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The purpose of this paper is to analyze simultaneously two moderator effects on a model of relationships between external human resource (HR) flexibility and innovation in a large sample of manufacturing firms.

The study sample consisted of 1,864 Spanish industrial firms in 2012 compiled from a large set of statements from the Survey of Business Strategies questionnaire. Logit and linear regressions tested the moderator effects of inter-organizational technology cooperation and environmental (market) dynamism in the relationship between external HR flexibility and innovation performance. To control for multicollinearity the Lance’s residual centering technique was used.

Process innovations seemed to be dependent on industry while innovative firms have developed a greater flexibility than non-innovative firms. Some moderator effects were found regarding inter-organizational cooperation while the market dynamism was negatively related to the measures of innovation with absence of moderator effects.

Future studies should integrate more moderator effects that may influence the relationship between external HR flexibility and the firm’s innovation performance. The results regarding the influences of external flexibility on innovation have to be differentiated as inter-organizational technological cooperation compensated the influence of external workplace flexibility on innovation.

Managers should use a right mix of external flexibility measures according to the inter-organizational cooperation but regardless the level of environmental dynamism.

This paper is original in the sense that it studies the relationship between external HR flexibility and innovation with the simultaneous moderator effect of inter-organizational technology cooperation and market dynamism. The value of the paper lies in the discussion of interrelated moderator effects in order to propose adequate strategies to develop external HR flexibility.

This study aims to further the understanding of multi-level analysis in inter-organisational relationships by investigating the interplay of governance, cooperation and coordination in inter-organisational projects (IOPs) on sub-system and project levels.

The authors use the Viable Systems Model as a framework to analyse inter-organisational project governance, cooperation and coordination by adopting a multiple-case study.

The findings illustrate how governance and coordination mechanisms exhibit a filter-down effect on lower sub-systems while cooperation influence is confined within each sub-system. While remarking the importance of specific sub-systems on the overall project performance, the interplay of governance, cooperation and coordination across sub-systems appears to be complex, with governance influencing cooperation and coordination, whereas cooperation and coordination influence each other with an incremental effect.

This study defines two propositions that explain how multiple levels of analysis (project and sub-systems) can support the governance of large inter-organisational projects. The authors elaborate theory on the interplay of inter-organisational project governance, cooperation and coordination.

Modern enterprises face a strong economical pressure to increase competitiveness, to operate on a global market, and to engage in alliances of several kinds. In order to meet the requirements and challenges of participating in such alliances, companies must be able to cooperate effectively and efficiently. The purpose of this paper is to provide an overview of some major directions in inter‐organizational cooperation.

In order to cope with the challenges of inter‐organizational cooperation, to share innovative research issues and to facilitate profound discussions about them, the authors organized a series of workshops on Modeling Inter‐Organizational Systems (MIOS‐CIAO!) starting at the annual OTM Federated Conference and Continuing at the Annual CAiSE Conference. This paper summarizes the results of the workshops.

This paper provides an overview of what has been established and what is going on regarding the cooperation of enterprises in networks. The focus has been on the modeling of cooperation, from the business level down to the implementation level.

This overview is a useful source of knowledge for those who want to have a quick insight in the relevant aspects of cooperation, and in many well‐known modeling approaches and techniques. It is also an inspiring source for those who want to investigate yet unsolved or unsatisfactorily solved problems. Although developments, both in theory and in practice, will go on, no landslides are expected. Particularly for practice, the value of this report will therefore last for a considerable time.

Several core notions in the area of inter‐organizational cooperation are clarified, such as collaboration, cooperation, enterprise network, choreography, and orchestration. The whole process of developing or investigating an enterprise network is covered.

This paper aims to use the proximity approach of economic geography with its spatial dimension (geographic) and their non-spatial dimensions (social, institutional, cognitive and organizational) to shed light on the determinants of business cooperation with other organizations. It is also examined whetherthis cooperation is a determining factor for business innovation (innovation networks), drawing a distinction between technological and non-technological innovations.

The study has a quantitative approach; it analyzes the case of 312 companies in a cluster of agribusinesses in an emerging economy (Chile). The proposal model and its interrelations are tested with exploratory factor analysis, confirmatory factor analysis and structural equation modeling.

The results show that cognitive-organizational proximity is a positive determinant of business cooperation with other organizations, whereas social and institutional proximity are negative determinants. It is also established that business cooperation is a positive determinant of business innovation. It is more relevant in the case of technological innovation unlike non-technological innovations. In addition, it is noted that business cooperation levels are lower in micro-enterprises, a result that differs from developed countries.

For business managers, it is best to cooperate with companies that are similar in terms of cognitive and organizational levels for innovation. At the same time, it is necessary develop strategies to reduce the social and institutional barriers to cooperation, especially in the agribusiness sector.

