2018
DOI: 10.1002/smj.2790
|View full text |Cite
|
Sign up to set email alerts
|

Leveraging who you know by what you know: Specialization and returns to relational capital

Abstract: Research Summary: This paper investigates the interaction effects of specialization and relational capital on performance. We distinguish between upstream and downstream relational capital and theorize that higher levels of specialization will buffer against decreases in upstream relational capital, because of deeper domain expertise and stronger downstream relational capital. Conversely, higher levels of generalization permit greater gains from increases in upstream relational capital, due to leverage across … Show more

Help me understand this report

Search citation statements

Order By: Relevance

Paper Sections

Select...
2
1
1
1

Citation Types

1
30
0

Year Published

2019
2019
2021
2021

Publication Types

Select...
9

Relationship

0
9

Authors

Journals

citations
Cited by 46 publications
(32 citation statements)
references
References 114 publications
1
30
0
Order By: Relevance
“…A rich literature in strategy builds on Nahapiet and Ghoshal (1998) and documents that employee mobility can help create relational capital of individuals (Somaya et al 2008;Mawdsley and Somaya, 2015). In a recent study, Byun et al (2016) show that in the US lobbying industry, relational capital helps lobbyists gain revenue when their political connections gain power. In the case of the distributed R&D organization, intra-firm mobility could help build all dimensions of relational capital for the distant yet mobile inventor, but could particularly strengthen the normative (relational) dimension, that relates to reciprocity, obligations, and mutual trust that might facilitate transactions between individuals (Kale et al, 2000).…”
Section: Intra-firm Mobility and Innovation Outcomes Within A Distribmentioning
confidence: 99%
“…A rich literature in strategy builds on Nahapiet and Ghoshal (1998) and documents that employee mobility can help create relational capital of individuals (Somaya et al 2008;Mawdsley and Somaya, 2015). In a recent study, Byun et al (2016) show that in the US lobbying industry, relational capital helps lobbyists gain revenue when their political connections gain power. In the case of the distributed R&D organization, intra-firm mobility could help build all dimensions of relational capital for the distant yet mobile inventor, but could particularly strengthen the normative (relational) dimension, that relates to reciprocity, obligations, and mutual trust that might facilitate transactions between individuals (Kale et al, 2000).…”
Section: Intra-firm Mobility and Innovation Outcomes Within A Distribmentioning
confidence: 99%
“…In this way, Western relational governance helps firms reduce their partners’ opportunistic behaviors and further facilitates cooperative behaviors (Villena and Craighead 2017; Villena, Revilla, and Choi 2011). Moreover, firms can use the accumulated trust and commitment to gain access to key information and resources in interfirm relationships (Dyer, Singh, and Hesterly 2018), enhance alliance learning (Yoo, Sawyerr, and Tan 2016), enable interfirm knowledge transfer and creation (Inkpen and Tsang 2005; McFadyen and Cannella 2004), and thus further improve performance (Byun, Frake, and Agarwal 2018; Carey, Lawson, and Krausec 2011).…”
Section: Theoretical Background and Hypothesesmentioning
confidence: 99%
“…Human capital is typically defined as the productive knowledge, skills and capabilities that are embedded in employees-"what" you know-while social capital refers to the productive possibilities embedded in relationships-"who" you know (Nahapiet & Ghoshal, 1998;Somaya et al, 2008). Social capital is important in facilitating or impeding the deployment of human capital across different contexts and the two interact to determine the productive possibilities available to firms or individuals (Byun, Frake, & Agarwal, 2018;Mawdsley & Somaya, 2015). Human capital can be imperfectly transferrable (Becker, 1964;Coff, 1997).…”
Section: Supplier Employee Mobility Social Capital and Make-and-bmentioning
confidence: 99%