CODAS HFLTS Method to Appraise Organizational Culture of Innovation and Complex Technological Changes Environments

: Sustainable development implies establishing principles, objectives and strategies within organizations that impact the organizational culture in innovation. However, a method needs to be defined in order to know the critical factors that allow the strengthening of the organizational culture in innovation with emphasis on Industry 4.0 and sustainable development in a highly changing environment for a specific organization. In this sense, the paper identifies the set of factors that are documented through reviews and analysis of the literature, subsequently proposes a MultiCriteria Decision Making (MCDM) methodology using hesitant fuzzy linguistic term sets (HFLTS) and combinative distance-based assessment (CODAS), where factors are evaluated to obtain a score and hierarchy value. Weight values were calculated using the ambiguity reduction method, which incorporates the knowledge acquired by researchers in organizational culture of innovation and expert judgment under the Saaty scale used in analytic hierarchy process (AHP). Finally, a model of organizational culture in innovation is proposed that can be used by organizations to focus strategies on the factors of greater hierarchy and thereby optimize their resources considering the sustainable development and the Industry 4.0 approach. and alternatives according to their importance at each level. These quantitative or qualitative criteria are compared using informal judgments to obtain the respective weights and priorities. The rating scale is based on Saaty's linguistic terms [91].


Introduction
The fourth industrial revolution, known as Industry 4.0, beginning around 2011, stands out for highly complex technological changes with short life spans. The three revolutions that precede it have historically been defined by: (a) the steam engine, the first industrial revolution, from 1784 to 1870, (b) electricity, second revolution, from 1870 to 1969, and (c) mass production, third industrial revolution, from 1969 to 2011 [1].
The technological advances generated by Industry 4.0 have created an ever-changing environment that has pushed for the establishment of programs whose purpose is to give incentives and create innovations within themselves. In this sense, a great variety of factors and aspects exist such as attitudes, values, knowledge and processes that stand out during the innovation management. Many of these changes have been driven by the development of the Internet of things, big data, cyber physical systems, artificial intelligence, virtual reality, robotization, cyber security etc. [2][3][4].
In correlation to this, the organizational culture tailored to innovation in Industry 4.0 is a key element and implies a paradigm shift in the way the processes and activities have been administrated in the organizations; this allows to identify the different venues to performing certain tasks, thus, conventional methods become obsolete. This in turn allows for process simulation [5], realizing more precise and accurate prediction analysis and obtaining a greater wealth of information about the population through social media in order to create more personalized products [6], which in turn makes it necessary to establish strategies to maintain both leadership and competitiveness within the organizations.
In addition, technologies, techniques and methods involve changes throughout the organization and relationships between companies that support it [1]. Among the new challenges of the implementation of the tools, techniques, methods, processes of Industry 4.0 are the creation of value from the point of view of corporate social responsibility [2,3,7]. The sustainability of the Industry 4.0 under an economic approach implies an improvement in productivity and product quality, in the environmental aspect with the application of energy consumption controls and finally in the social aspect by reducing workloads [4,7].
The impact of Industry 4.0 on sustainable development is evident in the reduction of production cycles, the design of products to improve natural ecosystems [3,8] and in the reduction of waste by the efficient use of resources, as in the case of increase the measurement precision of processes to reduce the use of materials, allowing them to be recycled and reused, generating a positive impact on environmental sustainability [7] and with the implementation of process simulation tools such as artificial intelligence [9].
However, the characteristics of the organizations influence the opportunities and challenges for the implementation of Industry 4.0 and the organizations have the problem of how to encourage the strengthening of the organizational culture of innovation in the Industry 4.0 and sustainable development, from an administrative point of view, in specific about critical factors identification aligned to the objectives of the organization [3,4,7].
For this reason, the factors identification is relevant, a task that several researchers have focused on. However, there is a gap regarding the lack of a method to identify the critical dimensional factors for a specific organization. Being the contribution of this paper, presenting a methodology that allows organizations to identify the critical factors presented in a revised literary compendium, with the next research aims to: (a) propose a Multi-Criteria Decision Making (MCDM) methodology to obtain the highest ranking factors identified in a literature review that incorporates the combinative distancebased assessment (CODAS) and hesitant fuzzy linguistic term sets (HFLTS) analysis; (b) propose a weighting calculation alternative that incorporates the acquired knowledge in the research found in the literature review and experts judgment used in AHP, called Ambiguity Reduction Weight; (c) present a visual model that shows the hierarchical factors, as well as their corresponding scoring values, that can be used to establish concrete strategies for each factor. The following research questions are addressed: • How can the MCDM tool be used to identify the relevant factors? • How is it possible to use an equation to calculate the weighting values for each criterion incorporating the acquired knowledge and the expert judgment evaluation? • Can the results obtained be considered reliable and aligned to other ways to calculate weighting values?
In this manner, the CODAS HFLTS and the criteria weight methodology proposed in this research will be evaluated under the hypothesis: (a) The Ambiguity Reduction Weight, based on acquired knowledge and AHP, provides Cronbach's alpha coefficient equal or greater than 0.900; (b) the scoring values obtained, using CODAS and HFLTS under different weight calculation methods, provides Pearson correlation coefficient values equal or greater than 0.800, allowing to verify that the methodology can be used to determine critical factors by different organizations and researchers in the context of problems they are dealing with and taking into account the environment uncertainties towards the criterions under evaluation.