The contributions of the study are as follows: an in-depth quantitative examination of the relationships of various non-spatial proximities as determinants of business cooperation; an analysis of whether business cooperation with other organizations is a determining factor for business innovation, distinguishing between technological and non-technological innovation; and testing these relationships in the context of agribusiness in an emerging economy such as Chile’s because most of studies are related to high-tech sector and developed economies.

This paper aims to examine the relationship between cooperation and inter‐organisational coordination in the supply chain. There is much literature debate over the nature of electronic trading enabled cooperation and coordination in the supply chain. The paper examines the major concepts associated with inter‐organisational cooperation in social network literature such as collaboration and partnership and how this is affected by changing forms of coordination (market and hierarchy) governance.

Seminal literatures about how electronic market and hierarchy coordination mechanisms have changed over time are examined. While some evidence from interviewing companies is used in conjunction with literature to inform discuss the workings of a matrix framework, the discussion remains essentially conceptual.

A conceptual cooperation and coordination matrix outlines four quadrant forms of cooperation relative to evolving electronic markets and hierarchy coordination contexts, namely; “collaboration”, “partnership”, “dominance” and “autonomous”. The matrix depicts and describes subtle differences in these forms of cooperation. Collaboration involves a low degree of vertical integration and a high number of trading partners transacting on short‐term contracts. Partnering involves a higher degree of inter‐firm linkage with fewer stable partners on a medium to long‐term basis. Dominance is characterised as a traditional form of hierarchical inter‐firm linkage with a high degree of vertical integration. The autonomous organisation specialises in the production and delivery of major super brands which in the case of information based products can be sold directly to the customer.

The contribution is a discussion analysis and new matrix framework depicting forms of cooperation relative to market and hierarchy coordination contexts in the supply chain. This is useful for understanding theoretical interplay between different forms of inter‐firm cooperation and complex supply chain inter‐dependencies that utilise information technology.

Today's supply chains face increasing vulnerabilities; effective management of disruptions is critical to an organization's ability to weather disruptive events and remain competitive. Contingency planning is a method of risk management that promotes effective crisis management. This research tests proposed antecedents of contingency planning effectiveness in a supply chain setting.

A survey method was used to gather data from 103 participants who are involved in their respective organization's contingency planning and implementation processes. The data were analyzed using partial least squares to examine relationships between contingency planning effectiveness, inter‐organizational information technology (IT) use, cooperative attitude, and inter‐organizational collaboration.

The proposed model explains 87 percent of the variance in contingency planning effectiveness. The findings suggest that inter‐organizational collaboration, inter‐organizational IT use, and cooperative attitude directly impact contingency planning effectiveness. Inter‐organizational collaboration mediates the relationships between the other antecedents and contingency planning effectiveness.

Although effective contingency planning has been shown to influence positive outcomes, the relationship between contingency planning effectiveness and its antecedents is not well understood in extant literature. This study identifies and investigates key antecedents to contingency planning effectiveness and provides a foundation for continued investigation.

The purpose of this paper is to further explore the relationship between several dimensions of human resource (HR) flexibility and firm performance by introducing two moderator effects: inter-organizational cooperation and environmental changes. There is need for such studies because the relationship between HR flexibility and firm performance remains ambiguous and inconclusive. Whereas some theoretical perspectives and empirical evidences suggest the need to develop and support full-time and permanent employees, others argue that flexible labour relations are beneficial to firm performance. One of the reasons that could explain the lack of conclusive evidences is the scarce use of moderator effects.

Research hypotheses are tested by structural equation analysis with data from a sample of 156 Spanish companies from different sectors.

The results confirm the positive influence of internal HR flexibility on firm performance whereas the influence of external flexibility depends of each dimension in relation to the level of knowledge involved. However, the main finding is that environmental changes and cooperation moderate positively the relationship between functional flexibility and financial performance, as well as between external high skilled expertise and performance (at total level and its subcategories) which focus the importance of flexibility in their contribution to accessing and deploying knowledge into the firm.

Main limitations are the small sample size, the use of cross-sectional data and a structured questionnaire. Longitudinal studies and larger samples should test the causal relationships suggested by the results of the paper. The assessment of flexibility at the enterprise level could also be extended in future studies at the network level since some firms may obtain functional and numerical flexibility through its relationships with other companies in networks. The study of the relationships between different combinations of flexible work and firm performance, considering different groups of employees, could follow from the recommendations of moderator effects found in this research.

Executives need to consider how the different units in the organizational structure interface with the contextual environmental, and they also need to understand the performance implications of different HR flexibility practices because their implications may change according to the exogenous business environment. The authors have found that the contribution of high skilled expertise from consulting/contracting firms is going to be more important than the contribution of short-term hires and temporary agency workers. Experts from outside not only bring knowledge of industry best practices into the firm that supports the innovative output, but they can also contribute to improve financial and relational performance. The results also suggest that external high skilled expertise may be more beneficial to the firm in highly changing environments than in more stable environments.

