Abstract
Crowdsourcing provides an opportunity for SMEs to exploit collective knowledge that is located outside the organisation. Crowdsourcing allows organisations to keep pace with a fast-changing environment by solving business problems, supporting R&D activities, and fostering innovation cheaply, flexibly, and dynamically. Nevertheless, managing crowdsourcing is difficult, and positive outcomes are not guaranteed. Drawing on the Resource-based View, we study transformational leadership and organisational learning capability as complementary assets to help SMEs deploy crowdsourcing. An empirical study of Spanish telecommunications and biotechnology companies confirmed the moderating effect of organisational learning on the relationship between crowdsourcing and organisational performance.
Highlights
Using the power of information technologies (IT)-based tools, crowdsourcing allows companies to solve business problems and innovate faster and more cheaply than ever before
This paper analyses the value of crowdsourcing for organisational performance, especially in small and medium-sized enterprises (SMEs)
A key conclusion of this study is that crowdsourcing, which was measured using Xu et al.’s (2015) scale, significantly influenced performance
Summary
Using the power of IT-based tools, crowdsourcing allows companies to solve business problems and innovate faster and more cheaply than ever before. Crowdsourcing is an opportunity to join a challenging and satisfying job market where they can apply their skills. Emerging crowdsourcing marketplaces such as TopCoder, CrowdSpring, InnoCentive and uTest let people collaborate across a network to complete a task (Vukovic, 2009). This kind of knowledge and innovation creation is attractive for small and medium-sized enterprises (SMEs) and entrepreneurs because it provides access to pools of knowledge and skilled individuals that SMEs and start-ups are usually too small to afford.
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