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This paper aims to discuss artifacts and how they influence the performative scheme of the routine and human agency. Artifacts emerge from a heterogeneous network of technical and social elements, which implies assuming that they strongly influence the performance of a routine and the organizing.

This essay starts from an established theoretical framework to develop reflections and propose that the artifacts entangle part of organizational knowledge and that the artifact's role is structured by their enactment in performing a routine, which gives them meaning and a sense of purpose.

The propositions contribute to theoretical and empirical advances by offering new insights for analysing the role of artifacts in routine dynamics. The main arguments presented are about (i) the existence of a potential role and a performed role for artifacts, (ii) that the artifacts' role evolves from knowledge and know-how embedded in routines and their actants and (iii) that artifacts are connected through networks of routines, and they embed a vast repertoire of knowledge and expertise.

Also, it proposes a fruitful research agenda based on the main reflections. Finally, the thoughts presented open a pandora's box to reflect on the intertwining between human and artifacts, not just in organizing but also in everyday social life.

The team collective voice (TCV) concept has received limited attention in existing research despite its potential significance, particularly within Eastern cultural contexts. Hence, this paper aims to extend the employee voice literature by conducting a comprehensive exploration of the role of TCV as opposed to individual voice (IV) in promoting team innovative performance (TIP).

The theoretical model is tested with survey data collected among ICT employees who work in large telecommunication organizations in Vietnam.

TCV was used more by participants than IV. Both IV and TCV exhibited noteworthy influences on TIP explained by the role of routine changes, with TCV serving as a full mediator for the relationship between IV and TIP. In addition, team autonomy (TA) also significantly enhanced TIP.

By measuring TCV as shared and consensus team voice, this study makes significant contributions to employee voice literature. It not only confirms the prevalence but also offers insightful explanations for why Vietnamese employees tend to favor TCV over IV. Additionally, the findings enrich the innovation literature by presenting a novel perspective on how employee voice can enhance TIP through the introduction of exogenous routine changes. It introduces a unique perspective on employee voice as a form of a search routine, distinct from Nelson and Winter's (1982) conceptualization of search, generating changes in lower-order routines, ultimately contributing to enhanced team innovation and performance.

This study developed new measures of the routine and non-routine task contents of managerial, professional, technical, and clerical occupations from a workload perspective. Here, we present a comparative analysis of the workload structures of state and industrial sector employees.

Our method involves detailed descriptions of work processes and an element-wise time study. We collected and analysed data to obtain a workload structure that falls within three conceptual task categories: (i) non-routine analytic tasks, (ii) non-routine interactive tasks and (iii) routine cognitive tasks. A total of 2,312 state and industrial sector employees in Kazakhstan participated in the study. The data were collected using a proprietary web application that resembles a timesheet.

The study results are consistent with the general trend reported by previous studies: the higher the job level, the lower the occupation’s routine task content. In addition, the routine cognitive task contents of managerial, professional, technical, and clerical occupations in the industrial sector are higher than those in local governments. The work of women is also more routinary than that of men. Finally, vthe routine cognitive task contents of occupations in administrative units are higher than those of occupations in substantive units.

Our study sought to address the challenges of using the task-based approach associated with measuring tasks by introducing a new measurement framework. The main advantage of our task measures is a direct approach to assessing workloads consisting of routine tasks, which allows for an accurate estimation of potential staff reductions due to the automation of work processes.

Network embeddedness has been widely considered in enterprise innovation as an effective means of overcoming resource dilemmas. However, while focussing on acquiring external innovation resources, the existing research often ignores the vital role of internal routine updates. Therefore, this study explores the mechanism by which network embeddedness affects innovation performance of enterprises from the perspective of organisational routine updating.

This paper proposes a theoretical model based on social network theory and organisational routines–immune response theory. A total of 328 pieces of research data on high-tech enterprises in China were collected, and the hypotheses were verified using hierarchical regression analysis.