Definition of Organizational Culture
The organizational culture is defined by [10] as the set of values, principles and beliefs that distinguish an organization, as well as the set of procedures and management behaviors that serve as examples and reinforcements for these basic principles, these principles being the deep truths which express fundamental values.

Organizational Culture in Innovation and Sustainable Development
Currently, business sustainability is becoming a pre-requisite for competitiveness. For this, organizations have to adapt to a more sustainable oriented environment by using sustainable process and technology; implying the integration of sustainability thinking into the entire organization, in relation with the innovation dimensions. This integration implies aligning the organizational culture with sustainable development principles and the objectives [11].
It is an active strategic asset of noted potential in all organizations [12]; the base factor for innovation management [13]; the importance to reinforce the behavior related to management related actions in communicating the importance of innovation [14], a necessary element for the adaptation and performance of innovation in companies [15], as well as a factor that stimulates or restricts innovation in the companies [16,17]. Although there are opinions related with a negative impact, the organizations must generate an environment to innovation encourage considering the highly changing context derived from Industry 4.0 [18]. Figure 1 presents the classification of factors that encompass the individual elements identified in the literature review, as well as the dimensional criteria. The organizational culture factors in innovation were defined based on the group of elements identified in the literature review emphasizing the management that promote innovation in the different dimensions proposed by the OECD [19].

Knowledge Management
Knowledge management is of vital importance in the context of sustainable development and Industry 4.0 given the complexity of the production processes and new businesses [20]; additionally, his strategies and practices have a positive impact on innovation [21]. The new environment implies taking advantage of the tacit and explicit knowledge generated from different internal and external sources, to apply them in an interconnected and digitized production environment in the generation of the integrated value chain [22], in addition to the knowledge for waste reduction and resources optimization in manufacturing processes to increase the competitive level (efficiency) of the organization [8,9]. Knowledge management is a dynamic process that shifts with the usage of new technologies such as the interaction of automated prototypes, additive manufacturing, simulation processes and information management [20]. Interaction with information to generate more knowledge about consumer needs, which in turn contributes to an increase in learning to operate in a digital environment, requiring skills related to industrial communication, big data, analytics, interface design, robot maintenance and three-dimensional (3D) design, all linked to Industry 4.0 [22,23] and environmental skills and expertise [24]. The factors identified within the context of knowledge management are listed in Table 1.

Financial Management
Financial management is a key aspect of innovation, as part of strategic planning, planning and control. According to [36] companies must allocate adequate and sufficient resources for technological infrastructure, establish personnel management and production, an understanding of the benefits of digitalization. Among other important aspects of financial management include the transfer of technologies [37], the development of new technology and investment in contributions to sustainable development [38] in research and development for incremental or radical innovation; the acquisition of complementary assets, as well as aspects related to staff incentives and rewards [39], require forecasts and budgets and relevant information for decision-making [39,40]. Table 2 shows the factors identified for financial management.

