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Knowledge sharing, innovation and firm performance
... Para evitar problemas de especificação do modelo, foram utilizados como variáveis explicativas, adicionalmente, conforme a literatura: Giro do Ativo (GA) (Teixeira; Amaro, 2013), Endividamento (END) (Klingenberg et al., 2013), Razão de Concentração (RC) da empresa no mercado (Kostopoulos et al., 2011), Variação LO (ΔLO) (Liao;Rice, 2010), Tamanho da Empresa (Log_Ativo) (Wang;Wang, 2012), Grau de Alavancagem (Alav) (Liao; Rice, 2010) e custo da dívida (Kd) (Klingenberg et al., 2013), as quais são definidas pelas fórmulas a seguir, de acordo com os estudos citados. ...
... Para evitar problemas de especificação do modelo, foram utilizados como variáveis explicativas, adicionalmente, conforme a literatura: Giro do Ativo (GA) (Teixeira; Amaro, 2013), Endividamento (END) (Klingenberg et al., 2013), Razão de Concentração (RC) da empresa no mercado (Kostopoulos et al., 2011), Variação LO (ΔLO) (Liao;Rice, 2010), Tamanho da Empresa (Log_Ativo) (Wang;Wang, 2012), Grau de Alavancagem (Alav) (Liao; Rice, 2010) e custo da dívida (Kd) (Klingenberg et al., 2013), as quais são definidas pelas fórmulas a seguir, de acordo com os estudos citados. ...
... Giro do Ativo 0,041ª 0,037ª 0,038ª 0,039ª 0,098ª 0,095ª 0,036ª 0,036ª Endividamento −0,019ª −0,023 a −0,034ª −0,032ª −0,153ª −0,155ª −0,114ª −0,118ª Razão de Os resultados empíricos para as variáveis de rentabilidade (ROI, ROE e ROA) e criação de valor (RROI) revelam que as variáveis utilizadas para explicá-las foram relevantes em razão da significância majoriária de todas as variáveis independentes, exceto a Alavancagem para o modelo ROI e a Proximidade para ROI e ROA. A decisão de incluir as variáveis financeiras explicativas mostrou-se adequada conforme apontada na literatura (Klingenberg et al., 2013;Liao;Rice, 2010;Wang;Wang, 2012). ...
O objetivo desta pesquisa foi analisar o impacto da proximidade das empresas industriais aos sistemas regionais de inovação no desempenho financeiro e na criação de valor, considerando-se a realidade brasileira. O desafio teórico-empírico explorado foi propor um modelo para identificar os sistemas regionais de inovação, a partir da existência de ecossistemas de inovação. Para tanto, a pesquisa utilizou variáveis de formação de pesquisadores, capital humano dedicado à pesquisa e ao desenvolvimento, patentes e publicações e a criação de empresas para identificar os ecossistemas de inovação, cujo nível de densidade geográfica permitiu identificar os sistemas regionais de inovação. Com esse intuito, utilizou-se a análise fatorial exploratória. Foram levantadas 556 empresas industriais no Brasil com informações financeiras publicadas e disponíveis para o período de 2017-2018. Calcularam-se os indicadores rentabilidade e criação de valor, bem como a proximidade de cada empresa aos ecossistemas e sistemas regionais de inovação. Identificaram-se cinco sistemas regionais de inovação no Brasil e verificou-se que a proximidade das empresas a estes sistemas exerce impacto positivo e significativo nos indicadores financeiros e de criação de valor. Essas evidências demonstram a necessidade de fomentar novos sistemas regionais de inovação para apoiar o desenvolvimento econômico do país de forma mais equitativa.
Palavras-chave: competitividade; ecossistema de inovação; indústria brasileira; inovação aberta; rentabilidade.
... This possibility occurs only when the leaders have knowledge-sharing personality traits [70], which help the organization respond quickly to changing customer demands through innovation and excel in their business performance. This is achievable through innovation speed and quality [71]. Furthermore, innovation is a direct outcome of team performance [72]. ...
... Studies and investigations have underscored the significant role of innovation as a mediator. For example, Wang and Wang [71] concluded that innovation, in terms of speed and quality, interprets positive execution as a mediator concerning knowledge sharing and performance in technology companies in China. They emphasized that when leaders in their organization promote a knowledge-sharing environ-Sustainability 2023, 15, 14715 6 of 20 ment, innovation speed and quality will stimulate results whose performance will be good. ...
... In this study, we used two dimensions of innovation named innovation speed and innovation quality, for which 10 items (five items for innovation speed and five items for innovation quality) were used based on the investigation [71]. However, some words were adjusted according to the university context so the faculty members could answer easily. ...
The literature on sustainable competitive advantages and performance has grown extensively in organizations over the last three decades. However, sustainable competitive advantages have received limited attention from scholars in academic institutions. To contribute to the literature, this research examines how knowledge-oriented leadership stimulates team performance through innovation, eventually directing towards a sustainable competitive advantage in higher education institutions (HEIs). The data was gathered from 64 team leaders and 303 team members from Pakistan’s HEIs to assess the model. The results indicate that knowledge-oriented leadership significantly enhances team performance, with this association partially mediated by the speed of innovation. At the same time, no mediating role is observed for the quality of innovation. In addition, team performance and its relationship with a sustainable competitive advantage originated positively. As a result, HEIS should promote knowledge-oriented leadership as a crucial strategy for managing the complex dynamics of innovation, team performance, and sustainable competitive advantages. These institutions should prioritize appointing knowledge-oriented leaders to enhance innovation, team performance, and sustainable competitive advantages. Further implications are conferred.
... S.F. enables companies to envision future scenarios and develop new capabilities to navigate challenges successfully [11]. The advantages of S.F. are manifold, including anticipating future trends, improving decision-making, managing risks, gaining competitive advantage, fostering innovation and adaptability, and ensuring long-term sustainability [9,12,13]. In dynamic and competitive environments, S.F. plays a crucial role in shaping the competitiveness, growth, and sustainability of organizations [14]. ...
... Evaluation of K.M. often involves assessing its implementation, transformation, and acquisition [55]. Research by Wang and Wang [13] suggests that sharing both explicit and implicit knowledge can enhance a firm's financial performance. The four processes of organizational knowledge and procedure creation theory continuously generate dimensions of K.M. that lead to knowledge creation [57]. ...
... They recognized that effective K.M. methods are crucial for fostering innovation and gaining a sustainable competitive edge in today's corporate landscape. There is an increasing emphasis on developing strategies for generating, using, and sharing knowledge within firms [13,[60][61][62]. ...
The role of business intelligence in driving strategic planning in organizations have received considerable attention from many scholars. Nonetheless, there remains a promising area for further research, especially when considering moderating variables on effects such as knowledge management, which has contributed to businesses’ appreciation of the importance of business intelligence. To this end, in this study, the researchers constructed a conceptual model based on existing literature by incorporating relevant research variables. A questionnaire survey was conducted among a random sample of 307 employees selected from three telecom companies in Jordan. The researchers then utilized structural equation modeling with AMOS 21.0 to validate and test the model. The findings of the study revealed that business intelligence has a significant positive influence on strategic foresight. Furthermore, the analysis indicated that knowledge management mediates the relationship between business intelligence and strategic foresight. The implications and recommendations of academic research are also discussed.
... The workplace today comprises three to four generations working together. Multiple generations at work results in a nonoverlapping knowledge, perspectives, experience, and expertise uniquely drawn from each generation leading to a more extensive knowledge pool that helps in better decision-making, problem-solving, and attaining positive individual and organizational performance (Wang and Wang, 2012;Argote and Ingram, 2000). However, each generation is different from the others in certain key characteristics such as attitudes, beliefs, personalities, motivation, work values, and workplace behaviors (Costanza et al., 2012;Becton et al., 2014;Singh et al., 2020). ...
... Empirical results show that knowledge sharing (both implicit and explicit) among individuals has advanced individual, group, and organizational level consequences. It positively impacts individual task performance (Kim and Yun, 2015) and team performance (Srivastava et al., 2006) and stimulates organizational creativity (Wang and Wang, 2012;Wang et al., 2014). Knowledge-sharing opportunities at work help employees learn from each other's experiences and develop high-quality solutions over arbitrary opinions. ...
... Organizations benefit by improving the speed and quality of their decisions, innovating products and services, and increasing employee retention. Knowledge sharing positively influences group performance in many different contexts (Kim and Yun, 2015; Wang and Wang, 2012;Choi et al., 2010). This study considers branch performance as a proxy for group performance, the dependent variable. ...
Purpose
The current article investigates the impact of generational diversity on knowledge sharing and group performance. It, further, explores the moderating effects of intergenerational climate, boundary-spanning leadership, and respect in facilitating greater knowledge sharing and enhanced group performance.
Design/methodology/approach
The authors applied partial least square structural equation modeling to test the model, using a sample of 635 employees working in the banking industry.
Findings
Results indicate that generational diversity negatively influences knowledge sharing among employees at work. However, the moderating roles of intergenerational climate and boundary-spanning leadership aid in mitigating this negative affect and facilitate knowledge sharing among employees, thereby, resulting in better group performance.
Research limitations/implications
The study extends extant literature on generational diversity and differences by examining its impact on knowledge sharing and group performance. Further, the study also contributes by highlighting intergenerational climate and boundary-spanning leadership as key facilitators in promoting knowledge sharing among employees. Future research may include other industries/contexts to widen the generalizability of the findings and a longitudinal design to ascertain the causal effects.
Practical implications
This study identifies the need to effectively manage multigenerational workforce to capitalize on the unique benefits of each generation. An intergenerational climate free from ageist attitudes and employing leaders possessing boundary-spanning abilities would help organizations to create an inclusive workplace.
Originality/value
The authors attempt to explore the relationship between generational diversity, knowledge sharing, and group performance through the moderating effects of intergenerational climate and boundary-spanning leadership, which has not been studied in the past.
... Ajzen's knowledge-sharing questionnaire (1991), which had 10 questions on a five-point Likert scale from one to 5, was designed (18). Wang and Wang's Knowledge Management Questionnaire (KMQ) scale had 13 questions on a 7-point Likert scale (strongly disagree to "strongly agree) (19). Lin's Tacit Knowledge Sharing Scale (TEKS) had four items on a five-point Likert scale was an option (never to forever) (20). ...
... Convergent validity, divergent validity, and construct validity of the scale had been confirmed by Wang and Wang (19). Cronbach α values of the factors ranged from 0.89 to 0.97 (19). Its validity and reliability had been confirmed in Iran (37,38). ...
... The questions for the written participation factor in this scale were consistent with those for modes of sharing tacit and explicit knowledge, intention (Islam), tendency to share tacit organizational knowledge (Holste and Fields (49)), Chennamanen's (50) scale, and sharing explicit knowledge (Wang and Wang (19)) (49)(50)(51)(52)(53). The questions for organizational communication were consistent with those for modes of sharing tacit and explicit knowledge, performance, intrinsic motivation (Islam), tendency to share tacit organizational knowledge (Holste and Fields (49)), Karamitri et al.'s (53) scale, and sharing tacit knowledge (Wang and Wang (19)) (49)(50)(51)(52)(53). The questions for personal interactions were consistent with those for modes of sharing tacit and explicit knowledge, intention, intrinsic motivation (Islam), tendency to share tacit organizational knowledge, tendency to exploit tacit organizational knowledge (Holste and Fields (49)), Chennamanen's (50) scale, and sharing tacit knowledge (Wang and Wang (19)) (49)(50)(51)(52)(53). ...
