Organizational Innovation Performance Research Articles

Retracted: Knowledge Sourcing and Knowledge Reuse in the Virtual Product Prototyping: An Exploratory Study in a Large Automotive Supplier of R&D

The capacity of organizations to share knowledge is seen as a source of competitive advantage in many industries. Knowledge sourcing and knowledge reuse have been indicated as important enablers of organizational efficiency and innovation performance. Although firms may own valuable knowledge, the presence of barriers to knowledge sourcing and reuse may hinder the exploitation of such knowledge. The present study explores the barriers to knowledge sourcing and reuse and their implications within the virtual product prototyping stage of new products development. The study is based on 24 interviews with R&D employees of a large supplier of R&D in the automotive sector. Results demonstrate that the low operational quality of a repository may hinder knowledge sourcing; therefore, people prefer to source knowledge from other colleagues. Additionally, the inefficiencies in knowledge sourcing from a repository, the low quality of the codified knowledge, and its complexity affect the reuse of existing knowledge. This study reveals that knowledge sourcing and knowledge reuse are important knowledge management processes in the product prototyping and that inefficiencies in these two processes may negatively affect the time performance in the new product prototyping process. Copyright © 2015 John Wiley & Sons, Ltd.

The Relationship Between Organizational Innovations, Internal Sources of Knowledge and Organizational Performance

Management research considers knowledge as one of the first sources of competitiveness of the company. This observation is at the origin of development in recent years, the Knowledge-Based View (Grant, 1996), resulting from the resource-based perspective approach. This research examines the importance of internal sources of knowledge and its relationship with organizational innovation and organizational performance. We did this research on a sample of 200 Tunisian companies operating in different sectors. Our study was built mainly on the basis of quantitative method. The data collection method is the questionnaire as part of a hypothetical-deductive approach and the mode of administration is self-administered survey and e-mail survey. The empirical verification of the assumptions of this research has led us to confirm the relationship between internal and external sources of knowledge with organizational innovation and organizational performance and to infirm the relationship between organizational innovation and organizational performance.

Knowledge sourcing and knowledge reuse in the virtual product prototyping: an exploratory study in a large automotive supplier of R&D

AbstractThe capacity of organizations to share knowledge is seen as a source of competitive advantage in many industries. Knowledge sourcing and knowledge reuse have been indicated as important enablers of organizational efficiency and innovation performance. Although firms may own valuable knowledge, the presence of barriers to knowledge sourcing and reuse may hinder the exploitation of such knowledge. The present study explores the barriers to knowledge sourcing and reuse from electronic repository and their implications within the virtual product prototyping stage of new products development. The study is based on 24 interviews with research and development (R&D) employees of a large supplier of R&D in the automotive sector. Results demonstrate that the poor operational quality of a repository hinders knowledge sourcing; thereby, people prefer sourcing knowledge from other colleagues rather than from the repository. Moreover, the inefficiencies in knowledge sourcing from a repository, the poor quality of the codified knowledge and its complexity affect the reuse of existing knowledge. This study reveals that knowledge sourcing and knowledge reuse can affect the time performance in the virtual product prototype development process.

The differentiating effects of workforce aging on exploitative and exploratory innovation: The moderating role of workforce diversity

Despite negative predictions about the effects of workforce aging on organizational innovation performance, little systematic research has been conducted on this question. We investigate the differentiating effects of workforce aging by classifying organizational innovation as either exploitation or exploration. More specifically, we suggest that workforce aging positively affects exploitative innovation performance, whereas it negatively influences exploratory innovation performance. Moreover, building on the double-edged effects of diversity, this study examines the moderating role of age diversity in the workforce aging–innovation performance relationship. We predict that the diverse composition in the labor structure contributes only to exploration, not to exploitation. We tested hypotheses using data gathered from a government-sponsored survey of Korean companies—234 firms for exploitative innovation and 166 firms for exploratory innovation. Results revealed that workforce aging had a positive influence on exploitative innovation performance and had an inverted U-shaped relationship with exploratory innovation performance. In addition, age diversity only attenuated the positive workforce aging–exploitative innovation performance relationship. Theoretical and practical implications are also discussed.

