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This paper aims to examine how the different dimensions of project members’ intra-organizational social capital – cognitive, affective and relational – facilitate knowledge integration in project-based organizations, and how knowledge integration, in turn, impacts explorative and exploitative learning.

Based on an analysis of 129 R&D Spanish organizations, the study analyzes the interconnections between the different dimensions of social capital and how they affect to knowledge integration as antecedent of explorative and exploitative learning in project-based organizations.

Results confirm that knowledge integration is beneficial for both exploratory and exploitive learning and thus that R&D organizations may be thus ambidextrous in their knowledge management. Related to the three dimensions of social capital, only the cognitive dimension (shared vision) has a significant impact on knowledge integration. However, the analysis confirms the interconnections between the three dimensions of social capital: the relational dimension (social interaction ties) and the cognitive dimension (shared vision) have significant effect on the relational one (trust), and the relational dimension also has an influence on the cognitive dimension. The model proposed in this study thus shows an acceptable capacity to discern the different influence of the dimensions of internal social capital on knowledge integration and, subsequently, ambidextrous learning.

This paper examines the importance of intra-organizational social capital, in terms of their cognitive (shared vision), relational (trust) and structural (social interaction ties) dimensions, for explorative and exploitative learning in project-based organizations. The analysis takes the baton of previous literature where is suggested that the three dimensions of social capital are interlocked and not just need to be considered simultaneously.

The purpose of this paper is to assess the relative importance of intrinsic and extrinsic rewards as determinants of affective commitment and the influence of employees’ affective commitment on knowledge transfer in the context of a Spanish social firm.

Using data from a sample of 227 employees working for a Spanish social firm, this study employs the partial least squares approach to test the research hypotheses.

The research findings show that contrary to the findings of prior empirical studies, reward systems do not influence knowledge transfer in a direct way. Rather, reward systems act indirectly through the development of affective commitment, which is required to increase employees’ loyalty, reduce their turnover levels and improve their willingness to transfer their knowledge.

This research focuses on a Spanish social firm, and recommendations to other organizations should, therefore, be made with caution. However, this study provides interesting empirical insights, linking rewards systems and knowledge transfer by means of affective commitment in the context of a social firm.

Besides the importance of promoting knowledge transfer through the creation of a suitable climate in the organization, the authors recommend that managers cultivate employees’ affective commitment by means of reward systems, especially intrinsic rewards. Employees with increased affective commitment are more prone to transfer the knowledge that they possess, and consequently, the potential loss of tacit knowledge for the organization is reduced if these employees leave the organization. Also, the authors suggest that managers make an effort to create a balanced reward system, so that extrinsic and intrinsic rewards can act as complementary processes to develop a high level of affective commitment among employees.

Few empirical studies have analyzed the influence of affective commitment on knowledge transfer, especially in the context of a social firm, even though this type of firms play and increasingly important economic and social role in society.

The purpose of this paper is to examine how organizational design – particularly, delegation, and extrinsic and intrinsic reward systems – impacts employees' knowledge transfer in the context of Spanish small nonprofit organizations.

A quantitative analysis using data from a sample of 105 Spanish small nonprofit organizations obtained by means of a postal survey was performed using the partial least squares (PLS) approach, in order to test the research hypotheses.

The research findings show that delegation involves a greater use of rewards and these, in turn, improve knowledge transfer. Considering the results obtained it is possible to conclude that, due to lack of technical knowledge, managers of these nonprofit organizations must delegate decision rights to qualified employees and that they should use a higher degree of rewards, both intrinsic and extrinsic, especially the intrinsic ones, to motivate employees to mutually transfer knowledge efficiently.

This research is focused on Spanish small nonprofit organizations, and recommendations to other nonprofit organizations must, therefore, be very cautious. However, this study provides empirical insights, linking organizational design and knowledge transfer in the nonprofit context.

Besides the importance of promoting knowledge transfer through an efficient and effective organizational design in nonprofit organizations, the authors recommend managers design mechanisms to convert tacit knowledge into explicit knowledge, to guarantee that knowledge remains in the organization. Also, the authors consider that managers should make an effort to create an appropriate environment – by means of reward systems, especially intrinsic rewards – so that employees are committed to the mission and objectives of the organization.

Few empirical studies have analyzed the influence of organizational design on knowledge transfer in the context of nonprofit organizations, even though the nonprofit sector has reached a great importance for their economical and social role in society.

The purpose of this paper is to examine the effect of intrinsic and extrinsic motivation as determinants of the employees' knowledge transfer in the context of a Spanish non‐profit organization (named Asprona).

A case study method was used to analyze a Spanish non‐profit organization (Asprona). In this context, a qualitative and quantitative analysis with a sample of 76 people was performed using the partial least squares approach (PLS), in order to test the research hypotheses.

The research findings show that, in Asprona, knowledge transfer improves through intrinsic motivation, however extrinsic motivation is not significant on knowledge transfer. This result is interesting bearing in mind that people are involved with a non‐profit organization due to intrinsic reasons rather than for financial rewards.

