How do knowledge governance mechanisms impact on repatriate knowledge transfer intention? The moderating role of perceived career and repatriation support and person-organization fit

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Xiaoqian Ye ◽  
Zequn Wang ◽  
Yi Zhang ◽  
Huifeng Li
Keyword(s):  
Knowledge Transfer ◽  
Multinational Corporations ◽  
Hierarchical Regression ◽  
Governance Mechanism ◽  
Governance Mechanisms ◽  
Content Type ◽  
Moderation Effect ◽  
Knowledge Governance ◽  
Person Organization Fit ◽  
The Relationship

PurposeThis paper aims to explore the moderation effect of person-organization fit and perceived career and repatriation support on the relationship between knowledge governance and knowledge transfer intention of repatriates at multinational corporations.Design/methodology/approachSurvey data were collected from 243 repatriates who had been contacted beforehand from MNCs in China. Hierarchical regression, AMOS, and PROCESS tools were used to examine the data.FindingsThe results revealed that the repatriate knowledge governance mechanism was positively related to repatriate knowledge transfer intentions. What's more, person-organization fit and perceived career and repatriation support significantly moderate the effect of knowledge governance mechanisms on repatriate knowledge transfer intention.Originality/valueThis is the initial empirical research on the influence of person-organization fit and perceived career and repatriation support on the relationship between knowledge governance and repatriate knowledge transfer; it may help readers understand the complex process and relationships associated with repatriate knowledge transfer, and the results may be useful for repatriate knowledge governance in multinational corporations.

Micro design in inter-organizational hybrid governance: a study on product adaptation, reverse knowledge transfer and integration mechanism

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Novi Lailatul Khoirunnisa ◽  
Rangga Almahendra
Keyword(s):  
Knowledge Transfer ◽  
Open Innovation ◽  
Local Conditions ◽  
Content Type ◽  
Moderation Effect ◽  
Hybrid Governance ◽  
Integration Mechanism ◽  
Reverse Knowledge Transfer ◽  
Governing Institutions ◽  
The Relationship

Purpose This study aims to explore the extent to which inter-organizational hybrid governance manages the micro design for optimum reverse knowledge transfer in the open innovation context. The authors use two essential facets of micro design in hybrid governance: product adaptation and integration mechanism. Design/methodology/approach Data for this study were collected from franchisees through structured questionnaires in Indonesia. Findings Results indicated that product adaptation has a positive relationship with reverse knowledge transfer. This study also found that the formalization strengthens the relationship between product adaptation and reverse knowledge transfer. However, the socialization does not have a moderation effect. Research limitations/implications This research estimates the knowledge transfer from the agent’s side only. Therefore, further research is expected to estimate the reverse knowledge transfer in dyads (from agent and principal) to get a detailed understanding of reverse knowledge transfer. Practical implications This study offers guidelines to managers, especially in inter-organizational hybrid governance. The authors suggest reverse knowledge transfer as a form to manage the dispersed knowledge from their agents. Governing institutions should change their view that agents have diverse knowledgebase from experience adapting to local conditions and can improve their open innovation through reverse knowledge transfer. From the results, it is found that giving agents the flexibility to adapt products can boost reverse knowledge transfer to support open innovation. Originality/value This study provides an understanding of the utilization of external knowledge sourcing in the context of open innovation from agent to principal in hybrid governance through reverse knowledge transfer, which has thus far been empirically under-researched.

Governing knowledge sharing behaviour in post-Soviet Kazakhstan

2017 ◽  
Vol 29 (3) ◽  
pp. 150-164 ◽  
Author(s):  
Sanat Kozhakhmet ◽  
Mohammad Nazri
Keyword(s):  
Knowledge Sharing ◽  
Affective Commitment ◽  
Mediating Effects ◽  
Governance Mechanisms ◽  
Content Type ◽  
Mediating Role ◽  
Wide Range ◽  
Knowledge Governance ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this study is to expand the understanding of knowledge governance approaches by examining governance mechanisms that can be used to enhance affective commitment. Then, this paper aims to investigate the mediating effects of affective commitment on the relationship between knowledge governance mechanisms (KGMs) and knowledge sharing. Design/methodology/approach Self-administered questionnaires were used to gather data from 391 employees working in a wide range of organizations operating in Kazakhstan. Regression analysis and structure equation models (SPSS and AMOS) were used to assess the research model. Findings The empirical results indicated that formal and informal KGMs have a significant impact on knowledge sharing. Moreover, the results revealed that affective commitment mediates the relationship between KGMs and knowledge sharing. Practical implications The proposed KGM is a response to practical necessity to promote the affective commitment by combinations of organizational antecedents. Originality/value It is the first attempt in post-Soviet Kazakhstan to systematically analyze the effect of knowledge governance on affective commitment. In addition, this paper offers a conceptual framework where affective commitment plays the mediating role in successful knowledge sharing.

