If You Can Use Them: Flexibility Policies, Organizational Commitment, and Perceived Performance

This study links workplace flexibility policies—formal, informal, and perceived usable—to organizational commitment and self-reported productivity. Professional and technical employees of biotechnology firms were surveyed. Where employees could freely use policies, a positive association with outcomes is found. The article contributes a new measure to capture employees' organizational experience, relevant to work and family research.     

Action research for innovation management: three benefits,three challenges,and three spaces

Given that the innovation landscape is changing, and new forms of organization and management are emerging, this study discusses the potential benefits of action research for innovation management (IM) as it provides closeness to living emergent systems, generates rich insights as well as knowledge for both rigorous theory development and change in practice. Drawing from a large-scale action research study involving a complex collaborative organizational construct, we outline three challenges from employing action research: the process is both reflexive and progressive, the researcher is both an outsider and an insider, and the outcome is both general and specific. A model of three social spaces (the action research space, the academic space, and the practitioner space) is proposed to address the challenges and assist in navigating the multitude of processes, roles, and outcomes associated with action research. The study argues that action research for IM is well suited to exploring tacit aspects of practices and processes in the emergent or shifting study contexts to transform practices through interventions. Thus, if implemented carefully by experienced researchers, it can provide valuable data that are indispensable for theory development in the field of IM.     

Person–organization fit, OCB and performance appraisal: Evidence from matched supervisor–salesperson data set in a Spanish context

Despite the extensive work carried out by sales researchers regarding the influence of organizational citizenship behaviors (OCB) on significant individual and organizational outcomes, it is still of interest to address new research questions and support previous results with samples from different organizational settings and other countries. Researchers have also identified the need to thoroughly investigate relationships between different antecedents of extra-role behaviors.In this study, we intend to test a two-part model. The first part of the model assumes that a salesperson's OCB is determined by Person–Organization fit and that this relationship is mediated by the salesperson's job satisfaction and organizational commitment. The second part examines the impact that such behavior may have on the supervisor's rating of the salesperson's performance.Data collected from 122 salesperson–supervisor dyads from 35 firms confirmed that Person–Organization fit has a positive effect on OCB due to the effect it has on the salesperson's job satisfaction. The results also verified the positive effect of OCB on the supervisor's evaluation of the sales agent's performance, both directly and indirectly, through the impact OCB had on the supervisor's fondness of the salesperson. Certain implications of this study, as well as directions for future research, are also addressed.     

Corporate governance and national institutions: A review and emerging research agenda

We present a critique of corporate governance research grounded in agency theory and propose that cross-national comparison of corporate governance should consider how the nature and extent of agency relationships differ across different institutional contexts. Building on prior governance studies grounded in sociology and organizational theory we argue that performance outcomes of boards of directors, ownership concentration, and executive incentives may differ depending on the legal system and institutional characteristics in a specific country. Institutions may also affect the extent of complimentarity/substitution among different firm-level governance practices producing patterned variations in firm-level governance mechanisms. Our discussion suggests that researchers need to develop more holistic, institutionally embedded governance framework to analyze organizational outcomes of various governance practices.     

Product design planning with the analytic hierarchy process in inter–organizational networks

In the second half of inter–organizational product development, the new product is likely to face significant design changes. Our study focused on the adequacy of the analytic hierarchy process (AHP) to support the collaborative partners to steer and align the accompanying design activities. It quantitatively supported discussions between researchers, engineers, manufacturers and future users involved in the development of a voice–producing prosthesis. These discussions focused on the planning of respectively the product design objectives, design changes, and design activities. This product design planning was based on the product requirements relevant to the diverse groups involved, a pro–active view on the market circumstances, the available knowledge, skills and resources, lead–time and costs. The outcomes showed that the AHP is an adequate tool for R&D managers to support inter–organizational product development.     

The co-production of value in digital,university–industry R&D collaborative projects

In the context of R&D collaborations between universities and industry, this study investigates the co-production process and the contextual elements that shape it. We develop a conceptual framework that builds on the service-dominant logic perspective that value propositions emerge from the interaction between co-producing parties and the integration of resources. Specifically, the framework explicates how individual, organizational, and external factors shape the type of interactions and the platforms used, the availability and use of operand and operant resources, and the organizational and individual outcomes sought in R&D collaborative projects. We investigate the interplay among these factors through group interviews with UK industry practitioners and university researchers in the context of digital research projects. The types of interaction, resources, and outcomes sought that characterize successful R&D collaboration are revealed, and the contextual aspects that enable, facilitate, block, or create barriers to successful R&D collaborations are identified. Finally, we propose five practical principles for the successful development of collaborative R&D projects within the university–industry context.     

