This dissertation aims to understand the capability development processes in the early stages of a firm. Empirically, most research has focused on established firms, or on explaining the variance in capabilities across firms at a given time. Theoretically, despite the shift to a more dynamic view and the increasing attention to leveraging external capabilities, our understanding of how firms achieve dynamic change or the interaction between the external and internal sourcing of capabilities is still limited. I address these gaps through three interrelated studies. Paper One adopts a multiple-case study design to develop a theory on the initiation and development of innovative capabilities in new firms. The existing literature separately focuses on internal resources or network leveraging. By contrast, this study shows how young firms combine internal building and external leveraging strategies to facilitate faster capability development in the early stages. Based on data from Montreal-based biotech firms, the results uncover different implications on the path and pace of capability development, and the role of collaboration in firms with different internal building paths. Paper Two focuses on how collaboration contributes to the internal capability building in new ventures. The capability effects of engaging in collaboration have remained unclear in the literature. Using data on collaborative scenarios from Montreal-based biotech firms, the study uncovers four knowledge building mechanisms in the focal firms. Each mechanism involves different knowledge added to the firm, and requires different interaction processes with its partners. This study increases understanding of network effects regarding capability development. Paper Three elaborates a framework of organizational capability development that integrates entrepreneurship and organizational routines. It addresses an ongoing discussion on the challenge of balancing efficiency and flexibility in organizations. Using the case of a Chinese telecoms-equipment firm, it highlights the knowledge dynamics between entrepreneurial activities and routines, the role of entrepreneurship on both the external and internal organizational interfaces and the exogenous and endogenous changes in routines. This framework advances the dynamic perspective of capability research. Overall, this dissertation contributes to process theories on dynamic capability development. It generates novel insights on capability initiation, extension, and change in organizations. / Cette thèse vise à comprendre les processus de développement des capacités dans les premiers stades d'une entreprise. Empiriquement, la plupart des recherches ont porté sur des entreprises établies, ou bien ont cherché à expliquer la variance des capacités des entreprises à un moment donné. Théoriquement, malgré le passage à une vision plus dynamique et l'attention croissante à tirer parti des capacités externes, notre compréhension de la façon dont les entreprises parviennent à un changement dynamique ou l'interaction entre l'approvisionnement externe et interne des capacités est encore limitée. J'aborde ces écarts à l'aide de trois études interdépendantes. Le premier article adopte une étude de cas multiples conçue afin de développer une théorie sur l'introduction et le développement des capacités d'innovation dans les nouvelles entreprises. La documentation existante se concentre séparément sur des ressources internes ou l'utilisation de réseaux. En revanche, cette étude montre comment les jeunes entreprises combinent la mise en place interne et l'usage de stratégies externes afin de faciliter le développement rapide des capacités dans les premiers stades. À partir de données sur des entreprises de biotechnologie de la région de Montréal, les résultats révèlent des implications différentes sur le parcours suivi et le rythme de développement des capacités, et le rôle de la collaboration dans les entreprises avec différents parcours internes de mise en place. Le deuxième article se concentre sur la façon dont la collaboration contribue à l'édification des capacités internes dans de nouvelles entreprises. Les effets des capacités de s'engager dans la collaboration demeurent confus lorsqu'on examine la documentation sur le sujet. En utilisant des données sur des scénarios de collaboration à partir d'entreprises de biotechnologie montréalaises, l'étude révèle quatre mécanismes de mise en place des connaissances dans les entreprises visées par cette étude. Chaque mécanisme implique des connaissances différentes ajoutées à l'entreprise, et exige différents processus d'interaction avec ses partenaires. Cette étude améliore la compréhension des effets de réseau en ce qui concerne le développement des capacités. Le troisième article élabore un cadre de développement des capacités organisationnelles qui intègre l'esprit d'entreprise et des habitudes organisationnelles. Elle traite d'un débat toujours en cours sur le défi que représente l'équilibre entre l'efficacité et la flexibilité dans les organisations. En étudiant le cas d'une entreprise chinoise d'équipements de télécommunication, il met en lumière la dynamique des connaissances entre les activités entrepreneuriales et les habitudes, le rôle de l'entrepreneuriat à la fois sur les interfaces externes et internes de l'organisation et les changements exogènes et endogènes dans les pratiques habituelles. Ce cadre fait progresser la perspective dynamique de la recherche des capacités. Dans l'ensemble, cette thèse contribue au processus de théories sur le développement des capacités dynamique. Il génère des informations nouvelles sur la capacité d'initiation, de prolongement et de changement dans les organisations.