Managing technology transfer between coopetitive firms: the roles of coopetition, asset specificity and justice

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ruijia Liu ◽  
Jianjun Yang ◽  
Feng Zhang
Keyword(s):  
Technology Transfer ◽  
Positive Impact ◽  
Exchange Process ◽  
Governance Mechanism ◽  
Governance Mechanisms ◽  
Informal Governance ◽  
Positive Role ◽  
Content Type ◽  
The Relationship

Purpose Prior studies have demonstrated the important role of coopetition in firms’ innovation. Based on the paradox perspective, this study aims to focus on technology transfer, the pre-innovation stage, to provide a supplementary understanding of the complementarity and contradictoriness of paradoxical coopetition, with the formal and informal governance mechanisms which are suitable with this understanding in coopetition. Design/methodology/approach This study conducted an original, multisource survey of 280 Chinese manufacturing firms. Hypotheses were tested through multiple regressions. Findings Coopetition has a positive impact on technology transfer between firms. Along with the increasing specificity of assets invested ex ante as a kind of formal governance mechanism, the relationship between coopetition and technology transfer becomes stronger. Meanwhile, inter-firm justice as an informal governance mechanism in the technology transfer process can be positively affected by coopetition between partners. Originality/value The study adds to the business-to-business coopetition literature on how to properly treat and use coopetition in technology transfer. Using the paradox perspective in the Chinese context, the findings emphasize the positive role of coopetition in the inter-firm technological exchange process, enriching the understanding of the complementary and contradictory features of paradoxical coopetition. To govern coopetitive relationships, the firms should also implement two fundamental governance mechanisms, that is, specialty asset and inter-firm justice.

The effect of contract completeness on knowledge leakages in collaborative construction projects: a moderated mediation study

2020 ◽  
Vol 24 (9) ◽  
pp. 2057-2078
Author(s):  
Sayed Muhammad Fawad Sharif ◽  
Yang Naiding ◽  
Yan Xu ◽  
Atiq ur Rehman
Keyword(s):  
Knowledge Management ◽  
Knowledge Transfer ◽  
Construction Projects ◽  
Mediation Effects ◽  
Content Type ◽  
Moderation Effect ◽  
Knowledge Leakage ◽  
Negative Effect ◽  
Relationship Of ◽  
The Relationship

Purpose Organizational networking has been acclaimed as a useful tool for knowledge transfer. However, the demerit associated with knowledge transfer is the leakage of commercially valuable information/knowledge. The purpose of this paper is to empirically establish a useful framework for helping collaborative projects reduce potential knowledge leakages. Design/methodology/approach The study applies a hybrid methodology to collect data. Postulates are tested through SPSS 23 and Process Macro 3.0 model 7. Findings The study finds that knowledge leakage is negatively influenced by contract completeness. Contract completeness has a positive effect on trust and a negative effect on distrust. Partner’s learning intent moderates the relationship of contract completeness with trust and distrust. Trust and distrust negatively mediate the relationship between contract completeness and knowledge leakage. Research limitations/implications The study contributes to the theories of information processing and knowledge management by empirically stating how contract completeness, an organizational structure, supports knowledge management under the influence of partner’s opportunism. The study sees positivism in distrust and explains how practitioners maintain an observatory eye on partner’s opportunism by virtue of distrust ultimately adding value to the distrust literature. Originality/value The conceptual framework is novel because this is the first attempt to investigate the moderation effect of partner’s opportunism on the relationship of contract completeness and relational factors; and the mediation effects of trust and distrust between contract completeness and knowledge leakage.

Organizational unlearning and knowledge transfer in cross-border M&As: the mediating role of knowledge integration from a routine-based view

2020 ◽  
Vol 24 (4) ◽  
pp. 841-860 ◽  
Author(s):  
Yujuan Xi ◽  
Xiangyang Wang ◽  
Yunxia Zhu
Keyword(s):  
Knowledge Transfer ◽  
Multinational Corporations ◽  
Knowledge Integration ◽  
Bootstrap Method ◽  
Content Type ◽  
Mediating Role ◽  
Cross Border ◽  
Managerial Knowledge ◽  
The Relationship