The results show that the two forms of network embeddedness – structural embeddedness and relational embeddedness, have a positive effect on enterprise innovation performance and a significant positive effect on organisational routine revision and organisational routine creation. Both organisational routine revision and organisational routine creation positively affect enterprise innovation performance and partially mediate the relationship between network embeddedness and enterprise innovation performance.

This conclusion provides a new perspective on the impact of network embeddedness on enterprise innovation performance and expands the related research on organisational routine updating. This study provides a theoretical reference for high-tech enterprises to improve their competitiveness and innovation performance through network embeddedness and organisational routine updating.

The study aims to test the success of university-industry (U-I) collaboration in terms of innovation process efficiency. Then, this study explores the moderating role of a set of organizational routines in the U-I relationship, which can help in overcoming the issues undermining the collaboration success.

The study is based on an international Open Innovation (OI) survey. The survey investigated the items to build the main variables of the conceptual framework, measured through seven-point Likert scales. Steps to ensure the reliability and validity of the variables were conducted. Then, hypotheses were tested with an ordinary least squares regression.

Results show that the higher the collaboration intensity (depth) with universities, the higher the innovation process efficiency. Furthermore, organizational routines aimed at improving firms' assimilation absorptive capacity further strengthen the positive effects of intensive collaboration on innovation process efficiency.

Findings indicate that R&D managers should strive to build deep collaborations with universities to enhance process efficiency and invest in the quality of these relationships. Managers should create and maintain an internal environment that further enhances the positive effects of intensive collaboration on innovation process efficiency.

The OI literature has not reached a shared view on the positive contribution of universities toward industrial firms' innovation performance. The study adopts a process-efficiency view, rarely used by other OI studies usually focused on output indicators; this study unpacks, respectively, the role of the intensity of collaboration and the organizational routines, thus disclosing the benefit of U-I collaboration on innovation efficiency.

Work-study programmes aim to support young adults transitioning from tertiary education to work and contribute to enhancing their employability. The purpose of this study is to provide a detailed analysis of the learning experiences of trainees in work-study programmes within the broad field of engineering.

The data gathering procedures used interviews with participants of a specific work-study programme and conducting thematic analyses to identify and understand the motivations of these adults for enrolling in work-study programmes and their associated workplace learning experiences. Fifty-two alumni of electrical and logistics engineering programmes completed 12 months of a separate work-study programme and consented to participate in an hour-long interview. They elaborated upon their work-learn experiences to explicate their work-learn needs and challenges in those interviews.

Findings include workplaces facilitated skills development through providing combinations of work tasks comprising both routine and novel work assignments; challenging circumstances at the workplace provided trainees with opportunities to develop adaptive capacities; and engaging in non-routine work processes fosters integration into the engineering workplace community.

The findings contribute to the existing literature by exemplifying how routine engineering activities are practical affordances through which engineering trainees construct knowledge and dispositions for engaging in challenging, non-routine engineering work. Such experiences are crucial in preparing trainees for advanced roles in logistics or electronic sectors.

This study aims to examine how star–nonstar exchange (SNE) influences nonstars’ performance using social information processing theory.

A time-lagged survey approach is utilized to collect data from 531 nonstars in China. Structural equation modeling and process macro models are applied to test the moderated mediation model of this study.

Results reveal that SNE has a positive effect on nonstars’ performance through their psychological empowerment, with task complexity moderating the relationship between psychological empowerment and innovative performance. However, no moderating effect was found for routine performance.

Although previous research has delved into how leader–member exchange and team–member exchange influence employee performance. This study uniquely concentrates on how the exchange relationship between star performers and nonstars influences nonstars’ performance – a dimension that has generally been overlooked in existing literature. Findings are important for understanding SNE influence on nonstars’ performance while managing task complexity.

This study had a threefold aim: to examine the impact of a Simmelian-tie tripartite alliance on corporate green innovation; to determine the chain-mediating roles of knowledge acquisition and knowledge integration; and to identify the moderating effect of network routines on the relationship between a Simmelian tie and green innovation.

