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In times of open and distributed innovation, many innovation activities that are important for firms' products and services take place beyond the boundaries of the firm and thus beyond firms' direct control. A prime example for this phenomenon is open source software (OSS) development, where multiple actors contribute to a public good, which is also integrated into company-owned software products. Despite the importance of aligning community work on the public good with own in-house development efforts, firms have limited options to directly control the OSS project or the project's outcome. This research reflects on resource deployment control, a control mode in which firms assign own developers to work for an OSS project to influence the OSS project, and tests hypotheses on individual developer levels.

This research tests the effect of perceived resource deployment control on opinion leadership by analyzing employed Linux kernel developers.

The findings show that developers who perceive being assigned to an OSS project to enact control also exhibit opinion leadership. This research also investigates boundary conditions such as the OSS business model a firm operates and the reputation developers assign to the developers' employer.

This research is the first that is devoted to resource deployment control, and the research closes with a discussion of implications for control theory and the management of innovation beyond firm boundaries.

When it comes to leadership, companies that systematically and continuously put the right leaders in the right jobs outperform companies that don’t – by a wide margin. Despite this profound observation, the subject of leadership still does not warrant the attention it deserves. Granted, there is no shortage of literature on the need for better business leadership in general, but there is little to explain what it really takes to make it happen.

Although it is commonly agreed that prescriptive analytics can benefit organizations by enabling better decision-making, the deployment of prescriptive analytics tools can be challenging. Previous studies have primarily focused on methodological issues rather than the organizational deployment of analytics. However, successful deployment is key to achieving the intended benefits of prescriptive analytics tools. Therefore, this study aims to identify the enablers of successful deployment of prescriptive analytics.

The authors examine the enablers for the successful deployment of prescriptive analytics through five organizational case studies. To provide a comprehensive view of the deployment process, each case includes interviews with users, managers and top management.

The findings suggest the key enablers for successful analytics deployment are strong leadership and management support, sufficient resources, user participation in development and a common dialogue between users, managers and top management. However, contrary to the existing literature, the authors found little evidence of external pressures to develop and deploy analytics. Importantly, the success of deployment in each case was related to the similarity with which different actors within the organization viewed the deployment process. Furthermore, end users tended to highlight user participation, skills and training, whereas managers and top management placed greater emphasis on the importance of organizational changes.

The results will help practitioners ensure that key enablers are in place to increase the likelihood of the successful deployment of prescriptive analytics.

Companies that systematically and continuously put the right leaders in the right jobs outperform companies that don’t – by a wide margin. In this article, the authors argue that chief executives must recognize and act on the consequences of how they deploy their best managers.

From an exploratory study of 37 large multinationals, this paper aims to report key findings, derive learnings for the design of corporate leadership systems and identify future research issues for a better understanding of individual leadership in corporate leadership systems.

The study reported builds on ten years of ongoing research on the nature of leadership, leadership communication, and institutional support structures in large multinationals. As such, it is part of ongoing longitudinal leadership research, following a hermeneutic approach.

From a qualitative as well as quantitative perspective the paper reviews the implementation and usage of corporate leadership instruments and discusses current practices of large corporations trying to select, support, measure, motivate and develop very large numbers of leaders around the world. A conceptual leadership system is presented as a basic frame of reference.

The exploratory research approach has its strength in framing the field of corporate leadership systems. Further in‐depth research is needed on the nature of each the four key fields of the conceptual framework described.

Those who are responsible to design and revise corporate leadership systems will find a valuable frame of reference and selected benchmark data as a basis for the assessment and further development of the corporate leadership landscape.

This paper presents original findings in a highly relevant, but under‐researched field of corporate leadership practice.

The purpose of this paper is to develop a distribution management system that determines the path toward lean distribution through teamwork. This system introduces a set of lean distribution initiatives regarding the structural and strategic facets of organizations.

Through studying the case, which is one of the largest distribution companies in the Middle East, the deployment process of the developed system is examined through chartering focus, deployment and operational teams. These teams held several rounds of panel discussions to formulate the strategic, tactical and technical plans required for making distribution operations lean.

It is found that the strategic focus of the case should not only be restricted to distribution initiatives but also the company can achieve a suitable competitive position by focusing on leadership and integral architecture of information, distribution and transportation channels. The first semi-year cycle of implementing the lean distribution system in the case targeted a 2.5% reduction in the ratio of distribution cost to sales by planning for the cross-docking adoption. It also aimed at a 10% increase in the market share for the prioritized market by a 20% reduction in lost sales owing to improper implementation of the processes.

The developed lean distribution management system is novel in the way it includes the strategy, structure and capabilities of an organization. Deploying this system causes a meaningful connection between lean distribution principles and operational initiatives.

Shared leadership is an effective mechanism for managing project teams. Its performance-enhancing benefits have been demonstrated in many studies. Nonetheless, there is an obvious silence about how to promote shared leadership in Lean Six Sigma (LSS) project teams. To address this deficit, the purposes of this study are to investigate the influence of shared leadership on LSS project success and to explore how team psychological safety, project task complexity and project task interdependence influence shared leadership.

A multi-source, time-lagged survey design with a four-month interval was conducted. To do this, the authors collected data from 71 project teams (comprising 71 project managers and 352 project members) using LSS approaches in the manufacturing and service industries.

The findings show that shared leadership positively influences LSS project success. The authors also found that team psychological safety fosters the development of shared leadership and, more importantly, these effects are stronger when the tasks are more complex and more interdependent.

These findings advance our understanding of the factors that enable shared leadership and equip LSS project managers with practical techniques to improve shared leadership for the success of their projects.

This study extends the theory of shared leadership to the context of LSS project management and is among the first, to the best of the authors’ knowledge, to theoretically propose and empirically validate how to promote shared leadership in LSS project teams.

The pillars of public administration rest on balancing the triumvirate of traditions, managerial, political, and legal, in developing and implementing public policy. The normative concept of leadership has consistently surfaced as an important dimension in the policy process. However, scholarship exploring the importance and relevance of leadership in public administration has been sporadic and limited in scope. This article elucidates the disconnect between the study of leadership and public administration. To validate the relevance of leadership in public administration, future empirical studies must embrace the long-view, heuristic inquiry, and the lifecycle of leadership.