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This paper aims to study the impact of Chief Executive Officer's (CEO's) personality traits on open innovation (OI) strategies and the mediating effect of innovation climate by mobilizing the upper echelons theory and the OI literature. In fact, CEO's role in OI promotion has been under-investigated in the literature especially in small and medium-sized enterprises (SMEs) and in developing economies.

Based on the structural equation modeling, a survey is scheduled by administrating a questionnaire within 178 CEOs in Tunisian high-tech sector. The relevance of the empirical evidences is to disclose human levers to the success of OI strategies in the Tunisian context as a developing country.

The results show the importance of CEO's entrepreneurial orientation (EO) and attitude in promoting innovation climate and so then OI strategies. The study offers a reading grid for managers of high-tech SMEs to better lead and identify key factors for OI adoption. Innovative climate is found to be a relevant driver of OI encompassing the key role of attitude and EO of top managers.

Results highlight the relevance of the recruitment of appropriate top managers with high levels of EO and with positive attitude toward OI in order to facilitate OI integration and to enhance SMEs' competitiveness. Entrepreneurially oriented CEOs should be required in order to overcome "Not Invented Here" and "Not Shared Here" syndromes, to support innovative climate and to encourage knowledge import and export in the Tunisian SMEs.

This paper sheds light on the micro-foundation of OI by emphasizing the relevance of human factors and namely EO and attitude of CEOs in OI issue. It provides conceptual and empirical clarification of the extent to which CEO's traits affect OI through innovative climate. This would value initiatives exploring key individual's characteristics influence on OI strategies within SMEs.

The purpose of this paper is to fill a significant research gap in academic literature pertaining to open innovation (OI). To do so, this paper empirically tests the impact of organizational culture, employees’ knowledge, attitudes and rewards as antecedents and mediators of OI adoption in organizations, facilitating a more thorough understanding by using an empirical multi-level approach.

This paper analyzes the results of the “Identification of Industrial Needs for Open Innovation Education in Europe” survey through a quantitative analysis using logistic regression models. This survey includes 528 employees working in 28 different industrial sectors in 37 countries, most of which are in Europe.

The results suggest a positive impact of organizational characteristics on the adoption of OI (i.e. including the adoption of outside-in and inside-out OI activities in participating organizations), showing that the openness of an organization’s culture increases its likelihood of adopting an OI paradigm. More importantly, the results highlight the positive mediating effect of employees’ knowledge and rewards on this relationship.

The data set that was the basis of this paper was generated in European countries, the results of the analysis are limited and appropriate for this region and may vary when applied to other regions of the world.

The proposed multi-level approach offers new insight into organizational knowledge. It enables the improvement of OI and knowledge management practices in organizations by assisting practitioners and academics in recognizing the relationship between organizational culture; employees’ knowledge, attitudes and rewards; and the adoption of the OI paradigm.

This paper offers a possible explanation on why open-border cultures are more likely to have a successful OI adoption, by relating it to factors that advance in the presence of an open-border culture, such as active participation of OI relative departments in knowledge sourcing and knowledge exchange, and rewarding employees for OI activities.

This paper presents a new framework which links organizational culture to OI, moving on from merely examining culture in terms of its positive or negative impact on OI adoption. It contributes to research on the OI paradigm and knowledge management by highlighting the significance of antecedents and mediators from a multi-level perspective using multiple units of analysis. Most previous studies focus on a single unit of analysis.

This paper aims to investigate whether and under what conditions open innovation (OI) drives innovation performance (IP) in the financial sector. To this end, the paper first analyzes in-depth the indirect effect of overcoming two attitudinal mediators, namely, not-invented-here syndrome (NIHS) and not-sold-here syndrome (NSHS). It then uses dynamic capabilities theory to hypothesize that the indirect effects are moderated by absorptive and desorptive capabilities, respectively.

The authors perform an empirical study of major Spanish financial entities. Data are collected from 288 questionnaires from employees at branches of 13 bank entities. Regression analysis tests the mediating role of overcoming syndromes and the moderated-mediating role of dynamic capabilities in the OI–IP relationship.

Results confirm the indirect effect of overcoming NIHS on the relationship between outside-in OI and IP, and the indirect effect of overcoming NSHS on the relationship between inside-out OI and IP. Further, absorptive capacity moderates the indirect effect between outside-in OI practices and IP by overcoming NIHS, and desorptive capacity moderates the indirect effect between inside-out OI practices and IP by overcoming NSHS.