Purpose This paper aims to explore the relationships between organizational unlearning and knowledge transfer in cross-border mergers and acquisitions (M&As) from a routine-based view. The study also stresses the mediating role that knowledge integration capability plays in this relationship. Design/methodology/approach In all, 178 samples were collected from Chinese multinational corporations that experienced cross-border M&As. In addition, the bootstrap method was used to test the mediating role of knowledge integration capability. Findings The empirical results indicate that knowledge integration capability is the crucial link between organizational unlearning and knowledge transfer. Specifically, this capability goes beyond the direct effect of organizational unlearning on knowledge transfer and points to the importance of enhancing knowledge integration capability. In turn, knowledge integration capability has a significant influence on knowledge transfer. The study finds that knowledge integration capability mediates the relationship between organizational unlearning and knowledge transfer. Originality/value This study adopts a routine-based view to develop a theoretical model for examining the relationship between organizational unlearning, knowledge integration capability and knowledge transfer in the context of cross-border M&As. This model provides new insights for a routine-based understanding of the important mediating role of knowledge integration capability for knowledge transfer and the effects of this role on the specific knowledge transfer, i.e. technological, marketing and managerial knowledge.

Which governance mechanism influences the relationship between motivation and performance? An investigation on university and industry collaboration in Malaysia

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Md Daud Ismail ◽  
Imran Ho Abdullah ◽  
Mohamat Sabri Hassan
Keyword(s):  
Factor Analysis ◽  
Academic Motivation ◽  
Performance Outcomes ◽  
Knowledge Generation ◽  
Governance Mechanism ◽  
Governance Mechanisms ◽  
Cross Sectional Survey ◽  
Content Type ◽  
Industry Collaboration ◽  
The Relationship

PurposeThis study examined academic motives to enter university-industry collaboration (UIC) and how they affect collaboration performance. Given that UIC performance is context-dependent, we also explored the moderating role of relationship governance.Design/methodology/approachThe study population was academics working at a public research university while collaborating with industry. Data were collected through a cross-sectional survey. The measurement items were adapted from previous studies. Exploratory factor analysis and confirmatory factor analysis were conducted using IBM SPSS statistics 26 (SPSS 26). This study utilized a hierarchical moderated regression analysis to examine the research model.FindingsThe results indicated that government and institutional policies and knowledge generation and dissemination are critical indicators of necessity that motivate academics to enter UIC and positively influence performance outcomes. Different governance mechanisms also play varying roles in the relationship between motivation and UIC performance.Practical implicationsInstitutional programs designed to encourage academics to collaborate with industry should consider the types of academic motivation and carefully manage collaboration efficiency using various kinds of relationship governance.Originality/valueThis study contributes to existing knowledge by determining how different relationship governance mechanisms moderate the relationship between academic motivation and collaboration performance.

Proactive personality and career success

2016 ◽  
Vol 31 (2) ◽  
pp. 467-482 ◽  
Author(s):  
Fu Yang ◽  
Rebecca Chau
Keyword(s):  
Career Success ◽  
Power Distance ◽  
Mainland China ◽  
Proactive Personality ◽  
Hierarchical Regression ◽  
Content Type ◽  
Power Distance Orientation ◽  
Indirect Relationship ◽  
Person Organization Fit ◽  
The Relationship

Purpose – The purpose of this paper is to examine the relation of subordinate proactive personality with subjective evaluations of career success by direct supervisors, as well as conceptualize the quality of leader-member exchange (LMX) as a mediator and power distance orientation as a moderator for understanding this relation. Design/methodology/approach – Data were collected using a two-wave survey research design. Participants were drawn from 360 supervisor-subordinate dyads from mainland China. Hierarchical regression analyses, Edwards and Lambert’s (2007) moderated path analysis approach, and Preacher et al.’s (2010) Monte Carlo simulation procedure were used to test the hypothesized relationships. Findings – LMX mediated the positive relationship between proactive personality and career success. Both the relationship between LMX and career success and the indirect relationship between proactive personality and career success were stronger when power distance orientation was lower. Research limitations/implications – This study contributes to the authors’ understanding of how and when proactive personality facilitates employee career success in the era of the boundaryless career. However, all data were collected within a single organization, which limits the observed variability and decreases external validity. Practical implications – Training employees to facilitate initiative in the workplace may build and maintain better and stronger relationships with their supervisors. To enhance person-organization fit, organizations should recruit and hire employees with lower levels of power distance orientation. Originality/value – This study provides solid evidence that the extent to which LMX mediates the relationship between proactive personality and career success depends on power distance orientation. It represents a promising new direction for the proactive personality and career success literatures.

