Weitere Kapitel dieses Buchs durch Wischen aufrufen
Employees are considered key sources of value creation in a firm, as they are the means for generating innovative ideas. Employee relationships are associated with compensation packages to minimize the adverse impact of low compensation on employee mobility in the knowledge-intensive organizations. Employees with extremely high performance are less likely to leave the firms that offer higher compensation than competitors. Firms offering relatively high compensation packages are able to retain talent and reduce inter-firm mobility. Hence, organizations actively participate in the development of talent teams to enhance strategic mobility networks around the world. The organizations follow digital sharing of knowledge at multiple and cross-cultural workstations to involve intra-organizational mobility of employees and induce creativity. Mobility (physical) of employees also provides opportunity to share knowledge through digital platforms with the parent organizations. This study is based on empirical analysis of five dimensions: employee knowledge, mobility, rewards, engagement and organizational creativity. The data collection is spread across three multi-national organizations operating in Mexico. This is a conceptual study, which aims at reviewing the previous studies and to develop a research model in reference to employee mobility, organizational creativity and knowledge-sharing process to measure organizational performance.
Bitte loggen Sie sich ein, um Zugang zu diesem Inhalt zu erhalten
Sie möchten Zugang zu diesem Inhalt erhalten? Dann informieren Sie sich jetzt über unsere Produkte:
Apostolou, D., Avecker, A., & Mentzas, G. (2007). Harmonising codification and socialization in knowledge management. Knowledge Management Research and Practice, 5(4), 271–285. CrossRef
Azar, G., & Ciabuschi, F. (2017). Organizational innovation, technological innovation, and export performance: The effects of innovation radicalness and extensiveness. International Business Review, 26(2), 324–336. CrossRef
Baumann, O., & Stieglitz, N. (2014). Rewarding value-creating ideas in organizations: The power of low-powered incentives. Strategic Management Journal, 35(3), 358–375. CrossRef
Campos-Climent, V., & Sanchis-Palacio, J. R. (2017). The influence of knowledge absorptive capacity on shared value creation in social enterprises. Journal of Knowledge Management, 21(5), 1163–1182.
Carbonell, P., & Rodriguez-Escudero, A. I. (2016). The individual and joint effects of process control and process based rewards on new product performance and job satisfaction. Business Research Quality, 19(1), 26–39.
Chiu, S. F., Lin, S. T., & Han, T. S. (2015). Employment status and employee service oriented organizational citizenship behavior; the mediating roles of internal mobility opportunity and job security. Career Development International, 20(2), 133–146. CrossRef
Cyert, R., & March, J. (1992). A behavioral theory of the firm (2nd ed.). Cambridge, MA: Blackwell Business.
Dai, M., Keppo, J., & Maull, T. (2015). Hiring, firing and relocation under employment protection. Journal of Economic Dynamics and Control, 56(1), 55–81. CrossRef
Day, G. S., & Moorman, C. (2011). An outside – in perspective to strategy. Marketing Management, Fall (Newsletter), pp. 22–29.
de Castro, G. M. (2015). Knowledge management and innovation in knowledge based and high-tech industrial markets: The role of openness and absorptive capacity. Industrial Marketing Management, 47(1), 143–146. CrossRef
Dorson, T. A. (2017). Moderation-mediation effect of market demand and organizational culture on innovation and performance relationship. Marketing Intelligence and Planning, 35(2), 222–242. CrossRef
Forster, N. S. (1990). Employee job mobility and relocation. Personnel Review, 19(6), 18–24. CrossRef
Fu, N., Flood, P. C., Bosal, J., Morris, T., & O’Regan, P. (2015). How do high performance work systems influence organizational innovation in professional service firms? Employee Relations, 37(2), 209–231. CrossRef
George, E., & Zakkaryia, K. A. (2015). Job related stress and job satisfaction: A comparative study among bank employees. Journal of Management Development, 34(3), 316–329. CrossRef
Ghosh, P., Rai, A., Chauhan, R., Baranwal, G., & Srivastava, D. (2016). Rewards and recognition to engage private bank employees: Exploring the obligations dimension. Management Research Review, 39(12), 1738–1751. CrossRef
Giampaoli, D., Ciambotti, M., & Bontis, N. (2017). Knowledge management, problem solving and performance in top Italian firms. Journal of Knowledge Management, 21(2), 355–375. CrossRef
