Inter-Organizational Knowledge Transfer: Current Themes and Future Prospects

abstract    Many papers have been published recently in the fields of strategy and international business research incorporating the role of organizational knowledge as a basis of firm competitive advantage. While such knowledge is normally developed within the firm, it is important that firms possess the ability to learn from others in order to meet the increasing pace of competition. Knowledge transfer, defined here as an event through which one organization learns from the experience of another, has thus become an important research area within the broader domain of organizational learning and knowledge management. This paper presents a theoretical framework, identifies key themes covered by the six articles included in the Special Issue on Inter-Organizational Knowledge Transfer, and then discusses priorities for future research.     

Guest Editors' Introduction

abstract    In this introductory article to the Special Issue we make a case for the study of 'field-configuring events' (FCEs). We begin with a discussion of the nature and character of FCEs. We next situate the study of FCEs in the context of ongoing research addressing the growth and evolution of institutional, organizational, and professional fields. We follow this with an overview of the relationship between FCEs and the evolution of fields, paying particular attention to how FCEs link field evolution at the macro level with individual action at the micro level. We then examine the unique methodological advantages that the study of FCEs offers to researchers who are interested in studying dynamic field processes. We conclude with a summary of the five papers that make up this Special Issue.     

Role and impact of the environment on entrepreneurial learning

Abstract

This article is presenting an overview of the literature devoted to entrepreneurial learning and, more specifically, those research bringing environmental elements into the study of the entrepreneurial learning process. Then, it shows how each of the four Special Issue selected research papers contribute to enhancing our knowledge of the complexity of the learning process vis-à-vis entrepreneurial processes placed in context. By doing this, it makes an attempt to explain the specific context behind each contribution as well as presenting the wider context. Finally, the article is suggesting a set of key challenges and research pathways that might be explored in the future.     

The Five Paradoxes of Meaningful Work: Introduction to the special Issue ‘Meaningful Work: Prospects for the 21st Century’

In this introduction to the Journal of Management Studies Special Issue on Meaningful Work, we explain the imperative for a deeper understanding of meaningfulness within the context of the current sociopolitical environment, coupled with the growing use of organizational strategies aimed at ‘managing the soul’. Meaningful work remains a contested topic that has been the subject of attention in a wide range of disciplines. The focus of this Special Issue is the advancement of theory and evidence about the nature, causes, consequences, and processes of meaningful work. We summarize the contributions of each of the seven articles that comprise the Special Issue and, in particular, note their methodological and theoretical plurality. In conclusion, we set forth a future research agenda based on five fundamental paradoxes of meaningful work.     

A Cognitive Perspective on Entrepreneurship and the Firm

abstract    I propose to examine the theme of this Special Issue from the perspective of its treatment – and, of especial significance, its lack of treatment – within economics. In the course of this examination we shall observe that the concepts of entrepreneurship and the firm are generally kept separate, and attempt to explain why. I shall avoid any discussion of recent work, which is more productively left to my fellow contributors, choosing instead to devote the first half of my contribution to providing an analytical basis for the second half by exploring the problem of knowledge in economic systems, and relating this problem to the evolved nature of human beings and their relationship with their environment. In this exploration I shall rely almost entirely on the work of economists, though much of it was not directed to conventional economic issues.     

One more time,it is not about cost!

In this JOM Forum article, published in conjunction with the Special Issue on Manufacturing in the High-Cost Environment, two operations management heavyweights Richard Schonberger and Karen Brown examine the missing link between manufacturing research and practice.     

Organizational Learning: Debates Past, Present And Future

In this paper we attempt to map the development of organizational learning as a field of academic study by examining the rise and fall of specific debates. This does not pretend to be a comprehensive review of the field since there is now far too much material available to allow full coverage in any single publication. Rather, we have identified some of the key debates, and these have been organized along the simplistic time-line of past, present and future. Our purpose is two-fold: first, to note how the nature and language of the key ideas in organizational learning have changed over time; and second, to locate the papers in this Special Issue within the context of the developing field. It is perhaps no accident that we see most of the papers as closely associated with new, and emerging, issues, but we also find it interesting to note that many of these current or emergent issues actually have roots within some of the earlier debates.     

Accounting in Transitional and Emerging Market Economies

The aim of this introduction is to discuss some of the challenges and problems faced by researchers who are interested in conducting research in transitional and emerging market economies and to highlight some of the key attributes and characteristics of these economies. The papers contained in this Special Section are introduced by way of providing a brief overview of their contributions and identifying other important areas that future researchers might wish to pursue.