Organizational Management
Organizational management is an essential part for the generation of innovation and technology. Among the relevant aspects related to innovation are the structure, incentive systems, values and performance, in terms of technological aspects, there are competencies, decision-making and communication skills. Organizational innovation favors the development of technological innovation capabilities [42,43] allows to create, deliver and capture value [42], as well as to establish an awareness with focus on the environment and sustainable development [38] and the considerations to the total quality environmental strategies [44].
Organizational management implies a system of values and beliefs, interactions and relationships within the organization [10], focused on stakeholders aims to obtain financial performance and reputation results through an appropriate organizational culture [45], considering management procedures and behaviors as tools to strengthen it. An efficient organizational management system allows communicating the importance and reinforces a behavior for innovation [14] and focuses on the environment [9,46], which is a reflection of the development that the organization can have in intangible aspects since it favors the development of technological innovation and process capabilities, which can lead to a superior performance of the company [42], The factors identified within the context of organizational management are listed in Table 3. Table 3. Organizational management items.

Process Management
The processes have had a radical change in the last decade; the use of augmented reality, artificial intelligence, big data and the internet of things [23], have generated more complex processes [77]. This, in turn, implies the need for personnel with digital skills and talent and digital experience [78] that allows them to innovate in smart manufacturing processes [79], generate value for their products or services, reduce waste and improve efficiency. They need to be trained in sustainable engineering methods [8] and clean production [38]. Table 4 shows the items identified within process management. Table 4. Process management items.

Code
Processes Management Items

Intellectual Property Management
Intellectual property management is the generation of patents, the use of licenses and the registration of trademarks that provides organizations with a competitive advantage [33] for the commercialization of their products or services [32]. Protecting the intellectual property is part of both radical and incremental innovation processes, given the constant evolution of technology, provides legal protection to safeguard the technological, knowledge and identity developments of organizations. Table 5 shows the items identified within intellectual property management. Table 5. Intellectual property management items.

Technology Management
The productive processes in the context of Industry 4.0 are modified throughout the industrial phase of value creation through the digital interconnection of people, machines and objects, which offers numerous possibilities to increase production efficiency [3,4,22], as well as the costs reduction, optimization of energy consumption and product life cycle management improvement [14,85]. These processes are complex given the constant evolution of technology. The management of technology that can be incremental or radical requires skills and capabilities for research and development from the organizational and human component, so that organizations can visualize the importance of using their own or external laboratories, to constantly monitor the technologies cycle to be proactive in the changes of the technologies and conducting eco-design on product [24]. Production processes are modified throughout the industrial phase of value creation through the digital interconnection of people, machines and objects, which offers numerous possibilities to positively impact production efficiency [7]. Table 6 presents the factors identified within the technology management. Table 6. Technology management items.

Definition of Multi-Criteria Decision Making (MCDM) Problem
From a theoretical viewpoint, MCDM is a powerful component of operations research that encompasses some analytical tools and techniques to appraise the strengths and weaknesses of a set of competing alternatives = { 1 , 2 , … , } evaluated on a family of criteria of different nature = { 1 , 2 , … , }, with the objective of making an accurate decision regarding the preference judgment of the decision-maker. An MCDM problem can be generally represented by a decision matrix as that shown in Table 7 [87]. Table 7. Multi-criteria matrix structure.

Dimensional Criterions
From the reviewed literature, MCDM can be applied to solve several problems, such as credit granting decision problem [87], a sustainability performance measure of a Brazilian oil and gas company [88], a supplier selection analysis [89] and a personnel selection process [90].