Goulart, M., da Costa, N. C. A., Andrade, E. B., & Santos, A. A. P. (2015). Hedging against embarrassment. Journal of Economic Behavior and Organization, 116(4), 310–318. CrossRef
Hermann, P., & Nadkarni, S. (2014). Managing strategic change: The duality of CEO personality. Strategic Management Journal, 36(9), 1318–1342. CrossRef
Hur, W. M., Moon, T., & Jun, J. K. (2016). The effect of workplace incivility on service employee creativity: The mediating role of emotional exhaustion and intrinsic motivation. Journal of Services Marketing, 30(3), 302–315. CrossRef
Inauen, M., & Schenker-Wicki, A. (2011). The impact of outside-in open innovation on innovation performance. European Journal of Innovation Management, 14(4), 496–520. CrossRef
Jauhari, H., & Singh, S. (2013). Perceived diversity climate and employee’s organizational loyalty. Equity, Diversity, and Inclusion: An International Journal, 32(3), 262–276. CrossRef
Jyoti, J., & Dev, M. (2015). The impact of transformational leadership on employee creativity: The role of learning orientation. Journal of Asia Business Studies, 9(1), 78–98. CrossRef
Kansala, M., Makel, L., & Suutari, V. (2015). Career coordination strategies among dual career expatriate couples. International Journal of Human Resource Management, 26(17), 2187–2210. CrossRef
Keating, L. A., & Heslin, P. A. (2015). The potential role of mindsets in un-leasing employee engagement. Human Resource Management Review, 25(4), 329–341. CrossRef
Kim, M. S., & Choi, J. N. (2010). Layoff victim’s employment relationship with a new employer in korea: effect of unmet tenure expectations on trust and psychological contract. International Journal of Human Resource Management, 21(5), 781–798. CrossRef
Kim, J. Y., & Steensma, H. K. (2017). Emloyee mobility, spin-outs, and knowledge spill-in: How incumbent firms can learn from new ventures. Strategic Management Journal, 38(8), 1626–1645. CrossRef
Koseoglu, G., Liu, Y., & Shalley, C. E. (2017). Working with creative leaders: Exploring the relationship between supervisors and subordinates’ creativity. Leadership Quarterly, 28(6), 798–811. CrossRef
Krylova, K. O., Vera, D., & Crossan, M. (2016). Knowledge transfer in knowledge intensive organization: The crucial role of improvisation in transferring and protecting knowledge. Journal of Knowledge Management, 20(5), 1045–1064. CrossRef
Kumar, H., & Raghavendran, S. (2015). Gamification, the finer art: Fostering creativity and employee engagement. Journal of Business Strategy, 36(6), 3–12. CrossRef
Kumar, P., Dass, M., & Topaloglu, O. (2014). Understanding the drivers of job satisfaction of frontline service employees: Learning from the “Lost Employees”. Journal of Service Research, 17(4), 367–380. CrossRef
Lee, J., & Corbett, J. M. (2006). The impact of downsizing on employee’s effective commitment. Journal of Managerial Psychology, 21(3), 176–199. CrossRef
Lerro, A. (2012). Knowledge based perspective of innovation and performance improvement in healthcare. Measuring Business Excellence, 16(4), 3–13. CrossRef
Lieberman, M. B., Castro, R. G., & Balasubramanian, N. (2017). Measuring value creation and appropriation in firms: The VCA model. Strategic Management Journal, 38(6), 1193–1211. CrossRef
Lipparini, A., Lorenzoni, G., & Ferriani, S. (2014). From core to periphery and back: Study in the deliberate shaping of knowledge flows in inter-firm dyads and network. Strategic Management Journal, 35(4), 578–595. CrossRef
Lwoga, E. T. (2011). Knowledge management approaches in managing agricultural indigeneous and exogenous knowledge in Tanzania. Journal of Documentation, 67(3), 407–430. CrossRef
Monteiro de Castro, M. L., Neto, M. T. R., Ferreira, C. A. A., & da Silva Gomes, J. F. (2016). Values, motivation, commitment, performance and rewards: Analysis model. Business Process Management, 22(6), 1139–1169. CrossRef
Noe, R. A., & Barber, A. E. (1993). Willingness to accept mobility opportunities: Destination makes a difference. Journal of Organizational Behavior, 14(2), 159–175. CrossRef
Paruchuri, S., & Awate, S. (2017). Organizational knowledge networks and local search: The role of intra-organizational inventor networks. Strategic Management Journal, 38(3), 657–675. CrossRef
Ramirez, M., Li, X., & Chen, W. (2013). Comparing the impact of inter-and intra-regional labor mobility on problem solving in a Chinese Science Park. Regional Studies: The Journal of Regional Studies Association, 47(10), 1734–1751. CrossRef
Saulais, P., & Ermine, J. L. (2012). Creativity and knowledge management. VINE Journal of Information and Knowledge Management Systems, 42(3–4), 416–438.