This paper advances knowledge by explaining discrepancies in the sign of the OI–IP relationship. By introducing comprehensive absorptive and desorptive capacity models to explain OI, it advocates an integrative framework to understand OI activities and their outcomes. Managers should develop these capacities using human talent training and cultural values development to mitigate NIHS and NSHS and optimize firms’ OI efforts and the improved IP benefits derived from them.

In a world of ever-changing corporate environments and reduced product life cycles, most organizations cannot afford anymore to innovate on their own. Hence, they open their innovation processes to incorporate knowledge of external sources and to increase their innovation potential. As the shift toward open innovation (OI) is difficult and makes many initiatives fail, the question arises which capabilities organizations should develop to successfully implement OI. As the literature encompasses mature but isolated streams on OI capabilities, there is a need for an integrated capability framework. The paper aims to discuss these issues.

This paper proposes the open innovation capability framework (OICF) that compiles and structures capabilities relevant for implementing OI. The OICF covers the outside-in and coupled processes of OI. To integrate multiple streams of the OI literature, the OICF builds on a structured literature review. The OICF was also validated in a two-step review process with OI experts from academia and industry.

The OICF comprises 23 capability areas grouped along the factors such as strategic alignment, governance, methods, information technology, people, and culture. To analyze the existing body of knowledge on OI capabilities, the authors compare the OICF with other OI-related capability frameworks and compile a heatmap based on the results of the literature review. The authors also discuss the experts’ feedback on individual factors of the OICF as well as on interdependencies among these factors.

The OICF provides practitioners with a structured overview of the capabilities to consider when implementing OI. Based on the OICF, practitioners can define the scope of their OI initiatives. They can use the OICF as a foundation for prioritizing, selecting, and operationalizing capability areas as well as for deriving implementation roadmaps.

The OICF is the first framework to take a holistic perspective on OI capabilities. It integrates mature but isolated research streams of OI. It helps practitioners define the scope of OI initiatives and academics gain insights into the current state of the art on OI capabilities.

This study aims to identify the main barriers and drivers that influence the role of communication in open innovation (OI) activities, and how these can support and enhance the innovative capacity of companies in the automotive industry. In order to get this, we carry out in an assembly plant of an automotive firm.

An action research study is carried out with the participation of the researchers, the Innovation and Communication managers of the assembly plant and four external stakeholders who have participated in OI dynamics carried out by the company.

It is observed that collaborative practices are integrated within the culture of the assembly plant. This is carried out according to the specific needs of the company, which limits the specificity of the stakeholders with which it collaborates. In terms of communication, the proposed functions are evidenced in practice. However, it is advisable to systematize these functions and to acquire, in the case of communication professionals, specific skills to support the integration of open practices.

Although studies exist that analyze OI in the automotive process, none have focused on how communication may help reinforce it. In addition, this study shows how communication may play a significant role in an assembly plant where research and development activities may not be important. Thus, the contribution of this study is twofold. On the one hand, it enriches the literature on OI; on the other hand, it proposes policies to improve the performance of OI practices by involving communication at all stages.

A gestão da inovação aberta (IA) sob uma perspectiva comunicativa tem sido um tema pouco estudado. Entretanto, estudos anteriores revelam que a comunicação poderia contribuir para a integração da dinâmica aberta, preparando as organizações para sua adoção. Por meio de um estudo realizado em uma montadora de veículos da indústria automotiva, temos por objetivo identificar as principais barreiras e os fatores determinantes que influenciam o papel da comunicação nas atividades de inovação aberta e como eles podem apoiar e melhorar a capacidade inovadora das empresas na indústria automotiva.

Um estudo de pesquisa-ação é realizado com a participação dos pesquisadores, dos gerentes de inovação e comunicação da montadora e representantes de quatro entidades externas que participaram da dinâmica de OI realizada pela empresa. As perspectivas destas partes interesadas sobre o papel que a comunicação tem e poderia ter na gestão da inovação na indústria nos permitem desenvolver uma nova proposta de comunicação com cinco funções comunicativas que poderão ajudar as empresas a lidar com os desafios da inovação aberta.

Observa-se que as práticas colaborativas estão integradas dentro da cultura organizacional da montadora. Em termos de colaboração, isto é realizado de acordo com as necessidades específicas da matriz, o que somado ao contexto da montadora limita o número e a especificidade das partes interessadas com as quais ela colabora. Em termos de comunicação, as funções propostas são evidenciadas na prática. Entretanto, é possível identificar a necessidade de formalizar e sistematizar estas funções e adquirir, no caso dos profissionais de comunicação, habilidades específicas para apoiar a integração de práticas abertas propostas pela IA.