This thesis expands current understanding of the process through which new management concepts diffuse in organizational fields. The thesis examines how environmental management concepts have diffused in civil aviation, an industry which has evolved from a praised icon of globalization to a targeted symbol of climate change over the last decade.In the first phase of the study, qualitative data were gathered through participation at industry conferences and events, supplemented by 35 semi-structured interviews with informants representing diverse actors in the field of civil aviation. This fieldwork was used to generate theory on the process through which the concept of sustainability is being interpreted and adopted within this industry. The second phase of the study is a systematic analysis of archival data from a trade publication over the time period 2000-2008. Structured content analysis methods were employed to track evolution in the framing of environmental management issues at the level of the industry. The study expands current understandings of diffusion by (a) describing a process of naturalization, through which a new concept is being interpreted and an industry-level ethos is being reaffirmed; and (b) specifying some conditions leading to divergent diffusion, characterized as a situation in which multiple understandings of a management concept continue to coexist throughout diffusion. The study thus contributes to current institutional theories on management concept diffusion through a process perspective describing the interpretive mechanisms underlying diffusion and through conceptualization of the conditions and attributes of divergent diffusion. / Cette thèse contribue à une meilleure compréhension du processus par lequel les nouveaux concepts de gestion se propagent dans les champs organisationnels. La thèse examine la diffusion des concepts de management environnemental au sein de l'aviation civile, une industrie qui était l'icône de la mondialisation il y a une dizaine d'années, et qui est devenue la cible d'activistes et un symbole du changement climatique aujourd'hui. Dans la première phase de l'étude, des données qualitatives ont été recueillies par une observation participante dans des conférences et des évènements organisés par l'industrie, puis par 35 entrevues individuelles avec des informateurs représentant divers acteurs stratégiques dans le champ de l'aviation civile. Ce travail de terrain a été utilisé pour générer une théorie du processus d'interprétation et d'adoption du concept de développement durable au sein de cette industrie. La seconde phase de l'étude est une analyse systématique de données d'archives provenant d'un journal spécialisé, sur la période 2000-2008. Des méthodes d'analyse de contenu ont été utilisées pour retracer l'évolution des termes employés pour décrire et « cadrer » les problèmes environnementaux au niveau de l'industrie. L'étude contribue aux théories actuelles de diffusion, (a) en décrivant le processus de naturalisation, par lequel le nouveau concept est interprété, et un ethos de l'industrie est réaffirmé; et (b) en spécifiant quelles conditions mènent à une diffusion divergente, caractérisée par une situation dans laquelle de multiples compréhensions d'un même concept de gestion continuent à coexister tout au long de sa diffusion. L'étude contribue ainsi aux théories institutionnelles sur la diffusion des concepts de gestion en proposant une perspective centrée sur le processus, décrivant les mécanismes interprétatifs qui sous-tendent la diffusion, et en conceptualisant les conditions et les attributs d'une diffusion divergente.

<p> This research examines the collaboration that took place between the American Red Cross and the City of New York in the development and dissemination prior to Hurricane Sandy, and looks at how that plan was implemented during the storm. It examines how the responsibility of government to care for its people influences response plans and how the government collaborates with non-profit agencies to care for those citizens in planning for and responding to disasters. The data for this research was collected through an online survey tool that was distributed to employees and volunteers of the American Red Cross, then compiled and analyzed. The results from the survey were utilized to understand how the disaster response plan was utilized and make recommendations for future responses.</p>