Background: Knowledge-sharing behaviors among academic members in Iran were believed to enhance organizational sustainability. However, the current status of these behaviors was unknown due to the lack of a valid scale to assess them. Objectives: The present study was conducted to validate the Knowledge Sharing Behavior Scale (KSBS) among faculty members of nursing and midwifery schools in Iran. Methods: This research was a cross-sectional study of scale psychometric type. The samples included 640 faculty members of nursing and midwifery schools across the country in 2021. Validation was performed through face validity, content validity by determining content validity index (CVI) and content validity ratio (CVR), construct validity by determining exploratory factor analysis (EFA) and confirmatory factor analysis (CFA), concurrent validity by determining the correlation between KSBS and Knowledge Management Questionnaire (KMQ) and Tacit Knowledge Sharing Scale (TEKS), internal consistency reliability (Cronbach's α coefficient), and stability reliability (test-retest) were determined. SPSS version 21 and LISREL version 8.8 were used for data analysis. The significance level was 0.01. Results: Items were edited based on the comments of the target community. Content validity ratio for 28 questions ranged from 0.73 to 1, and all items had I-CVI values greater than 0.78. The results of EFA showed four factors, and CFA approved the construct homogeneity. The correlation coefficient of KSBS with KMQ and TEKS were 0.72 and 0.87, respectively. Cronbach α coefficients for the whole scale and factors were higher than 0.90. Conclusions: Knowledge Sharing Behavior Scale was a valid and reliable scale to measure knowledge-sharing behaviour in the Iranian academic community.
... Regarding the relationship between KS and innovation, many scholars emphasized the important role of KS to enhancing innovation capability (Wang and Wang, 2012;Yang et al., 2018;Le and Lei, 2019). More specifically, Wang and Wang (2012) explained that innovation initiatives mainly depend on employees' knowledge, experience and skill in the process of Human resource management creating value. ...
... Regarding the relationship between KS and innovation, many scholars emphasized the important role of KS to enhancing innovation capability (Wang and Wang, 2012;Yang et al., 2018;Le and Lei, 2019). More specifically, Wang and Wang (2012) explained that innovation initiatives mainly depend on employees' knowledge, experience and skill in the process of Human resource management creating value. So, firm's capability to transform and apply knowledge may decide its degree of innovation capability. ...
Purpose-Given the increasingly important role of knowledge capital on key outcomes and innovation capabilities of organizations, this paper aims to investigate the influences of knowledge-based human resource management (KHRM) practices on innovation capability of firms via mediating role of knowledge sharing (KS). This study also examines whether competitive intensity moderates the effects of KS behaviors on specific aspects of innovation capability, namely, product and process innovation. Design/methodology/approach-This paper used structural equation modeling to examine the level of how KHRM practices and KS impact on two types of innovation capability, namely, product innovation and process innovation using data collected from 265 participants in 112 manufacturing and service firms in Vietnam. Findings-The research findings confirm the mediating roles of KS behaviors between KHRM practices and two specific types of innovation. Besides, the paper first reveals the moderating role of competitive intensity in the relationships between KS and product innovation. The results underline the necessity of building a climate of KHRM practices to stimulate employees sharing knowledge, which, in turn, positively promotes innovation capabilities in an organization. Research limitations/implications-Future research should investigate the impact of different forms of human resource management (HRM) practices on innovation via the mediating effects of certain aspects of KS to bring better understanding on the importance of HRM practices and knowledge resources in pursuing innovation competence. Practical implications-This paper offers leaders a deeper understanding of potential effects of competitive intensity and environmental factors to promote innovation capabilities in their firms. Originality/value-This paper has significant contributed to theoretical and practical initiatives on theory of HRM practices and knowledge management by showing different moderating and mediating mechanism thereby firms can follow to enhance innovation capability of firms in developing and emerging markets.
... Human capital plays an important role in the process of knowledge sharing in a company's innovation (Stoyanov, 2014). This study supports Lepak and Snell (2002), and Z. Wang and N. Wang (2012), which shows that human capital significantly influences explicit and tacit knowledge sharing (Kaldeen & Nawaz, 2020). ...
... Hypothesis 5, which states that knowledge sharing can influence innovation, is the finding of this study. Explicit and tacit knowledge sharing according to Z. Wang and N. Wang (2012) in this study have contributed to process innovation capability and product innovation capability (Yu et al., 2017). These findings indicate that the activity of creating explicit and tacit knowledge in small companies in Bali is an interconnection between the process of generating knowledge and applying knowledge to increase innovation. ...
Small companies face many obstacles and limitations that require more attention, especially the low quality of human resources, so that they continue to make a strategic contribution in creating innovation and becoming a driving force for a country’s economy. The purpose of this study is to examine the effect of human capital, knowledge creation and knowledge sharing on innovation. Data were collected using an online questionnaire. The research sample consisted of 396 small companies, and 187 were returned, filled in completely by managers of small companies in the Province of Bali, Indonesia. Data were analyzed using SEM with the PLS approach with WarpPLS 7.0. The results demonstrate that human capital has a significant positive influence on knowledge creation (β = 0.784; p < 0.001), human capital was found to have an effect on innovation (β = 0.212; p < 0.001), human capital has an effect on knowledge sharing (β = 0.853; p < 0.001), knowledge creation influences innovation (β = 0.428; p < 0.001), knowledge sharing has an effect on innovation (β = 0.323; p < 0.001), knowledge creation successfully mediates the influence of human capital on innovation, and knowledge sharing mediation is successful in the influence of human capital on innovation. This study improves the understanding of human capital by reducing the scarcity of empirical research and by uncovering the mechanisms through knowledge creation and knowledge sharing that influence innovation.
... Regarding the relationship between KS and innovation, many scholars emphasized the important role of KS to enhancing innovation capability (Wang and Wang, 2012;Yang et al., 2018;Le and Lei, 2019). More specifically, Wang and Wang (2012) explained that innovation initiatives mainly depend on employees' knowledge, experience and skill in the process of Human resource management creating value. ...
... Regarding the relationship between KS and innovation, many scholars emphasized the important role of KS to enhancing innovation capability (Wang and Wang, 2012;Yang et al., 2018;Le and Lei, 2019). More specifically, Wang and Wang (2012) explained that innovation initiatives mainly depend on employees' knowledge, experience and skill in the process of Human resource management creating value. So, firm's capability to transform and apply knowledge may decide its degree of innovation capability. ...
Purpose
Given the important role of knowledge resource for firms to pursuit innovation, this paper aims to investigate the influence of knowledge-based human resource management (HRM) practices on innovation performance through the mediating roles of tacit and explicit knowledge sharing (KS). This study also explores the potential moderating role of perceived organizational supports (POSs) in fostering the KS–innovation relationship of firms in the developing and emerging markets.
Design/methodology/approach
The relationship among the latent variables is empirically examined through 289 employees from 118 manufacturing and service firms. Confirmatory factor analysis and structural equation modeling were performed to validate the constructs and estimate the regression coefficients of relationships.
Findings
The empirical findings of this study support the mediating role of KS behaviors in the relationship between knowledge-based HRM practices and innovation performance. It highlights the important role of POSs in stimulating the influence of KS behaviors on innovation performance.
Research limitations/implications
Future research should investigate the impact of knowledge-based HRM practices on specific forms of innovation via the mediating effects of knowledge management processes to bring better understanding on the importance of knowledge resources in pursuing innovation competence.
Originality/value
The paper significantly contributes to enhancing understanding of the antecedent role of knowledge-based HRM practices in fostering KS behaviors and innovation performance under the moderating effects of POSs. Generally, it advances the body of comprehension of knowledge-based resources and innovation theory.
... Referring to previous work, some researchers have identified the relationship between KM and innovation (Sankowska, 2013, Wang et al, 2012 by considering KM as a holistic variable (Ode, 2020). Moreover, the effect of creativity has been often overlooked (Sigala et al, 2015). ...
... Collaborative dimension represent the capacity of an organization to create, integrate and transform knowledge and idea into innovation (Shen et al, 2021). It is argued that KM process and innovation start mainly from KC (Grimsdottir et al, 2018) which is considered as a core activity to innovation path (Nonaka et al, 1995;Wang et al, 2012 andXue, 2017). In fact, created knowledge may be used to enhance management and marketing policies. ...
Knowledge creation (KC) is viewed as one of the important practices in knowledge management (KM) process. It is argued that the success of the firm is measured, to a great extent, by its level of innovation. In fact, an innovation-oriented perspective contributes to sustainability. Moreover, innovation is usually developed through new knowledge and creative ideas. That’s why; it is relevant to examine the relationship between KC, creativity, and innovation. The first objective of the present paper is to study three direct relationships: The first relation is between KC and innovation (managerial, marketing). The second direct relation is between knowledge creation and creativity. The Third direct relation is between creativity and innovation. The second objective is to analyze the relationship between KC and innovation through the mediation of creativity. Finally, we will compare the results and identify the strongest and significant links useful for practice. The focus is on non-technological innovation because the majority of studies dealt with technological innovation. Added to that, managerial and marketing innovation is supposed to procure an advantage for emergent economies in a post-revolutionary and Covid context. The quantitative approach is adopted upon which 83 valid questionnaires are analyzed using the SEM with Pls3 to test the relationships between the variables. The results show that KC has a positive and significant effect on the two considered types of innovation. In addition, since KC dynamics allow organizations to develop and generate new ideas favorable to innovation, it has a positive effect on creativity. The test of mediation proves that creativity intervenes in the relation between KC, operationalized by the SECI model, and innovation. Based on these results, we may conclude that the relationship between KC and innovation becomes the strongest with the mediation of creativity. Certainly, these results have several implications both on the theoretical and empirical sides.
... We used validated measures from past studies to capture our variables. Accordingly, KS was measured with 13 items developed by Wang and Wang (2012), e.g. "people in my organisation frequently encouraged KS mechanism" and "people in my organisation frequently share knowledge based on their experience". ...
... Knowledge sharing (Wang and Wang, 2012) People in my organization frequently share existing reports and official documents with members of my organization. ...
Purpose
This study aims to explore how the three types of human resource (HR) practices, encapsulated in the ability, motivation and opportunity (AMO) model, foster a learning organizational culture (LOC). In doing so, the authors evaluate the centrality of knowledge sharing (KS) in mediating this relationship.
Design/methodology/approach
A quantitative survey is undertaken to collect data from managers working in organizations operating in the UK. The authors use several statistical techniques to assess the psychometric properties of the measures and test the hypotheses using multiple regression executed with Preacher and Hayes’ Process macro.
Findings
The findings show that the AMO HR practices significantly facilitate the development of a LOC in the workplace, and KS among organizational members amplifies the effects of these HR practices in the process.
Originality/value
A LOC functions as an important source of organizational performance and effectiveness. It enhances the absorptive capacity of the organization to capture, share and transfer knowledge to optimize work. Hence, developing a culture that nurtures organizational learning could be a priority for managing HR. This study, therefore, extends the understanding of the role of AMO HR practices in fostering a learning culture – thus, providing managers with the essential knowledge to improve performance. The study also enriches the literature on HR practices, KS and LOC by integrating these three variables into a unifying framework.
... Tacit knowledge acquired by multinational company headquarters from their overseas subsidiaries is crucial to the headquarters' innovation efforts (Dellestrand, 2011) and has a positive effect on international joint ventures performance (Park et al., 2015). The tacit knowledge acquired by high-tech firms in China promotes innovation quality and speed and finally increases firms' operational and financial performance (Wang and Wang, 2012). This is because the acquired tacit knowledge is usually valuable, scarce and difficult for competitors to imitate (Barney, 1991). ...
... A firm deliberately acquiring external tacit knowledge through two-way innovation flows can accumulate diverse, heterogeneous and difficult-to-imitate innovation skills and expertise and ultimately develop its own skill-based tacit knowledge. The effective accumulation of skill-based tacit knowledge promotes innovation quality and firm performance (Wang and Wang, 2012). ...
