Abstract: Transferring external knowledge across boundary has been viewed as one of the biggest challenges in the knowledge management field. Given the importance of sourcing external knowledge sourcing, it is surprising that less scholarly attention has been devoted to the intra-organization structure studies that considers knowledge as a contingent variable. This paper, therefore, focuses on knowledge complexity to see which intra-organizational structure better suits if the collective knowledge becomes highly unorganized and complex. In doing so, we suggest an alternative intra-organization structure that is, the ‘integrative interpreter.’ We propose that our ‘integrative interpreter’ differs from the ‘boundary spanners,’ and ‘collective bridge’ as it not just a man that transfers knowledge but a central interpreter who interprets, codifies the complicated patterns of unorganized-complex collective knowledge.

Abstract: Inventor mobility and entrepreneurship, as measured through name matching on patents assigned to different firms, has been used extensively by scholars interested in diffusion of knowledge across firm boundaries. In this study, we compare the mobility and entrepreneurship patterns observed through patent data with those observed in the Longitudinal Employer-Household Dynamics (LEHD) program at the US Census Bureau. Our study aims to understand whether and when patent based measures of mobility and entrepreneurship may result in a biased measure of the phenomenon. Specifically, we seek to examine the sources of potential biases emanating from selection of (a) firms within the focal industry vs. across all industries; (b) patenting firms vs. the universe of all firms in the industry, and (c) patent inventors vs. all employees within the firm.

Abstract: Hiring from other firms is a mean for acquiring knowledge or learning that generate spillovers and effects for the firm’s performance. While the relationship between inter-organisational mobility and organisational performance has been extensively studied, significantly less work has been done on the implications of such relationship at the level of the single moving individual. In addition to this theoretical gap, this research area presents also an interesting empirical gap related the simultaneous nature of the individual mobility-performance relationship. In this paper we analyse the relationship between mobility and individual performance using an instrumental variable approach and dynamic panel data modelling.

Abstract: Approximately 67% of the investment in R&D was allocated to compensating R&D personnel. Despite the large expenditures in personnel, the extent to which the compensation resulted in innovation is not well understood. Recent research started to address this issue by focusing on the influence of pay dispersion (i.e., variations in pay) among R&D employees on innovation quantity (Yanadori & Cui, 2013). We still know little, however, about whether pay dispersion influences other important aspects of innovation, such as quality and criticalness. In addition, what are the boundary conditions, under which the effects of pay dispersion on these important aspects of innovation vary? This research seeks to address these questions, by examining a longitudinal data of employee-level compensation in the IT industry.