This research is focused on one organization – Asprona's assistance area – and recommendations to other non‐profit organizations must, therefore, be very cautious.

Besides the importance to promote knowledge transfer through intrinsic motivation in non‐profit organizations, the authors recommend managers to design the mechanisms to convert tacit knowledge into explicit knowledge, to guarantee that knowledge remains in the organization. Also, the authors consider that managers in profit organizations can find these suggestions useful in their context, due to the organization's commitment that is created by means of intrinsic motivation.

Few empirical studies have been developed in the non‐profit sector, even though it has an important economical and social role in society.

The objective of this paper is to evaluate dynamically those transactive memory processes that help to improve team results. Thus, the paper analyzes the processes by which transactive memory systems are created and we evaluate their effect on team results.

To reach this objective, a quasi‐experiment was conducted with 167 students from the School of Business in a Spanish University during 2004‐2005. This experiment consisted of a business game where students had to make decisions in 44 teams.

Transactive memory can help to understand differences in team results.

The limitations of our analysis are related to the short period of the quasi‐experiment.

For courses which involve team learning, teachers would promote some specific practices and ways to work.

This paper investigates if and how entrepreneurs' social capital influences their individual entrepreneurial orientation attributes (innovativeness, proactiveness, and risk-taking).

The research method adopted is an exploratory multiple case study. The case chosen is that of an emerging and under-examined entrepreneur, the religious entrepreneur. The study investigates 20 pastors responsible for small enterprise-churches in Brazil.

Social capital influences individual entrepreneurial orientation, being characterized by a relative paradox. The networks must be dense enough to stimulate entrepreneurs' individual entrepreneurial orientation but not be so dense as to harm innovativeness, proactivity and risk-taking. Further, data show that individual entrepreneurial orientation influences social capital.

One limitation relates to the semi-structured interviews' restricted use. A second limitation is associated with the recognition of churches only as productive enterprises.

This article suggests the significance of incorporating both themes in entrepreneurial education and training programs. It also stresses the appropriateness of religious entrepreneurship as an empirical research field for business scholars.

The contributions are fivefold. First, the authors build exploratory theoretical propositions on the influence of social capital on individual entrepreneurial orientation. Second, they highlight the significance of dense networks for individual entrepreneurial orientation, expanding the literature that supports the relevance of cohesive networks solely to the construct's organizational dimension. Third, the authors suggest that a relative paradox may characterize individual entrepreneurial orientation. Fourth, the authors suggest the existence of recursion between both constructs. Finally, this study is one of the first to examine social capital and individual entrepreneurial orientation, considering innovativeness, proactivity, and risk-taking, which represents a neglected field in benchmarking studies.

This study aims to present diverse proposals for the measurement of tourism destination competitiveness that serve as alternatives to the travel and tourism competitiveness index (TTCI).

The proposal includes principal component analysis, the DP2-distance method, goal programming, data envelopment analysis and the Borda count. The study evaluates 17 destinations from Central America and the Caribbean.

These include the feasibility that the methodologies provide reliable competitiveness rankings and the possibility of using less information due to the strength of the statistical methodologies. International tourist arrivals, income from international tourism and travel and tourism contribution to the gross domestic product could be used as approximations of tourism destination competitiveness.

The main limitation is the absence of major destinations from the region that constitutes fierce competitors.

New aggregation methods can build composite indicators for competitiveness measurement and their presentation in a more comprehensible way.

The results serve as an alternative for countries that have yet to be considered in international tourism competitiveness comparisons.

A better explanatory power of the proposed index is given, thanks to their decomposition capacity and the reduction of the limitations of the original TTCI. Moreover, the proposals facilitate the inclusion of external information or the execution of a completely objective methodology.

本研究旨在为衡量旅游目的地竞争力提出多样化的建议, 并作为旅行和旅游竞争力指数的替代方案。

该提案包括主成分分析、DP₂ 距离方法、目标规划、数据包络分析和 Borda 计数。 该研究评估了中美洲和加勒比地区的 17 个目的地。

结果包括这些方法提供可靠的竞争力排名的可行性, 以及由于统计方法的优势而使用较少信息的可能性。 国际旅游人数、国际旅游收入以及旅行和旅游对 GDP 的贡献可以用作旅游目的地竞争力的近似值。

主要局限是该地区没有竞争激烈的主要目的地。

新的聚合方法可以为竞争力测量建立综合指标, 并以更易于理解的方式呈现。

结果可作为国际旅游竞争力比较中, 衡量尚未考虑国家的替代方案。

由于其分解能力和原始 TTCI 限制的减少, 所提出的指数具有更好的解释力。 此外, 这些建议有助于纳入外部信息及执行完全客观的方法。

El presente estudio busca presentar diversas metodologías para medir la competitividad de los destinos turísticos, de modo que sirvan como alternativa al Índice de Competitividad de Viajes y Turismo.