Purpose
China has climbed from 22nd in the Global Innovation Index Rankings in 2017 to 11th in the 2022 due to the transition of its manufacturing firms from assemblers to system integrators. This paper examines how firms can enhance their innovation capability through inbound and outbound open innovation.
Design/methodology/approach
This paper applies both open innovation and a knowledge-based view and proposes a conceptual framework that encompasses innovation capability and the significance of tacit knowledge acquisition. A questionnaire was designed to collect relevant data from 139 Chinese manufacturing firms in six regions to test this framework.
Findings
The authors found that inbound open innovation has a stronger impact than outbound open innovation on synergistic innovation capability. The acquisition of skill-based tacit knowledge has a slightly stronger intermediary role between open innovation (no matter inbound or outbound) and synergistic innovation capability than cognitive tacit knowledge does.
Practical implications
Firms should improve external tacit knowledge acquisition efforts to generate new knowledge, inspire the innovation passion of employees and implement ambidextrous open innovation.
Originality/value
This paper makes a good first step to analyze the effect of ambidextrous open innovation on the synergistic innovation capability of Chinese manufacturing firms. It verifies the role of skill-based and cognitive tacit knowledge acquisition and provides new reflections on open innovation strategy in emerging economies, thus enriching open innovation and knowledge-based theories.
... The researchers used six elements from the KS scale (Wang & Hu, 2020;Wang & Wang, 2012). The Appendix presents (AVE), Cronbach's alpha coefficient, composite reliability, and sample items of the KS scale. ...
The investigation into the performance of small and medium‐sized enterprises (SMEs) driven by open innovation has received relatively limited attention in academic research. Businesses can enhance their innovation efforts and develop new products or services by using open innovation strategies to tap into internal expertise or examine external facts. The authors examined the rationales and outcomes of open innovation in SMEs by drawing upon existing theories related to the resource‐based and knowledge‐based perspectives of firms. A conceptual model was proposed. The hypotheses were tested using Partial Least Squares (PLS). Data collected from 429 SMEs were analyzed using SmartPLS 4. The current research indicates that open innovation serves as a mediator between knowledge sharing and innovation performance, with knowledge sharing exerting a positive influence on open innovation and innovation performance. The findings of this study emphasize the increased opportunities presented by open innovation theory and practice, providing insights into the formulation of strategies for the future development of Chinese SMEs.
... This is simply the creation new products/services or re-modification of current line of products/services to meet and satisfy the need of the customer. The improvement in existing products/services can create a new demand or market for the products/services (Wang & Wang, 2012). Products/services innovation is one of the means to gain a competitive advantage over other competitors in the same industry through improved product quality and performance which gives the organization a competitive edge. ...
The paradigm shift of women involvement in entrepreneurial activities in developing countries has been a source of concern to organizational psychologies and researchers. Women owned businesses form a larger percentage of small businesses in Nigeria in recent times but the continuity and survival of such enterprises posed serious challenge. Most women owned businesses hardly survive beyond few years of incorporation. Thus, this paper examined the influence of innovation on the survival of women owned businesses. Specific objectives are to; determine the effect of product/service innovation on the market share; and examine the effect of process innovation on business reputation. A survey research design was adopted. Multi-stage sampling was employed in deriving the sample size. Structured questionnaire was used to elicit information from the women business owners in Ilorin, Kwara State, Nigeria. Regression analysis was used to analyze the data and it was found that; product/services innovation has effect on the market share with R2 value of 0.541 and process innovation influences business reputation with R2 value of 0.517. Hence, it was concluded that innovative behaviour has significant effect on the survival of women owned business since all of the variables used in the study are statistically significant. It was therefore recommended among others that innovative behaviour is required by entrepreneurs so has to be able to adapt, grow and survive in their dynamic business environment.
... According to research, this is [32]: [33]; [34][35]; [36]; [37]; [38]That is, various [39]knowledge management processes for innovation. next study [40] In other words, knowledge management contributes to innovation. ...
The purpose of this study is to investigate the influence of Islamic leaders . Management and Work Motivation for Work Innovation in Batik SMEs from Jokotore Bangkaran Collection . This study is a quantitative study by distributing questionnaires to obtain primary data. Data processing was performed using the Partial Least Squares (PLS) approach for the 54 respondents used in this study to perform the Srobin equation calculations. However, the sample obtained from this study had 61 respondents from the staff of the UKM Batik Jokotore Bangkaran Collection. Statistical test results for this study showed positive and significant results. Work motivation has a great influence on work innovation, but work motivation does not have a great influence on work innovation. This study used a qualitative research approach to analyze the perceptions of 61 Jokotre Batik SMEs. Bangkaran Collection Staff. Improve the introduction of Islamic leadership culture in the field through knowledge management so that employees can increase innovation activities in Jokotre Batik SMEs . Bangalore collection . Put staff to work through knowledge management and contribute to research that Islamic leadership can drive innovation.
... The first direction focuses on the macro mechanisms for the sharing behaviors. Specific mechanisms were designed to encourage, motivate, and prove the overall benefits of knowledge sharing [8,9]. The second direction aims at the service-oriented knowledge sharing that explores the transformation and encapsulation methods to represent the knowledge in the form of services [10]. ...
The lack of digitalization basis of social manufacturing resources has brought barriers to perform efficient production coordination in social manufacturing network. Digital twin can be a promising carrier for bridging this gap. However, the complexity of digital twin makes small and medium enterprises, and individual resource owners in social manufacturing hard to apply this technology. Benefiting from the convenience of sharing in social communities, this paper presents a blockchain-based fine-grained digital twin sharing framework to accelerate the popularization and iteration of digital twins in social manufacturing. A hybrid design method, called model-view-controller domain-driven design (MVC-DDD), is proposed to decompose and decouple complicated digital twin instances into small granules from software architecture perspective. Then, blockchain is introduced as the underlying infrastructure to innovate the specific sharing mechanisms using zero-knowledge proof for decentralized registering, authorizing, and extracting digital twin granules. Moreover, the sharing incentive mechanism is also explored to ensure the feasibility and sustainability for the whole sharing behaviors. Finally, different types of 3D printers are selected for implementing the referential digital twin architecture for generating the sharable granules. A series of experiments are conducted to show that our sharing mechanism has a good performance in terms of throughput, latency and network bandwidth. Additionally, the incentive mechanism is also analyzed generate the management implications to facilitate the digital twin providers with different scales for sharing.
... Perilaku inovatif membutuhkan sosok pemimpin yang akan mendorong lahirnya sikap mau belajar diantara pegawai (Wang & Wang, 2012). Secara empiris, perilaku inovatif diduga dapat ditumbuhkan oleh salah satu gaya kepemimpinan yakni gaya kepemimpinan transformasional (Afsar, et al, 2014), karena pemimpin tipe ini selalu memiliki visi ke depan dan cenderung terbuka terhadap berbagai macam ide-ide kerja dari pegawainya (Lin & Lee, 2017). ...
Innovative work behavior can result in constructive conflict, innovation success, and a positive work attitude. Also there is an increase in performance, compatibility between demands and work abilities, job satisfaction, employee welfare, better interpersonal relationships, and increased personal growth. The purpose of this study was to determine the effect of transformational leadership, self-efficacy, and work engagement on innovative work behavior. The sample in this study amounted to 65 samples. The instrument used in this research is a questionnaire. Data were analyzed using Structural Equation Modeling with the help of the Partial Least Square (PLS) program. Based on the results of the study, it can be concluded that transformational leadership, self-efficacy, and work engagement have a positive and significant effect on the innovative work behavior of employees of the West Nusa Tenggara Province Communication, Informatics and Statistics Office. The work environment is able to moderate the relationship between transformational leadership on innovative work behavior of employees of the Information Communication and Statistics Office of the Province of West Nusa Tenggara, while others say that the work environment has not been able to moderate the relationship between self-efficacy and work engagement towards innovative work behavior of employees of the Office of Information Communication and Statistics of the Province of West Nusa Tenggara. Keywords: Transformational Leadership, Self Efficacy, Work Engagement, Innovative Work Behavior, and Work Environment
... Yao et al. (2019) highlighted trading and GN's positive impact on emissions reduction in Chinese SMEs. Other studies noted the positive influence of GN on innovation and performance (Wang and Wang, 2012;Du et al., 2007), while Abdullah et al. (2016) emphasized GI's role in promoting green products among Malaysian SMEs. However, none of these studies have explored IB, GP, GN, and GI's effects on CFR. ...
Motivated by the growing attention to climate change and the crucial role businesses could play in reducing greenhouse gas emissions, this study investigates entrepreneurial energy efficiency orientation in the context of carbon footprint reduction initiatives of small-and medium-sized enterprises (SMEs). We enhance understanding of the climate change action of SMEs by taking into account the mediating mechanisms (i.e., identification of green barriers and green networking) through which firm entrepreneurial energy efficiency orientation leads to superior carbon footprint reduction initiatives by overcoming barriers to green practices. A survey of 252 SME owners and top managers in the Tees Valley region, Northeast England, supported the direct impact of entrepreneurial energy efficiency orientation on overcoming barriers to green practices and the mediating role of identification of green barriers and green networking in this focal relationship. These findings reveal the importance of entrepreneurial energy efficiency orientation, identification of green barriers and green networking in helping SMEs overcome barriers to green practices and improving carbon footprint reduction initiatives.
... As knowledge has been increasingly acknowledged as an organisation's strategic resource (Okhuysen and Eisenhardt, 2002), competitive advantage (Wang and Wang, 2012;Oliveira et al., 2019;Renzl, 2008) and source of individual creativity (Oliveira et al., 2019), knowledge sharing has been regarded as a most effective conduit for individuals to disburse knowledge among community group members and integrate into a collective group to realise their values (Okhuysen and Eisenhardt, 2002). For international expatriates, knowledge sharing means more than knowledge disbursement itself. ...
... First, the GHRM variable was measured by the scale developed by Mousa and Othman [57], which is composed of three first-order variables: green hiring (6 items), green training and involvement (8 items), and green performance management and compensation (8 items). Second, Wang and Wang's [96] 4-item scale was employed to measure economic performance, Paulraj's [97] 5-item and Paillé et al. [98] 5-item scales were utilized to measure social and environmental performance, respectively. Third, age, size and membership in a Protected Designation of Origin (PDO) by wineries were introduced as control variables to observe the influence of these individual characteristics on economic, social and environmental performance. ...
The purpose of this research is to assess the impact of Green Human Resource Management (GHRM) on the economic, social, and environmental performance of Spanish wineries. Additionally, age, size, and Protected Designation of Origin (PDO) membership are introduced as control variables in order to increase the accuracy of the cause-effect associations examined. To reach this objective, a conceptual model has been constructed and assessed through Structural Equation Modeling (PLS-SEM) using data gathered from a survey conducted between September 2022 and January 2023, involving 196 Spanish wineries. The results demonstrate the occurrence of a positive and meaningful relationship between GHRM activities and the three yield typologies assessed in the Spanish wine context. This study is novel in the academic literature on environmental and human resource management, since, to the best of our knowledge, no previous research has looked into the effect of GHRM on the sustainable performance of Spanish wineries. Thus, it is useful for both academics and wine industry professionals who are examining potential variables that can catalyze winery performance.
... Wang & Noe, 2010). Knowledge sharing is an activity through which an organization can make full use of its knowledge resources, and the organization's employees create and apply knowledge through knowledge sharing, which in turn promotes organizational innovation and improves organizational performance (Cabrera & Cabrera, 2005;L. Hu & Randel, 2014;Z. Wang & Wang, 2012). Top management support significantly affects the organizational knowledge-sharing process (Bavik et al., 2018;Singh, 2008;Singh et al., 2021;Srivastava et al., 2006). By expressing their vision, listening to their employees' ideas, and creating a culture of open communication, sustainable leadership positively impacts the organization' ...
