Resource limitation and inadequate capabilities are the SME’s major problems. On this basis, alliances as vehicles of inter-firm collaboration provide opportunities for SMEs to obtain complementary capabilities and critical resources to overcome resource limitations. In this respect, examining the extant literature on non-equity strategic alliances shows that very few studies have empirically examined the impact of these alliances, such as inward international licensing (IIL) on SMEs’ dynamic capabilities (e.g. absorptive capacity and networking capability) in developing context. Consequently, to close this research gap, the purpose of this study is to examine and explore the major impacts of inward international licensing (IIL) on dynamic capabilities of SMEs, with focus on absorptive capacity (ACAP) and networking capability (NC) in a developing economy context (Iran). This study is focused on pharmaceutical SMEs involved in international business activities through inward international licensing (IIL). The study is explorative, qualitative and elaborative in nature. The dominant analytical approach in this study was abductive. Given the research type (nature), a multiple-case study was selected as an appropriate research strategy to achieve the research purpose and objectives. All cases were selected purposefully. The data were collected from four pharmaceutical SMEs (licensees) with licenses from European pharmaceutical largescale enterprises (LSEs). The results of the first part of this study reveal that in all cases studied, inward international licensing (IIL) has a strong effect on absorptive capacity (ACAP) and networking capability (NC). In this regard, all absorptive factors (AFs), namely acquisition, assimilation, transformation, and exploitation, have been enhanced by influenced contextual factors (CFs) of ACAP. The SMEs’ management and strategy, human resources, internal knowledge, and inter and intra-firm relationships, as several contextual factors (CF) of ACAP, have been forcefully influenced by inward international licensing (IIL). The second part of the empirical results indicates that the international licensing alliance between SMEs and LSEs helps the development of SMEs’ networking capability as well. This was particularly significant in development of the main components of networking capability, such as relationship initiation capability (RIC) and relationship developing capability (RDC).

The purpose of this study is to examine how the internationalization process in small firms impacts their resource base renewal. The relationships between organizational learning, dynamic capabilities, operational capabilities and resources are empirically examined to determine the impact of internationalization on changes to the firm’s resource base. The empirical analysis follows a multiple case study research methodology and is based on in depth case studies of four internationalized professional service firms in Ontario. Cases include born-global and born-again global firms, exemplifying both location-based and knowledge-based services. The study finds evidence supporting the relationships between internationalization, organizational learning and planned change via dynamic capabilities, as well as internationalization, organizational learning and ad hoc problem solving. Findings also suggest that the firms’ repetitive use of ad hoc problem solving when faced with similar situations leads to the creation of dynamic capabilities. This research adds to the existing body of literature on services, international entrepreneurship and strategy by responding to a call for empirical examination of organizational learning within the RBV and DC constructs. Furthermore, it also applies a novel theoretical framework with which to examine the impact of small firm internationalization and their strategic renewal. By doing so, this thesis extends the RBV and DC perspectives to small service firms. Findings demonstrate a need to further continue this research path to gain greater understanding of the change processes that occur during the evolution of the firm’s resource base, as pertains to small knowledge-intensive service firms.

This study investigates the relationship between the three levels of dynamic capabilities and the two most prominent project interdependencies, by comparing the practises of an organisation in a single case study.  An understanding of organisational change capacity in terms of dynamic capabilities (DC) is widely accepted in academic literature. Likewise, project management literature agrees that multiple projects that serve to implement change may interact amongst one another resulting in increased or decreased benefits compared to individual project execution. The study explores the so far neglected gap between these two areas.  This study follows an inductive path of a single case study, as the authors investigate the case of the transformation of service of Police Scotland. This organisation is unique, as it exhibits a far above average use of project (inter-) dependency management, specifically created for this situation of change. Semi-structured interviews of ten organisational members with different perspectives, roles, and experiences was employed to gain a full understanding of this complex situation and answer questions as to the “how” and “why”.  This study revealed that there exists a connection. It has found practises, which the organisation specifically employs to combine interdependency management and dynamic capabilities. The study also found there to be a distinct pattern that links knowledge interdependencies to first and partially to third level DC, and resource interdependencies to second and third level DC. This investigation also contributes to the understanding of the resource and knowledge based view of the organisation, by expanding the criticism of the former and establishing the use of the latter.

The concept of dynamic capability (DC) is receiving significant attention from scholars in strategy and organisation research. However, most of the research is conceptual in nature. In this thesis, the process of how DCs are created in two firms is examined using the grounded theory methodology (GTM) with the aim of developing a substantive theory of DC creation. Data were collected using theoretical sampling, and unstructured and semi-structured interviews. These data were then analysed using the constant comparison method to identify and explain the process through which DCs are created. The findings from the study reveal that DCs are created through continuous internal activities such as in-house innovation, human resource activities (HRAs), and external activities with partners through collaboration and acquisitions. Firms learn from these activities, which lead to changes in the static organisational capabilities and the development of higher order capabilities, the DCs. From this study, a framework has been developed for considering and managing the process of creating DCs at a strategic level. The framework explains the reasons why these firms develop and renew their DCs, identifies the key resources required, and examines the activities through which DCs are developed and renewed. The framework is both iterative and simultaneous. Implications for academics and practitioners are discussed, and limitations and directions for future research are outlined.