Data were collected through 487 valid survey questionnaires from Chinese small and medium-sized manufacturing enterprises (SMEs). The authors examined the data through a structural model using partial least-squares structural-equation modeling (PLS-SEM) to test the research hypotheses.

The results reveal several key factors with positive impacts on enterprise green innovation. Specifically, a Simmelian tie significantly and positively affects enterprise green innovation. The results further reveal that knowledge acquisition and integration play mediating roles, while a network routine positively moderates the relationships among a Simmelian tie, knowledge acquisition and integration, and corporate green innovation.

This study is among the earliest empirical studies to investigate the influence of Simmelian ties on corporate green innovation for manufacturing companies. This study provides a theoretical basis for managers of firms, especially those of SMEs with limited resources, to fully use Simmelian ties to achieve environmentally sustainable innovation. In addition, this study validates and extends knowledge-management theory by verifying the linking roles of knowledge acquisition and integration and facilitating role of network routines.

By focusing on the perspective of politicians, this paper aims to question the change brought about by local government financial statements for accountability. It applies the Burns and Scapens’ (2000) framework of accounting change to explore politicians’ routines when using the accrual accounting information and which type of change was induced by financial statements on financial accountability to politicians and citizens.

Considering that accounting reforms take time to unfold their effects, this paper studies two countries that have 11 years of difference in the reform implementation and thus a different accounting maturity. A qualitative research approach was used based on 55 semistructured interviews in five Finnish and six German municipalities with 25 councilors from Finland and 30 from Germany.

Councilors with a longer period of time to adjust to the accounting reforms seem to have developed more routines in using financial statements to assess the financial situation and performance. The change induced in accountability to politicians is partly formal and more evolutionary than revolutionary. The complexity of financial statements can lead to regressive change, especially in financially distressed local governments. As for accountability to citizens, a real change is not observed, reflecting a regressive type of change.

The study contributes to the empirical studies on financial accountability in the public sector context by analyzing the use of financial statements in two-way accountability relations from the perspective of politicians. Thereby, the paper adopts a transnational comparative approach and draws on old institutional economics.

This paper aims to clarify the relationship between digital transformation and labor structure from the perspectives of microenterprise business strategies and factor allocation efficiency. It attempts to address the gap in existing research by explaining the impact of digital transformation on multidimensional workforce structures and the positive effects of this structural adjustment on labor allocation efficiency. In addition, the study further explores the economic ramifications of digital transformation, clarifying the correlation between changes in labor force structure and enterprise human resource allocation, thus enhancing the employment mobility effects of digital innovation at the enterprise level.

In contrast to prior research, our approach uses text analytics to assess the internal labor structure, incorporating labor skill, position and age into the analytical framework. This approach yields a more comprehensive data set, shedding light on variations in multidimensional employment structures.

The paper asserts that digital transformation significantly influences labor structure changes, evidenced by increased proportions of high-skilled, non-routine and younger laborers, as well as decreased shares of low-skilled, routine and older-age workers. Furthermore, it captures internal labor structure impacts, influenced by enterprise size, ownership, industry density and regional digitization levels. Mechanism analysis indicates moderation of digital transformation effects on labor structure by innovative tasks, labor productivity and management shareholding.

The paper reveals the specific impact of corporate digital transformation on workforce structure, enriching the employment mobility effects of digital innovation at the enterprise level and providing theoretical support for the formulation and implementation of relevant policies.

First, this paper delves into the impact of digital transformation on the internal labor structure from a microlevel perspective, elucidating its mechanisms. Second, in contrast to prior research, it uses text analytics to assess the internal labor structure, incorporating labor skill, position and age into the analytical framework. This approach yields a more comprehensive data set, shedding light on variations in multidimensional employment structures. Lastly, the study investigates the economic ramifications of shifts in employment structures. The findings of this study furnish novel empirical evidence for the debate regarding whether digital transformation can indeed enhance labor allocation efficiency.