Table 6 The summary of human perspective... | Emerald Publishing

Table 6

The summary of human perspective

Macrocluster	Microthemes	Brief description
Human perspective	Engagement (engagement)	This first cluster is the central node between the two perspectives, i.e. the organizational and the human ones, and it includes all the text of papers explaining the different definitions of engagement used within the document.
	Social relationships (people and change)	It deals with the deepest human factors that can influence engagement and therefore innovation output; they are either personal factors or factors related to a social relationship: to start with, to love own-self is a fundamental condition to be engaged and for leaders to engage subordinates (Maharaj and April, 2013); second, leaders are fundamental to make employees engaged and to make them foster innovation, (Holten and Brenner, 2015; Gomes et al., 2015; Barata, 2016; Garg and Dhar, 2017; Pham-Thai et al., 2018) and in their relationship with subordinated trust is necessary (Chughtai and Buckely, 2011; Memon and Jena, 2017).
	Knowledge management (research and innovation)	This cluster emphasizes the importance of learning process of the employee. It summarizes what are the variables to be studied within the relationship that starts with engagement and has innovation-related outcomes. At one side of the relationship, the players who potentially influence the relationship’s output are employees, leaders, the management and the organizational culture. At the other side of the relationship, creativity has been found to mediate the relationship between engagement and innovation (Slåtten and Mehmetoglu, 2011; Kumar and Raghavendran, 2015; Martinez, 2015; Koch et al., 2015; Orth and Volmer, 2017).

Macrocluster	Microthemes	Brief description
Human perspective	Engagement (engagement)	This first cluster is the central node between the two perspectives, i.e. the organizational and the human ones, and it includes all the text of papers explaining the different definitions of engagement used within the document.
	Social relationships (people and change)	It deals with the deepest human factors that can influence engagement and therefore innovation output; they are either personal factors or factors related to a social relationship: to start with, to love own-self is a fundamental condition to be engaged and for leaders to engage subordinates (Maharaj and April, 2013); second, leaders are fundamental to make employees engaged and to make them foster innovation, (Holten and Brenner, 2015; Gomes et al., 2015; Barata, 2016; Garg and Dhar, 2017; Pham-Thai et al., 2018) and in their relationship with subordinated trust is necessary (Chughtai and Buckely, 2011; Memon and Jena, 2017).
	Knowledge management (research and innovation)	This cluster emphasizes the importance of learning process of the employee. It summarizes what are the variables to be studied within the relationship that starts with engagement and has innovation-related outcomes. At one side of the relationship, the players who potentially influence the relationship’s output are employees, leaders, the management and the organizational culture. At the other side of the relationship, creativity has been found to mediate the relationship between engagement and innovation (Slåtten and Mehmetoglu, 2011; Kumar and Raghavendran, 2015; Martinez, 2015; Koch et al., 2015; Orth and Volmer, 2017).