Ian O. Williamson

Combining Patent Law Expertise with R&D for Patenting Performance

Drawing on the resource-based view (RBV), this paper examines how the combination or bundling of resources influences firm-patenting performance. We hypothesize that firm-patenting output depends not only on research and development (RD furthermore, this effect is moderated by the firms level of top management team (TMT) patent law background and industry-patenting pressures. However, our hypothesis of a complementary relationship between patent law expertise and RD instead, we found evidence of a counterintuitive (weak) negative interaction between these two variables. Our findings shed light on how the combination of other resources with R&D affects firm-patenting performance, and advance the integration of complementary organizational perspectives with the RBV.

Smaller but not necessarily weaker: How small businesses can overcome barriers to recruitment

For small firms, one of their most difficult but important goals is locating and hiring new qualified employees that enable them to offer products and services. In fact, despite the currently slowing economy, a recent Conference Board survey of leaders of small and mid-size firms identified scarcity of qualified employees as the most often cited threat to business growth, identified by almost 50% of those surveyed. By contrast, less than 25% of the sample saw the slowing growth in the economy as a threat to firm growth, and only 10% were worried about a collapse in stock prices (Muson, 2001). Consistent with these findings, in a recent National Federation of Independent Business (NFIB) survey of small businesses, 35% reported having difficult-to-fill job openings, a record

Reputation as an Intangible Asset: Reflections on Theory and Methods in Two Empirical Studies of Business School Reputations

In this commentary, two studies of reputation that use different theoretical perspectives and modeling strategies to analyze the same data are compared. The purpose of the commentary is twofold: (a) to articulate the consequences of different modeling strategies for studying organizational reputation empirically and (b) to highlight some core theoretical issues concerning the attributes of reputation as an intangible asset. It is hoped that the commentary will provide some guiding points for future research seeking to develop a better understanding of reputation as an intangible asset.

Firm-Specific, Industry-Specific, and Occupational Human Capital and the Sourcing of Knowledge Work

Whereas capability differences are known to impact governance decisions, what drives heterogeneity in firm capabilities? We propose that capability differences may arise from governance choices related to the focal activity and study how firms accumulate capabilities in the firm-specific, industry-specific, and occupational human capital necessary to perform knowledge work. We theorize that prior outsourcing decisions influence the development of firm-and industry-specific human capital and that buyer–supplier differences in the management of skilled employees can produce systematic differences in capabilities based on occupational human capital. Additionally, we explore some contingencies in the development of these types of human capital and their impacts on outsourcing knowledge work. These propositions are tested with a unique data set on the outsourcing of legal work involved in filing patents (i.e., patent prosecution).

The interactive effect of collectivism and organizational rewards on affective organizational commitment

Purpose – The purpose of this paper is to develop an interactionist framework for examining how the cultural dimension of collectivism interacts with workplace attributes to influence organizational commitment.Design/methodology/approach – These issues are studied by using a longitudinal survey to examine the development of affective organizational commitment by a racially diverse set of young professionals in the USA.Findings – Consistent with predictions, results showed a significant two‐way interaction between the cultural dimension of collectivism and organizational rewards on employees’ commitment.Research limitations/implications – These results suggest that research may benefit from the development of theory that simultaneously considers the role that workplace attributes and cultural values play in shaping organizational commitment.Practical implications – The findings of this study suggest that organizations may increase existing employees’ commitment by strategically managing the types of reward...

Person–Organization and Person–Job Fit Perceptions of New IT Employees: Work Outcomes and Gender Differences

Pay 1) Salary level 2) The opportunity to become financially wealthy 3) The amount of pay 4) A good salary 5) Receiving enough pay to live well 6) Opportunities to receive more than my normal pay for good work 7) An opportunity to earn a high income 8) Periodic wage raises 9) Have pay increases that keep up with the cost of living 10) Opportunities to earn more than my regular paycheck Promotion 1) Opportunities for advancement 2) Promotion opportunities 3) Chances for advancement 4) Opportunities to attain higher rank in the organization 5) Chances to climb the corporate ladder 6) Opportunities to move up in the organization 7) Support for helping me gain a higher position in the organization 8) The possibility of promotions 9) Chances to move up the organizational hierarchy 10) Opportunities to gain a higher position in the organization

Religiosity and Religious expression: Outcomes among Christians, Muslims and Orthodox Jews

In this symposium we seek to contribute to a burgeoning research dialogue among scholars on religiosity and religious expression in the workplace. In particular, we seek to offer new insights and highlight nuances associated with workplace experiences of Christians in the US, Muslims in the UAE, and Ultra Orthodox Jews in Israel. The common theme among the papers is the topic of work-related outcomes, with a particular focus on: (1) how adherents of different religions perceive each other in the workplace; (2) how religious activities are viewed differently than secular activities; (4) how gender differences and organizational practices influence the way religiosity effects employee performance; (5) how adherents of non-mainstream religions navigate their work environments, and how they are perceived by others. Finally, the diversity of the religions and countries showcased in this symposium provides a unique forum to address these issues. We therefore anticipate a very rich scholarly discussion that addr...

Leveraging opportunities from digital disruption: A shared value approach at Australia Post

Digital disruption, can represent either a major threat or a major opportunity for organizations. Key to determining whether digital disruption harms or benefits a firm are the steps organizations take to respond to this disruption. In this research we extend extant theory on innovation disruption and shared value by exploring how the creation of shared value, particularly through a firms community engagement practices, can play a role in shaping how the organization responds to major digital disruptions. The increase in consumer use of digital technology has underpinned significant disruption to the traditional business of postal operators globally. We explore the response of one postal operator, Australia Post, to digital disruption. The results of our case study analysis of Australia Post suggest that a shared value approach can provide firms facing digital disruption with four key benefits: 1. Shaping the capabilities of a firm, such that they are better positioned to respond to digital disruption; 2...

Chapter 10 The fairness of difference: How team composition affects the emergence of justice climates

Purpose – The purpose of this chapter is to explore the effects of team composition on justice climate strength. Specifically, we adopt a social network approach to justice in teams to explore the social-psychological mechanisms underlying diversity effects. Design/methodology/approach – Using data from 80 self-managed project teams, we consider the impact of surface-level and deep-level diversity in teams on member social network ties and subsequently dispersion in their perceptions of procedural and interpersonal justice. Findings – The results showed that diversity in team members’ psychological attributes – specifically, preferences for individualism – were associated with variability in members’ attachment to the team. In contrast, team gender and racial diversity were not significantly related to member social network ties. The results also demonstrated a relationship between network tie diversity and both procedural and interpersonal justice climate strength, such that variability in members’ attachment to the team was related to variability in their justice perceptions. Overall, these findings demonstrate that teams characterized by higher levels of deep-level diversity may experience greater variability in their social interactions, which amplify variability in members’ justice perceptions. Implications – Practically, these findings suggest that potential performance advantages of informational diversity in teams may come at a cost, as such diversity may reduce the quality of members’ justice experiences. Theoretically, they provide insight into the nature of the relationship between diversity and justice, which is largely dependent on the social psychological processes evoked by diversity. They also highlight team social networks as a useful means for examining such processes and understanding the operation of justice in teams.