Browsing Working Papers (SMG) by Title
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Foss, Nicolai J.; Klein, Peter G.; Bylund, Per L. (Frederiksberg, 2011)[More information][Less information]
Abstract: The study of entrepreneurship and the study of economic organizing lack contact. In fact, the modern theory of the firm virtually ignores entrepreneurship, while the literature on entrepreneurship often sees little value in the economic theory of the firm. In contrast, we argue in this chapter that entrepreneurship theory and the theory of the firm can be usefully integrated, and that doing so would improve both bodies of theory. Adding the entrepreneur to the theory of the firm provides a dynamic view that the overly static analysis of firm organizing cannot support. Moreover, adding the firm to the study of the entrepreneur provides important clues to how we can understand entrepreneurship. URI: http://hdl.handle.net/10398/8250 Files in this item: 1
SMG WP 6_2011.pdf (160.0Kb) -
Foss, Nicolai Juul; Klein, Peter G. (, 2011)[More information][Less information]
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Foss, Nicolai J. (Frederiksberg, 2011)[More information][Less information]
Abstract: This chapter discusses entrepreneurship in the context of the RBV. What does the RBV have to say that the study of entrepreneurship may usefully draw on? And, conversely, how can entrepreneurship research further the RBV? I begin by sketching the RBV. I then discuss the relation between the RBV and entrepreneurship research, before I characterize a new research stream that has emerged over the last decade or so in the intersection of the RBV and entrepreneurship research, namely “strategic entrepreneurship.” URI: http://hdl.handle.net/10398/8251 Files in this item: 1
SMG WP 8_2011.pdf (234.9Kb) -
Towards a new SynthesisFoss, Nicolai J.; Klein, Peter G.; Kor, Yasemin Y.; Mahoney, Joseph T. (København, 2006)[More information][Less information]
Abstract: This paper maintains that the consistent application of subjectivism helps to reconcile contemporary entrepreneurship theory with strategic management research in general, and the resource−based view in particular. The paper synthesizes theoretical insights from Austrian economics and Penrose’s (1959) resources approach, arguing that entrepreneurship is inherently subjective and firm specific. This new synthesis describes how entrepreneurship is manifested in teams, and is driven by both heterogeneity of managerial mental models and shared team experiences. URI: http://hdl.handle.net/10398/7463 Files in this item: 1
cbs forskningsindberetning smg 67.pdf (455.7Kb) -
Foss, Nicolai Juul; Foss, Kirsten (København, 2006)[More information][Less information]
Abstract: This paper responds to Kim and Mahoney’s "How Property Rights Economics Furthers the Resource-Based View: Resources, Transaction Costs and Entrepreneurial Discovery" (a comment on Foss and Foss, 2005). While we agree with many of their arguments, we argue that they fail to recognize how exactly transaction costs and property rights shape the process of entrepreneurial discovery. We provide a sketch of the mechanisms that link entrepreneurship, property rights, and transaction costs in a resource-based setting, contributing further to the attempt to take the RBV in a more dynamic direction. URI: http://hdl.handle.net/10398/7476 Files in this item: 1
cbs forskningsindberetning smg 47.pdf (357.2Kb) -
The Role of Host Country Governance ManagementGloberman, Steven; Nielsen, Bo B. (København, 2006)[More information][Less information]
Abstract: A substantial literature has evolved focusing on the ownership structure of international strategic alliances (ISAs). Most of the relevant studies are theoretical in nature and concentrate on the conceptual factors that influence the choice between equity and non-equity structures. A smaller number of studies provide some empirical evidence on the importance of some of the conceptual factors. The theoretical literature highlights the potential influence of relational capital and transaction costs as determinants of ISA structure; however, there is little empirical evidence on the relative importance of these potential determinants. Moreover, there is only limited and indirect evidence bearing upon the impact of host country governance attributes on ISA ownership structure. In this study, we provide statistical evidence on the importance of potential determinants of governance mode choice for a sample of ISAs involving Danish firms. Our study documents how the determinants of governance mode choice vary in importance depending upon the "quality" of the governance infrastructure of the host country. Key words: Relational Capital, Governance, International Strategic Alliance URI: http://hdl.handle.net/10398/7422 Files in this item: 1
smg wp 2006-019.pdf (381.8Kb) -
Moberg, Kåre (Frederiksberg, 2011)[More information][Less information]