Motivations and obstacles to university industry cooperation (UIC): a Mexican case

Within the context of linkage between universities and the productive sector in Mexico, this article seeks to answer the following questions: i) which are the principal motivations for researchers at universities to carry out technological research and to seek ties to industry? ii) which are the main motivations for industrial entrepreneurs to establish cooperation with universities to develop technology? and iii) which are the main barriers to a healthy relationship between both institutions? Our answers are based on data from two sources: (a) an exploratory survey of 31 researchers at the National University of Mexico and of 28 Mexican entrepreneurs, half of whom had previous experience in collaborative projects; and, (b) a subsequent panel discussion among questionnaire respondents designed to elicit in-depth qualitative data concerning motivations and obstacles to university-industry cooperation. The authors present the factors identified in the study as key elements in the development of liaisons between the two sectors in Latin American countries, and argue the need to rethink our conceptions of motivations and barriers within a theoretical framework of interinstitutional communications and organizational cultural change.     

Studying processes in and around networks

The industrial marketing literature on business networks has drawn attention to the importance and yet the complexities of managing in a context of fluid and dynamic inter-organizational relationships. This context also poses significant challenges to researchers who wish to better understand the evolution of networks and the processes occurring in and around them in order to generate valuable theoretical insight and actionable knowledge for practitioners. After reviewing the nature of process research, this paper considers the key methodological choices and tradeoffs faced by process researchers interested in studying network dynamics. These choices and tradeoffs are illustrated by drawing on a series of exemplary process studies of networks derived from the entrepreneurship, strategic management, organization theory and industrial marketing literatures. The paper concludes by proposing that future studies might benefit from focusing on key network transformations and from mobilizing programmatic investments.     

Striker Replacements in the United States,Canada, and Mexico: A Review of the Law and Empirical Research A Review of the Law andEmpirical Research

The debate on striker replacements is marked by considerable passion and controversy, with many unions and workers' rights advocates proposing legal prohibitions and employers and “free market” advocates generally opposing such prohibitions. In this article we go beyond the rhetoric and examine the nature and extent of striker replacement laws across North America. We also examine the research evidence on this issue and make suggestions for future research.     

Corporate venturing initiation: the examination of interfirm adaptation,sensemaking, and strategic reactiveness

The innovative outcomes of an ongoing collaborative relationship can encourage new corporate venturing. We propose that, during or after collaborative relationships, firms initiate new corporate ventures depending on the factor of interfirm adaptation, the mediating role of sensemaking, and the moderating factor of strategic reactiveness. The objectives of the analysis are achieved through the mediated moderation model this article describes; drawing on insights from the collective cognitive perspective, the study indicates that corporate ventures are initiated when interfirm adaptation interacts with a higher level of strategic reactiveness and with sensemaking as a mediator. The research findings provide important new implications for the broader domain of social cognitive theory.     

Firms' heterogeneity,relationship embeddedness,and innovation development in competitive alliances

Few studies have investigated the effects of firms' heterogeneity in the context of competitive alliances' innovation development efforts. Prior research has mainly focused on how relationship embeddedness facilitates innovation development, with little attention to heterogeneity among firms and the role it might play. We addressed this gap by examining the relationships among firms' heterogeneity, relationship embeddedness, and innovation development in competitive alliances. We distinguished three dimensions of firms' heterogeneity and collected data from 481 surveys. We demonstrated that heterogeneity with regard to operational routines and organizational responsiveness, heterogeneity was found to have positive direct effects on innovation development while also undermining relationship embeddedness. By contrast, technological heterogeneity had a positive effect on both innovation development and relationship embeddedness. Competitive-alliance firms are more sensitive to heterogeneity regarding operational routines than to organizational responsiveness. These findings highlight the importance of overcoming the adverse effects of firms' heterogeneity through several means, such as full interpretation, observation, and offsetting incongruence through intermediaries or brokers. This study contributes to the strategic management and embeddedness literature by examining the implications of firms' heterogeneity and identifying how these effects influence relationship embeddedness as antecedent factors.     