Embora existam estudos que analisam a IA no processo automotivo, nenhum deles se concentrou em como a comunicação pode ajudar a reforçá-la. Além disso, mostramos como a comunicação pode desempenhar um papel significativo em uma montadora onde as atividades de pesquisa e desenvolvimento podem não ser importantes. Portanto, a contribuição deste estudo é dupla. Por um lado, enriquece a literatura sobre IA e, por outro lado, propõe políticas para melhorar o desempenho das práticas de IA, envolvendo a comunicação em todas as etapas.

Identificar las principales barreras y facilitadores que influyen en el papel de la comunicación en las actividades de innovación abierta en el contexto específico de una planta de ensamblaje en la industria de automoción.

Se lleva a cabo un estudio de investigación de acción, en el que investigadores y profesionales emprenden un proyecto en una planta de ensamblaje de automóviles. Ambos definen objetivos duales, y se describen las etapas de la metodología de investigación en acción. Dentro de este estudios, la recolección de información se realiza a través de entrevistas semiestructuradas.

Se observa que las prácticas colaborativas se integran dentro de la cultura de la planta ensambladora. Esto se lleva a cabo de acuerdo con las necesidades específicas de la empresa, lo que limita la especificidad de los grupos de interés con los que colabora. En términos de comunicación, las funciones propuestas se evidencian en la práctica. Sin embargo, es recomendable sistematizar estas funciones y adquirir, en el caso de los profesionales de la comunicación, habilidades específicas para apoyar la integración de prácticas abiertas.

Aunque existen estudios que analizan la IA en automoción, el doble análisis de la comunicación y la planta de ensamblaje es original dentro del ámbito de esta literatura. La creación de un marco de referencia propio para este contexto puede ayudar a las empresas a determinar los aspectos claves para que la IA tenga una mayor relevancia en este tipo de plantas. Cabe destacar también que la utilización de la metodología de investigación en acción aporta un valor añadido y originalidad, en cuanto que fomenta las relaciones colaborativas empresa-universidad.

This paper aims to use an organizational ethnography perspective to explore how subsidiary hotel properties of a multinational hotel corporation experience planned organizational identity (OI) change instituted by headquarters.

This study uses a multi-site approach to collect ethnographic data on organizational change from six hotel subsidiaries in California, USA. Over three years, multiple sources of data were collected including: 31 interviews with hotel subsidiary leaders; more than 100 participant observation hours including job shadows, conferences and meetings; and photographs and internal communication materials.

Multinational hospitality companies face struggles between corporate standardization and subsidiary localization. This paper reveals that when headquarters plan changes focused on employees at their subsidiaries, the ways the latter initially accept and resist change are significantly impacted by the organizational memory and history of subsidiary leaders. However, as time progressed, properties with strong financial performance continued to operationalize new identity initiatives while properties with poorer profit margins played a balancing act between headquarters’ visionary identity and subsidiary ownership’s revenue expectations. Additionally, the situational realities caused by the COVID-19 pandemic put a halt to all properties which amplified practical and emotional challenges of organizational ethnography in hospitality research.

This paper contributes to hospitality literature by introducing an under-researched concept, OI change and advances understanding of the struggles in managing multinational company change. More importantly, this paper is a stepping stone for future hospitality management to embark on organizational ethnography.

本研究运用了组织民族志的视角来探索跨国公司旗下酒店如何经历由总部主导的计划性组织身份改变。

本研究通过多点民族志方法收集了美国加州六个附属酒店关于组织变化的数据。在三年中本研究收集了多种渠道的数据, 包括：1） 31份关于酒店领导层的访谈资料; 2）100多个小时对职业见习和会议等的观察数据; 3）图片和内部沟通资料。

跨国公司面临来自集团总部标准化和附属子公司本土化的挑战。本研究发现当总部计划对附属公司的员工进行改革的时候, 员工初始的接受或者反对会显著受到组织记忆和附属公司领导层历史的影响。然而, 随时间变化, 财务业绩较强的附属公司会继续奉行新的组织身份计划, 然而财务业绩较差的公司会采取平衡的策略来调节总部期待的愿景身份以及附属公司本身的收益预期。此外, 新冠疫情导致的所有产业停滞的局面也增大了运用组织民族志在酒店管理研究的实践和情绪方面的挑战。

本文通过引入新的概念——组织身份变革, 以及通过推进关于管理跨国公司组织变化挑战的理解对酒店研究领域做出了贡献。更加重要的是, 本研究为今后的酒店管理研究领域的组织民族志学的研究创造了跳板。

The purpose of this study is to investigate the relationships between two types of open innovation (OI) strategies (OI breadth and depth) and innovation performance of small- and medium-sized enterprises (SMEs) in China. The study examines how firms’ absorptive capacity and government institutional support affect these relationships.