Analytic Hierarchy Process (AHP)
The AHP methodology, a tool for multicriteria decision making used to solve quantitative and qualitative problems, allows for complex hierarchy decisions. The main axioms considered are [91]:

Axiom 2.
Condition of homogeneity of the elements; the elements are compared in the same order of magnitude.
Axiom 3. Condition of hierarchical structure or reuse dependent. Axiom 4. Condition of rank order expectations, which are structured in alternatives and criteria. The steps for hierarchical analysis are: (a) define decision criteria, considering the structure at different levels; (b) evaluation of the different criteria, sub-criteria and alternatives according to their importance at each level. These quantitative or qualitative criteria are compared using informal judgments to obtain the respective weights and priorities. The rating scale is based on Saaty's linguistic terms [91]. Multicriteria methods are useful and reliable for solving problems with multiple uncertain criteria and inaccurate situations. The CODAS method is used in multiple disciplines and fields, for decision making where there is not too much information and knowledge [92]. This method uses the Euclidean distance as the main distance and the Taxicab distance as a secondary measure, which are calculated according to the negative ideal distance. The alternative with the greatest distance is the most desirable outcome [93].
The CODAS method, presented by Ghorabaee [93], where the original terms have been modified, is described below: Step 1. Construction of the decision matrix as shown below.
Step 2. Calculate the normalized decision matrix.
where y are a set of significant dimensional criteria.
Step 3. Calculate the normalized weight in the decision matrix with the following formula: where is the weight value of the criterion , with 0 < < 1 and ∑ = 1.
Step 4. Determining the ideal negative solution: Step 5. Calculate the Euclidean distance (E ) and Taxicab distance (T ) of the negative idea solution alternatives: Step 6. Preparation of the relative evaluation matrix: where {1,2, … , } and shows a threshold function to recognize the equality of the distances of the two alternatives defined by: The value of can be set by the decision maker, with a parameter range between 0.01 and 0.05. The Taxicab distance calculation formula can be used to compare the difference between distances. For the purposes of the present study = 0.03.
Step 7. Determination of the evaluation of the score of each alternative: Step 8. Classify the alternatives according to the decreasing values of the evaluation score (L ). The alternative with the highest value of is the best choice among the alternatives.

Hesitant Fuzzy Linguistic Term Sets (HFLTS)
The concept of HFLTS serves as a basis to increase the flexibility of obtaining linguistic information through linguistic expressions. This allows different expressions to be used to represent the knowledge and/or preferences of the decision maker.
If an expert can consider several values to define a membership function in the qualitative context, experts can doubt between values to determine a linguistic variable; the HFLTS method meets the needs and requirements when there are doubts in the assignment of values [94]. Below are the basic terms and operations necessary for its application.

Definition 4. The union between
and is defined as: In other words, the union of two HFTLS is the set of elements included in both ( and ).

Definition 5.
The intersection between and is defined as: In other words, the intersection of two HFTLS is the set that contains the elements included in and also included in .
Definition 6. The linguistic interval with upper bound and lower bound limits obtained from maximum and minimum linguistic term are called envelope of HFTLS, ( ), and is defined as: Definition 7. The comparison between and is defined as: Figure 2 presents the flow chart used in order to rank the factors and thereby identify the ones that most influence to foster an organizational culture in innovation with emphasis on Industry 4.0, including the assignment of linguistic terms (HFLTS), the steps of the CODAS methodology, where they use the weights obtained by AHP, acquired knowledge and ambiguity reduction.

Weight Calculation
For the calculation of the weighting, it is proposed to consider the AHP methodology, as well as the acquired knowledge obtained by the literature review, obtaining a third weighting called ambiguity reduction.

Weight Based on Acquired Knowledge (WAK)
It incorporates the knowledge acquired from documentary research that identifies the criteria related to organizational culture in innovation with emphasis on Industry 4.0, which are grouped in critical dimensions to obtain a table of frequencies whose values allow to determine the weighting value of each dimension. Table 10 displays the frequencies and weighting values obtained by  analyzing Tables 1, 2, 3, 4, 5 and 6.

Weight Based on AHP
The rating scale is based on the Saaty judgment scale [81], which uses ambiguous values to obtain the respective weights and priorities (Table 11). Based on the matrix of judgments, the standardized autovector is generated, and with this, the normalized average values are obtained, as shown in Table 12. Having obtained the above, it is possible to evaluate the congruence of the judgments using the consistency index, = ( − ) ( − 1) ⁄ and the acceptability index, = ⁄ , which must not be greater than 10% to be considered as acceptable judgment. The CI and IR obtained were 0.1074 and 9%, respectively, which demonstrates the consistency in the weights determined by the AHP methodology for the different dimensions for innovation.