Tearing down the façades of radical innovation

Managers construct organizational façades that mislead external stakeholders, organizational members, auditors, researchers, other managers, and even themselves (Nystrom & Starbuck, 1984). Very little empirical research has been conducted on how managers build these façades since Nystrom & Starbuck's first influential article. This paper reports on the creation of an organization innovation façade from the day of initial crafting to its final collapse. The paper proposes a theoretical model of façade-crafting in large organizations, and its unsuspected role in fostering radical innovation, radical change and transformative action.     

Research into the postaudit of capital projects in UK SME organizations

The main research objectives are to ascertain the state of the art of the postauditing practices of UK small/medium enterprises (SMEs) to fill a gap in the literature and to offer a sound empirical base for future discussion. We show that the reality of those that undertake postaudits differs from the perceptions of those that do not and may therefore present a learning opportunity. The level of importance of the three key objectives (control, learning, and evaluation) of a postaudit appears to be influenced by organizational structure. The reasons for not undertaking a postaudit and difficulties encountered are clearly evidenced.     

Bricoleurs and boundary riders: managing basic research and innovation knowledge networks

A major focus of national and institutional research policies during the 1990s has been on improving linkages between publicly funded research activities and industry for the purpose of advancing economic and other national objectives. The transfer of scientific knowledge, however, within and between public research institutions, universities and other innovative organizations is taking place within rapidly changing organizational environments. The emergence of new organizational structures that transcend institutional boundaries, scientific disciplines and the boundaries between basic and applied research are all contributing to as well as responding to changes in the ways science intersects with industrial innovation.
Recent international evidence suggests that innovative organizations during the next decade will depend more on their ability to maintain quite complex organizational research linkages than on their internal organizational research capabilities. Case studies of the organizational approach adopted by companies and commercial-research agency consortia in China and Australia lead to a discussion of a typology of academic-industry alliances. The typology provides insights into different collaborative R&D management strategies associated with different forms of science-industry alliance.     

Leadership Style: Its Impact on Cross-Functional Product Development

This article reports the results of a study in which cross-functional product development projects in six companies were analyzed. The study was conducted as part of an interdisciplinary research involving technological, organizational, and behavioral analysis. The article draws on an excerpt of the data collected on leadership styles among project managers as well as some data on organizational climate and team learning. Leadership style, especially the leaders' employee orientation, co-varied significantly with how members of the cross-functional teams perceived their work climate and possibilities for innovative learning. The results of the analyses point to the leader's behavior, rather than his power, as an important factor determining the work climate in successful cross-functional product development projects.     

Radical Product Innovation Capability: Literature Review,Synthesis, and Illustrative Research Propositions

Product innovation is a key to organizational renewal and success. Relative to other forms of innovation, radical product innovations offer unprecedented customer benefits, substantial cost reductions, or the ability to create new businesses, any of which should lead to superior organizational performance. In other words, a radical product innovation capability is a dynamic capability, one that enables the organization to maintain alignment with rapidly evolving customer needs in high‐velocity environments. Extensive research has been conducted on the antecedents to an incremental/general product innovation capability, and meta‐analyses have been conducted to integrate the results from the various studies. However, whether and how a radical product innovation capability differs from an incremental product innovation capability is also critical. The purpose of this work is to develop a testable model of the antecedents to radical product innovation success. Based on an extensive literature review, a comprehensive set of organizational components that comprise a firm's radical product innovation capability is identified. These organizational components include senior leadership, organizational culture, organizational architecture, the radical product innovation development process, and the product launch strategy. Of course, each of these components has subcomponents that provide even more texture. This review highlights how the components of a radical innovation capability function differently from those for an incremental capability. In addition, this review strongly suggests that the direct effects models that dominate this literature underestimate the complexity of the interplay of components that comprise a radical product innovation capability. Thus, a model to demonstrate this interplay of these organizational components is provided. Illustrative research propositions are offered to provide guidance to researchers. Suggestions for executives and managers who are involved in the product development process and for scholars who seek to advance the state of knowledge in this area are offered in the conclusion.     

The implications of strategy and social context for the relationship between top management team heterogeneity and firm performance

This research reexamines the link between top management team (TMT) heterogeneity and firm performance. Specifically, I theorize that the effects of education, work experience, and tenure on performance will depend upon the top management team's strategic and social context. In a test of such theorizing, I find that (1) the positive relationships between TMT educational, functional, and tenure heterogeneity and performance are contingent on complexity, as indicated by a firm's international strategy and, (2) such relationships are clearly stronger in short‐tenured top management teams. The theory and results presented here provide impetus for future studies, as well as suggest to upper echelon researchers that they think more critically about the conditions under which demographic characteristics are most likely to influence organizational outcomes like performance. Copyright © 2002 John Wiley & Sons, Ltd.     

