Exploring individual-level and group-level levers for inter-organizational knowledge transfer

How to promote knowledge transfer within R&D team? An evolutionary game based on prospect theory

Knowledge transfer is the basis for R&D teams and enterprises to improve innovation performance, win market competition and seek sustainable development. In order to explore the path to promote knowledge transfer within the R&D team, this study considers the bounded rationality and risk preference of individuals, incorporates prospect theory into evolutionary game, constructs a perceived benefits matrix distinct from the traditional benefits matrix, and simulates the evolutionary game process. The results show that, R&D personnel's knowledge transfer decisions depend on the net income difference among strategies; only if perceived cost is less than the sum of perceived synergy benefit, perceived organization reward value, and perceived organization punishment value, can knowledge be fully shared and transferred within the R&D team. Moreover, R&D personnel's knowledge transfer decisions are interfered by the irrational psychological factors, including overconfidence, reflection, loss avoidance, and obsession with small probability events. The findings help R&D teams achieve breakthroughs in improving the efficiency of knowledge transfer, thereby enhancing the capacity of enterprises for collaborative innovation.

The mediating roles of knowledge transfer and supply chain quality management capabilities on organisational performance

Purpose

The paper aims to investigate the relationship between supply chain quality management (SCQM) practices and organisational performance as well as the role of knowledge transfer (KT) and SCQM capabilities in mediating the SCQM practices–organisational performance relationship. Precisely, this study tried to examine how effective are SCQM practices in enhancing SCQM capabilities, KT processes and to illuminate the role both of SCQM capabilities and KT processes in improving a firm’s innovation and operational performance (OP).

Design/methodology/approach

This paper applied a quantitative method in which data were collected from a survey with 152 firms functioning in the most pollutant manufacturing sectors (i.e. food, construction, chemical and pharmaceutical sectors) in Palestine. The data analysis was conducted using the partial least squares structural equation modelling.

Findings

This paper provides empirical insights into how to enhance organisational performance via SCQM capabilities and KT. In addition, this study contributes to the conceptualisation of SCQM, involving quality combination capability, supply chain responsiveness capability, quality knowledge sharing capability and provides the managers the ability to train themselves regarding the SCQM with its implication.

Research limitations/implications

Because of the chosen research approach, the research results may lack generalisability. Therefore, researchers are encouraged to test the proposed propositions further. Practical implications – this paper includes implications for the improvement of SCQM capabilities, the manufacturing organisations should concentrate on establishing modern information technology.

Practical implications

This paper includes implications for the improvement of SCQM capabilities, the manufacturing organisations should concentrate on establishing modern information technology.

Originality/value

This paper proposes a conceptual framework that tests the combined effect of SCQM practices, SCQM capabilities and KT on innovation and OP from a developing country perspective.

Knowledge sharing and absorptive capacity: interdependency and complementarity

Purpose

This study aims to resolve contradictions in the literature regarding the relationship between knowledge sharing (KS) and absorptive capacity (AC). The authors analyze the reasons for which KS has been interpreted as an antecedent and those for which it has been seen as a consequent of AC.

Design/methodology/approach

The study uses a systematic review of the literature to identify the arguments supporting the relationships between the constructs and propose a model. Additionally, the hypotheses were tested using SEM to assess the proposed model.

Findings

The findings reveal the nature of the relationship between KS and AC. Suggesting AC is bi-dimensional, consisting of potential AC and realized AC, while the relationship between these two dimensions depends on KS.

Research limitations/implications

This study provides consistent theoretical grounds for future empirical research. The study findings demonstrate KS provides a real contribution towards AC, validating the previous literature on the impact of KS antecedents on realized AC. Additionally, the authors provide evidence to suggest knowledge donation is an output of the AC process, thus generating a debate on the nature of knowledge donation (requested vs unrequested), which raises interesting research questions to be addressed in the future. As a limitation, empirical data was only collected in the context of software development in two countries.

Practical implications

The results elucidate the central role of knowledge collection within AC. For managers, the importance of the role of knowledge collection to fully benefit from AC and exploit knowledge is highlighted.

Originality/value

The research design is original in that it combines a systematic and integrative literature review to the ground and propose hypotheses with empirically testing of the emerging model. The study clarifies the relationship between KS and AC, providing evidence to show knowledge donation is an output of the AC process. The benefits of this study can be seen at the team and firm-level.

Learning conditions, members’ motivation and satisfaction: a multilevel analysis

Purpose

– The purpose of this paper was to contribute to the clarification of the conditions under which teams can be successful, especially those related to team learning. To attain this goal, in the present study, the mediating role played by team members’ motivation on the relationship between team learning conditions (shared learning beliefs and team learning support) and members’ satisfaction with the team was analysed.

Design/methodology/approach

– An empirical study with a multilevel design was carried out. Data concerning learning conditions, motivation and satisfaction were obtained from a survey among 398 employees working in 71 teams that perform complex tasks from 24 companies. A multilevel analysis was conducted.

Findings

– Overall, the results showed that both team learning conditions – shared learning beliefs and team learning support – had a significant positive effect on members’ satisfaction, which was mediated by members’ motivation.

Originality/value

– The proliferation of groups in the organizational setting has set new challenges for organizational research. In fact, more than ever it is necessary to study the conditions under which teams can be successful. Our findings put forward the relevance of creating conditions in the team to learn to increase team effectiveness, namely, in terms of team members’ satisfaction.