<p> Researchers who specialize in the area of self-transcendence and servant leadership behavior have concluded that the presence of servant leadership behavior and spirituality may be essential in creating adaptive and successful organizations. Given the demand and concern for ethical, moral, and spiritual leaders&rsquo; conscious of others and the greater world community, interest in self-transcendence and servant leadership behavior has grown substantially. A limited body of evidence exists regarding the ways in which self-identified spiritual leaders implement servant leadership behavior in the spiritual, organizational setting. Gaining additional information on the ways in which self-identified servant leaders and spirituality apply in organizations is valuable to enable organizations to meet the challenges of the 21st century. In this research, the purpose of this study was to examine whether a relationship existed between the variables of self-transcendence and perceived servant leader behaviors among senior leaders and their followers at New Thought Spiritual Centers in the United States. This study sought to examine whether a leaders&rsquo; selftranscendence as measured by the Assessment of Spirituality of Religious Sentiments Scale (ASPIRES), correlates with being recognized as a servant leader among one&rsquo;s followers as measured by the Servant Leadership Behavior Scale (SLBS). The conclusions extrapolated from research question 1 suggested there was a significant positive correlation between selftranscendence and servant leadership behavior. The findings for research question 2 suggested partial support for leaders&rsquo; self-assessed self-transcendence and self-assessed servant leadership behavior. The highest scores for leaders&rsquo; reported from the ASPIRES scale was the subscales of <i>Prayer Fulfillment,</i> and less high among the subscales <i>Universality</i> and <i> Connectedness.</i></p>

<p> The study suggests that causation of workplace injury, specific to construction projects, include human factors that are not routinely discovered through empirical analysis. Although this is likely an intuitive conclusion it suggests that prevention must in part confront human factors and the role of leadership to respond. Construction continues to be one of the most dangerous industry segments in the United States injuring tens of thousands of construction workers annually. This qualitative phenomenological study investigated a directed sample of 15 construction workers working at 5 different projects for the participating organization. The five projects selected were determined by the leadership traits of operational leadership such that the worker sample population was exposed to the full spectrum of leadership behaviors. The objective of this qualitative phenomenological study was to gain a better understanding of the influence that specific leadership traits had in building a positive and proactive safety culture. The study used NVivo8 software to categorize the collected data. The results of the study identified the emergence of four main themes: (a) characteristics of the operational leader in the construction industry, (b) leadership approaches that influence safe behavior, (c) followersleadership reflective behavior, and (d) process of followership. Through one-on-one interviews the participants revealed their interpretation of leadership behaviors and how that interpretation drives their behavior. The study reveals potential gaps between the intent of leadership action and the constructed meaning by the participant. The study offers practical considerations for both the leader and the organization that may make a positive contribution to the prevention of incident and injury at the construction workplace.</p>

<p> Business leaders in the United States compete in a global marketplace for goods and services as well as in recruiting and retaining talented workers. The most experienced workers can usually be selective in choosing their employers. In 2000, awareness of corporate environmental issues began increasing substantially. Many prospective employees seek corporate leaders who are genuinely committed to running companies that focus on reducing negative environmental impacts. Business leaders have been increasingly using corporate social responsibility (CSR) reports to document their commitment to environmental responsibility. The purpose of this quantitative, experimental study was to examine working professionals' perceived attraction to a firm based on the level of credibility of the company's CSR report and whether any such effects differ based on employee qualification. Two hundred and eighty full time employees from two companies and members of a Department of Defense networking group completed the survey. Analysis of covariance, controlling for the effects of age and gender was used for evaluating the effects of the CSR status on attraction to a company. The results from this study indicate that an increase in credibility of a CSR report did not significantly relate to an increase in attraction to a company. In addition, the qualification level of the employee did not appear to have an influence on organizational attraction to a company that mentioned its corporate sustainability activities. This research contributes to theoretical research in organizational attraction and corporate environmental sustainability activities.</p>

<p> Many businesses are not adequately prepared for hazards and/or incidents that potentially imperil their operations. The question is why and whether independent variables associated with businesses and/or business principals are correlated to pre-incident planning; specifically, business continuity (BC) planning. Business principals from the Sacramento, California region participated in quantitative research to answer these questions through an online survey comprised of multiple choice, categorical, and Likert scale question types.</p><p> Findings from this research indicate 26% of businesses have business continuity plans (BCPs); employee safety was cited as the dominant motivating factor. Indicatively, an awareness gap was the dominant barrier for businesses without BCPs. Business size was found to be significantly (.015%) correlated to pre-incident planning; however, other demographic variables tested were inconclusive. Community resilience, intrinsically connected to economic vitality, is enhanced by safeguarding businesses from disruption and/or post-incident dissolution. Increasing BC planning benefits businesses and the communities where they operate.</p>