Knowledge transfer, governance mechanisms in alliance and environmental uncertainty

2014 ◽  
Vol 8 (3) ◽  
pp. 438-472 ◽  
Author(s):  
Yong Long ◽  
Peng Li ◽  
Bo You
Keyword(s):  
Knowledge Transfer ◽  
Environmental Uncertainty ◽  
Dark Side ◽  
High Tech ◽  
Governance Mechanisms ◽  
Content Type ◽  
Transfer Characteristics ◽  
Alliance Governance ◽  
The Relationship

Purpose – The purpose of this paper is to identify the relationship between knowledge transfer characteristics in alliance and alliance governance mechanisms, the influence of alliance governance mechanisms on knowledge transfer consequences and investigate the role of environmental uncertainty in knowledge transfer of alliance. Design/methodology/approach – Survey data were collected mainly in high-tech industries of China, the firms in which often establish alliance for the purpose of learning and knowledge transfer often takes place in that alliance. Finally, 293 usable samples were included in subsequent analysis. Multiple regression analysis was used to examine the hypotheses. Findings – The extent of relational (/formal) governance mechanism used in alliance has a stronger positive relationship with the extent of tacit (/explicit) knowledge transfer in alliance than with the extent of explicit (/tacit) knowledge transfer in alliance between them; environmental uncertainty impairs relational governance mechanisms and enhances formal governance mechanisms used in alliance; both relational and formal governance mechanisms could facilitate knowledge transfer in alliance; environmental uncertainty hinders knowledge transfer and negatively moderates the relationship between alliance governance mechanisms and knowledge transfer. Originality/value – This paper finds the relationship between knowledge transfer in alliance and alliance governance mechanisms, and the role of environmental uncertainty, providing managers with direct implications about how to manage alliance with different knowledge transfer characteristics for the purpose of facilitating knowledge transfer in alliance; provides managers more details about the dark side of the environmental uncertainty in knowledge transfer, also reminds public policy-makers paying enough attention for the improvement of institutional environment to deal with uncertainty.

Racial dissimilarity and diversity climate effect organizational identification

2016 ◽  
Vol 35 (5/6) ◽  
pp. 314-327 ◽  
Author(s):  
Brooklyn Cole ◽  
Raymond J. Jones ◽  
Lisa M. Russell
Keyword(s):  
Organizational Identification ◽  
Turnover Intentions ◽  
Ordinary Least Squares ◽  
Important Variable ◽  
Hierarchical Regression ◽  
Diversity Climate ◽  
Climate Effect ◽  
Content Type ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to empirically examine the relationship between psychological diversity climate (PDC) and organizational identification (OID) when influenced by racial dissimilarity between the subordinate and supervisor. Design/methodology/approach Ordinary least squares hierarchical regression analysis was run for hypotheses testing. Findings Three of the four hypothesized relationships were supported. Support was found for the direct relationship between PDC and OID. The moderator race was significant thus also supported. The moderator of dissimilarity was not supported. Finally the three-way interaction with race and dissimilarity was supported. Practical implications OID is an important variable for overall organizational success. OID influences a wealth of organizationally relevant outcomes including turnover intentions. Considering higher turnover exists for minority employees, understanding how diversity climate perceptions vary by employee race and therefore impact OID differently, helps managers when making decisions about various initiatives. Originality/value This study is the first the authors know of to investigate the impact of dissimilarity on the PDC-OID relationship.

Leader positive humor and organizational cynicism: LMX as a mediator

2014 ◽  
Vol 35 (4) ◽  
pp. 305-315 ◽  
Author(s):  
Panagiotis Gkorezis ◽  
Eugenia Petridou ◽  
Panteleimon Xanthiakos
Keyword(s):  
Mediating Effect ◽  
Hierarchical Regression ◽  
Public Employees ◽  
Cross Sectional ◽  
Content Type ◽  
Organizational Cynicism ◽  
Member Exchange ◽  
Sectional Analysis ◽  
The Impact ◽  
The Relationship

Purpose – Leader-member exchange (LMX) has been proposed as a core mechanism which accounts for the impact of various antecedents on employee outcomes. As such, the purpose of this paper is to examine the mediating effect of LMX regarding the relationship between leader positive humor and employees’ perceptions of organizational cynicism. Design/methodology/approach – Data were collected from 114 public employees. In order to examine the authors’ hypotheses hierarchical regression analysis was conducted. Findings – As hypothesized, results demonstrated that LMX mediates the relationship between leader positive humor and organizational cynicism. Research limitations/implications – Data were drawn from public employees and, therefore, this may constrain the generalizability of the results. Also, the cross-sectional analysis of the data cannot directly assess causality. Originality/value – This is the first empirical study to examine the mediating effect of LMX in the relationship between leader humor and employees’ perceptions of organizational cynicism.

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