This Special Section of European Accounting Review is devoted to publishing papers on various accounting issues in transitional and emerging market economies. In this introduction, we aim to set the scene for the papers contained in this Special Section, to highlight some of the key attributes and characteristics of transitional and emerging market economies, to provide a brief overview of the contributions published here and finally to identify some other important areas that future researchers might wish to pursue.     

Troubling some assumptions: A response to “The role of perceived organizational justice in shaping the outcomes of talent management: A research agenda”

This Commentary is a response to the paper by Gelens, Dries, Hofmans, & Pepermans in this Special Issue on the development of a theoretical framework for talent management. The authors' central argument and hypotheses remain essentially untroubled here as this Commentary instead problematizes a central assumption of their paper which is commonly taken for granted in the talent literature—i.e., that talent is in shortage. In addition, suggestions for theory development are given and a more critical approach to the assumptions upon which talent management is based is advocated.     

The Who,Where, What,How and When of Market Entry

This introductory, along with the eight articles contained within this Special Issue, highlights and brings greater clarity to entrant‐incumbent interactions and to firm movement – when entrants traverse market territories for the creation and/or delivery of offerings, where ‘markets’ include service or product categories, technology or resource spaces, industries, sectors and/or geographies. Collectively, this Special Issues explains that firm movement across market boundaries is highly consequential, influencing resource‐capability mixes inside firms, interfirm relations, market logic and industry value chains, and of course, people, communities and even nations. Specifically, we develop a field‐wide perspective of market entry by expanding on the framework of market entry that Zachary and his colleagues developed (Zachary et al., 2015) – i.e., the who (players such as incumbents, entrants, suppliers, etc.), when (the timing and sequence of entry), how (the strategy, resources, capabilities, etc.), where (the space of entry) and what (product, service, business model, etc.) – to include two additional categories: complements (networks, platforms, ecosystems) and non‐market elements (government, political, social and cultural arrangements). We also summarize the eight highly diverse and insightful articles that make this Special Issue, and conclude with a discussion to highlight foundational questions that point to new directions in future research in this field. In sum, we hope to inspire scholars to go beyond counting outcomes (e.g., entry/exit rates, or profiling successful versus unsuccessful entrants), to consider contexts, processes and contingencies (e.g., cost, time, collaboration, competition, interfirm relations, etc.) and to discover boundary conditions that inform a theory of market entry.     

Human resource management in China revisited: introduction

This introduction attempts to provide an overview of the Special Issue of the IJHRM on ‘Human Resource Management in China Revisited’. It deals first with the economic background of the recent changes in the PRC from 1978 to the present day, exploring the change from a command economy to a more market-led one, as well as the demise of ‘iron rice bowl’ policy dominated by a model to Soviet-inspired personnel management in favour of one gradually being characterized by possibly Japanese-/Western-influenced human resource management (HRM), albeit with ‘Chinese characteristics’. It then introduces the main debates in the field before summing up, at some length, the empirical contributions based on ‘state of the art’ field research contained in the papers submitted. Last, it deals with the comparative setting of the contributions on China vis-à-vis the national HRM systems of Japan and South Korea.     

Strategic Practices: An Activity Theory Perspective on Continuity and Change

abstract   This paper draws upon activity theory to analyse an empirical investigation of the micro practices of strategy in three UK universities. Activity theory provides a framework of four interactive components from which strategy emerges; the collective structures of the organization, the primary actors, in this research conceptualized as the top management team (TMT), the practical activities in which they interact and the strategic practices through which interaction is conducted. Using this framework, the paper focuses specifically on the formal strategic practices involved in direction setting, resource allocation, and monitoring and control. These strategic practices are associated with continuity of strategic activity in one case study but are involved in the reinterpretation and change of strategic activity in the other two cases. We model this finding into activity theory-based typologies of the cases that illustrate the way that practices either distribute shared interpretations or mediate between contested interpretations of strategic activity. The typologies explain the relationships between strategic practices and continuity and change of strategy as practice. The paper concludes by linking activity theory to wider change literatures to illustrate its potential as an integrative methodological framework for examining the subjective and emergent processes through which strategic activity is constructed.     

Commentary on “The meaning of ‘talent’ in the world of work”

This paper provides a commentary on the article in this Special Issue on “The meaning of ‘talent’ in the world of work”, welcoming its analysis of the definition, meaning and conceptualisation of talent and seeking to develop further its research recommendations. In particular, it argues that the relationships between talent and gifts should be further explored, proposes that exploring its use in other languages than English would be useful, and suggests comparing its identification and development in management and other fields, especially sport and the arts. It also proposes multidisciplinary research and research into talent and talent management in various contexts, including sectorial, cultural, institutional and structural contexts. Finally, it proposes that factors which influence how talent is identified need further analysis, and perspectives from resource-based theories, ethical theories, development economics, and social capital theories should be utilised.     