Two are the main contributions of the paper: first, it analyses the influence of a comprehensive group of HR flexible practices on three different dimensions of firm performance which helps to understand in greater detail the causal mechanisms that link HR flexibility and firm performance in comparison to other studies that are more focused on singular flexible practices and measures of firm performance; and second, the paper analyses the moderator effect of both environmental dynamism and inter-organizational cooperation, which advances the theoretical understanding of flexibility and firm performance by studying different scenarios of HR flexibilities with these two moderators. The results of the paper could help managers to take advantage of different combinations of flexibility dimensions according to contingent situations and in order to improve firm performance.

This study aims to understand in what way international cooperation between universities and/or firms can be seen as a vehicle in the transfer of knowledge and innovation for implementation of environmentally sustainable practices.

To do so, a qualitative approach was adopted, resorting to the case study method: the EdgeWise project. Data were obtained from interviews, documentation provided by partners and observation, and the content analysis technique was also used.

The results lead to the conclusion that this type of international cooperation is supported by solid dimensions, such as knowledge transfer and appropriate choice of partners. In addition, the dimension related to organisational culture is not considered a barrier in the cooperation process studied here, but rather as a form of learning among partners.

The empirical evidence suggests that it will add value to the understanding of the various issues surrounding resources (water and energy) that differ from country to country. However, the administrative-bureaucratic dimension is identified as a barrier to this type of cooperation/project, with its analysis being suggested for future studies.

This innovative study shows that the literature and the case study made identified various dimensions; motivations, barriers and drivers, of knowledge transfer, choice of partners and organisational culture. In addition, this study contributes for international universities-firms cooperation in sustainability area.

The purpose of this paper is to examine the impact of inter-group conflicts on the trust toward the acquirer and then further on cooperation intention after acquisitions in cross-border mergers and acquisitions (M&As), in the lens of the social classification theory. Two types of conflicts (realistic conflicts and symbolic conflicts) and a mediating mechanism (trust toward the acquirer) exhibit different effects on cooperation intention. The research further examines two moderating coping strategies (localizing management and assigning trustworthy expatriate managers) and tests their effectiveness in promoting trust toward the acquirer and increasing cooperation intention in cross-border M&As.

The research hypotheses were empirically tested in the context of post-acquisition of Chinese companies' cross-border M&As. In total, 600 questionnaires were provided to the research participants of 37 acquired firms/units from advanced economies of 12 Chinese companies, and 209 valid questionnaires were collected (the response rate is 34.83%). Confirmatory factor analysis was conducted to verify data validity and hierarchical multiple regression analyses were employed to test relational and moderating effects.

This research demonstrates that both realistic and symbolic conflicts can reduce the intention to cooperate, but the latter does not have a significant influence. The results also uncover that whether employees from acquired firms trust in their acquirers mediates the relationship between realistic conflicts and cooperation intention. Moreover, management localization (a measurement of whether local/original managers are retained with a high degree of freedom and autonomy after M&As) and trustworthiness of expatriate managers (a measurement of whether the assigned expatriate managers is trustworthy) positively moderate the relation between realistic conflicts and trust toward the acquirer. In addition, trust toward the acquirer mediates the interaction of realistic conflicts and management localization on the cooperation intention of the acquirers' employees.

This study examines how inter-organizational conflicts influence trust toward the acquirer and then cooperation intentions in the context of Chinese companies' M&A behavior of targets from developed countries and gain supportive evidence, which enriches the literature on the management of international M&As. By introducing two management localization and trustworthiness of expatriate managers into the model, the research deepens our knowledge of how to build trust toward the acquirer in cross-border M&As.

Activists understand that achieving social reform via advocacy campaigns requires competencies in a wide range of cultural and political venues. However, differences in movement organizations’ identities and subsequent strategy choices often lead to inter-organizational conflict that detracts from achieving the desired reform goals. In this study, the argument is presented that the exchange of resources, such as proficiencies and skills derived from organizational specialization, in combination with strong personal ties between the organizations’ leadership structure, which forge a degree of trust despite ideological differences, will lead to cooperation. To understand when groups engage in strategic resource exchange and inter-organizational cooperation within a particular issue field, several women’s rights action campaigns organized by women’s groups in New Delhi, India are analyzed. The qualitative data utilized in this chapter consist of in-depth interviews with members of several women’s groups as well as organizational documents; thus, enabling a process-tracing approach to support the argument that personal ties drive the formation of informal inter-group coalition building to advance women’s rights in India.