The Synergistic Role of Individual Absorptive Capacity and Individual Ambidexterity in Open Innovation: A Moderated-Mediation Model

Abstract

Managers employed in the dual gatekeeper-shepherd roles in open innovation contexts need to combine external knowledge inflows with existing internal knowledge to drive innovative work behaviour. This study explores how such managers leverage knowledge sources at the firm boundary, to drive innovation activities, by using their individual-level capabilities of absorptive capacity and ambidexterity. To collect data for the study, 121 technology managers employed in four large automotive equipment manufacturing firms in India were surveyed using an online questionnaire. Structural equation modelling (PLS-SEM) was used to examine the direct, moderation and mediation relationships hypothesised in the study. The results demonstrate the synergistic roles played by individual absorptive capacity and individual ambidexterity in enhancing the innovative behaviour of managers operating in an open innovation context. This study contributes to the theory related to the understudied individual-level analyses of open innovation and offers recommendations for managers looking to increase their innovativeness at work.

Examining the Effect of Knowledge-based Training and Development on Employee Innovative Behavior: A Practices-resources-uses-performance Linkage

“…Basic factors of employee innovative behavior are knowledge acquisition, information distribution, information interpretation and organizational memory (Kremer et al, 2019). Individual absorptive capacity ensures long-term development through acquisition, learning and enhancement of skills which impacts on employee innovative behavior, and there is dearth of knowledge still in consideration to absorption of skills which impacts on employee innovative behavior (Majhi et al, 2020). Therefore it is proposed that Hypothesis3: There is significant relationship of individual absorptive capacity on employee innovative behavior.…”

“…Knowledge-based HR practices are crucial factors in strategic human resource management and it depends on specific knowledge needed by organization through employees (Al-Tal & Emeagwali, 2019). They are important for service industries for developing human capital and then exploited by employees with the help of innovation termed as employee innovative behavior (Kianto, Sáenz, & Aramburu, 2017a;Majhi, Snehvrat, Chaudhary, & Mukherjee, 2020). Knowledge-based training and development is important for motivating human skills and therefore it is highlighted that there is dearth of knowledge concerning theoretical contribution for understanding causal linkage such as practices (knowledge-based training and development)-resources (human capital)-uses (individual absorptive capacity)-performance (employee innovative behavior).…”

“…Hence in competitive era, organization needs to adapt the new strategies for improving innovative behavior of employees and it impacts on organizational growth ultimately. "Missing organizational linkages" needs to be studied for establishing coherent relationship investigating different intervening variables and it impacts on performance (Majhi et al, 2020). Knowledgebased HR practices are studied as bundle rather than highlighting it as the single practice concerning influential nature and practices involves knowledge-based recruitment and selection, knowledge-based training and development, knowledgebased performance assessment and knowledge-based compensation management It is investigated that (Kremer, Villamor, & Aguinis, 2019)highlighted that knowledge accepts various factors which includes culture, technology, practices leads to boost knowledge economy with the help of employees and impact on innovative behavior positively.…”

Análise Da Percepção Dos Gestores E Empregados Acerca Do Comportameno Inovador Em Uma Indústria Automobilística

“…No entanto, muitas vezes, as empresas necessitam buscar conhecimento externo para desenvolvê-lo internamente, pois, devido à carência de recursos, não conseguem acessar informações mais avançadas. Dessa forma, esse conhecimento externo facilita seu desenvolvimento inovador internamente (MAJHI et al, 2020).…”

Ambidexterity and absorptive capacity in boundary-spanning managers: role of paradox mindset and learning goal orientation

“…Such boundary spanners benefit from possessing individual absorptive capacity (IACAP), which allows them to identify, assimilate, transform and implement external knowledge to benefit organizational and individual outcomes such as innovative work behavior (Lowik et al. , 2017; Majhi et al. , 2020).…”