Comments on Four Papers on Economics and Human Heterogeneity

A bstract .   These comments focus on some issues raised in the papers by Dimand, Peart and Levy, Cot, and Leonard. These papers are fascinating, but not without weaknesses. It is argued that Dimand's presentation of what he calls the "general principle" of classical economics is misconceived. There is a confusion in this paper between the classical view of equal capacity and the much newer concept of equally rational actual performance. Peart and Levy discuss the idea of unequal capacity for pleasure in Edgeworth, but do not draw a link back to the idea in J. S. Mill of different qualities of pleasure. Cot and Leonard provide informative accounts of the American eugenic movement and its links to progressivism, but with an insufficient degree of distinction between the various positions and agendas that were concerned.     

The currency of talent management—A reply to “talent management and the relevance of context: Towards a pluralistic approach”

In this paper we provide a commentary on the article in this Special Issue by Thunnissen, Boselie, and Fruytier on the relevance of context to the field of talent management. We concur that a more critical, pluralist approach to talent management scholarship is needed, that talent management should go beyond a mere economic exchange between talent and their employer, and that further research is needed to explore the link between macro, meso and micro level considerations. Thunnissen, Boselie, and Fruytier pose insightful questions about the contribution of talent management to the social and moral development of society and legitimating talent management at meso level. For us, these questions raise issues about the extent to which individual agency in ethical issues is possible in environments designed to regulate and control talent. We suggest that underexplored notions of strategic exchange and individual identity provide a richer picture of the talent employment relationship and raise a number of possible directions for future talent management research.     

Two decades of cognitive bias research in entrepreneurship: What do we know and where do we go from here?

The study of entrepreneurial cognitive bias emerged about two decades ago and has received growing attention in entrepreneurial research. However, this is the first comprehensive review of the studies published in this field and therefore describes the current state of the art of cognitive bias research in entrepreneurship. This paper identified a total of 54 relevant articles and structures them by a typology of bias. It shows that a considerable number of articles cover overoptimism and overconfidence, while limited attention has been given to other biases such as illusion of control, the belief in the law of small numbers, escalation of commitment, planning fallacy, status quo bias, self-serving bias, and hindsight bias. Results of this review show that studies examining overoptimism and overconfidence have delivered most consistent results. The focus of the review lies on logically structuring the body of research by assessing the key issues in the determinants and in the consequences of each bias and thereby identifying a range of new research opportunities. Special emphasis was placed on incorporating insights from conceptual papers.     

Impact of employer branding on organization’s performance

An increasing number of organizations embark on employer branding although this practice is not theoretically supported. Our study explores the employer brand by employing branding that examines the interrelation between the elements and the branding process’ outcomes. Our study is based on the employer branding model having two major components: the employer brand (with interrelated internal and external images) and the efficiency outcomes originating from the application of the employer branding process. Our study combines quantitative and qualitative research methods. The data were obtained from the companies operating in the western province of Sri Lanka. Our findings reveal that organizations with an advanced employer branding strategy have greater productivity than those organizations who lack or have partially developed strategy. Our study compares organizations with different levels of implementation of the employer branding strategy. Special attention is paid to organizational communication and the incorporation of values into the external and internal employer brand.     

The frontiers of eBusiness technology and supply chains

This article is an Introduction to this Special Issue on “eBusiness and Supply Chain Management.” It also provides a vision for eBusiness and supply chain for the future.     

Activity-based techniques and the death of the beancounter

In a study of eleven medium and large sized companies we found clear evidence that management accountants were seen by operational managers as ‘beancounters’. This term has become common in the literature in recent years and we define a beancounter as, ‘an accountant who produces financial information which is regarded as of little use in efficiently running the business and, as a result, its production has become an end in itself.’ Furthermore many management accountants recognized this image. All of the companies had attempted to implement activity-based techniques and this process had led to a substantial improvement in the beancounter image. We propose three scenarios for the future of activity-based techniques and the management accountants' image as a beancounter. These are based on our understanding of the history of management accounting and trends that have been visible in recent years. Further we suggest the most likely contingent variables which may lead to one or other of the scenarios becoming reality. Some of the scenarios are more likely to occur in the short or medium term, whereas others are long term possibilities. We conclude with our own view on the likely future for activity-based techniques, suggesting that there is a promising future for these techniques in the medium term.