Following the dynamic capabilities perspective, I suggest that antecedents to innovation can be found at the individual, firm, and network level. Thus, I challenge two assumptions common in prior research: (1) that significant variance exists at the focal level of analysis, while other levels of analysis are assumed to be homogeneous, and (2) that the focal level of analysis is independent from other levels of analysis. Accordingly, I advance a set of hypotheses to simultaneously assess the direct effects of antecedents at the individual, firm, and network level on innovation output. I then investigate whether a firm s antecedents to innovation lie across different levels. To accomplish this, I propose two competing interaction hypotheses. I juxtapose the hypothesis that the individual, firm, and network-level antecedents to innovation are substitutes versus the proposition that these innovation mechanisms are complements. I test my multi-level theoretical model using an unusually comprehensive and detailed panel dataset that documents the innovation attempts of global pharmaceutical companies within biotechnology over a 22-year time period (1980-2001). I find evidence that the antecedents to innovation lie across different levels of analysis and can have compensating or reinforcing effects on firm-level innovative output.

Zugl.: Berlin, Freie Universiẗat, Diss., 2009.

Business growth has been a widely interesting topic among researchers throughout the years. Most research has emphasised growth as an outcome that considers different measures to growth, whereas the outcome of growth that reflects upon managing challenges when growing and growth as a process that refers to how firms adapt internally whilst growing have been much more neglected. As an organisation grows, human capital has been suggested as one of the most critical aspects to manage when firms need to develop knowledge, competencies, and skills beyond what already exists within the organisation. Small firms in comparison to their larger counterparts seldom have specific departments to manage human resources, which leaves room for interesting areas to understand how small firms can manage processes to develop human resources beyond those already existing as firms grow. As small firms grow and encounter various challenges in need of management, absorptive capacity considers means for managers to address growth challenges by realising the value of new and external knowledge to produce dynamic capabilities, which in turn enable firms to align resources to the changing environment of a growing organisation. Previous research highlights the need to develop a practical understanding of internal processes that managers apply when managing a wider range of competencies. The purpose of this study serves to create an understanding of how small firms that encounter growth challenges can manage human resources to develop necessary skills and competencies beyond existing means as organisations grow. To develop this understanding, this study develops a conceptual framework based upon human capital, absorptive capacity and dynamic capabilities with the guiding research question: How can small firms manage human resources when growing? Through a qualitative study with data collected through semi-structured interviews, this study concludes that small firms can manage human resources through various processes, in which organisational culture should serve as a foundation throughout the entire process of managing human resources. This study also concludes that as organisations grow, it is important to be aware of and question current processes to efficiently address challenges in changing environments. Furthermore, this study considers the importance of being an attractive firm and to manage human resources through means of defining a market to attract and acquire human resources when growing. With previous research highlighting the need to develop a more practical understanding of processes that managers utilise when managing a growing organisation, this study contributes to existing literature by emphasising the role of the manager throughout the process of managing human resources. The study also provides practical reasonings for small firms to remain efficient and survive in a market dominated by competition of larger organisations with financial resources to outcompete smaller and less established firms.

Unexplained variations in organisational performance in healthcare are a continued focus of research, political, and public interest. Regulatory agencies are always seeking new ways to reduce variation and improve performance, and the use of approaches to develop improvement capability is increasingly encouraged. However, the regulatory perspective on improvement capability is under researched. This research study seeks to understand how regulatory agencies in the United Kingdom (UK) assess improvement capability within healthcare organisations. It explores how improvement capability is conceptualised, compares the regulatory arrangements across the UK, and examines assessment and enforcement policies and practices, before developing a conceptual framework for improvement capability. The research study uses data from 48 interviews, 90 regulatory policy documents and 30 assessment reports. Regulatory conceptualisations of improvement capability are explored through cross-case comparison and qualitative analysis. A review of 70 instruments and frameworks for the assessment of improvement capability from the literature identifies that there are plural conceptualisations of improvement capability. The findings from the review are synthesised into eight dimensions of improvement capability which are used to analyse the empirical data and to develop a conceptual framework. The analysis finds an emergent trend towards responsive regulatory models which aim to develop improvement capability. However, the analysis identifies ambiguity in regulatory agencies' conceptualisation of improvement capability with two dimensions of improvement capability used more frequently than others in regulatory assessments. Regulatory agencies need to clarify their conceptualisation of improvement capability and supplement their assessment processes to further understand local circumstances. This can be used to inform more flexible regulatory responses, including the tailored provision of improvement support to develop improvement capability. This requires greater regulatory effort and resources, and the analysis finds there are three areas of tension, linked to regulatory roles, resources and relationships. The research study proposes a conceptual framework of improvement capability that can be used to clarify regulatory conceptualisation and assessment of improvement capability. Greater conceptual clarity will strengthen regulatory agencies' assessment, diagnosis and prediction of organisational performance trajectories, and support the advancement of more appropriate, effective and responsive regulatory interventions, including the development of improvement capability.