<p> Business survival requires that decision makers understand the critical knowledge resources that support the business' core competencies, while also facing the challenges of current labor trends. The purpose of this study was to explore the lived experiences of the management staff at a west Tennessee manufacturing facility about industrial technician skill losses. This phenomenological design included semistructured interviews of 20 managers, supervisors, and engineers and was an exploration of the potential losses from skilled worker attrition. The foundations of labor theory; knowledge management; and accounting measurements of intangible assets in advanced technology, communications, and economic systems provided the key elements of the conceptual framework. Interview data were sorted and grouped into 6 principle themes: attrition/succession planning, skills technology support, training requirements, economic benefits, support to lean operations, and skills alternative sources. These findings may enhance positive social change by informing manufacturing business leaders on the benefits of active learning organizations, collaboration with administrators of technical educational programs for improved training, replacement technologies, and utilization of the global economy for replacement workers. For skilled technical employees, the social impact of this study might ensure another generation of craft workers to help promote the prosperity of American industries and provide competitive paying worker jobs to the supportive employers, communities, and institutions.</p>

<p> As the world is rapidly advancing in technology and organizations are changing to become flatter, leaner, more efficient and more profitable it is critical for leaders and managers to keep their skills relevant to the world. In particular, outside sales managers once thought if they were outstanding performers as a sales person the next logical promotion would be to an outside sales manager. Therefore, it is vital to the success of an organization and the human capital in the organization, that leaders, in particular outside sales managers, have the necessary skills or competencies to be successful. </p><p> The purpose of this study was to explore the critical competencies needed for successful outside sales managers. The perspective of expert panelists was used in a three round Delphi study. Eighteen expert panelists looked at a comprehensive list of 172 competencies and then ranked them using a 5-point Likert scale, where 1=least important and 5=most important. </p><p> Fourteen competencies arose as critical for outside sales mangers. They are: a) managing and measuring work; b) initiative; c) determination; d) drive for results; e) clarifies expectations; f) develops others; g) builds effective teams; h) inspires and motivates others; i) manages diversity; j) depth of understanding others; k) displays high integrity and honesty; l) trust; m) ethics and values; and n) customer focus. </p><p> The findings of this research can be used by organizations in making a competency model. Competencies, such as the fourteen identified in this research have been recognized as critical to the success of an outside sales manager. This competency model is referred to as The Duet Leadership Competency Model.</p>

<p> Tourists travel all over the world to taste different types of cuisine and create memorable experiences through them. Although cuisine can be the primary reason one travels; it plays a significant role in any tourist's daily routine. While the idea of culinary tourism has been around for decades, it has received limited research attention. The existing research primarily highlights the consumer aspects, with limited focus on the trade or supply realm. The purpose of this dissertation is to present an innovative study in the culinary tourism field that develops and tests a comprehensive culinary tourism experience model from the supply sector perspective. </p><p> This dissertation includes three studies presented as potential journal articles. Chapter 1 explores a review of the current literature on culinary tourism. This chapter contains the general frameworks and models that have been proposed to date when considering culinary tourism and the theory on experience. Chapters 2 and 3 include qualitative analyses that test a proposed culinary tourism experience model through in-depth interviews from breweries and restaurant owners in Fort Collins, Colorado. The model encompasses the following 14 components: (a) learning and knowledge, (b) physical setting, (c) quality, (d) quantity, (e) service quality, (f) variety, (g) backstage access, (h) local culture, (i) senses beyond taste, (j) entertainment, (k) sustainability, (l) target market, (m) differentiation, (n) social media, and technology. The elements were selected from the results that emerged from the literature review, along with a pre-test. These elements were examined with owners and managers in terms of how the restaurants and breweries manage their operation and create a customer experience. Implications for future research and recommendations for improving this supply side approach to modeling the cuisine tourism experience are proposed.</p>