La propuesta incluye Análisis de Componentes Principales, el método de distancia DP₂, Programación por Metas, Análisis Envolvente de Datos y el Recuento de Borda. Se analizan 17 destinos de Centro América y el Caribe.

Estos incluyen la validez de las metodologías para obtener rankings de competitividad fiables y la posibilidad de emplear menor cantidad de información, dadas las fortalezas de los procedimientos estadísticos propuestos. Las Llegadas de Turistas Internacionales, los Ingresos por Turismo Internacional, y la Contribución del Turismo al PIB podrían ser buenas aproximaciones para medir competitividad turística

La principal limitación es la ausencia de destinos importantes de la región, que se consideran importantes competidores.

Novedosos procedimientos de agregación para crear indicadores sintéticos para medir la competitividad turística y su presentación de un modo más comprensible.

Los resultados sirven como alternativa para otros destinos que aún no han sido considerados en comparaciones internacionales de competitividad turística.

Un mejor poder explicativo de los índices propuestos, gracias a su capacidad de descomposición, y la reducción de las limitaciones del índice del WEF. Además, las propuestas facilitan la inclusión de información externa o la ejecución de un método completamente objetivo.

Despite the wide dissemination and application of current signature analysis (CSA) in general industry, CSA is not commonly used in the wind industry, where the use of vibration signals predominates. Therefore, the purpose of this paper is to review the use of generator CSA (GCSA) in the online fault detection and diagnosis of wind turbines (WTs).

This is a bibliographical investigation in which the use of GCSA for the maintenance of WTs is analyzed. A section is dedicated to each of the main components, including the theoretical foundations on which GCSA is based and the methodology, mathematical models and signal processing techniques used by the proposals that exist on this topic.

The lack of appropriate technology and mathematical models, as well as the difficulty involved in performing actual studies in the field and the lack of research projects, has prevented the expansion of the use of GCSA for fault detection of other WT components. This research area has yet to be explored, and the existing investigations mainly focus on the gearbox and the doubly fed induction generator; however, modern signal treatment and artificial intelligence techniques could offer new opportunities in this field.

Although literature on the use of GCSA for the detection and diagnosis of faults in WTs has been published, these papers address specific applications for each of the WT components, especially gearboxes and generators. For this reason, the main contribution of this study is providing a comprehensive vision for the use of GCSA in the maintenance of WTs.

The aim of this paper is twofold: first, to provide further insights into the challenges and opportunities that arise from simultaneously being an entrant and an incumbent and, second, to help these firms effectively use supply chain management capabilities to respond to disruptive threats.

This is an “insights from industry” paper. It is based on a retrospective analysis of rich data obtained at the SIRIUS Chair in Toulouse, France, from an important cluster of aerospace firms and the authors’ accumulated experience.

The authors found that under conditions of disruptive change, the ability to make the final customer the focal point and to build a comprehensive understanding of the overall supply network are key in shaping and taking advantage of future opportunities. These abilities enable firms to analyze different scenarios and identify the roles they want to play, the collaborations they need to establish and the possible internal changes required.

This paper offers several new perspectives from practice. The authors analyze two types of space industry innovations: individual small satellites (or “smallsats”) and smallsat constellations. Three types of capabilities are focused on: inside-out, outside-in and spanning. Disrupt-or-be-disrupted does not fully describe the dynamics the authors observed; cooperative competition and complementarity provide a better framework for ideas on how to cope with disruptive opportunities.

The purpose of this study is to deepen understanding of the effects of using social media technologies to acquire technological knowledge and organizational learning competences, of technological knowledge competences on organizational learning and finally of organizational learning on organizational performance.

The study was performed by analyzing data from a sample of 197 technology firms located in Spain. The hypotheses were tested using a structural equations model with the program LISREL 8.80.

This study’s conceptual framework is grounded in complexity theory – along with dynamic capabilities theory, which complements the resource-based view. The study contributes to the literature by proposing a model that reflects empirically how business ecosystems that use social media technologies enable the development of interorganizational and social collaboration networks that encourage learning and development of technological knowledge competences.

It would be interesting for future studies to consider other elements to conceptualize and measure social media technologies, including (among others) significance of the various tools used and strategic integration. The model might also analyze other sectors and another combination of variables.

The results of this study have several managerial implications: developing social media technologies and interorganizational social collaboration networks not only enables the organizational learning process but also encourages technological knowledge competences. Through innovation processes, use of social media technologies also contributes to strengthening companies’ strategic positioning, which ultimately helps to improve firms’ organizational performance.

Since social media technologies drive information systems in contemporary society (because they enable interaction with numerous agents), the authors highlight the use of complexity theory to develop a conceptual framework.

The study also deepens understanding of the connections by which new experiential learning contributes to the generation of coevolutionary adaptive business ecosystems and digital strategies that enable development of interorganizational and social collaborative networks through technological knowledge competences. Only after examining the impact of social media technologies on organizational performance in prior literature, did the authors underscore that both quantity and frequency of social media technology use are positively related to improvement in knowledge processes that lead to employees’ creation and acquisition of new metaknowledge.