This study examines the determinants of international knowledge flow. From a resource-based perspective, it evaluates the impact of cross-national knowledge transfer on firm innovative performance. Based on 56,027 US patents owned by 53 selected firms in the US-based pharmaceutical industry, the results suggest that innovative performance is a curvilinear function of the international knowledge content used by a firm to innovate. As hypothesized, it was found that at (1) low and moderate levels of international knowledge content, a firm's strategy to transfer international knowledge improves its innovative performance, and at (2) higher levels of international knowledge content, there are diminishing marginal returns to transferring knowledge from overseas. Journal of International Business Studies (2007) 38, 259–282. doi:10.1057/palgrave.jibs.8400261
Leaders in the age of virtual work require an understanding of how this affects their employees' relations with management. From a survey of employees working in a variety of virtual and conventional settings, an empirical profile of employee-manager relationships was completed using a multidimensional measure of virtual status. The profile identified distinct virtual characteristics for two types of virtual employment relationships—free agents and regular core employees who work virtually—and contrasting characteristics for conventional employment relationships. Further analysis of the identified groups suggests that trust in one's manager and perceived managerial support differ across types of employment relationships. Specifically, the findings indicate lower levels of trust and support within virtual as compared to conventional relationships, and lower levels of trust within free-agent versus regular-employee virtual relationships. Implications for future research and management practice are discussed.
Individuals in two separate studies participated in a self‐appraisal activity in which they were randomly assigned to three conditions promising different levels of potential influence on the evaluation of a written assignment. Self‐report data regarding perceptions of voice impact, voice appreciation, and procedural and distributive justice were analyzed. Results of MANOVA and regression suggest voice appreciation, measuring value expressive effects, was positively and significantly related to perceptions of justice, while the self appraisal's perceived impact on a valued outcome was not. However, the impact of value expressive effects on perceptions of fairness was reduced somewhat with higher instrumental possibilities for voice among undergraduate students. Implications for ongoing research and practical applications are discussed regarding the use of various forms of self appraisal.
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