Weight Based on Ambiguity Reduction (WAHP-AK)
To reduce the ambiguity of the weighted values obtained through AHP, it is proposed to incorporate the weights determined as a result of the analysis of the factors identified in the literature review with the categorized critical dimensions, using = + (1 − ) , where is the impact that the weighting of the dimensional criteria defined by the decision maker will have, is the weighting obtained by reviewing literature for the critical dimension and is the weighting obtained by AHP for the critical dimension .
The foregoing implies not only the use of a limited number of experts to assign the weighting values, but also incorporates into the modeling additional experts who have conducted documented research regarding the organizational culture in innovation with emphasis on Industry 4.0; Table 13 displays the resulting weighting values.

Normalized Weighted Matrix
Based on the weights obtained by the ambiguity reduction method, the normalized weighted matrix is calculated, using (3), see Table 14.

Euclidean and Taxicab Distances, Score and Ranking
Once the normalized weighted matrix was obtained, the Euclidean (6) and Taxicab (7) distances were calculated, the relative matrix determined was calculated (8,9). Table 15 presents the results of the scores obtained and the hierarchy of the elements (11) that contribute most to the strengthening of organizational culture in innovation with emphasis on Industry 4.0 and sustainability development.

Sensitivity Analysis
In order to perform an analysis of the rankings obtained, the scores and rankings were calculated using the acquired knowledge weight and AHP weight. Table 16 displays the results obtained where Cronbach's alpha coefficient is 0.9574 for the APH weight, 0.9870 for acquired knowledge weight and 0.9090 for the ambiguity reduction which is indicative of a high internal consistency between the data, as well as a similar standard deviation value between the three methods, indicative of a minimum error difference between them. Regarding the correlation values calculated between the three weighting methods, Table 17, there is a high correlation between the weighting calculation methodologies considered in the investigation, graphically observed in Figure 3.

Discussion
The multicriteria analysis CODAS HFLTS and an expert's opinion provide a tool to identify the 30 highest scoring factors, establishing a methodological strategy that promotes an organizational culture in innovation with an Industry 4.0 and sustainability development emphasis.
To obtain these factors, the knowledge acquired during 30 years of research related to organizational culture in innovation was used, which allowed complementing the judgment of the experts of the AHP methodology, whose value of square multiple correlation obtained (0.9864) was higher than values obtained using AHP (0.9734) and acquired knowledge (0.9177). In addition, the Table 17 shows high correlation values between the scoring values calculated under the ambiguity reduction weigh and AHP (0.97), same situation with the observed correlation between ambiguity reduction and acquired knowledge weight (0.92). The above endorses the compliance of the statement: the scoring values obtained, using CODAS and HFLTS under different weight calculation methods, provide correlation coefficient values equal or greater than 0.800, which is aligned with the established aims and research questions.
In a similar view, the ambiguity reduction weight, based on acquired knowledge and AHP, providing a Cronbach's alpha coefficient equal or greater than 0.900. By this, the paper probes the results in Table 16 as an indicative of the reliability of the proposed methodology, in accordance to the aims and research questions established in this paper.
Finally, the identify factors in the MCDM analysis presented in Figure 4 includes the score values and ranking that are aligned with the promoted management established in Figure 1. This model facilitates the identification of the type of management required to establish specific strategies according to the enterprises' needs. Figure 4 presents the factors of each dimension, two financial management factors, two technology management factors, four process management factors, four intellectual property management factors, five knowledge management factors and 13 organizational management factors, which indicates that organizational management contributes to a greater extent to generate an organizational culture in innovation with an emphasis on sustainability development and Industry 4.0, since it develops and promotes a work environment that encourages innovation, the above without diminishing importance to the other steps. These factors are described in the following sections.