Notre thèse s’intéresse au rapport entre l’apprentissage intergénérationnel et la dynamique stratégique de l’entreprise, dans une démarche comparative franco-japonaise. La littérature sur les générations, sur l’apprentissage et les capacités dynamiques constitue notre cadre théorique. Dans une étude qualitative multi-cas réalisée en France et au Japon, quatorze cas d’apprentissage intergénérationnel sont analysés. Nos résultats indiquent que le rapport entre l’apprentissage intergénérationnel et la dynamique stratégique de l’entreprise varient entre les cas de continuité et les cas de changement, tandis que le contexte culturel influence la formation des générations et les pratiques d’apprentissage intergénérationnel. Nous montrons ainsi le rôle de l’organisation dans la formation des générations, les enjeux stratégiques de l’apprentissage intergénérationnel et l’encastrement culturel des pratiques managériales. / This thesis is a comparative study of the relationships between intergenerational learning and the firm’s strategic dynamic, lead in France and Japan. The conceptual framework builds on the literature regarding generation, learning and dynamic capabilities. A qualitative multi-case study was conducted in France and Japan and fourteen cases of intergenerational learning were analyzed. The empirical results show that the relationships between intergenerational learning and the dynamic of the firm’s strategy vary between the state of stability and change. The cultural contexts influence the creation of the generations and intergenerational learning practices. These results highlight the role of organizations in the creation of generations, the strategic issue of intergenerational learning and give insights about the cultural embeddedness of managerial practices.

As organizações estão expostas a uma quantidade e variabilidade cada vez mais crescente de informações. A capacidade de se antecipar às tendências e se adequar ao ambiente passa a ser, além de fonte de vantagem competitiva, fator necessário para a sobrevivência. Nessa realidade, organizações frequentemente apresentam dificuldades de leitura de seu ambiente e adaptação ao meio. Acredita-se na necessidade de desenvolvimento de uma capacidade interna da organização para que o monitoramento do ambiente se estabeleça, bem como análise de oportunidades, planejamento de ações de melhoria e reconfiguração da organização. Este estudo buscou verificar a relação da Inteligência - enquanto processo de monitoramento do ambiente - como uma Capacidades Dinâmica, e de como esta pode contribuir com a geração de vantagem competitiva. Criou-se um modelo de pesquisa, utilizando-se dos modelos de Rios (2010) e Teece (2014), relacionando os conceitos de Inteligência e Capacidade Dinâmicas, e estas com a Vantagem Competitiva. Por meio de um questionário, realizou-se uma Pesquisa Survey, onde coletaram-se respostas de funcionários e/ou sócio de empresas brasileiras, independente de porte ou segmento. Para análise, utilizou-se da Modelagem de Equações Estruturais, e foi possível demonstrar que a Inteligência influencia positivamente nas Capacidades Dinâmicas do sub-grupo Transforming, na Estratégia e na Vantagem Competitiva. Dessa forma o modelo desenvolvido, tendo apresentado boa confiabilidade e aderência, pode também ser validado. / Organizations are exposed to an increasing amount and variability of information. The ability to anticipate trends and adapt to the environment becomes, besides a source of competitive advantage, a necessary factor for survival. In this reality, organizations frequently present difficulties in reading their environment and adapting to them. We believe in the need to develop an internal capacity of the organization for the monitoring of the environment to be established, as well as analysis of opportunities, planning of actions of improvement and reconfiguration of the organization. This study sought to verify the relationship of Intelligence - as a process of monitoring the environment - as a Dynamic Capabilities, and how this can contribute to the generation of competitive advantage. A research model was created, using the models of Rios (2010) and Teece (2014), relating the concepts of Dynamic Intelligence and Capacity, and these with the Competitive Advantage. By means of a questionnaire, a Survey Research was conducted, where responses were collected from employees and / or partners of Brazilian companies, regardless of size or segment. For the analysis, it was used the Modeling of Structural Equations, and it was possible to demonstrate that the Intelligence influences positively in the Dynamic Capacities of the Transforming subgroup, in the Strategy and the Competitive Advantage. In this way the developed model, having presented good reliability and adhesion, can also be validated.