The present study aims to investigate the relationship between sustainable leadership styles and frugal innovation in SMEs in the Chinese context. We also investigate the role of knowledge sharing as a mediator in the relationship between SL-FI. Furthermore, this study introduces the situational variable organizational innovation climate to explore its moderating role between KS-FI. The data were collected from corporate employees of SMEs in China’s manufacturing and service industries, with a 67.7% response rate on the questionnaire. The hypotheses were tested in this study using SmartPLS 4.0.8.7, and the empirical findings of this study revealed that sustainable leadership positively affects frugal innovation, with the knowledge-sharing process serving as a partial mediating effect. In addition, the results revealed that a higher level of organizational innovation climate will result in a higher effect of knowledge sharing on frugal innovation. The results of the current study provide insights and empirical evidence on the importance of frugal innovation in emerging markets and the ability to improve firms’ frugal innovation through leadership practices and knowledge resources. The current study provides a new contribution as it links sustainable leadership, knowledge sharing, and frugal innovation in the context of China as an emerging country. The research findings contribute to expanding the literature in the area of leadership styles and innovation, and provide practical insights for policymakers, entrepreneurs, and others in developing countries and emerging market SMEs.
... Emphasis on innovation speed represents a paradigm shift from more traditional sources of advantage toward a strategic orientation specifically suited to today's rapidly changing business environments. [8] Income sources of media and cultural organizations are in the relations to their own profit, but the important part are related for income derived from government authorities and agencies, the business sector, individuals and foundations and endowments. ...
Abstract: Media and cultural organizations are important promoters of artistic creativity. They play an important role in innovation through investment and successful implementation. That leads to the creation of new methods and solutions that will simplify and improve their reality and take them to the desired goal. Creativity is very important and such is inevitable in the all phases of innovation process, forming the stepping stone for successful implementation. This paper shows the level of investment and taxonomy of applied innovations in media and cultural organizations. All results are obtained by the conducted research in the year of 2012. Also detail statistical analysis of the results is given, as well as in depth presentation of the triggers of innovation and creativity in the innovation process.
... The final scales of incorporated performance are customer service, cost management, quality, productivity, and asset management performance metrics (Wang & Wang 2012). They calculated ROS as net income divided by sales and ROA as net income divided by assets. ...
... Firm with a KM capacity will use resources more efficiently and so will be more innovative and perform better. Wang and Wang (2012) alert that explicit knowledge sharing has more significant effects on innovation speed and financial performance while tacit knowledge sharing has to do more with innovation quality and operational performance. ...
... Of 193 distributed questionnaires, 168 valid questionnaires were returned, and there were no incomplete questionnaires. The required data of the present study was collected using two questionnaires including the social capital questionnaire developed by Jaberi et al. (2017) and the knowledge sharing questionnaire developed by Wang and Wang (2012). The questionnaire consisted of two parts, the first part included demographic questionnaire (8 questions). ...
Introduction Nowadays, in order to have an efficient and effective presence in various sport, economic and social fields, sport and sport organizations have no choice but to pay more attention to different fields of knowledge management. Specialization in sports and the influence of sports and sports organizations in different layers of societies have made adaptation to different and currently changing conditions inevitable. Attention to knowledge management in general, and knowledge sharing as one of the important dimensions of knowledge management in particular, can provide a dynamic presence and performance of sports organizations in various fields. In order to gain competitive advantages, organizations should look for experienced and skillful experts and educate their employees the
... The extant literature suggests a strong link between KS and innovation performance in organizations (e.g., Kamaşak and Bulutlar, 2010;Wang and Wang, 2012;Saenz, Aramburu, and Blanco, 2012;Kaewchur, Anussornnitisarn, and Pastuszak, 2013;Podrug, Filipovic, and Kovac, 2017;Pacios, 2020;Goddard, 2020). As such, innovation depends on KS (Castaneda and Cuellar, 2020). ...
Innovation is becoming a survival strategy for academic libraries, which strive to preserve their relevance and contribution. Knowledge sharing (KS) is believed to be an important factor in creating innovative capabilities and improving innovation. Yet, only scant empirical research has investigated the possible effect of KS on service innovation (SEI). This study adopted a research model to analyze the effect of KS on SEI as well as the mediating effects of information technology innovation (ITI) and management innovation (MIN) on the relationship between KS and SEI. The results are derived using a data set from two large academic libraries in Egypt. Although KS has a significant total effect on SEI, its role in augmenting SEI is only secondary since it depends mainly on the mediating roles of ITI and MIN. These results are interesting because they deviate from the assumptions and results of many previous studies on KS and SEI.
... Based on the past studies by Xie et al. [13], Latifi et al. [14], and Wang and Wang [15], knowledge transfer and innovation create competitive advantages for the firm, which in turn contribute to better firm performance. Similarly, Ramirez et al. [16] and Ferreira et al. [17] demonstrated that the intangible assets of a firm (such as innovation capability and intellectual capital) are sources of a firm's competitive advantage and can lead to better performance. ...
The extant literature shows that firm capabilities such as knowledge transfer and innovation are highly related to firm performance. How these relationships express themselves for foreign-based firms operating in global environments is less understood. The objectives of this study are as follows: (1) to examine the differential effects of knowledge transfer and innovation on the performance of German-based companies operating in Malaysia; (2) to determine if these relationships and effects operate via an “intervening variable” or mediator, in this case, competitive advantage; and (3) to determine if another latent variable (cultural intelligence) has an altering or “moderating” influence on the effects of innovation and knowledge transfer on competitive advantage. Analyses of the causal relationships are tested using a sample of 475 respondents working in German subsidiaries in Malaysia and applying a structural equation model. The empirical findings indicate that innovation and knowledge transfer are positively and significantly related to German companies’ overall performance, that these effects are mediated by competitive advantage, and that cultural intelligence interacts with innovation and knowledge transfer to affect the strength of the relationships between innovation (knowledge transfer) and competitive advantage.
... To this end, it is behooves on founder /entrepreneur to share relevant knowledge and impact necessary skills on the successor in other to ensure business continuity. Wang and Wang (2012) report that knowledge sharing practices be it explicit or tacit facilitate innovation and performance. In the same vein, Noruzy, Dalfard, Azhdari, Nazari-Shirkouhi and Rezazadeh (2013) opine that knowledge sharing has a positive effect on innovation and performance. ...
This study investigated the role of knowledge management practices in mitigating family businesses failures. The specific objectives of the study are to investigate the effect of knowledge creation, knowledge sharing and knowledge storage on the continuity of family businesses. This research adopts survey method as its research design. The population of study are the entire family businesses in Edo state. However, the accessible population are 750 of family businesses established within the periods of 1980-2020 in Edo Central and Edo North senatorial districts. Seven hundred and fifty copies of questionnaire were administered to respondents from a sample size of 150 firms mathematically determined. With the aid of STATA software, the formulated hypotheses were validated using Pearson Correlation coefficient, the Ordinary Least Square Regression method at 5% level of significance. The study found that knowledge creation and knowledge sharing exhibit positive significant relationships with family businesses’ continuity while knowledge storage report a positive and insignificant relationship with the continuity of family businesses. This paper recommend among others that founders/owners should hire high caliber employees and embrace mentoring principles in its staff development.
... The relationship between latent variables was investigated under a structural equation modeling. The empirical results of this study indicated that knowledge sharing not only had a significant direct effect, but also had an indirect effect on firm performance (Wang & Wang, 2012). A qualitative method using semi-structured interview was applied in Australia to assess the relationship between trust and absorptive capacity of workers in the workplace. ...
Seven latent variables were integrated in the Structural Equation Model to investigate the effect of Communication, Learning Intent, Mutual Commitment, Trust, Absorptive Capacity, and Knowledge Sharing on Innovation in Cambodia’s four and five stars hotel industry. A Confirmatory Factor Analysis was adopted to evaluate the model’s suitability. The empirical results of this research found that there was a direct positive significant effect of Communication, Mutual Commitment, and Trust on Knowledge Sharing. All latent variables, Communication, Learning Intent, Mutual Commitment, Trust, Absorptive Capacity, and Knowledge Sharing, in this study had significant positive influence on Innovation. Despite Learning Intent and Absorptive Capacity latent constructs had insignificant direct effect on Knowledge Sharing variable, but it turned out that they had highly statistical positive significant impact at 1 per cent level on Innovation construct through the mediation of Knowledge Sharing. Regarding the estimated path coefficient generated from the model of this research, Knowledge Sharing produced the highest parameter, 3.094, and had a highly statistical significant effect on Innovation which concluded that the greater the Knowledge Sharing, the more the Innovation would be made. The second variable that had a huge direct positive impact on Innovation was Communication since the estimated slope parameter was 2.738.
... . Moreover, it increases the value of the existing knowledge, avoids repeating past mistakes by sharing experiences, and reduces the inconsistency between the departments [4]. The aim of this study is to propose an integrated model to align organizational actions between two departments and enhance their service quality using a modified version of House Of Quality (HOQ). ...
This study aims to introduce a method to integrate and coordinate departments’ activities to enhance the service quality of organizations using Quality Function Deployment (QFD). To this purpose, the classical two-dimensional House Of Quality (HOQ) matrix is changed to a three-dimensional form (3D-HOQ). The 3D-HOQ is applied to the marketing and Human Resources (HR) departments of a bank to determine customers’ and employees’ demands, respectively. The 3D-HOQ is also employed to provide a unique list of technical requirements to satisfy the identified demands. Obtaining a unique list of technical requirements with the cooperation of both departments reduces the inconsistency between departments, saves cost and time by preventing reworks and parallel works, and increases the organization’s efficiency. Moreover, 3D-HOQ is combined with the SERVQUAL technique and fuzzy theory to determine the weight of obtained technical requirements. The study is conducted in four main steps, (1) identifying the customers’ and employees’ demands, (2) identifying the technical requirements for simultaneous satisfaction of both customers’ and employees’ demands, (3) determining the relationships between the technical requirements and the identified demands, and (4) prioritizing technical requirements. Applying the 3D-HOQ resulted in identifying 30 customers’ demands, 30 employees’ demands, and 50 technical requirements. The study results show that "using new banking technologies" has the highest weight among the customers’ demands, and "job security" has been found to have the highest weight among employees’ demands. Moreover, "Intra-organizational processes automation" has been identified as the technical requirement with the highest weight.
... Creativity and product development are linked to tacit knowledge (Oliveira, 2022). For example, research has shown that tacit knowledge sharing among employees can enhance the quality and speed of new product development, increase the frequency of product and service innovations and improve customer satisfaction (Murumba et al., 2020;Ganguly et al., 2019;Wang and Wang, 2012). Most tacit knowledge is acquired via the interchange of expertise and abilities, either through imitation or reflection and is subsequently reflected in current business operations (P erez-Luño et al., 2019). ...
Purpose
This article aims to explore the connections between tacit knowledge management and the capacity to create new products and services for stimulating organizational performance.
Design/methodology/approach
This research utilizes a questionnaire-based study and 378 questionnaires gathered from different provinces of China between August and October 2022. The SmartPLS technique was used to evaluate the regression and mediation analysis on lower-order and higher-order components of the research hypotheses behind the model.
Findings
This investigation's results indicate that the tacit knowledge management process (TKMP) significantly drives product and service innovation and impacts organizational performance (ORP). According to the results, TKMP did not directly influence ORP and product innovation to mediate between Tacit knowledge and organizational performance.
Research limitations/implications
Future research should concentrate on different combinations of influences on innovation and other consequences of introducing innovation into businesses. Moreover, researchers may add moderators to innovation and organizational performance.