The Inclusion of Academicians into the Industry Sector in Bangladesh: A Model of Industry Engagement and Effective Innovation Performance

Through a detailed review of all factors belonging to the scope of motives that are opportunity-driven, key factors that are most conducive to researchers’ industry engagement have been identified. The relationships between compensation and recognition, access to resources, belief about application of the research, networking opportunities, and industry problem solving with industry engagement were tested. The study design is mixed method with two phases. The first qualitative phase has surfaced potentially significant factors. The second quantitative phase addresses the survey’s validity, reliability, and design and uses a web-enabled survey to collect data from university academicians and researchers in institutes using a single stage, cross-sectional approach. Inference statistics and Structure Equation Modeling (SEM) were utilized to evaluate the research model. The study has been done on a sample of university and research institute employees in Bangladesh. This study proposes industry engagement model in order to improve organizational learning capability and innovation performance. According to the results application of research and access to resources are significant drivers of industry engagement. Furthermore, industry engagement was confirmed as factor influencing organizational learning capability and organizational innovation performance. The study is valuable for organizations and government policy-makers given that the importance of industry engagement for organizational outcomes has been confirmed. Correspondingly, significant implications for organizations exist, as they are aware of which parts of their operations and conditions will drive relevant talent to engage in the organizations’ work.

Do Changes In High-Performance Work Systems Pay Off?A Longitudinal Investigation of Dynamic Fit

Using an eight-year longitudinal survey, this study investigates the stability– change paradox in human resource (HR) systems by examining how patterns of change in high-performance work systems (HPWS) relate to innovation and financial performance of organizations. The contingency perspective suggests that such change constitutes beneficial flexibility because changes in aspects of HPWS are required to attain dynamic fit. By contrast, the universalistic perspective and organizational ambidexterity suggest that HPWS provides both efficiency and flexibility, which indicates beneficial stability. An exploratory analysis supports both theoretical perspectives and reveals a positive relationship between two distinct patterns of change in the ability-motivation- opportunity dimensions of HPWS and performance outcomes. Long-run consistency in the ability-enhancing dimension (i.e., training and recruitment systems) with continuous incremental change is positively associated with high performance. Conversely, sho...

Enhancing university –industry collaboration: What are the drivers of academic researchers’ involvement in industry?

Industry engagement of researchers plays an important role in organizational outcomes such as increased number of licenses and patents, innovation, successful R&Ds and consequently increased efficiency and economic performance. The gap between the theory and practice of industry engagement are identified and a scientific model of industry engagement of is developed in this paper. The research model depicts the possible generation of the industry engagement as an outcome. Through a detailed review of all factors belonging to the scope of motives that are opportunity-driven, key factors that are most conducive to researchers’ industry engagement were identified. We have proposed the relationship between compensation and recognition, access to resources, application of the research, networking opportunities, and industry problem solving with industry engagement. This study supports the notion that industry engagement is essential for improving organizational learning capability and innovation performance. Significant implications for organizations exist, as they are aware of which parts of their operations and conditions will drive relevant talent to engage in the organizations’ work. academia drivers

Information technology and open innovation: A strategic alignment perspective

Advances in information technology (IT) have enabled firms to increasingly rely on open innovation. Although researchers and practitioners are interested in this phenomenon, there is a lack of theoretically driven research on how IT impacts organizational open innovation performance. Drawing on the strategic IT alignment perspective and related literature, we proposed a model to explain the performance of organizational open innovation; i.e., the alignment between IT strategies and the openness of open innovation strategies results in different outcomes for open innovation. Through the analysis of data from 225 firms in China, we found that the alignment between IT flexibility and breadth enhances innovation radicalness and innovation volume, whereas the alignment between IT integration and depth positively affects innovation volume only. Innovation volume and radicalness were found to enhance organizational performance in terms of sales growth. Our study contributes to the literature on open innovation and strategic alignment. Its findings also have important managerial implications for practitioners.

Innovation Performance of Organization

Globalization has confirmed that the competitive ability of organizations is conditioned by the successful development of innovations. Innovation management and development of innovative potential of organizations are becoming a scientific problem, since the existing approaches in this area do not have satisfactory results. The paper presents a new approach to enhancing innovation performance of the organization that is built on a systematic examination of possible innovation potential of the organization and purposeful creation of a suitable innovative environment in the organization.

Exploring Relationship among Organizational Learning Practices, Innovativeness and non-financial performance: A descriptive study on NGOs Sector

Business markets are now emerging and organizations are welcoming the new changes to keep their selves at competitive corner. Organizational learning practices & innovative culture are considered cornerstones and playing crucial role to enhance the organizational performance and to gain competitive edge. The growing importance of organizational learning and innovativeness motivated us to conduct this research. The purpose of this study is to explore relationship between organizational learning, innovativeness and non financial performance of NGOs. For data collection questionnaire survey method was adopted. A sample of 120 respondents was received out of 150respondentswithin the period of one month by using random sampling technique. Findings reveled that organizational learning practices (employees' empowerment, behavioral & cognitive changes and leadership that reinforce learning) and innovativeness (Innovative culture) have strong positive and significant relationship with non-financial performance of NGOs. This research bestowhelp to have deeper understandings and guidelines for management to create learning zone & innovative culturewithinthe organization with a view to enhance employees and organizational performance. At the last of this article, limitations of research, implications and suggestions for further research have also been included.