Abstract: Interest in entrepreneurship education is growing over the world, especially in innovation based economies, such as Denmark (GEM, 2010). However, we know rather little about the outcomes of entrepreneurship education, in particular with respect to which type of course content produces the best results (i.e. most high performing entrepreneurs) and how this affects different types of students. There is a great variety of different views in the field of research concerning the content and structure of entrepreneurship courses, but no comprehensive study has yet been done in which these competing views are clearly articulated as rivals and tested against each other. There is also a lack of programme evaluations that use control groups and have a longitudinal design (Gorman, Hanlon & King, 1997; Karlsson & Moberg, 2011; Matlay, 2008). Those that have this setup often experience methodological problems due to their conceptual framework (Krueger, 2009), or they have a view of entrepreneurship that does not take into account the advancements within research that have been made during the last decade (Sarasvathy, 2008). Thus, we clearly need to dig deeper into this field in order to create methods and models that allow us to evaluate the outcomes of different types of entrepreneurship courses. In the beginning of 2011, the Danish Foundation for Entrepreneurship – Young Enterprise initiated a research project with the aim to further our understanding of the type of impact entrepreneurship education and different educational designs have on different types of students. Two longitudinal surveys, one with a focus on elementary- and secondary-level education and one with focus on tertiary-level education, will be performed and databases with students from all levels of the Danish educational system will be created. The surveys will use entrepreneurial self-efficacy (Mauer, Neergaard & Kirketerp, 2009) as a performance indicator, but in order to generate robust results the development of new measurement tools is needed. In this paper the initial phases of this project and the research design of these two surveys will be presented. The development of a new ESE scale and the results from the pilot surveys will also be presented. URI: http://hdl.handle.net/10398/8381 Files in this item: 1
Kaare Moberg_SMG WP 14_2011.pdf (718.6Kb) -
Extending the diamond network modelGeisler Asmussen, Christian; Pedersen, Torben; Dhanaraj, Charles (København, 2006)[More information][Less information]
Abstract: We extend the ‘centers of excellence’ concept in the multinational corporation (MNC) literature to address the diversity and the multidimensionality of subsidiary competence and link such diversity to the host country environment. Using Rugman and Verbeke’s (1993) diamond network model of competitive advantage of nations, we hypothesize the contingencies under which heterogeneity in host environments influences subsidiary competence configuration. We test our model with data from more than 2,000 subsidiaries in seven Western European countries. Our results provide new insights on the evolution of subsidiary competence and how MNCs can overcome ‘unbalanced’ national diamonds by acquiring complementary capabilities across borders. Keywords: MNC environment, subsidiary competence configuration, industrial clusters, differentiated networks, subsidiary embeddedness. URI: http://hdl.handle.net/10398/7471 Files in this item: 1
cbs forskningsindberetning smg 105.pdf (815.6Kb) -
A Critique of Behaviorist and Empiricist ApproachesFelin, Teppo (Frederiksberg, 2009)[More information][Less information]
Abstract: We discuss the behaviorist and empiricist foundations of the organizational routines and capabilities literature, specifically the extant emphasis placed on experience, repetition and observation as the key inputs and mechanisms of behavior, learning and change in organizations. Based on this discussion we highlight several concerns associated with specifying experience and repetition as antecedents of routines and capabilities, namely, (1) the problem of origins and causation, (2) the problem of extremes, (3) the problem of intentionality, (4) the problem of new knowledge, and (5) the problem of the environment. We highlight the “poverty of stimulus” argument and more generally discuss how internalist or rationalist, choice-based approach might provide a more fruitful (though preliminary) foundation for extant research on organizational routines and capabilities. URI: http://hdl.handle.net/10398/7954 Files in this item: 1
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Minbaeva, Dana B.; Mäkelä, Kristiina; Rabbiosi, Larissa (Frederiksberg, 2010)[More information][Less information]
Abstract: The knowledge-based view has recently been criticized for overlooking individual-level action and interaction in favor of an over-emphasis on the firm-level capabilities. This paper seeks to respond to that criticism by providing some individual-level explanations for a collective-level phenomenon – intraorganizational knowledge transfer. We suggest that variations in individual ability, motivation and the use of interaction opportunities provided by the organization explain part of the variation found in individuallevel knowledge acquisition and use, and that this has an influence on organizational level knowledge transfer within a firm. More specifically, we find that ability and intrinsic motivation are important drivers of individual level knowledge acquisition and use, while extrinsic motivation has no impact. Furthermore, the extent to which an individual uses interaction opportunities provided by the organization influences knowledge transfer both directly and through a moderator effect with ability and person-to-person interaction. URI: http://hdl.handle.net/10398/8001 Files in this item: 1
