpose of the upcoming research is to identify the dimensions and components of open innovation in knowledge organizations (universities) and provide a model for moving from closed innovation to open innovation with a knowledge management approach in these organizations, considering the effectiveness of each of The dimensions are The statistical population consists of 10 members of the practical board who are knowledgeable about the basics of knowledge management and innovation, who were selected in a targeted manner.

The research tool is the interview in the qualitative part and the questionnaire in the quantitative part. After identifying the components and dimensions of open innovation in academic organizations (universities) and selecting a number of these dimensions according to the opinions of the expert team, these dimensions were examined using the DANP decision-making and prioritization method, and the intensity and effectiveness of each of the factors Was obtained.FindingsThe results of the analysis showed that the number of 75 components was reduced to 30 after merging similar components and categorizing them, then with the opinions of the 8-dimensional expert team, it was identified for the implementation of open innovation in knowledge organizations.

In this model, the three components of management support and commitment, organizational culture and training and skilled workforce have been identified as the most important influencing factors, which also influence each other. More attention of organizations to the components of support and commitment of managers and organizational culture, according to the presented model, will cause it to indirectly affect them even with less attention to other components and finally cause The organization was promoted in the desired field. Forming departments to monitor the factors mentioned in the category of components, because promotion starts from the lowest levels and causes changes at the highest levels of the organization.