Distinct Effects of Technical Competence and Organizational Learning on Organizational Innovation to Improve the Performance of the Pars Oil and Gas Company

The need for high-tech companies in the modern economy and low capital technologies for each employee, also, due to the contribution of technology companies in economic growth, increase productivity and create new industries, innovative products and processes and create competitive advantage to conduct research on technology increases. Pars Oil and Gas Company, as well as previous studies on the relationship between some of these structures have been analyzed, however, no unified model of all these systems as well as a model that is focused on the broad concept of technology is not, this study aimed to distinguish the effects of technical competence and organizational learning, organizational innovation to improve the performance of the Pars Oil and Gas Company conducted and the population of the study consists of Pars Oil and Gas Company employees that their number is 500. Simple random sampling is used. Samples were obtained from 384 employees of the researcher to the conclusion the technical competence to distinguish impact of organizational learning and organizational innovation and firm performance is improved.

Research on the relationship of institutional innovation, organizational learning and synergistic effect: An empirical study of chineses university spin-offs

Purpose: At present, the Central Government of China pays more attention to the synergistic innovation, and the national strategy policy of “innovation driven development” are made to implementations. Thus, the university plays an important role in the national system, so that how the university gets involved in innovative activities becomes the primary problem of strategy. This paper utilizes Chinese university spin-offs survey data to identify the influence process from and to synergistic effect of organization. Design/methodology/approach: Firstly, we found that following the procedural view, each one of these three elements can be divided into two parts. Then, we established structural equation modeling with the connections between these six subdivisions. Secondly, by taking 270 university Spin-offs in China as samples, we verified the fit of the model through statistical data on the questionnaire survey. Thirdly, we analyzed the relationship and influence path of the innovation, and synergistic effect. Findings: The results of empirical research show that implementation process is positive correlation on both sides of synergistic effect, and, the intermediary role is obvious that external played a regulatory role between synergistic effects. Research limitations/implications: A large-scale questionnaire survey showed that the influence path of “institutions -organization-innovation performance are existed. Therefore, the system analysis framework should be introduced to the emergence and development of University spin-offs, and further explored the synergistic process of change and evolution. Practical implications: University spin-offs are a mode of university - industry cooperation, and it takes participation in market competition also as enterprise. This result of study pointed that. “Institutions” and “organizations” are the two important factors in synergistic innovation, so the synergy mechanism design should be followed by the interaction relationship between these two above. Originality/value: Synergistic is the guidance theory which leads the development trend of university-industrial cooperation in China. In this paper, the institution and organization, as the two primary elements, are introduced to analyze the process of synergistic innovation. Then, the authors discussed the role of the institutional innovation and organizational learning in the process of synergistic innovation, aimed at study on the operational mechanism of the influence factors.

Disentangling the influence of technological process and product innovations

Organizational innovation and its effects, and the influence on them of technological innovations, have been under-researched. In this paper the specific impacts that technological product and process innovations have on organizational innovation performance are disentangled. Analysis of 9369 organizational innovators drawn from CIS data shows the impact of each type of technological innovation on organizational innovation performance. Technological process innovations strengthen the impact of organizational innovation whereas the introduction of technological product innovations diminishes it.

Contextual Factors Affecting the Influence of Perceived Organizational Support on Team Innovative Performance

Organizational behavior researchers and social exchange theorists recognize the important role organizational context plays in team performance, yet few researchers have systematically examined contextual variables. We investigated 127 scientific research teams in universities in China, and found that knowledge integration (KI) mediated the relationship between perceived organizational support and team innovative performance (TIP). We also found that climate for innovation and organizational context moderated the positive relationship between team KI behavior and TIP. Our findings indicate that in the knowledge management process, it is important for scientific research teams within universities to build up an atmosphere of aspiration, openness, tolerance, and acceptance of differences.

R&D cooperation for non-technological innovations

Past research on the impact of R&D cooperation on firm innovation performance has almost solely focused on technological innovations. This paper investigates the impact of R&D cooperation on non-technological innovation performance of firms. In doing so, seven different cooperation partner types are distinguished. Survey data from German firms are used for the econometric analysis. It is shown that R&D cooperation increases the probability of a firm to introduce non-technological innovations. R&D cooperation with suppliers, consultants, other firms within the same firm group and universities has a significant positive impact on organizational and marketing innovation performance. Cooperation with governmental research institutes and competitors has no significant effect. R&D cooperation with customers has a significant impact on a firm's organizational innovation performance, but not on marketing innovation performance.