Reconfiguration,restructuring and firm performance: Dynamic capabilities and environmental dynamism

Research summary: Reorganization has been proposed as a key dynamic capability. This study compares the performance outcomes of two forms of reorganization, differing in their pervasiveness: organizational restructuring and organizational reconfiguration. Our dynamic panel data analysis of large U.S. corporations between 1985 and 2004 finds contrasting performance outcomes for these two forms of reorganization: in general, the more pervasive restructuring is associated with positive performance outcomes, while the more limited reconfiguration is associated with negative performance outcomes. However, outcomes vary by environment. Consistent with dynamic capabilities theory, we find evidence that in dynamic environments reconfiguration outcomes turn positive, while restructuring outcomes turn negative. We discuss implications for dynamic capabilities theory and managerial policy. Managerial summary: Firms need to reorganize in order to adapt to change. This study compares the financial performance consequences of two forms of reorganization: organizational restructurings and organizational reconfigurations. Restructurings involve fundamental change in organizational principles and are typically irregular; reconfigurations involve incremental change and are frequent. Examining a set of large U.S. corporations, we find these two forms of reorganization have contrasting financial consequences, depending on context. In the general case, fundamental restructurings have positive consequences, while incremental reconfigurations have negative consequences. However, this general result reverses in specifically dynamic environments, where reconfigurations are positive financially, while restructurings are negative. We conclude that the relative frequency of reconfigurations helps adaptation in dynamic environments. Managers should choose forms of reorganization according to the rate of environmental change. Copyright © 2016 John Wiley & Sons, Ltd.     

Smart Products: Conceptual Review,Synthesis, and Research Directions*

Smart products have received increasing attention from researchers and practitioners alike. One limitation of the existing literature, however, is that the term is often used as a blanket term and that there is no consensus on what a smart product actually is. Because different studies rely on differing conceptualizations, the current body of knowledge is scattered and lacks a uniform language and conceptual boundaries. Specifically, existing research has subsumed inherently different products under one collective term, has relied on a multitude of ad hoc criteria to define smart products or has conflated smart products with the services they render and/or the wider ecosystem, in which they operate. These developments limit the systematic advancement of the field and impede the integration of the smart product concept into related concepts such as the Internet of Things. To address these issues, this article provides an extensive analysis of the status quo of the field, with the goal of developing a common language and comprehensive conceptualization of smart products. First, existing studies on smart products were systematically reviewed across contributing disciplines and supplemented with a bibliometric analysis that allowed for a deeper understanding of the smart product concept within and across disciplines. This analysis revealed an initial set of 16 capability-based criteria that are currently applied to conceptualize smart products. Second, based on a systematic coding procedure, these criteria were synthesized and organized within a comprehensive framework delineating four distinct product archetypes for the digital age: (1) Digital, (2) Connected, (3) Responsive, and (4) Intelligent. Third, three major conceptual themes that arise from this framework are identified and possibilities for future research are pointed out. In sum, this work contributes to the literature by improving the understanding of smart products as an epistemic object and by laying the ground for more cumulative research endeavors.     

Perspective: Linking Design Thinking with Innovation Outcomes through Cognitive Bias Reduction

“Design thinking” has generated significant attention in the business press and has been heralded as a novel problem‐solving methodology well suited to the often‐cited challenges business organizations face in encouraging innovation and growth. Yet the specific mechanisms through which the use of design, approached as a thought process, might improve innovation outcomes have not received significant attention from business scholars. In particular, its utility has only rarely been linked to the academic literature on individual cognition and decision‐making. This perspective piece advocates addressing this omission by examining “design thinking” as a practice potentially valuable for improving innovation outcomes by helping decision‐makers reduce their individual level cognitive biases. In this essay, I first review the assumptions, principles, and key process tools associated with design thinking. I then establish its foundation in the decision‐making literature, drawing on an extensive body of research on cognitive biases and their impact. The essay concludes by advancing a set of propositions and research implications, aiming to demonstrate one particular path that future research might take in assessing the utility of design thinking as a method for improving organizational outcomes related to innovation. In doing so, it seeks to address the challenge of conducting academic research on a practice that is obviously popular in management circles but appears resistant to rigorous empirical inquiry because of the multifaceted nature of its “basket” of tools and processes and the complexity of measuring the outcomes it produces.