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An emerging application of Big Data is the addition of sensors and other micro‐electronic devices to engineer‐to‐order (ETO) goods such as one‐of‐a‐kind buildings and ships. The addition of micro‐electronic devices can enable the setting up and operation of smart buildings and smart ships. The purpose of this paper is to provide a critical realist analysis of Big Data hype. This is necessary to determine what challenges will need to be met before project businesses can achieve informational effects and transformational effects from Big Data technologies.

A critical realist study informed by reference to predictive theory and findings from action research. The predictive theory is concerned with the three different types of business effects that can come from information and communication technologies (ICTs): automational, informational, and transformational.

Critical realist analysis reveals that hype about Big Data underplays many challenges in achieving informational and transformational effects.

Many inter‐related non‐trivial factors need to be taken into account when considering investing in Big Data initiatives. These factors range from the planning of data sampling rates, through the robust fixing of sensors, to the implementation of data mining algorithms and signal models.

The originality of this paper is that critical realism is used in analysis of Big Data hype. The value of this paper is that it reveals a causal mechanism and causal context for project business Big Data application. This type of critical realist analysis can be applied to enable better understanding of necessary causal mechanisms and causal contexts for other ICT innovations.

The present study aims to address the emergence of platform-organized open innovation (OI). The research has the two main aims: the first is to increase the understanding of the performance of OI by investigating how the achievements of OI are measured in situated practices from a performative and strategic knowledge management (SKM) orientation. The methodological disadvantages of not pre-given case selection are partially counterbalanced by the second aim of the research, which is to extend existing SKM theory and examine how platforms create knowledge as they include actors and digital devices, thereby potentially redistributing relations of accountability.

Building on performativity theory, the paper studies how the achievements and knowledge created in OI are managed and evaluated in practice. The case description draws on different sources from a spiral case study, as openness is performed by platform, firm, crowd and innovation intermediaries.

The paper illustrates how a strategy of digitally enabled openness brings its own issues as platforms enable knowledge sharing and perform a redistribution of accountability. In the heterarchies studied through this research endeavor, managers and their team members were accountable not only to multiple units, or teams, across the organization, but also to the crowd. The case material demonstrates that the ecology of devices and their performative struggles create lateral accountability.

While recent streams of research suggest that the context of OI (i.e. distributed sources of knowledge for innovation) shifts the unit of analysis of organization design from the individual firm to networks of actors organized on platforms, the authors find that the focal firm still remains a key conceptual parameter in SKM research, which, in turn, makes it difficult to capture the suggested radicality of OI.

The authors show, that in practice, the firm has to take into account the performance of the external crowd and at times put resources into its training and education. In heterarchy, distributed authority is assumed to be facilitated through lateral accountability, whereby the traditional principles of vertical authority no longer hold, but rather, managers and their team members can be accountable to multiple units, or teams, across the organization.

The paper develops a performative theory of openness. OI is a model, strategy and socio-material practice whereby digital designs create an ecology of devices that can enact all kinds of openness. Ultimately, the current paper proposes that SKM and OI theory need to consider how platforms perform relations of accountability beyond the boundaries of the single organization.

The purpose of this paper is to provide an understanding of the WEB 2.0 phenomenon and its implications on knowledge management; thus, in order to learn whether using WEB 2.0 concepts and tools can yield better assimilation of knowledge management in organizations.

A range of recently published articles regarding WEB 2.0, Enterprise 2.0 and KM 2.0 are examined and critiqued (2005‐2007). These are analyzed and compared to knowledge management principles and attributes as known and learned from works defining the sharing of knowledge in organizations (1995‐2005). The sources are divided into three basic elements: The Internet (WEB 2.0), the organizational implementation (Enterprise 2.0) and the organizational implementation of knowledge sharing (KM2.0).

WEB 2.0 is very close in its principles and attributes to knowledge management. WEB 2.0 should affect knowledge management in organizations; yet, it cannot be copied, as differences between the two will not enable organizations to benefit from such. In the first stage, tools can be adopted, and in further stages, deeper aspects such as active users' participation will be followed.

Organizations are encouraged to start using WIKI's and in some cases also blogs. Knowledge Managers should examine if younger employees can serve as knowledge catalysts. WEB 2.0 concepts should be tested as to organization's maturity, to decide if they can be adopted as part of the organizational knowledge sharing.

This paper analyzes an important issue whether better assimilation of knowledge management can exist triggered by the WEB 2.0 phenomenon. It is unique in its broad analysis of the three related terms – WEB 2.0, Enterprise 2.0 and KM2.0.

Examines factors such as the trend to globalisation, triggers for change such as advances in information technology (IT), changing organisation structures and adoption of business process re‐engineering using the findings of a questionnaire. Questions addressed the topics of: industrial sector, organisational strategy, structure, people, performance, and the role of IT. The key findings included: that globalisation was a real and significant force for change affecting organisation strategy, operations, and characteristics; that alternative organisation strategies lead to varying organisational success, and scope for improvement; and that evolution (rapid or slow) to a virtual enterprise is feasible for most firms.

The information age has highlighted the complex nature of our organizing systems. Complex systems move between ordered and disordered states. Ordered states condense near attractor points which include bifurcation points where order is redefined for the system. Such points have occurred repeatedly in our economy over the past decade, causing an unpredictable environment. As our economy moves from a stable state, a different set of organizing rules is needed. When this new set of organizing rules are overlaid with the conditions and processes facilitated by the use of advanced communication and computing technology, we find that virtual or network organizations are an emerging logical form for organizing.