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources and their relationship with burnout and engagement: A multi sample study. Journal of Organizational Behavior, 25(3), 293–315. CrossRef
Schilling, M. A., & Fang, C. (2014). When hubs forget, lie and play favorite: Interpersonal network structure, information distortion and organizational learning. Strategic Management Journal, 35(7), 974–994. CrossRef
Shahzad, K., Bajwa, S. U., Siddiqi, A. F. I., Ahmid, F., & Sultani, A. R. (2016). Integrating knowledge management strategies and processes to enhance organizational creativity and performance: An empirical investigation. Journal of Modelling in Management, 11(1), 154–179. CrossRef
Shinkle, G. A. (2011). Organizational aspitarions, reference points and goals: Building on the past and aiming for the future. Journal of Management, 38(1), 415–455. CrossRef
Shipilov, A., Godart, F. C., & Clement, J. (2017). Which boundaries? How mobility networks across countries and status groups affect the creative performance of organizations. Strategic Management Journal, 38(6), 1232–1252. CrossRef
Stumpf, S. A., Walter, G. T., Favorito, N., & Smith, R. R. (2013). Employees and change initiatives: Intrinsic rewards and feeling valued. Journal of Business Strategy, 34(2), 21–29. CrossRef
Suarez-Barraza, M. F., & Smith, T. (2014). The Kaizen approach with process innovation: Findings from a multiple case study in Ibero-American countries. Total Quality Management and Business Excellence, 25(9–10), 1002–1025. CrossRef
Swift, M. L., & Virick, M. (2013). Perceived support, knowledge tacitness, and provider knowledge sharing. Group and Organizational Management, 38(6), 717–742. CrossRef
Tam, L. (2015). The relationship between human capital, value creation and employee reward. Journal of Intellectual Capital, 16(2), 390–418. CrossRef
Taneja, S., Sewell, S. S., & Odom, R. Y. (2015). A culture of employee engagement: A strategic perspective for global managers. Journal of Business Strategy, 36(3), 46–56. CrossRef
Tang, G., Yu, B., Cooke, F. L., & Chen, Y. (2017). High-performance work system and employee creativity: The roles of perceived organisational support and devolved management. Personnel Review, 46(7), 1318–1334. CrossRef
Tung, F. C. (2016). Does transformational, ambidextrous, transactional leadership promote employee creativity? Mediating effects of empowerment and promotion focus. International Journal of Manpower, 37(8), 1250–1263. CrossRef
Van der Heijden, J., van Engen, M., & Paauwe, J. (2009). Expatriate career support: Predicting expatriate turnover and performance. International Journal of Human Resource Management, 20(4), 831–845. CrossRef
Wagner, S., Hoisl, K., & Thoma, G. (2014). Overcoming localization of knowledge: The role of professional service firms. Strategic Management Journal, 35(11), 1671–1688. CrossRef
Watanabe, R. M. (2011). Getting ready for Kaizen: Organizational and knowledge management enablers. VINE Journal of Information and Knowledge Management Systems, 41(4), 428–448.
Webster, J. R., & Beehr, T. A. (2013). Antecedents and outcomes of employee perceptions of the intra-organizational mobility channels. Journal of Organizational Behavior, 34(7), 919–941.
Wu, C. S., Lee, C. J., & Tsai, L. F. (2012). Influence of creativity and knowledge sharing on performance. Journal of Technology Management in China, 7(1), 64–77. CrossRef
Xu, X., & Payne, S. C. (2016). Predicting retention duration from organizational commitment profile transitions. Journal of Management, 54(1), 159–181.
Younge, K. A., Tong, T. W., & Fleming, L. (2015). How anticipated employee mobility affects acquisition likelihood: Evidence from a natural experiment. Strategic Management Journal, 36(5), 686–708. CrossRef
Zacher, H., & Rosing, K. (2015). Ambidextrous leadership and team innovation. Leadership & Organization Development Journal, 36(1), 54–68. CrossRef
Zhao, X., Ghiselli, R., Law, R., & Ma, J. (2016). Motivating front line employees: Role of job characteristics in work and life satisfaction. Journal of Hospitality and Tourism Management, 27(2), 27–38. CrossRef
Zhou, J., & Shalley, C. E. (2010). Deepening our understanding of creativity in the workplace. In S. Zedeck (Ed.), APA Handbook of Industrial – Organizational Psychology (Vol. 1, pp. 275–302). Washington, DC: American Psychological Association.
- Relationship between Employee Mobility and Organizational Creativity to Improve Organizational Performance: A Strategic Analysis
- Chapter 14
Neuer Inhalt/© Stellmach, Neuer Inhalt/© BBL, Neuer Inhalt/© Maturus, Pluta Logo/© Pluta, Neuer Inhalt/© hww, Voraussetzungen für wirtschaftliche additive Fertigung/© Marco2811 | Fotolia