Survey data from 236 manufacturing SMEs in China were used to test the proposed model using hierarchical regression analysis.

The results show that both OI breadth and depth are positively related to innovation performance of SMEs. Moreover, this study finds that realized absorptive capacity serves as a mediator in the relationships between OI breadth and depth and innovation performance. The potential absorptive capacity and government institutional support moderate the relationship between OI breadth and innovation performance.

The effectiveness of OI strategies is significantly different among SMEs. One possible explanation is that SMEs adopt different types of OI strategies. Another is that a firm’s absorptive capacity and government institutional support may influence the effectiveness of OI. This study integrates these two possible reasons by investigating the effect of the interplay between different OI strategies, absorptive capacity and government institutional support on SMEs’ innovation performance. This study enriches the research on the relationships between OI strategies and innovation performance of SMEs in the Chinese context.

In the pursuit of competitive advantage, an increasing number of firms are adopting open innovation (OI) strategies. However, previous studies have often overlooked the role of strategic human resource management (SHRM) in promoting OI. This study aims to fill this gap by examining how SHRM impacts OI through the mediating factors of intellectual capital (IC) and supply chain integration (SCI). This research sheds light on the critical interplay between SHRM, IC and SCI in driving OI success. The findings underscore the importance of adopting a comprehensive and integrated approach to OI that encompasses both resources and dynamic capabilities.

By integrating resource-based view with the dynamic capability perspective, the hypotheses were tested with a survey sample of 136 Chinese manufacture firms using hierarchical regression and bootstrap method.

The results show that SHRM has a positive effect on OI, and both IC and SCI are partial mediators of the relationship between SHRM and OI. In addition, the chain mediation effect of “SHRM-IC-SCI-OI” has further been verified.

This study uncovers the “black box” between SHRM and OI, and responds to the call for strengthening research on the relationship between SHRM and OI. The study indicates that firms should implement HR practices, including extensive training, team reward and internal promotion to promote the implementation of OI strategy.

This paper aims to investigate the impact of the factors affecting open innovation (OI) intensity, in terms of three components of cooperative innovation, resource search and external research and development (R&D), as well as the impact of OI intensity on commercialization performance in small and medium-sized enterprises.

The data obtained from the distributed questionnaire among small and medium-sized enterprises (SMEs) from Isfahan Science and Technology Town (ISTT) in Iran, was analyzed using inferential and parametric statistics to examine the research hypotheses. In this analysis, structural equation tests were used to confirm or reject the research hypotheses using Smart PLS software.

The results indicate that all three OI components influence commercialization in technology-based firms of ISTT, while the most important one is cooperative innovation. Among the factors affecting OI components, innovative incentives are the most effective one that increases both external R&D and cooperative innovation. Facilitators and limitations of open innovation are also affecting OI intensity, with lower priorities.

Science park managers and policymakers should lay the ground for enhancing the cooperation intensity among firms. Cooperation intensity is the most effective open innovation component to improve commercialization performance.

Open innovation antecedents and its consequence on commercialization performance have been investigated for the same time in SMEs of a science park.

The present study is intended to examine the association between work passion (WP) (obsessive and harmonious) and job satisfaction (JS) of hotel employees in India. It further examines the mediating influence of psychological empowerment (PE) and organizational identification (OI) on the relationship. The study has taken conservation of resources (COR) perspectives to support the association.

This research work has used a time lag survey on a sample of 290 employees belonging to hotels located in four states of India. Structural equation modeling was utilized to test the hypothesized relationship.

Results derived from path analysis proved the hypothesized relationships. OI and PE were found to be the complementary mediators between workplace passion and JS.

The study was conducted on hotels, the research can be further expanded to other industries. Future research might examine the effect of increased WP, strong organizational identity and increased JS on some of the citizenship behaviors. The present study data were collected using self-report questionnaires; no data were collected to find out whether the passion for work or stronger OI with the hotel is an outcome of some unique initiative taken by their respective hotels.

Top officials can promote entrepreneurial culture, form employee-friendly policies, develop a climate of trust which in return will facilitate the cognitive as well as emotional satisfaction with the organization fostering WP and JS.

The researchers in past have mostly studied the harmonious passion and JS association but there is a dearth of studies exploring the obsessive passion and JS relationship in the Indian context. In addition, associating OI and PE in predicting JS can also add as a unique contribution to the literature.