Practical implications
This study assists managers in how tacit knowledge management affects organisational performance by examining product/service innovation capabilities. Product innovation also mediates between tacit knowledge and organizational performance. Service innovation improves organizational performance, prioritizing knowledge creation, sharing and retention to increase innovation and organizational success.
Originality/value
This study contributes to the literature on tacit knowledge management, innovation capability and organizational performance by concentrating on the tacit knowledge process and using the resource-based view. This study gives a solid theoretical and practical basis for understanding the component interactions.
... Analisis faktor konfirmasi (CFA), yang digunakan untuk memperkirakan dan mengukur keseluruhan, serta untuk menilai kepercayaan dan validitas konstruksi, validitas diskriminan, dan kebetulan dinilai efektif. Validitas diskriminan digunakan untuk mengukur sejauh mana faktor-faktor yang seharusnya membentuk konstruksi tertentu tidak berhubungan (Wang & Wang, 2012). Dan semua item variabel valid dan reliabel. ...
Penelitian ini mengkaji bagaimana penerapan tacit knowledge dan explicit knowledge sebagai kapabilitas knowledge management pada usaha kecil menengah (UKM) yang mendukung sumber daya berbasis kewirausahaan untuk membentuk kinerja organisasi dan nilai bisnis yang tinggi. Kuesioner dibagikan kepada sampel 223 pemilik usaha kecil. Data dianalisis menggunakan AMOS. Temuan menunjukkan bahwa pengaruh langsung kapabilitas manajemen pengetahuan terhadap nilai bisnis lebih besar daripada kinerja organisasi. Penelitian ini memiliki jumlah responden yang terbatas yaitu hanya usaha kecil di industri rumah tangga. Hasil penelitian ini sangat berguna bagi pemilik usaha kecil yang berniat untuk meningkatkan kinerja bisnis mereka dan menambah nilai bisnis mereka. Studi ini mengungkapkan bahwa kapasitas manajemen pengetahuan dalam usaha kecil dan sumber daya berbasis kewirausahaan memediasi hubungan antara nilai bisnis dan kinerja organisasi. Dengan pengetahuan eksplisit, kerangka bisnis dapat direalisasikan dengan baik menggunakan manajemen pengetahuan berbasis sumber daya untuk mendukung dan mendorong usaha kecil untuk bersaing di pasar yang heterogen. Implikasinya tentu saja hal ini tidak lepas dari peran manajemen sebagai pengetahuan yang dapat mengubah paradigma manajemen sumber daya berbasis kewirausahaan untuk meningkatkan kinerja organisasi dan menciptakan nilai bisnis yang tinggi.
... discuss export knowledge as experiential knowledge involving foreign business knowledge ("knowledge of clients, the market and competitors") and foreign institutional knowledge ("knowledge of institutional frameworks, rules, norms and values"). Such knowledge is shared by explicit knowledge (institutionalised knowledge) and tacit knowledge and produces intermediate innovative outcomes [67]. These attributes of export knowledge generate export propensity, intensity, and performance [68]. ...
Increasing focus of African economies, including Ghana, on non-traditional agricultural exporting (NTAE) small and medium enterprises (SMEs) to counter declining earnings from traditional exports fall short to expectation. This study investigates this gap by looking at unstructured data, and the drivers of NTAE SMEs that can enhance performance and support sector policy initiatives. The research question to be answered is: Which SME characteristics, export mode and institutions (services and finance) are positively related to export performance in the NTAE sector in Ghana? This study applied PLS SEM analysis. The drivers of significance are export knowledge, corporate governance, product development, and professional and technical support. Although building social networks and export modes were found to be significant, they negatively affected the export performance. The cost implications limit the research to a cross-sectional study. Perceived export performance was used because the respondents did not provide export statistics. Most research on NTAEs in Ghana has focused on either subsectors or SMEs. This study adds value by focusing on SMEs in the NTAE sector, providing insights to policymakers and the government for intervention and policy formulation. Government policy implications include direct investments in shipping and air freight, tax rebates, concessions, and access to finance for NTAE SMEs. Managerial implications show that knowledge of export processes, export market regulations, and international consumer preferences is essential
... This study highlights the importance of open innovation practices in SMEs. Unlike earlier research that did not distinguish between open innovation and closed innovation(Perdomo-Ortiz et al., 2009;Wang & Wang, 2012), the findings indicate the hypotheses that knowledge-based HRM practices have a positive significant effect on inbound and outbound OI practices in Jordanian SMEs. Other studies have examined the effect of different bundles of HRM practices on open innovation practices. ...
Aim/Purpose: The main aim of this study was to investigate the impact of knowledge-based Human Resources Management (HRM) practices on inbound and outbound open innovation in Jordanian small and medium enterprises (SMEs). Background: SMEs in Jordan lack tangible resources. This insufficiency can be remedied by using knowledge as a resource. According to the Knowledge-Based View (KBV) theory, which posits knowledge as the most valuable resource, SMEs can achieve open innovation by implementing knowledge-based HRM practices that enhance the utilization of knowledge and yield competitiveness. Methodology: This study adopted the quantitative method employing descriptive and exploratory approaches. A total of 500 Jordanian manufacturing SMEs were selected from 2,310 manufacturing SMEs registered lists, according to the Jordan Social Security, by using random sampling. The study’s instrument was a questionnaire that was applied to these SMEs. There were 335 responses that were deemed useful for analysis after filtering out the replies with missing values; this corresponded to a response rate of 67%. The paper utilized structural equation modeling and cross-sectional design to test hypotheses in the proposed research model. Contribution: This study advocates the assumption of the role of KBV in improving innovation practices. This study contributes to the existing strategic HRM research by extending the understanding of knowledge-based HRM practices in the context of SMEs. Thus, this study contributes to the understanding of innovation management by demonstrating the role of knowledge-based HRM practices in boosting inbound and outbound OI practices, thereby enhancing innovation as an essential component of firm competitiveness. Findings: The findings revealed the positive impact of four knowledge-based HRM practices on inbound and outbound open innovation in Jordanian manufacturing SMEs. These practices were knowledge-based recruitment and selection, knowledge-based training and development, knowledge-based compensation and reward, as well as knowledge-based performance assessment. Recommendations for Practitioners: This study is expected to help the stakeholders of SMEs to re-shape the traditional HRM practices into knowledge-based practices which improve managerial skills, innovation practices, and the level of the firm’s competitiveness. Recommendation for Researchers: This study serves as a significant contribution to the research field of innovation practices by building a new association between knowledge-based HRM practices and inbound and outbound open innovation. Impact on Society: The study emphasizes the vital role of knowledge-based HRM practices in enhancing the knowledge and social skills of the human capital in SMEs in Jordan, thus improving the country’s social and economic development. Future Research: Future research could build on this study to include service SMEs. It could also employ a longitudinal study over the long run which would allow for a deeper analysis of the relationships of causality, offering a more comprehensive view of the effect of knowledge-based HRM on open innovation. Furthermore, future research could examine the sample of investigation before and after implementing the knowledge-based HRM practices to provide stronger evidence of their influence on inbound and outbound innovation.
... Knowledge sharing by employees is a desire to share with each other in work matters and personal matters which will ultimately support their work. This research supports research conducted by Hanum et al (2020), Nurrachman et al (2019), Wang and Wang (2012), Khaerana and Mangiwa (2021), Orlando (2018), Javadi et. al (2012 which state that knowledge sharing has a positive effect on employee performance. ...
Pertamina is committed to improve the quality of its human resources, which is important for the company's business. The company is managed by a professional leadership and structure of workers, which is the result of the implementation of a structurally planned human resource development system and program. Therefore, the objective of this research is to find out the effect of work discipline and knowledge sharing on employee performance with work discipline as a mediator. This research uses quantitative methods and is conducted through structural equation modeling analysis with AMOS. The respondents involved in this research were employees of PT Pertamina Patra Niaga located at the central office, with a sample of 355 employees selected through the propotioned sampling method. The results indicated that work discipline, knowledge sharing, and work motivation have a positive effect on employee performance. In addition, work discipline and knowledge sharing have a positive effect on work motivation. Unfortunately, work motivation is not able to mediate the indirect effect between work discipline and knowledge sharing on employee performance.
This study examines the relationship between emotional intelligence (EI), knowledge sharing (KS) and perceived team performance. Data from 209 respondents were analysed using hierarchical multiple regression analysis. In this study, we identified interaction patterns between the management dimensions of EI, KS and perceived team performance. A direct effect of KS on perceived team performance was found, yet EI is not a necessary precondition to the relationship. We further found that it is essential to differentiate between knowledge obtaining and knowledge providing and thus acknowledge the two‐dimensionality of KS. We offer suggestions to scholars and practitioners concerned with the planning and management of KS in organisations.
Purpose
This study aims to focus on a key unanswered question about how digitalization and the knowledge processes it enables affect firms’ strategies in the international arena.
Design/methodology/approach
The authors conduct a systematic literature review of relevant theoretical and empirical studies covering over 20 years of research (from 2000 to 2023) and including 73 journal papers.
Findings
This review allows us to highlight a relationship between firms’ international strategies and the knowledge processes enabled by applying digital technologies. Specifically, the authors discuss the characteristics of patterns of knowledge flows and knowledge processes (their origin, the type of knowledge they carry on and their directionality) as determinants for the emergence of diverse international strategies embraced by single firms or by populations of firms within ecosystems, networks, global value chains or alliances.
Originality/value
Despite digital technologies constituting important antecedents and critical factors for the internationalization process, and international businesses in general, and operating cross borders implies the enactment of highly knowledge-intensive processes, current literature still fails to provide a holistic picture of how firms strategically use what they know and seek out what they do not know in the international environment, using the affordances of digital technologies.
Purpose
The purpose of this study is to analyze the effect of wine tourism on the economic, social and environmental performance, i.e. the sustainable performance, of Spanish wineries. In addition, age, size and membership in the protected designation of origin are introduced as control variables to increase the precision of the cause-effect relationships analyzed.
Design/methodology/approach
A conceptual model is proposed, which is tested by means of structural equation modeling based on data from a survey of 202 Spanish wineries.
Findings
The results indicate the existence of a positive and significant link between wine tourism activities and the three performance typologies analyzed in the Spanish wine context.
Originality/value
The study contributes to the academic literature on wine tourism in a remarkable way, as, to the best of the authors’ knowledge, there is no previous literature that has addressed the effect of wine tourism on the sustainable performance of Spanish wineries, making the study useful for both academics and wine professionals who are considering the implementation or development of this typology of tourism in their facilities.
Bu çalışmada kurumsal duygusal hafıza, kurumsal itibar ve bilgi paylaşımı konuları ele alınmıştır. Çalışmanın amacı kurumsal duygusal hafızanın (duygusal deneyim seviyesi, duygusal deneyim depolaması, duygusal deneyim yayılımı) kurumsal itibar üzerindeki etkisini incelemektir. Çalışmanın diğer amacı kurumsal duygusal hafızanın (duygusal deneyim seviyesi, duygusal deneyim depolaması, duygusal deneyim yayılımı) kurumsal itibar üzerine etkisinde bilgi paylaşımının (örtük bilgi paylaşımı, açık bilgi paylaşımı) aracılık rolünü test etmektir. Çalışmada, nicel araştırma yönteminden faydalanılmıştır. Veri toplama tekniği olarak anket formu kullanılmıştır. Çalışmanın örneklemini, tekstil işletmelerinde çalışan 331 idari personel meydana getirmiştir. Verileri analiz etmek için SPSS 24.0 yazılım programından faydalanılmıştır. Aracı değişken etkisinin analizinde, Hayes (2013)’in Process Macro SPSS eklentisinden yararlanılmıştır. Veriler frekans analizi, faktör analizi, güvenirlik analizi, korelasyon analizi ve regresyon analiziyle test edilmiştir. Çalışmanın hipotez testi sonuçlarına göre; duygusal deneyim seviyesinin, duygusal deneyim depolamasının, duygusal deneyim yayılımının kurumsal itibarı pozitif yönde etkilediği tespit edilmiştir. Duygusal deneyim seviyesinin, duygusal deneyim depolamasının, duygusal deneyim yayılımının örtük bilgi paylaşımını ve açık bilgi paylaşımını pozitif yönde etkilediği saptanmıştır. Duygusal deneyim seviyesinin, duygusal deneyim depolamasının, duygusal deneyim yayılımının kurumsal itibara pozitif yönde etkisinde bilgi paylaşımının kısmi aracılık rolü bulunduğu belirlenmiştir.