SMGWP2010_1.pdf (278.4Kb) -
The Role of Internal AntecedentsHarder, Mie (Frederiksberg, 2011)[More information][Less information]
Abstract: Management innovation is the introduction of new management practices, processes, techniques or organizational structures that significantly alter the way the work of management is performed. This paper examines a particular characteristic of management innovation: i.e. pervasiveness. Based on the behavioral theory of the firm, the determinants of firms’ adoption of pervasive management innovations are explored. I find that performance shortfalls have a direct positive effect on the pervasiveness of adopted innovations. Likewise, I find a direct effect of education level, richness of internal communication and CEO novelty on pervasiveness. URI: http://hdl.handle.net/10398/8246 Files in this item: 1
SMG_WP_4_2011.pdf (357.1Kb) -
Foss, Nicolai J.; Mahoney, Joseph T. (Frederiksberg, 2010)[More information][Less information]
Abstract: Knowledge governance is characterized as a distinctive research subject, the understanding of which cuts across diverse fields in management. In particular, it represents an intersection of knowledge management, strategic management, and theories of the firm. Knowledge governance considers how deployment of governance mechanisms influences knowledge processes: sharing, retaining, and creating knowledge. We survey the papers in this volume of the special issue, and discuss the remaining research challenges. URI: http://hdl.handle.net/10398/8030 Files in this item: 1
CBS_Forskningsindberetning_SMG_250.pdf (138.6Kb) -
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Abstract: Abstract This paper argues that knowledge sharing can be conceptualized as different situations of exchange in which individuals relate to each other in different ways, involving different rules, norms and traditions of reciprocity regulating the exchange. The main challenge for facilitating knowledge sharing is to ensure that the exchange is seen as equitable for the parties involved, and by viewing the problems of knowledge sharing as motivational problems situated in different organizational settings, the paper explores how knowledge exchange can be conceptualized as going on in four distinct situations of exchange denominated organizational exchange yielding extrinsic rewards, organizational exchange yielding intrinsic rewards, financial exchange, and social exchange. The paper argues that each situation of exchange has distinct assumptions about individual behaviour and the intermediaries regulating the exchange, and facilitating knowledge sharing should therefore be viewed as a continuum of practices under the influence of opportunistic behaviour, obedience or organizational citizenship behaviour. Keywords: Knowledge sharing, motivation, organizational settings, situations of exchange. URI: http://hdl.handle.net/10398/7486 Files in this item: 1
cbs forskningsindberetning smg 24.pdf (541.0Kb) -
Minbaeva, Dana B.; Pedersen, Torben (Frederiksberg, 2010)[More information][Less information]
Abstract: The emerging Knowledge Governance Approach asserts the need to build microfoundations grounded in individual action. Toward this goal, using the Theory of Planned Behavior, we aim to explain individual knowledge sharing behavior as being determined by the intention to share knowledge and its antecedents: attitude toward knowledge sharing, subjective norms, and perceived behavioral control. In addition, we consider managerial interventions (governance mechanisms) that managers can employ to influence the identified antecedents and thereby govern individual knowledge sharing behavior. We test the model arrived at on a dataset collected among individuals engaged in knowledge sharing in two competing firms. Results of the LISREL analysis show that the use of rewards affects attitudes toward knowledge sharing negatively, while the use of reciprocal schemes and communication mechanisms have a positive effect on subjective norms and perceived behavioral control, respectively. URI: http://hdl.handle.net/10398/8017 Files in this item: 1
CBS_Forskningsindberetning_SMG_245.pdf (357.8Kb) -
The Strategic Human Resource Management DimensionFoss, Nicolai J.; Minbaeva, Dana B. (, 2009)[More information][Less information]
Abstract: SHRM increasingly emphasizes HRM practices as means to build strategic knowledge resources such as superior capabilities. While the knowledge-based view increasingly pays attention to micro-foundations, the SHRM field neglects these and emphasizes collective constructs such as “human capital pools,” “HRM architectures”, etc. As a result, causal links between HRM practices, knowledge and organizational performance are black-boxed. We propose a program for research and identify some of the key issues that future research must deal with. URI: http://hdl.handle.net/10398/7756 Files in this item: 1
SMG WP 2009-03.pdf (348.1Kb) -
How Organizational Design Can Make Delegation CredibleFoss, Kirsten; Foss, Nicolai J. (København, 2005)[More information][Less information]