Organizational Management
• Capacities-content [23,48], score 3.53, allows the organization to establish or consider basic aspects related to what and how to produce in a complex context derived from hyperconnectivity and digitalization, as well as to the speed with which products must be modified or the new products presented for marketing, according the customer requirements. • Strategic orientation towards the client [16], score 2.13, establishes that the focus in the new environment is towards the client, unlike the past decades, with the starting point for the generation of innovation in the production of new products services or business models and developing and managing a company green image [24], which allow their competitiveness. • Interaction with suppliers-value chain [67], score 1.94. In the value chain, it is important to be well integrated with suppliers, so that there are no deficiencies, no aspects of raw material specifications that can delay the innovation process, alerts about future changes that may allow to modify processes, products can be generated with higher quality, better supply conditions can be obtained, lower failures in the provision of the elements occur and a reduction of the use of natural resources in production. • Entrepreneurial spirit [16], score 1.54, allows companies to consider incremental or radical changes within the organization and focus on clean production as a generator of environmental and economic benefits for companies and consumers. • Capabilities for decision making generated from data [23,36,48], score 1.47, in the context of Industry 4.0, information increases exponentially, and this information must be used by the organization, for the improvement and management of business innovation.
• Links between universities [74], score 1.42. Linking allows generating research and development activities for new products, processes and product improvements in environments where universities provide new solutions to traditional methods or processes followed by organizations. • Trust suppliers [39], score 1.38. This is a strategic aspect that is possibly not often considered in organizations, but relevant in innovation, since the perception of lack of trust can generate unfinished innovation projects when related to licensing and issues of intellectual property, which can interfere with innovation and the management. • Involvement [10,68], score 1.09. This concerns the issues of attitudes, values, abilities, skills and performance of personnel to establish internal and external relationships and relationships that contribute to streamline the process of innovation development and environmental consciousness. • Structure of the low technology industry [31], score 1.06. High technology is related to economic resources, which are often limited; innovation is not necessarily related to disruptive technological changes, but to the proper use of them. • Search for innovation-clients [47], score 0.89. The relevance of this factor lies in the search and use of information to generate innovation in new products, when existing products do not meet the functionality expectations specified by customers. It also applies to manufacturing processes, when the existing ones do not present added value in compliance with the process or product specifications. • Eco-innovation search-suppliers [25], score 0.83, promote the search and development of production equipment suppliers to generate opportunities in process innovation with emphasis in sustainable development. • Appreciation, reward system and incentives [39], score 0.66. This element establishes reward plans for recognition of employee achievements as an incentive for innovation. • Structure for innovation [19], score 0.6, involves establishing the conditions to operate in the new environment of digitalization and hyperconnection.

Process Management
• Artificial intelligence [22], score 3.22, allows the simulation of the most precise production processes, to establish product life cycles, to identify periods of failures, make adaptations in virtual fields before being manufactured or marketed and to carry out product innovations existing or generate new products. • Use of machine learning [22], score 2.20, provides more information for the development of innovation by integrating it with mathematical algorithms. • Processes of exploration of innovation [84], score 1.10, strengthens the company's position in terms of competitiveness by establishing search processes and innovation analysis. • Innovating in sustainable process, products and business [31,33], score 0.83, allows to establish innovation cycles according to the life cycles of the technology and the products themselves.

Knowledge Management
• Exploitative learning [20,26], score 2.14, involves the potentializing of knowledge derived from the generation of technology, through technology transfers, staff mobility, informal contacts, relationships, information exchanges and the training of human capital to generate new innovations. • Context of innovation-sources of innovation [14], score 1.50. The sources of innovation derived from competitions allow companies to get new ideas from the prototypes generated in a particular topic for innovation. • Adoption of information management in the cloud [22], score 1.22, recognizes that information is an intangible asset that produces great changes in organizations, in the new context of digitalization, this promotes more agile processes and more information to gain competitive advantage over aspects, characteristics, problems, improvements etc., which lead to information and for the generation of innovation.
• Employees absorption capacity to generate knowledge [27,28], score 0.77. This is an intangible asset in companies and is difficult to measure. It allows the organization to implement, adapt and decode tacit knowledge to make it explicit, with the intention of transferring it into innovative products and processes and developing a corporate environmental culture.

