Search results

The purpose of this paper is to draw attention to value‐creating processes and their impacts on human capital valuation in high‐contact service industries.

The main argument in this paper is developed from existing theoretical and empirical research in the fields of intellectual capital, organizational behavior, marketing, and economics. This paper is conceptual and the approach adopted is analytical. Extant research and concepts have been used to develop a human capital valuation model in high‐contact service industries and to discuss both research and managerial implications.

Provides conceptual description of a value matrix that can be employed to identify more accurately value drivers of human capital in various industries.

The article provides a novel conceptualization of value drivers in industry. A limitation of the paper is that it is conceptual.

This paper provides a useful tool to identify human capital value drivers in various industries. The value matrix can help group industries based on these value characteristics making comparisons across and within industries more readily available.

The article proposes a novel way to analyze value addition and transfer in industries. It moves extant research further by outlining a mechanism to identify relevant drivers of human capital with increased precision.

This paper aims to assert that knowledge of organisational weaknesses, vulnerabilities and compromise points (here termed “dark knowledge”), is just as critical to organisational integrity and hence, must also be managed in a conventional knowledge management sense. However, such dark knowledge is typically difficult to identify and accordingly, few studies have attempted to conceptualise this view.

Using a background of fraud diamond theory, the authors examine this dark knowledge using a case study analysis of fraud at a large Asia-Pacific telecommunications provider. Semi-structured interviews were also conducted with the firm’s fraud unit.

The authors identify six components of dark knowledge, being artefactual knowledge, consequential knowledge, knowledge of opportunity, knowledge of experimentality, knowledge of identity and action and knowledge of alternativity.

To the best of the authors’ knowledge, this is the first paper to identify a knowledge type based on organisational compromises and vulnerabilities. The paper shows that accounts of organisational weakness can yet provide knowledge insights.

Through the human resources (HR) and knowledge management (KM) perspective as human-centric processes, the aim of this study is to explore how companies’ engagement in diversity (DIV), inclusion (INC) and people empowerment (PEMP) policies influences companies’ organizational performance, to support organizations in the shift to the Industry 5.0 framework.

Combining the HR management and the KM-driven organizational culture, a conceptual model is proposed for explaining companies’ higher organizational performance. Proposed hypotheses are tested with reference to a set of listed international companies traced by Refinitiv on a five-year time horizon (2016–2020) through 24,196 firm-year observations.

This research shows that companies engaged in DIV policies, INC practices and PEMP through education have higher profitability and are more valued by capital markets’ investors.

This paper draws attention to the need to overcome the reductionist view of HR and rethink KM architecture to cope with the growing challenge of HR integration according to the Industry 5.0 paradigm.

In current research on market categories, hybridity (i.e., the association of organizations and/or the products they offer with multiple category memberships) represents an important issue with many practical implications, especially for project-based forms of organizations. This chapter explores the evolution of hybridity and the conditions under which different kinds of project-based organizations develop hybrid projects. By studying the feature film industry in the United States from 1920 until 1970, this chapter contrasts the current perspective based on status-organizing processes and suggests that hybridity is a population-level process that can be interpreted as the result of the construction and interplay of different identities, and on the dynamic of the identity dimensions employed by different actors in such effort. The chapter shows that the development and construction of the identity of a temporary organization is different from other types of organizations, and is linked to identification processes both at the organizational level, with the company or with specific individuals in key roles, and at the institutional/collective level, with pure (single-category) and hybrid (multi-category) genres. This chapter highlights the mutual interactions and constraints between these two levels in different life stages of the film industry.

The purpose of this paper is to review the literature on knowledge transfer in interorganizational partnerships. The aim is to assess the advances in this field by addressing the questions: What factors impact knowledge transfer in interorganizational partnerships? How do these factors interact with each other?

The study reports results of a literature review conducted in ten top journals between 2000 and 2017 in the fields of strategy and innovation studies.

The review identifies three overarching themes, which were organized according to 14 research questions. The first theme discusses knowledge in itself and elaborates on aspects of its attributes. The second theme presents the factors that influence interorganizational knowledge transfer at the macroeconomic, interorganizational, organizational and individual levels. The third theme focuses on the consequences, namely, effectiveness and organizational performance.

Partnership managers may improve and adjust contracts, structures, processes and routines, as well as build support mechanisms and incentives to guarantee effectiveness in knowledge transfer in partnerships.

The study proposes a novel theoretical framework that links antecedents, process and outcomes of knowledge transfer in interorganizational partnerships, while also identifying aspects that are either less well researched or contested and thereby suggesting directions for future research.