The purpose of this paper is to present an exploratory essay evaluating whether involuntary intellectual capital disclosure (ICD) is value relevant to stakeholders. The authors define involuntary disclosure as “what external stakeholders and stakeseekers disclose about a company”. This essay is timely because it lays the foundations for future ICD research that departs from traditional analyses of corporate reports, especially annual reports.

The paper provides a critical reflection on current and future developments in ICD research. The normative arguments rely on the experience and expertise along with examples from the ICD literature and contemporary business media to critique existing ICD research and practice and to offer new ways forward for future research.

In highlighting the limitations of the traditional ICD literature, the authors provide a foundation from which researchers should contemplate a powerful new force in ICD brought about by the rapid transformation in technologies and forces of mass communication. The authors introduce the concept of “involuntary disclosure”, and highlight several key issues that intellectual capital (IC) researchers should consider if they want their academic endeavours to contribute not only to practice, but to a wider environmental and social good.

Involuntary disclosures produced by stakeholders and stakeseekers introduce opportunities and threats to organisations, bringing new risks that impact share value and reputations. How well organisation manage these risks, and the impact inside and outside organisational boundaries, to provide economic, environmental and social value, should provide ample fuel for future transformational IC research.

The most value relevant disclosures are not what an organisation discloses or reports about itself, but rather what stakeholders and stakeseekers communicate. However, how reliable are involuntary disclosures and how can stakeholders and organisations verify IC disclosures coming from outside the organisation? If involuntary IC disclosures are value relevant, how might organisations seek to influence and manage them to serve their ends?

During the past two decades, advances in computer technologies combined with telecommunication technologies have led to the development of the Internet and its most popular application, the World Wide Web (WWW). Like many other technologies, the WWW has not been free of problems and challenges. A Delphi technique was utilized to assess a list of issues identified in the existing literature. In addition to this list, the panel of experts who participated in the Delphi study identified other critical issues and eventually ranked them in their order of priority and importance. The critical issue identified provides closer insights into issues affecting the overall utilization and management of Web‐enabled technologies, and offers many implications and challenges for businesses, governments and the user community.

Industry 4.0 is the present trend in automation and data exchange in organizations. However, till today, there is no generic and common understanding in terms of assessing the Industry 4.0 readiness for organizations. The purpose of this paper is to identify the key ingredients for assessing Industry 4.0 readiness for organizations, the interrelationships that exist between these readiness factors and how future research should proceed given the research findings.

A systematic literature review (SLR) methodology of Tranfield et al. (2003) was employed to ensure the replicability and transparency of the review process. Altogether, 68 articles were identified for the final thematic analysis.

The SLR results generated six broad themes of readiness factors. The interrelationship mechanism between these factors was identified. In addition, 17 research propositions were elucidated.

Being the first literature review on assessing Industry 4.0 readiness for organizations, it finds 17 research propositions which will give the future researchers a guideline for further research in Industry 4.0.

Although Industry 4.0 is the buzzword, very few organizations understand the concept in detail. This paper will help the organizations to identify the factors which they have to asses critically before implementing Industry 4.0 in an organization.

Nevertheless, there has been a lot of research on Industry 4.0; this is the first systematic literature to identify the key ingredients for assessing Industry 4.0 readiness for organizations.

Institutional theory had been developed for the purpose of explaining widespread diffusion, mimetic adoption and institutionalization of organizational practices. However, further extensions of institutional theory are needed to explain a range of different institutional trajectories and organizational responses since institutionalized standards constitute a minority of all diffusing practices. The study presents a theoretical framework which offers guidelines for explaining and predicting various adoption, variation and post-adoption scenarios.

The paper is primarily conceptual in nature, and the arguments are developed based on previous institutional theory and organizational change literature.

The notion of institutional inertia is proposed in order to provide a more detailed explanation of when and why organizations ignore, adopt, modify, maintain and abandon practices and the way intra-organizational institutional pressures shape, direct and constrain these processes. It is specified whether institutional inertia will be temporarily eclipsed or whether it will actively manifest itself during adoption, adaptation and maintaining attempts. The study distinguishes between four institutional profiles of organizational practices – institutionalized, institutionally friendly, neutral and contested practices – which can vary along three dimensions: accuracy, extensiveness and meaning. The variation and post-adoption outcomes for each of them can be completely characterized and predicted by only three parameters: the rate of institutional inertia, institutional profile of these practices and whether they are interpretatively flexible. In turn, an extent of intraorganizational institutional resistance to new practices is determined by their institutional profile and flexibility.

It is expected that proposed theoretical explanations in this paper can offer insights into these empirical puzzles and supply a broader view of organizational and management changes. The study’s theoretical propositions help to understand what happens to organizational practices after they are handled by organizations, thus moving beyond the adoption/rejection dichotomy.

The paper explores and clarifies the nature of institutional inertia and offers an explanation of its manifestation in organizations over time and how it shapes organizational practices in the short and long run. It challenges a popular assumption in organizational literature that fast and revolutionary transition is a prerequisite for successful change. More broadly, the typology offered in this paper helps to explain whether and how organizations can successfully handle and complete their change and how far they can depart from institutional norms.