Organizing for Radical Innovation: Exploring Novel Insights

While radical innovation brings extensive economic rewards to firms, it is an activity fraught with risk. Prior research has shown that such risks mainly stem from organizational arrangements (at the level of individuals, teams, firms, and inter firm collaborations), which are inadequate or inefficient to support radical innovation. The papers in this special issue on “Organizing for Radical Innovation: Exploring Novel Insights” take stock of past work and provide novel insights about how to organize for radical innovation. The overarching idea linking them is that radical innovation hinges on the creation of fundamentally new knowledge and the continuous stimulation of creativity. Thus, organizational arrangements that support such processes play a crucial role in explaining and predicting the successful commercialization of breakthrough ideas, radically new technologies, and solutions. In particular, the field of science, which in essence aims for the systematic production of new knowledge, can be a valid source of inspiration for how individuals, teams, firms, and interfirm collaborations should organize for radical innovation. Moving from these premises, in this introductory paper, we offer an overview of the topic of organizing for radical innovation and highlight possible linkages with the organizing principles. Then, we summarize the main insights from the papers in this special issue and use their core ideas to sketch a novel research agenda for scholars working at the intersection of organization theory, economics of science, and management of innovation.     

Supplier relationship-specific investments and the role of safeguards for supplier innovation sharing

The vast majority of the supplier innovation literature has focused on how buying firms can effectively “pull” innovations from their suppliers. Yet, we know remarkably little about the factors that contribute to a supplier voluntarily “pushing” innovations to its customers. The present study addresses this research gap in the context of industrial buyer–supplier relationships and with a specific focus on relationship-specific investments. Drawing on theory from the relationship-marketing literature and on transaction cost theory, we devise and test a proposed theoretical model that links the level of a supplier's relationship-specific investments to its sharing of innovative ideas regarding products and processes with customers. The model also considers the role of contract length, relationship age, and buyer–supplier cooperation as possible safeguards. The empirical results suggest that a supplier's relationship-specific investments encourage a supplier to suggest ideas of process innovations but to refrain from suggestions about product innovations. The latter effect, however, can be attenuated by appropriate formal and informal safeguards.     

The interactive effects of human capital and quality of life on economic growth

To bridge the gap in the quality of life (QOL) and economic growth literature and understand the reinforcing effects of QOL and human capital on economic development, we examine the interactive effects of these two factors on wage growth from 2000 to 2007 at the county level across the United States. First, a Rosen–Roback model is employed to estimate implicit values of amenities including climate, clean air and other natural attributes, which are used to generate QOL indices. Second, QOL, human capital represented by the share of college graduates, and their interaction serve as key variables in the wage growth model. An instrumental variable approach and location fixed effects are used to address endogeneity of human capital and control for location-specific unobservable characteristics. Results suggest that human capital and QOL significantly contribute to economic growth and the growth effects are even larger in nonmetropolitan counties. Importantly, we find that the effect of human capital on growth is larger in high-QOL counties and QOL enhances the effect of human capital on growth. Our results provide empirical support for community development strategies through providing utility-enhancing amenities that improve QOL and retain human capital.     

Cross-sectional dependence robust block bootstrap panel unit root tests

In this paper we consider the issue of unit root testing in cross-sectionally dependent panels. We consider panels that may be characterized by various forms of cross-sectional dependence including (but not exclusive to) the popular common factor framework. We consider block bootstrap versions of the group-mean (Im et al., 2003) and the pooled (Levin et al., 2002) unit root coefficient DF tests for panel data, originally proposed for a setting of no cross-sectional dependence beyond a common time effect. The tests, suited for testing for unit roots in the observed data, can be easily implemented as no specification or estimation of the dependence structure is required. Asymptotic properties of the tests are derived for T going to infinity and N finite. Asymptotic validity of the bootstrap tests is established in very general settings, including the presence of common factors and cointegration across units. Properties under the alternative hypothesis are also considered. In a Monte Carlo simulation, the bootstrap tests are found to have rejection frequencies that are much closer to nominal size than the rejection frequencies for the corresponding asymptotic tests. The power properties of the bootstrap tests appear to be similar to those of the asymptotic tests.     

The effects of flexible work practices on employee attitudes: evidence from a large-scale panel study in Germany

We explore the effects of flexible work practices (FWPs) on the work attitudes (job satisfaction and turnover intention) and non-work attitudes (leisure satisfaction and perceived health) of employees based on representative large-scale German panel data. Because unobserved individual characteristics can easily act as confounders, we estimate both pooled ordinary least squares models and individual fixed-effects models. Controlling for time-constant individual heterogeneity, we find that the three considered FWPs – flexitime, sabbaticals, and working from home – significantly increase job satisfaction and that sabbaticals and working from home (but not flexitime) significantly decrease turnover intention. In addition, sabbaticals but not flexitime or working from home significantly increase leisure satisfaction. The effects of FWPs on health are mostly weak and statistically insignificant. Models that do not control for such individual heterogeneity either underestimate the positive effects of FWPs or find detrimental effects. Our findings indicate that organizations in Germany can increase job satisfaction and decrease employee turnover intention by offering FWPs.