Encouraging experiences from a case study show that when lean manufacturing is implemented as an innovation process, and social stimulation games are applied, the resulting new systems are both economic and organizational successes. The lead time of change is short and resistance to change is avoided. The lean principles can spill over to other business processes, which ultimately creates a “lean” enterprise. To guide this development, top‐down change management should be replaced by “lean” visions and guidelines. Under this umbrella, the individual development projects should unfold as consciously managed innovation processes that encourage bottom‐up creativity and learning.

The purpose of this paper is to explore research opportunities for service innovation and system design in network platforms by investigating representative case examples in an emerging market, China.

The authors provide four case examples to illustrate the manner in which network platforms facilitate and lead to service innovation and effective system design. Then, the authors propose nine research directions that present significant research opportunities, and the authors make theoretical and methodological suggestions.

The results indicate that research opportunities exist mainly in three areas: ecosystem design and evolution, including role design, coherence and sustainability issues; leader–participant collaboration, including governance, co-opetition and innovation stimulation issues; and transformation of traditional industries, including process informatization, modularization and standardization issues.

This study extends the platform-related literature by showing new platform features represented by case evidence from emerging economies, and provides recommendations to guide and direct management practices and efforts in platform-based service innovation and system design.

The purpose of this paper is to investigate the sectoral variety and common patterns of innovation in the wine industry. It intends to explore the nature, extent and sources of variety of innovation in the Canadian wineries.

The data employed come from a firm‐level survey addressed to 146 wine establishments in Canada. Results were analysed using factor analysis and non‐parametric statistical analysis.

The results reveal wineries tend to introduce many innovation activities which are internalised or externalised, draw on a variety of different sources of information, with a clear distinction between market sources, government sources (laboratories, research centres) and educational establishments, and introduced different types of innovation, including product and process but also organisational innovation.

The results suggest individual wineries innovate differently, but within a limited number of fairly consistent modes.

There is presently no published research investigating the different modes of innovation with regards to the wine industry and the case of Canada can provide valuable insights to understand how innovation is developed and sustained in cool climate regions.

To cope with the existing pandemic situation and to be organizationally responsive, firms need to be strategically flexible, where they need to develop dynamic capabilities (DCs) by continuously reconfiguring their resource base. To address such challenges, firms heavily rely on information and communication technologies (ICT) because of advancement in disruptive technologies. This study aims to explore techniques used by higher education institutional (HEI) leaders to successfully address challenges posed by global disruption, i.e. COVID-19 with the help of advanced ICT software such as Zoom, Google Meet and Microsoft Teams.

A qualitative approach was adopted to explore strategic factors such as strategic flexibility (SF) and DC that disclose shortcomings in the current extant literature. A total of 15 interviews were conducted with heads of departments of HEIs in the United Arab Emirates. Data were analyzed using NVivo software.

The findings suggested three dimensions of SF (resources, operational and collaborative) and four dimensions of DC (strategic planning, innovative, adaptability and technological) for firms to adopt to be strategically flexible, where DC serves as building blocks of SF.

This research provides a framework as an avenue for future researchers and practitioners on how to strategically manage their resources and be strategically flexible in turbulent environment such as pandemics. Theory-based investigations on strategic capabilities and DC from resource-based perspective are still under-researched, emphasizing the need for theoretically based research on strategic responsiveness, especially during the times of environmental complexities such as COVID-19 pandemics. This research enriches strategic management research by exploring the important antecedents of organizational responsiveness, including SF and DC together with the support of human factor, i.e. leadership qualities of HEIs managers. This study, to the best of the authors’ knowledge, is among the first to systematically explore main dimensions of DC and SF based on the resource-based theory of strategic management in the Middle Eastern context.

The purpose of this paper is to compare two boundary organizations situated in Malmö (Sweden) and oriented toward opening production. Particularly, it looks at how the two organizations tried to establish and communicate their boundaries during their official opening events, which were structured according to the format of hackathon.

The authors adopted an ethnographic approach and followed the two events, observing and interacting with organizers and participants. The findings reported here draw upon data collected through direct observation, the authors’ experience as participants, unstructured conversations, e-mail exchanges.

This paper analyzes the two events in order to show how different cultures of opening production lead to different ways of performing hackathons and, consequently, how these events affect the process of establishing and communicating the organizational boundaries.

The paper looks at the potential of events structured according to the format of hackathon as a way for boundary organizations to position themselves.