Creativity, Tacit and Explicit Knowledge, Performance, Sport Organizations, BSC Approach
This research analyzes how organizational ambidexterity (OA) affects sustainable performance in the Spanish wine industry, as well as the catalytic role of corporate social responsibility (CSR) practices and knowledge management infrastructure (KMI) on these variables. For this purpose, a theoretical model is elaborated based on the literature review carried out, which is contrasted following a quantitative approach by means of structural equation modeling (PLS‐SEM) with primary data collected from 202 Spanish wineries between September 2021 and January 2022. The research results show that there is a positive and significant relationship between OA and sustainable performance. Likewise, OA partially mediates the CSR‐sustainable performance and KMI‐sustainable performance relationship. Thus, the present research contributes to the literature in several ways. First, to the best of our knowledge, there are no previous studies that have analyzed the effect of OA on sustainable performance in the wine context, which represents an opportunity to advance scientific knowledge. Second, to our knowledge, there is no previous scientific production that has analyzed what may be the triggers of OA. Third, the proposed theoretical model has not been addressed previously, so that, through the research, a new way of understanding the improvement in the economic, social and environmental performance of wineries is formulated [EconLit Citations: L66, 03, M1].
Purpose-This study investigates the mediating role of knowledge sharing propensity and psychological contract between organizational learning and employee innovation performance based on social exchange theory and psychological contract theory. Design/methodology/methodology-Data from 184 valid samples were collected through a three-stage follow-up corporate employee survey and statistically analyzed using statistical software SPSS 26 and Amos 24. The study found that organizational learning has a positive impact on knowledge sharing tendencies, psychological contracts, and employee innovation performance. Both knowledge sharing tendencies and psychological contracts have a positive influence on employee innovation performance. Additionally, knowledge sharing tendencies and psychological contracts play a mediating role in the relationship between organizational learning and employee innovation performance, with the mediating effect of psychological contracts being stronger than that of knowledge sharing tendencies. Originality/value-The findings provide a theoretical basis and guide practice for organizations that improve employee innovative performance.
Purpose
This study examines whether the auditor's self-esteem and narcissism affect sharing their knowledge with their colleagues and, if practical, increase or decrease knowledge sharing.
Design/methodology/approach
This study uses a questionnaire to measure the employed variables: self-esteem, narcissism and knowledge-sharing. The study's statistical population includes auditors membered in the Association of Iranian Certified Public Accountants (AICPA), through which the statistical sample is 153 auditors chosen to analyze the collected information. Finally, the survey-based approach is employed to test the association between variables.
Findings
The results showed a positive and significant relationship between the positive dimension of self-esteem and knowledge sharing of auditors. In contrast, the effect of the negative dimension of self-esteem and narcissism on knowledge sharing is negative and significant.
Practical implications
According to the importance of particular personality traits in audit staff and their impact on improving the efficiency and performance of auditors, audit firms are recommended to employ audit staff suitable for their organizational objectives by taking some psychological tests during recruitment.
Originality/value
The findings expand knowledge sharing and create a new perspective in related research since this is among the pioneer studies investigating the impact of personality traits of individual auditors, particularly narcissism and self-esteem, on encouraging them to share knowledge.
Tujuan dari penelitian ini adalah untuk meneliti bagaimana disiplin kerja dan knowledge sharing mempengaruhi kinerja karyawan dengan disiplin kerja sebagai mediator. Penelitian ini menggunakan metode kuantitatif dan dilakukan melalui analisis structural equation modelling dengan AMOS. Responden yang terlibat dalam penelitian ini adalah karyawan dari PT Pertamina Patra Niaga yang berada di kantor pusat, dengan jumlah sampel sebanyak 355 karyawan yang dipilih melalui metode propotioned sampling. Hasil penelitian menunjukkan bahwa disiplin kerja, knowledge sharing, dan motivasi tidak memiliki pengaruh terhadap kinerja karyawan. Namun, disiplin kerja dan knowledge sharing memiliki pengaruh positif terhadap motivasi kerja. Terakhir, disiplin kerja dan knowledge sharing tidak memiliki pengaruh langsung terhadap kinerja karyawan, namun melalui mediasi motivasi kerja
Construction companies are bedevilled with several profound challenges that hamper the efficient performance and operation of the organizations. Extant studies have reported on organizational learning as an effective strategy for improving organizational performance. However, there is a dearth of studies in the construction industry context, especially from the perspective of developing countries where construction companies are on the disadvantaged side of the digital and economic divide. Thus, this paper aims to investigate the impact of organizational learning on organizational performance through the mediating variable of organizational innovation in construction companies based in Iran. Data was collected via a mixed approach, which involved an empirical questionnaire survey and a Delphi survey. Descriptive and inferential statistics were employed for data analysis, and a PDCA (Plan-Do-Check-Act) model was proposed for execution. The study revealed that organizational learning has an impact on organizational performance, organizational innovation affects organizational performance, and organizational learning directly affects organizational performance in the study context. It presents an empirical model to demonstrate that the right innovations and their appropriate applications can improve the organizational performance and operational efficiency of organizations, which would be of profound benefit to various key stakeholders engaged in the construction industry. ARTICLE HISTORY
This research aims to evaluate how corporate social responsibility (CSR) impacts sustainable performance (SP) of wineries, as well as the mediating role of organizational commitment (OC) and consumer satisfaction (CS) in this connection. Additionally, age, size, and membership of a protected designation of origin (PDO) are used as control variables to bolster the accuracy of the tested cause-effect relationships. A theoretical model is formulated and then tested by structural equation modeling (PLS-SEM) using primary data from a survey of 196 Spanish wineries collected between September 2022 and January 2023. Findings of the study demonstrate that CSR has a positive, significant effect on SP of wineries, as well as the mediating influence of OC and CS in this association. This work is invigorating for a few reasons. To start, it makes progress in the knowledge and comprehension of the correlation of CSR and SP of wineries. Furthermore, there are no prior studies researching OC and CS as measurement variables in the CSR-SP link in the wine context, providing new scientific knowledge.
In this paper we examine the effects of two sources of external knowledge, alliances and outsourcing activities, on the innovation speed of small and medium enterprises (SMEs). We integrate relevant literature, consider key conceptual issues and tradeoffs, and develop falsifiable hypotheses related to these relationships. A multi-industry study of 158 new product development projects in 73 SMEs is presented that empirically tests the effects of alliances and outsourcing on SMEs’ innovation speed, for both radical and incremental technological advances. The clearest finding is that external sourcing does not appear to speed up innovation in SMEs and may indeed act as a barrier to fast-paced development.
This article examines knowledge sharing in business environments and cultures that are hostile to knowledge sharing, focusing on knowledge sharing as it relates to individual behavior. Knowledge hoarding, apprehension about failures, and the Not-Invented-Here syndrome are examined, drawing on the examples of six Russian companies, including three with Western ownership. In knowledge-sharing hostile environments it is inadequate to apply traditional means for managing knowledge-sharing processes. Instead of encouraging, stimulating, and aligning incentives, managers need to initially force knowledge sharing in order to transform their organizations into knowledge-embracing cultures. Concrete guidelines for overcoming the barriers to knowledge sharing are outlined.
This paper pursues two aims. Firstly, to indentify knowledge sharing enablers, and secondly, to analyze the effect of knowledge sharing processes on innovation performance. Regarding the first aim, two groups of factors have been considered: motivational factors, such as affective commitment and high involvement human resource management practices; and factors that create the opportunity to share knowledge, including informal communication, structured teamwork and information and communication technologies. Hypotheses have been tested on a sample of 87 Spanish innovative firms. Results show that both motivational factors positively influence the extent to which knowledge is shared, playing affective commitment a partial mediator role between high involvement practices and knowledge sharing. Regarding opportunity factors, only those that allow face to face interactions, such as informal communication and teamwork, represents effective mechanisms to encourage knowledge sharing processes. Finally, knowledge sharing within the organization positively affects innovation performance.
Previous researches have examined the relationships among variables such as knowledge management (KM), innovation and performance. However, most empirical studies have investigated the relationships among these variables in isolation. A gap thus exists in the literature and to fill this gap, the current study develops a research model that links these variables. The model establishes the relationships among KM capability, research and development (R&D) innovation and firm performance. The findings suggest that CEOs should manage knowledge-based resource and assess whether the firm has the KM capability to create, maintain and exploit the knowledge-based synergies for superior innovation of R&D departments.
With the emergence of knowledge management (KM) as a new discipline for studying what needs to be done in order to get the most out of organizational knowledge resources, linking knowledge management and innovation becomes a necessity. Nevertheless, there are few studies that address the relationship between KM and innovation. While the thing- and process-oriented approaches adopted in these studies are helpful in understanding the relationship between knowledge management concepts and innovation concepts, they have failed to account for the impact of this relationship on the effectiveness of the innovation process. In order to study this impact, cognitive fit theory is used to develop a model that describes how the compatibility between knowledge manipulating activities and the type of knowledge associated with innovation will affect the success of the innovation process.
Individuals' knowledge does not transform easily into organizational knowledge even with the implementation of knowledge repositories. Rather, individuals tend to hoard knowledge for various reasons. The aim of this study is to develop an integrative understanding of the factors supporting or inhibiting individuals' knowledge-sharing intentions. We employ as our theoretical framework the theory of reasoned action (TRA), and augment it with extrinsic motivators, social-psychological forces and organizational climate factors that are believed to influence individuals' knowledge-sharing intentions. Through a field survey of 154 managers from 27 Korean organizations, we confirm our hypothesis that attitudes toward and subjective norms with regard to knowledge sharing as well as organizational climate affect individuals' intentions to share knowledge. Additionally, we find that anticipated reciprocal relationships affect individuals' attitudes toward knowledge sharing while both sense of self-worth and organizational climate affect subjective norms. Contrary to common belief, we find anticipated extrinsic rewards exert a negative effect on individuals' knowledge-sharing attitudes.
Purpose
The purpose of this paper is to provide practitioners of management with a sense of how collaborative team integration processes and new product development (NPD) processes were required in order to be reasonably successful in the current economic recession.
Design/methodology/approach
The four relatively large Pittsburgh‐based general service and/or manufacturing‐oriented companies, most with global operations and reach capabilities, were selected and reviewed for the principles of the strategic, financial, informational, and operational viewpoints.
Findings
Even conservative companies found that more radical approaches to NPD, such as product newness and uncertainty in new product innovation/production, may remove, not increase, barriers to incremental and/or radical manufacturability. This is especially true in firms that make proper use of the managerial connectivity provided by proper use of limited resources, which are enhanced by the timeliness of good strategies.
Practical implications
The roles of uncertainty, supplier influences, team integration processes, as well as technology, may act as change agents, especially under the current economic recession. These factors may result in leveling the playing field for incremental and radical innovators as they integrate processes associated with NPD.
Originality/value
The executive teams involved recognized the need for more radical product offerings by turning their focus to meeting customer needs instead of making risky investments. Through successful product implementation, the companies studied found stability in a very turbulent financial and service‐oriented marketplace.
