Functional food is lately an interesting topic from the new product development perspective; complex motivation and expectations of consumers regarding it present a challenge when new products are designed. Co-creation is an interesting alternative to the standard practices by the R & D departments since it directly involves consumers in the various stages of the creation process. This work aims to describe experiences of engaging consumers in different development stages of a functional food product within a project realized at a food research institute. Four consecutive studies were conducted: the first study explored current trends in Serbia regarding the way consumers use functional food and are informed about it; the second study described development of a raspberry seeds extract with antioxidant and anti-proliferative activity confirmed in vitro; the third study tested the same extract in a sample of consumers, validating its usability in food products; and the fourth study described a co-creation session with 18 participants, during which a number of activities were realized to stimulate idea generation. Rather than the final product idea itself, this work is valuable because of detailed insights into the various phases of the co-creation process. It is shown that consumers and food researchers can together engage in the new food product development process as long as the communication between them is rich and with mutual understanding.

This paper shows the structure of a mechanical system with 9 DOFs for driving robot eyes, as well as the system’s ability to produce facial expressions. It consists of three subsystems which enable the motion of the eyeballs, eyelids, and eyebrows independently to the rest of the face. Due to its structure, the mechanical system of the eyeballs is able to reproduce all of the motions human eyes are capable of, which is an important condition for the realization of binocular function of the artificial robot eyes, as well as stereovision. From a kinematic standpoint, the mechanical systems of the eyeballs, eyelids, and eyebrows are highly capable of generating the movements of the human eye. The structure of a control system is proposed with the goal of realizing the desired motion of the output links of the mechanical systems. The success of the mechanical system is also rated on how well it enables the robot to generate non-verbal emotional content, which is why an experiment was conducted. Due to this, the face of the human-like robot MARKO was used, covered with a face mask to aid in focusing the participants on the eye region. The participants evaluated the efficiency of the robot’s non-verbal communication, with certain emotions achieving a high rate of recognition.

We contribute to the Responsible Research and Innovation (RRI) literature in two ways: (i) we consider how societal aspects are taken into account in research and innovation (R&I) activities in four fundamentally different scenarios, as opposed to analysing current practices; and (ii) put the emphasis on the political conditions of the interactions among the actors, as opposed to focussing on RRI principles and instruments. In the Kingdom of RRI citizens participate directly in decision-making processes; Fortress Europe depicts a libertarian system; Failed Democracy is a populist regime; while Benevolent Green Eurocrats describes a technocratically coordinated strong state. The scenarios offer novel insights into the nature and repercussions of possible policy problems, that is, efficacy; efficiency; legitimacy of R&I activities; societal involvement; equity; and freedom of research. Meaningful interactions between lay people and professional actors in an innovation system can be safeguarded even in the harshest ideological and political framework.

We introduce the term “prolonged emergency remote teaching” to accentuate the temporal aspect of the current educational crisis. In-depth lived experiences of students and teaching staff in one engineering education institution were examined, in order to depict what being involved in an exclusively online communication feels like from the personal perspective, thus examining e-learning sustainability during the COVID-19 pandemic. Interviews with samples of students and teaching staff were conducted, and then psychological phenomenology was employed to produce rich descriptions of their personal experiences and impressions. Both the students and the faculty employees observed e-learning during the Fall semester of 2020 as challenging and artificial. Although trying to function as everything is in order, as the semester unfolded, motivation deteriorated, communication turned more and more superficial, and limitations became more prominent. For both sides, although there were some conveniences, the educational process yielded sub-optimal results and was hard to sustain; intellectual and social capital of both sides appeared to be underutilized. We present conclusions and recommendations, suggesting that modern technologies should help both sides to adapt to the new reality, instead of feeling stuck in an online “limbo”.

Current approaches to measuring innovation in higher education (HE) provide a very limited picture about the real scope of the innovation activities of higher education institutions (HEI) as they address only some dimensions of HEI innovativeness, wh...

This research aimed to introduce and validate a new self-report measure of organizational communication related to early stages of employee-driven innovation – the Employee Innovation Potential Scale (EIPS). Exploratory factor analysis and confirmatory factor analysis were performed consecutively on two samples of employees from Serbian companies (N = 723). The final form of the EIPS comprises 25 items and measures four factors: insight into company problems and their causes, company values employees' ideas, idea communication, and interest in company improvements. Employees who shared more ideas had higher scores on all four factors compared to employees who did not share any ideas or just a few, which confirmed factors’ criterion validity. Moreover, employees who shared more global and radical ideas had higher scores on the first two factors. The results supported the four-factor solution of EIPS and its criterion validity.