Relationship between Strategic Human Resource Management Practices and Organizational Innovation with Respect to the Role of Organizational Learning

Innovation is a critical enabler for firms to create value and sustain competitive advantage in the increasingly complex and rapidly changing environment. Firms with greater innovativeness will be more successful in responding to changing environments and in developing new capabilities that allow them to achieve better performance. Innovation initiatives tend to depend heavily on employees' knowledge, expertise, and commitment as key inputs in the value creation process. Knowledge and competencies of human resource are as valuable assets for firms . Human resource practices are the primary means by which firms can influence and shape the skills, attitudes, and behavior of individuals to do their work and achieve organizational goals . This study empirically examines the impact of strategic human resource practices and organizational learning on organizational innovation in Iran Petrochemical industry. This study used questionnaire for collecting data and uses Structural Equations Model (SEM) which consists of Confirm Factor Analysis and Path Analysis based on Partial Least Square (PLS). The results indicate that strategic human resource practices are positively related to innovation performance and organizational learning positively helps to organizational innovation performance.

Impact of Perceived Organizational Politics on Supervisory-Rated Innovative Performance and Job Stress: Evidence from Pakistan

Perceived organizational politics, as an organizational stressor, is considered as detrimental for the effective functioning of organizational members. However, previous studies have shown some mixed evidence for the effect of perceived politics on a variety of job outcomes. The current investigation examines the impact of organizational politics on job stress and innovative job performance. To test our hypotheses, we collected data from a diverse sample of employees and their supervisors (237 paired-responses) in Pakistan. Consistent with our hypothesis we found that perceived organizational politics had detrimental effects on supervisory-rated innovative job performance. Employees, who perceived high politics in their work environment, demonstrated low levels of innovative behaviors. In contrast to the findings of previous studies conducted in North America, we found that perceived politics had no effect on job stress in Pakistani environment. Based on our findings, we discuss implications for managerial practice and directions for future research.  Moreover, previous studies have largely ignored the effects of organizational politics perceptions on creativity or innovation related job outcomes. Despite the relevance of innovative behaviors and creativity to organizational politics (a hindrance-related stressor), no study, up to our knowledge best, has examined the influence of politics perceptions on innovative performance. In addition, majority of the previous studies are based on North American samples, therefore making it difficult for both researchers and practitioners to draw inferences for non- American work settings. Based on the above discussion, we believe that it is very critical to explore the influence of politics perceptions on innovative job performance and job stress. Therefore, the objectives of the current study are threefold. First, we attempt to investigate the impact of perceived politics on supervisory-rated innovative performance. Second, we will examine the effects of politics perceptions on employees' job stress. Third, we will conduct this study in Pakistan thereby extending the perceived politics theory predominantly developed and tested in North America. This study will provide evidence for external validity to the theories of perceived organizational politics and innovative job performance.

Organizational Scope and Innovation Performance: Evidence from the US Semiconductor Industry

While the knowledge-based view highlights the advantages of vertical integration for internal knowledge sharing, less is known about whether such advantages also extend to the leveraging of external knowledge spillovers for innovation performance. We study how a firm’s vertical scope affects its ability to leverage external knowledge spillovers associated with geographic clusters for innovation performance. Building on knowledge-based arguments we suggest that whether vertically specialized firms or vertically integrated firms benefit more from external knowledge spillovers in geographic clusters may depend on the cluster’s characteristics. Using a sample of 247 firms in the semiconductor industry between 1989 and 2002, we find that vertically specialized design firms are better than vertically integrated firms (design and fabrication) at leveraging external knowledge spillovers in clusters for innovation performance. We find that while vertically integrated firms benefit from the presence of other vertic...

Examining the effect of organizational learning on organizational innovation and financial performance of listed companies in Tehran stock exchange

This study intends to examine how organizational learning affects company's financial performance regarding mediation role of organizational innovation. This applied research has a correlational-descriptive aim. The statistical population consists of listed companies on the Stock Exchange. Using simple random sampling, the researcher started the examination on 110 branches for which a questionnaire was used. To examine reliability of the questionnaire, Cronbach's alpha was used, where confirmatory factor analysis was used to examine the validity of questionnaire. Proper validity and reliability was reported in the questionnaire used in this study. Eventually, covariance matrix analysis was used to examine research hypotheses. The results indicated that organizational learning affects enhancing company's financial performance.

Research on the Influencing Factors and Mechanism to Innovation Performance of Team Psychological Empowerment

Team psychological empowerment refers to the collective cognition which team members emerge from the state that how their teams have been empowered. More empowered teams tend to perform better than the less empowered teams, especially on the innovation behavior and creative outcome. This paper presents the connotation and measurement methods of team psychological empowerment, and then summarizes and discusses the influencing factors and mechanism to innovation performance of organizations. Finally, a brief outlook for the future research has been conducted.