Explores the connection between knowledge management (KM) and process innovation (PI). Although these are popular themes in the literature on management innovation, there is not much discussions of these issues. On the one hand, KM has been treated as a managerial fad that is mainly focused on knowledge generation, dissemination, and utilization. Moreover, the advocates of KM seem to be concerned with building knowledge management systems (KMS). On the other hand, PI is regarded as an efficiency-oriented process redesign and re-engineering (or BPR), which seems to be nothing to do with KM. However, the case study of Samsung SDI shows that in the real world KM is deeply linked with PI. For illustrating the KM strategy of Samsung SDI, uses the term “PI-based KM”. Sheds light on two points: the features of process knowledge can be studied in the sense that knowledge associated with process is dubbed “process knowledge”; and socio-cultural features of KM should be illustrated in terms of knowledge transformation path in the information space.
The explosion of interest in knowledge and its management reflects the trend towards ‘knowledge work’ and the Information Age, and recognition of knowledge as the principal source of economic rent. The papers in this Special Issue represent an attempt by strategy scholars (and some outside our traditional field) to come to terms with the implications of knowledge for the theory of the firm and its management. They are the product of a convergence of several streams of research which have addressed management implications of knowledge, including the management of technology, the economics of innovation and information, resource-based theory, and organizational learning. At the theoretical level, knowledge-centered approaches of Penrose, Arrow, Hayek and others have been enriched by contributions from evolutionary economists (notably Nelson and Winter) and epistemologists (notably M. Polanyi). At the empirical level, research into innovation and its diffusion originated by Mansfield, Griliches and others has been extended through studies which investigate tacit as well as explicit knowledge, and explore knowledge transfer within as well as across firms.
This paper investigated the critical role of knowledge sharing (KS) in leveraging manufacturing activities, namely, integrated supply management (ISM) and new product development (NPD), to improve business performance (BP), within the context of Taiwanese electronic manufacturing companies. The research adopted a sequential mixed method research design, which provided both quantitative empirical evidence as well as qualitative insights, about the moderating effect of KS on the relationships between these two core manufacturing activities and BP. Firstly, a questionnaire survey was administered, which resulted in a sample of 170 managerial and technical professionals providing their opinions on KS, NPD and ISM activities and the BP level within their respective companies. Based on the collected data, factor analysis was used to verify the measurement model, followed by correlation analysis to explore factor interrelationships, and finally moderated regression analyses to extract the moderating effects of KS on the relationships of NPD and ISM with BP. Following the quantitative study, six semi-structured interviews were conducted to provide qualitative in-depth insights into the value added from KS practices to the targeted manufacturing activities and the extent of its leveraging power. Results from quantitative statistical analysis indicated that KS, NPD and ISM all have a significant positive impact on BP. Specifically, IT infrastructure and open
communication were identified as the two types of KS practices that could facilitate enriched supplier evaluation and selection, empower active employee involvement in the design process, and provide support for product simplification and the modular design process, thereby improving manufacturing performance and strengthening company competitiveness. The interviews authenticated many of the empirical findings, suggesting that in the contemporary manufacturing context, KS has become an integral part of many ISM and NPD activities and when embedded properly can lead to an improvement in BP. The paper also highlights a number of useful implications for manufacturing companies seeking to leverage their BP through innovative and sustained KS practices.
One of the major challenges an organization faces is to manage its knowledge assets. Increasingly, the use of knowledge is seen as a basis for competitive advantage. This paper explores the key factors that have been cited as significant influences on the ability to transfer knowledge, an important area of knowledge management. Each of these factors is discussed separately and then integrated into a conceptual framework to explain how effective knowledge transfer can be managed in an organization. A set of managerial implications, or a qualitative assessment approach, is also discussed. It is framed as organizational characteristics and managerial practices required to establish an effective knowledge transfer process in an organization. Conclusions are drawn about the complexity of managing knowledge transfer and the need to take a balanced approach to the process.
Purpose
It has been argued that innovation speed has been inappropriately absent in models of market orientation. The present study seeks to provide new insights into whether and how market orientation's three main components: intelligence generation, intelligence dissemination, and responsiveness affect innovation speed and new product performance, and about the mediating role of innovation speed.
Design/methodology/approach
Data were collected from a sample of 247 firms in a variety of manufacturing industries. A mail survey was developed to collect the data.
Findings
The results indicate that intelligence generation has an indirect positive effect on innovation speed via intelligence dissemination and responsiveness. Intelligence dissemination influences innovation speed positively, both directly and indirectly through responsiveness. Findings report a curvilinear ( J ‐shaped) relationship between responsiveness and innovation speed. With regard to the effect of the market orientation's components on new product performance, the findings indicate a positive relationship between responsiveness and new product performance. The parameter estimates for the direct paths linking intelligence generation and intelligence dissemination with new product performance were found to be not significant. Instead, the findings show that intelligence generation and intelligence dissemination influence new product performance indirectly through responsiveness. Finally, a positive relationship was found between innovation speed and new product performance.
Originality/value
The research makes three important contributions to the marketing strategy and new product development literatures. First, by splitting market orientation into the components of intelligence generation, intelligence dissemination and responsiveness, the study provides a closer examination into the effect of market orientation on innovation speed and new product performance. Second, the results indicate that the effects of intelligence generation and intelligence dissemination on innovation speed and new product performance are mediated by responsiveness to market intelligence. Third, findings support the argument that innovation speed partially mediates the effect of market orientation's three main components on new product performance.
The research shows that when units pursue knowledge transfer between their different actors, contextual factors such as trust, motivation to transfer knowledge, management support and learning orientation are crucial for fostering knowledge transfer and innovation. This contribution is important since the need for developing an organizational context where knowledge transfer and innovation flourish is constantly put forth in the business press, while the empirical and research based evidence for its importance has been scarce.
Knowledge is too problematic a concept to make the task of building a dynamic knowledge-based theory of the firm easy. We must also distinguish the theory from the resource-based and evolutionary views. The paper begins with a multitype epistemology which admits both the pre- and subconscious modes of human knowing and, reframing the concept of the cognizing individual, the collective knowledge of social groups. While both Nelson and Winter, and Nonaka and Takeuchi, successfully sketch theories of the dynamic interactions of these types of organizational knowledge, neither indicates how they are to be contained. Callon and Latour suggest knowledge itself is dynamic and contained within actor networks, so moving us from knowledge as a resource toward knowledge as a process. To simplify this approach, we revisit sociotechnical systems theory, adopt three heuristics from the social constructionist literature, and make a distinction between the systemic and component attributes of the actor network. The result is a very different mode of theorizing, less an objective statement about the nature of firms ‘out there’ than a tool to help managers discover their place in the firm as a dynamic knowledge-based activity system.
In this study, we developed and tested a theory of how human resource practices affect the organizational social climate conditions that facilitate knowledge exchange and combination and resultant firm performance. A field study of 136 technology companies showed that commitment-based human resource practices were positively related to the organizational social climates of trust, cooperation, and shared codes and language. In turn, these measures of a firm's social climate were related to the firm's capability to exchange and combine knowledge, a relationship that predicted firm revenue from new products and services and firm sales growth.
The statistical tests used in the analysis of structural equation models with unobservable variables and measurement error are examined. A drawback of the commonly applied chi square test, in addition to the known problems related to sample size and power, is that it may indicate an increasing correspondence between the hypothesized model and the observed data as both the measurement properties and the relationship between constructs decline. Further, and contrary to common assertion, the risk of making a Type II error can be substantial even when the sample size is large. Moreover, the present testing methods are unable to assess a model's explanatory power. To overcome these problems, the authors develop and apply a testing system based on measures of shared variance within the structural model, measurement model, and overall model.
The dynamic capabilities framework analyzes the sources and methods of wealth creation and capture by private enterprise firms operating in environments of rapid technological change. The competitive advantage of firms is seen as resting on distinctive processes (ways of coordinating and combining), shaped by the firm's (specific) asset positions (such as the firm's portfolio of difficult-to-trade knowledge assets and complementary assets), and the evolution path(s) it has adopted or inherited. The importance of path dependencies is amplified where conditions of increasing returns exist. Whether and how a firm's competitive advantage is eroded depends on the stability of market demand, and the ease of replicability (expanding internally) and imitatability (replication by competitors). If correct, the framework suggests that private wealth creation in regimes of rapid technological change depends in large measure on honing internal technological, organizational, and managerial processes inside the firm. In short, identifying new opportunities and organizing effectively and efficiently to embrace them are generally more fundamental to private wealth creation than is strategizing, if by strategizing one means engaging in business conduct that keeps competitors off balance, raises rival's costs, and excludes new entrants. © 2003 by World Scientific Publishing Co. Pte. Ltd. All rights reserved.
I examine the impact of the geographic distribution of R & D activity on the quality of innovation. Through an analysis of patent data from 100 firms in the global semiconductor manufacturing industry, I find that the impact of geographic distribution of R & D on innovation quality takes an inverted-U shape and that firms are heterogeneous in the benefits derived from this geographic distribution. Results indicate that two characteristics-technological diversity of resources and intraorganizational linkages between R&D units-significantly influence firms' ability to derive benefits from increased geographic scope.
This study examined how suggestion-based employee knowledge generated through a gainsharing productivity improvement program affected organizational performance. We propose that in addition to an organizational learning curve based on production experience, there is also a learning curve for cost reduction ideas implemented under gainsharing. Using fur years of monthly data from one organization, we found that, after taking into account knowledge depreciation, the cumulative number of implemented employee suggestions significantly contributed to lower production costs. Implications for gainsharing practice and knowledge management theory are discussed.
There is a growing recognition that innovation speed is important to a firm's creating and sustaining competitive advantage amidst rapidly changing business environments. However, there has been little theoretical advancement or model building regarding when innovation speed is appropriate, what factors speed up innovations, and how differences in speed affect project outcomes. In this article, we organize and integrate the innovation speed literature, develop a conceptual framework of innovation speed, and offer researchable propositions relating to the need for and antecedents and outcomes of innovation speed. Specifically, we argue that innovation speed (a) is most appropriate in environments characterized by competitive intensity, technological and market dynamism, and low regulatory restrictiveness; (b) can be positively or negatively affected by strategic-orientation factors and organizational-capability factors; and (c) has an influence on development costs, product quality, and ultimately project success.
This study investigates two major issues related to innovation quality in automobile companies. First, this study assesses a number of different indicators of innovation quality in the automobile industry. Second, this study examines the relationship between innovation quality and firm performance. Five indicators are developed (namely, patent count, relative citation ratio, citation‐weighted patents, science linkage, scope of innovations) for measuring innovation quality using patent counts and patent citations from the US Patent and Trademark Office database. Time‐series cross‐section patent data from 17 global automobile firms between 1983 and 2002 were used for random effect model. The empirical results show obvious differences among 17 automobile firms in five indicators of innovation quality, and three indicators measuring firm innovation quality (that is patent count, citation‐weighted patents and scope of innovations) positively and significantly affect firm profits.