Financial Management
• Financial aspects [19,[33][34][35][36][37][38][39][40][41], score 3.08, include resources that are involved in innovation, costs related to training, updates, payments to professionals for legal aspects related to patenting, licensing, registration and the investment in contributions to sustainable development, as well as those related to human capital. • Financing activities for technology transfer [19,37,40], score 2.08, refers to significant activities in strategic planning and involves the allocation of financial resources to carry out the generation and implementation of innovation by transferring additional technology to equipment or machinery, including transport and complementary costs for such transfers.

Intellectual Property Management
• Trademarks [32,33], score 1.60, provide a corporate identity and prestige; the brand is the recognition of innovative research and development of products or services. • Copyright [33], score 1.17, corresponds to the legal value of the reserved rights that protect ideas for innovation and part of the competitiveness of companies. • Licensing [32,33], score 0.98, corresponds to the rights for the use of intellectual property that allows you to use and generate income by marketing innovations that include intellectual property of others. • Management of intellectual property [27,33], score 0.61, involves the legal aspects related to intellectual property rights, licensing and trademark registration, or the use of intellectual property by third parties. As a complement to innovations generated in the organization, this allows to protect the innovation and above all to commercialize the products.

Technology management
• Information technology architecture capabilities [80], score 1.17, includes the capabilities in the management of information technologies, hardware management for information storage, data synchronization programming and simulation capabilities for the virtual creation of innovation, for its subsequent development of physical way, such as business strategies. • Closed innovation [74], score 0.74, uses the resources available within the organization, human and technological, to carry out innovative research and development activities.
Finally, from a comparative analysis of the factors of greater hierarchy calculated using the different weighting methodologies, it is observed in Figure 5 that the organizational management is the most important when all the individual factors under the general classifications are analyzed.

Conclusions
Using the CODAS HFLTS methodology, it was possible identify 30 factors with highest hierarchy that influence the cultural organization in the field of innovation, with an emphasis for Industry 4.0 and sustainable development, identified through a literature review from relevant research within the same area of knowledge.
A multicriteria analysis was carried out using weighting values that included the AHP methodology, the knowledge acquired from previous research and the dimensional criteria recommended by the OECD, with the objective of reducing the subjectivity and the impact of a limited number of experts assigning weighting values.
Once the results were obtained, it was observed that organizational management is of great relevance to boost innovation within organizations, continuing with process management, knowledge management, intellectual property management and, finally, technology management.
The above makes sense because it is the human resource that must be strengthened (knowledge and skills) to generate the synergy that encourages innovation activities, since historically it has been observed that organizations that do not adapt to new environments tend to disappear. This is even more true in a complex and changing context such as the environment of Industry 4.0, where the cycles of innovation are becoming shorter and the relevance of the sustainable development and green technologies are more popular.
The main contribution of this research, from the point of view of organizational culture, sustainable development and industry 4.0, is providing a methodology to companies and researchers for relevant factors identification for a specific organization and allow focus resources on establishment of strategies that increase the competitiveness, avoiding the resources waste assigned to not relevant factors.
Here, the expert judgment used is key since it allows to assign greater importance to relevant criteria, which could be undervalued by methodological tools proposed by other researchers. In addition, the ambiguity reduction weight calculation allows varying the magnitude of the impact of expert judgment and the results of previous research present in the literature review. However, an important limitation of the study is the expert opinion, used to establish the weighting values of each criterion. This is considered by some researchers as lacking statistical representativeness, a topic not considered in this paper but considered in [95].
Proposal for future works are: (a) using the entropy method to calculate the weighting values through expert judgment [96], and subsequently, a contrast analysis of the scoring and ranking values obtained; (b) implement the use of machine learning to analyze the factors found in the literary review and contrast them with the factors actually used by organizations; (c) expand the proposed MCDM methodology other case of studies, such as horizontal collaboration [97,98], analysis of critical factors for supplier selection [99] and implementation of lean education [100], among others. Funding: This research received no external funding; the APC was funded by Autonomous University of Ciudad Juarez.

Conflicts of Interest:
The authors declare no conflict of interest.