Abstract: Credible delegation of discretion obtains when it is a rational strategy for managers not to overrule employee decisions that are based on delegated decision rights or renege on the level of delegated discretion (and this is common knowledge). Making delegation of discretion credible becomes a crucial issue when organizations want to sustain the advantages that may flow from delegation: Such advantages are dependent on motivated employees, and managerial overruling or reneging is harmful to motivation. However, little work has been done on how organizations can make delegation credible. We argue that key elements of organizations (i.e., organizational structure, coordination mechanisms, reward structures, and interdependencies between activities) and how these fit influence the credibility of delegation. Fit configurations of organizational elements reduce the probability of managerial intervention that may harm employee motivation. This introduces a neglected incentive dimension to the organizational design literature. Moreover, it is argued that harmful intervention may be reduced by increasing managers’ costs of intervening. Refutable propositions are derived. URI: http://hdl.handle.net/10398/7427 Files in this item: 1
cbs forskningsindberetning smg 25.pdf (688.5Kb) -
Foss, Nicolai J.; Klein, Peter G. (Frederiksberg, 2013)[More information][Less information]
Abstract: We briefly survey Hayek’s work and argue for its increasing relevance for organizational scholars. Hayek’s work inspired aspects of the transaction cost approach to the firm as well as knowledge management and knowledge-based view of the firm. But Hayek is usually seen within organizational scholarship as a narrow, technical economist. We hope to change that perception here by pointing to his work on rules, evolution, entrepreneurship and other aspects of his wide-ranging oeuvre with substantive implications for organizational theory. URI: http://hdl.handle.net/10398/8655 Files in this item: 1
Foss_Klein_SMGWP2013_3.pdf (737.3Kb) -
Foss, Kirsten; Foss, Nicolai J. (København, 2008)[More information][Less information]
Abstract: In his seminal 1945 essay Hayek argued that the dispersed nature of much commercially relevant knowledge places strong constraints on the feasibility of centralized allocation and coordination mechanisms, but that there remains a problem of making efficient use of such knowledge (the first Hayekian knowledge problem). He realized that firms, because they make use of authority, are also challenged by dispersed knowledge, and his emphasis on delegation as a response to dispersed knowledge may lead to the prediction that (large) firms shouldn’t exist. Yet (large) firms obviously do exist (the second Hayekian knowledge problem). Recently, many management and organizational scholars have echoed Hayek’s argument that centralized coordination mechanisms, such as authority, may fail in the presence of dispersed knowledge. We examine these modern arguments and argue that they rest on shaky foundations: dispersed knowledge is a less strong constraint on authority than is often thought. We examine the wider implications of this for knowledge-based arguments in management and organizational theory, and call for more research into the micro-foundations of such arguments. URI: http://hdl.handle.net/10398/7462 Files in this item: 1
smg wp 2008-14.pdf (393.3Kb) -
Implications of Strategic Management TheoryAgarwal, Rajshree; Barney, Jay B.; Foss, Nicolai J.; Klein, Peter G. (, 2009)[More information][Less information]
Abstract: Macroeconomic theory assumes that factors of production in the economy are homogeneous and fungible. As a result, it may be ill-suited for developing policy responses to the recent financial crisis. Theories of strategic management and organization, with their emphasis on heterogeneously distributed resources and capabilities, may be better positioned. Examples of where macroeconomic theory may lead policies astray, and where theories of strategic management may be more appropriate, are provided. URI: http://hdl.handle.net/10398/7906 Files in this item: 1
SMG WP 2009-06.pdf (470.7Kb) -
Harder, Mie (København, 2008)[More information][Less information]
Abstract: How to motivate knowledge sharing is of crucial importance to many companies. This paper analyzes individual knowledge sharing behavior in a self-determination theory (SDT) perspective. The primary aim is to explore what type of motivation predicts knowledge sharing behavior and how this type of motivation is affected by reward structures and management styles in organizations. The paper builds on survey and interview data from a pilot case study and provides statistical evidence of a strong positive relationship between autonomous motivation and knowledge sharing behavior. Furthermore, tangible rewards are found to correlate negatively with autonomous motivation for knowledge sharing. The more employees perceive knowledge sharing to lead to tangible rewards, the less they are autonomously motivated to share. On the other hand, a management style supportive of employees’ needs for autonomy is found to promote autonomous motivation for knowledge sharing. URI: http://hdl.handle.net/10398/7483 Files in this item: 1
smg wp 2008-06.pdf (533.4Kb)