Reviews the books, Using LISREL for structural equation modelling: A researcher’s guide and Principles and practice of structural equation modelling by E. Kevin Kelloway (see record 1998-08130-000) and Principles and practice of structural equation modelling by Rex B. Kline (see record 1998-02720-000). Structural equation modeling (SEM) is one of the most rapidly growing analytic techniques in use today. Proponents of the approach have virtually declared die advent of a statistical revolution, while skeptics worry about the widespread misuse of complex and often poorly understood analytic methods. The two new books under review are therefore timely. Both are valuable, but differ in important ways. Kevin Kelloway's book is directed at the researcher with little knowledge of structural equation modeling and is intricately linked to one of the more popular structural equation modeling programs, LISREL. For researchers keen to begin analyzing data quickly, this book is an invaluable resource that will speed one's introduction to SEM. On the other hand, the volume written by Rex Kline represents one of the most comprehensive of available introductions to the application, execution, and interpretation of this technique. The book is written for both students and researchers who do not have extensive quantitative background. It is especially attentive to quantitative issues common to most structural equation applications. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
A structural model incorporating agile manufacturing as the focal construct is theorized and tested. The model includes the primary components of JIT (JIT-purchasing and JIT-production) as antecedents and operational performance and firm performance as consequences to agile manufacturing. Using data collected from production and operations managers working for large U.S. manufacturers, the model is assessed following a structural equation modeling methodology. The results indicate that JIT-purchasing has a direct positive relationship with agile manufacturing while the positive relationship between JIT-production and agile manufacturing is mediated by JIT-purchasing. The results also indicate that agile manufacturing has a direct positive relationship with the operational performance of the firm, that the operational performance of the firm has a direct positive relationship with the marketing performance of the firm, and that the positive relationship between the operational performance of the firm and the financial performance of the firm is mediated by the marketing performance of the firm.
Although the issues of quality and innovation have been dealt with extensively from different perspectives, studies on the relationship between these two concepts are few. This paper presents a brief review of the research done in linking quality and innovation and explores some possible ways of doing so. In particular, it suggests that a common denominator for quality and innovation is customer value and a common platform for them is organisational learning. It also suggests that it is possible to take a quality approach towards the innovation process and an innovation approach towards the quality process. This paper serves as a 'prologue' or 'foreword' to the journal, inviting more discussion on the issue of the relationship between quality and innovation.
The dynamic capabilities framework analyzes the sources and methods of wealth creation and capture by private enterprise firms operating in environments of rapid technological change. The competitive advantage of firms is seen as resting on distinctive processes (ways of coordinating and combining), shaped by the firm's (specific) asset positions (such as the firm's portfolio of difftcult-to- trade knowledge assets and complementary assets), and the evolution path(s) it has aflopted or inherited. The importance of path dependencies is amplified where conditions of increasing retums exist. Whether and how a firm's competitive advantage is eroded depends on the stability of market demand, and the ease of replicability (expanding intemally) and imitatability (replication by competitors). If correct, the framework suggests that private wealth creation in regimes of rapid technological change depends in large measure on honing intemal technological, organizational, and managerial processes inside the firm. In short, identifying new opportunities and organizing effectively and efficiently to embrace them are generally more fundamental to private wealth creation than is strategizing, if by strategizing one means engaging in business conduct that keeps competitors off balance, raises rival's costs, and excludes new entrants. © 1997 by John Wiley & Sons, Ltd.
Purpose – The study sets out to examine the influence of individual factors (enjoyment in helping others and knowledge self-efficacy), organizational factors (top management support and organizational rewards) and technology factors (information and communication technology use) on knowledge sharing processes and whether more leads to superior firm innovation capability. Design/methodology/approach – Based on a survey of 172 employees from 50 large organizations in Taiwan, this study applies the structural equation modeling (SEM) to investigate the research model. Findings – The results show that two individual factors (enjoyment in helping others and knowledge self-efficacy) and one of the organizational factors (top management support) significantly influence knowledge-sharing processes. The results also indicate that employee willingness to both donate and collect knowledge enable the firm to improve innovation capability. Research limitations/implications – Future research can examine how personal traits (such as age, level of education, and working experiences) and organizational characteristics (such as firm size and industry type) may moderate the relationships between knowledge enablers and processes. Practical implications – From a practical perspective, the relationships among knowledge-sharing enablers, processes, and firm innovation capability may provide a clue regarding how firms can promote knowledge-sharing culture to sustain their innovation performance. Originality/value – The findings of this study provide a theoretical basis, and simultaneously can be used to analyze relationships among knowledge-sharing factors, including enablers, processes, and firm innovation capability. From a managerial perspective, this study identified several factors essential to successful knowledge sharing, and discussed the implications of these factors for developing organizational strategies that encourage and foster knowledge sharing.
The business value of information technology is an enduring research question. This research provides new insights to better understand the mechanisms supporting this relation by analyzing the impact of knowledge management tools (KMTs) on the performances of business units involved in inter-firm collaborative innovation projects. We extend current literature by developing and empirically testing a model where: (1) the use of KMTs is affected by critical organizational variables, (2) KMTs can impact the innovation and financial performances of business units. We find that mutual trust and culture for change do not affect the extent of the use of KMTs, while collaborative experience and naturalness in using ICTs as substitutive of face-to-face contacts have a significant impact. Moreover, we show that a more intense use of KMTs has a direct positive effect on new product performance and speed to market, as well as on financial performance. Yet, only new product performance acts as an indirect conduit linking KMT use and financial performances. This article provides a discussion and perspectives of further research concerning the impact of KMTs on innovation practices in inter-firm collaborative environments.
The statistical tests used in the analysis of structural equation models with unobservable variables and measurement error are examined. A drawback of the commonly applied chi square test, in addition to the known problems related to sample size and power, is that it may indicate an increasing correspondence between the hypothesized model and the observed data as both the measurement properties and the relationship between constructs decline. Further, and contrary to common assertion, the risk of making a Type II error can be substantial even when the sample size is large. Moreover, the present testing methods are unable to assess a model's explanatory power. To overcome these problems, the authors develop and apply a testing system based on measures of shared variance within the structural model, measurement model, and overall model.
Imagine a contemporary Rip Van Winkle awakening from a 20-year nap. Suppose this modern Van Winkle was an avid follower of trends in technology, business, and the international political economy. As he braced himself to catch up on the world by reading current issues of the Wall Street Journal, New York Times, and Business Week, Rip would expect to see countless articles attesting to the dawning of a Japanese century in technology and business. Japanese companies should dominate the biotechnology industry. The U.S. Congress Office of Technology Assessment had said as much in a well-documented 1984 report.1 So did numerous articles in the New York Times,2 Business Week,3 Wall Street Journal,4 and other leading publications. So too, Japanese firms should dominate the production of personal computers (PCs). The Japanese not only had outstanding production technology but were superb at the kind of incremental innovation that 1980s pundits thought would be critical to win the markets for this technology as it matured.
Further, Japanese technology firms were, everyone had said, adroitly backed by various policies of the Japanese government. The Japanese financial system freed firms from dysfunctional short-term pressures of the sort U.S. firms endured from Wall Street, allowing Japanese firms to plan for the long term. Japanese citizens were universally trained to high levels of math and science literacy. Japan trained far more engineers per capita than the United States.
And yet, when Rip awakens, Japanese firms are not strong in biotechnology. Nor do they lead in PCs, semiconductors, or cellular telephones. Rip would doubtless wonder, “What went wrong?” And, “How enduring are these setbacks to Japan’s steady progress over most of the last century and a half?” This volume edited by D. Hugh Whittaker and Robert E. Cole gives some insights into these two questions, though much more to the former than the latter. The volume includes a provocative introduction and conclusion by the editors and 15 other chapters by a range of scholars and Japanese policymakers, many of them associated with Kyoto’s Doshisha University. The chapters address Japanese competitiveness in a wide range of technologies, including electronics, pharmaceuticals, semiconductors, and computer software. The emphasis is on high technology industries where in recent years Japan has not done well.
In their introductory and closing chapters, Whittaker and Cole suggest that the successful Japanese innovation model of the late twentieth century was based on “low cost high quality precision hardware achieved through continuous process improvement in a framework of dense communication of design information across organization units” (p. 13). One problem for Japanese competitiveness in the early twenty-first century is that East Asian and Western firms began to close the gap with the Japanese in their ability to deliver production efficiency and product quality. Meanwhile, U.S. and European firms began to optimize supply chains and to aggressively seek international alliances, trumping the advantages Japanese firms had gained from collaborative learning in keiretsu groups. This allowed both drastic reductions in costs and accelerated innovation. There was a loss of competitive advantage, then, both within Japanese firms and in the relationships between Japanese firms and their keiretsu partners.
Japanese firms continue to be strong in building quality into their products, but Takashi Yunogami in a chapter on the semiconductor industry posits what he calls the “excessive quality thesis.” He argues that in designing and producing semiconductors, Japanese firms developed an almost fetishlike attachment to the importance of quality and reliability. These product characteristics were the keys to competitive advantage during the age of mainframes, but in an era of low-cost PCs the Japanese firms are providing more quality than users are willing to pay for. Moreover, the pursuit of perfection causes Japanese firms to be slow to market new products. The result is that they have lost market share to competitors in East Asia and elsewhere.
Chapters by Cole, Timothy Sturgeon, Henry Chesbrough, Jocelyn Probert, and others touch on problems caused by the closed nature of the Japanese innovation system. In the 1980s, the high levels of vertical integration and tight-knit keiretsu ties characteristic of Japanese firms in some industries allowed them to excel at new product...
Purpose
– The purpose of this paper is to discuss the intertwining of productivity, quality and innovation in the service domain and, based on that discussion, propose and examine the implications of a service productivity framework that incorporates not only the company's perspective (as is done traditionally) but also the customer's perspective and a typology for classifying service innovations on the basis of their potential impact on productivity from the company's and the customer's perspectives.
Design/methodology/approach
– The service productivity framework and service innovation typology are developed by synthesizing – and extending – concepts and insights from the relevant literature pertaining to productivity, quality and innovation.
Findings
– Analysis and discussion of the proposed frameworks lead to the overarching conclusion that strategies to improve service productivity, enhance service quality or implement service innovations, are likely to be suboptimal if pursued in isolation. As such, it is important for companies to consider the inter‐linkages among service productivity, quality and innovation when formulating and implementing strategies pertaining to any of them.
Originality/value
– The integration of conventional productivity concepts with key insights from the rich literature on service quality is novel. The resulting expanded service productivity framework and service innovation typology have important managerial implications and also offer several potentially fruitful avenues for further research.
Purpose
The purpose of this paper is to show why the establishment of “learning organisations” must be a central element of knowledge management – especially in firms operating on markets where product innovation is an important parameter of competition.
Design/methodology/approach
The argument straddles and combines insights related to management and organisation theory with an evolutionary economic analysis of the relationship between innovation, learning and knowledge. It is supported by an empirical analysis of survey data on Danish private sector firms. The survey was addressed to all firms in the private urban sector with 25 or more employees, supplemented with a stratified proportional sample of firms with 20‐25 employees.
Findings
The analysis shows that firms that introduce several organisational practices, assumed to characterise the learning organisation, are more innovative than the average firm.
Research limitations/implications
The empirical findings are limited to the private sector and do not cover public sector organisations.
Practical implications
The learning organisation characteristics have a positive impact on dynamic performance and there are obviously lessons to be learned from the successful firms operating in turbulent environments that introduce specific organisational characteristics such as job rotation, inter‐divisional teams, delegation of responsibility and reducing the number of levels in the organisational hierarchy.
Originality/value
The paper puts “knowledge management” into the wider concept of “learning economy” and shows how a key element of knowledge management is to enhance the learning capacity of the firm.
Faced with environmental volatility and increased competition, firms are turning to supply chain management and associated time-based initiatives to develop sustainable competitive advantages. This research examines just-in-time (JIT) as one such logistics strategy. While prior research has focused on internal and upstream JIT (i.e., production and purchasing), the present research examines the extent to which exchange with downstream customers is just-in-time oriented. The results of the research show that JIT with customers is associated with organizational designs that are more decentralized, integrated, and formalized and with better performance in terms of less finished goods inventory and higher overall financial performance. The analysis controls for firm size, production technology, and tenure of the senior logistics executive and shows that the effects of JIT with customers on organizational structure and performance are, with a limited number of exceptions, relatively robust.