The way firms innovate has notably changed in recent years. A clear example is the manufacturing sector which has been experiencing a new revolution in production and innovation. Linked to this industrial shift, manufacturing firms have been adopting more open and collaborative practices to innovate. This phenomenon, known as Open Innovation (OI), is helping firms to acquire and explore knowledge from external sources (inbound process) and to exploit knowledge via the commercialisation of ideas and technology (outbound process). Even though numerous researchers have studied the adoption of OI and its relation to numerous strategic and organisational results, very few studies have focused on investigating the positive influence of diverse OI approaches and practices on multiple dimensions of firm performance from different angles. These drawbacks hinder the diffusion of OI practices and raise the question of whether it is convenient for any firm in any industry to adopt or not to adopt OI. Thus, this thesis helps to fill this gap by examining the extent to which OI practices are adopted by firms and other actors in unexplored mature manufacturing industries and by understanding the unidentified roles that these practices play in relation to different dimensions of firm and industrial performance.  This thesis brings together different methodologies and data to investigate OI practices with a novel multi-perspective approach. Hence, OI practices are framed within the industrial context of manufacturing firms in Italy and Sweden, several actors in the food industry, small and medium-sized enterprises (SMEs) from the Italian foundry industry, and also within worldwide SMEs designing and producing supercars. More specifically, using data from 247 European manufacturing firms collected through a tailored OI survey, this thesis supports the relevance of internal context characteristics such as firm size and provides evidence of the relation between configurations of OI models and innovation performance. Through two case studies in the food industry, this thesis demonstrates novel forms of OI practices that can be characterised and adopted by different innovation actors within and around this mature industry. Likewise, drawing from 30 rigorous case studies of small and medium-sized foundries, this research for the first time illuminates the relation between the aggregations of some innovation practices (specifically internal R&amp;D and inbound OI) with a contemporarily relevant dimension of environmental and industrial performance such as energy efficiency. Although foregrounding the practical implications of adopting OI practices, this project also investigates and attempts to contrast some of the theoretical perspectives used when researching OI in mature manufacturing industries. This thesis concludes with an integrative study of the main aspects of the research project to demonstrate the advantages of using a multi-perspective approach to study OI. This last study, originally inspired from two case studies of small carmakers, involved collecting data from 48 small and medium-sized manufacturers of supercars with a survey designed to evaluate OI influence on several types of firm performance. Collectively, the results from this thesis confirm the validity of OI in new research contexts and reveal a combined influence of specific innovation practices on innovativeness, but also on the dimensions of industrial, environmental, and social performance. This thesis contributes to theory and practice by empirically showing that even though OI and the results of practicing it are highly context dependent, adopting OI practices can definitely have a positive influence in the overall performance of firms in mature manufacturing industries, including SMEs and other small actors. / Det sätt på vilket företagen innoverar har förändrats märkbart under de senaste åren. Den här situationen syns tydligt inom tillverkningssektorn, som upplever en ny produktions- och innovationsrevolution. Med tanke på detta inför tillverkningsföretagen öppnare och mer samarbetsbaserade metoder. Detta fenomen, benämnt öppen innovation (Open Innovation, OI), hjälper organisationer att förvärva och utforska kunskaper från externa källor (ingående process) och att utforska kunskaper genom kommersialisering av idéer och teknik (utgående process). Även om ett flertal forskare har studerat införandet av OI och hur det hänger samman med olika strategiska och organisatoriska resultat, har endast mycket få studier lagt fokus på att undersöka de positiva effekter som olika former av OI-metoder och -praxis har på flera dimensioner av företagens resultat och ur olika synvinklar. Den här bristen hindrar spridningen av OI-praxis och väcker frågan om huruvida det är fördelaktigt för ett företag i en viss bransch att införa eller inte införa OI. Denna avhandling hjälper till att fylla det här tomrummet genom att undersöka i vilken utsträckning öppen innovationspraxis har införts av företag och andra aktörer i outforskade, mogna tillverkningsbranscher och vilka oidentifierade roller sådan praxis spelar i förhållande till olika dimensioner av företagsresultat och branschresultat. Denna avhandling för samman olika metoder och data för att undersöka OI-praxis ur ett nytt multiperspektiv. Det industriella sammanhanget för studien av OI-praxis är därför tillverkningsföretag i Italien och Sverige, flera aktörer inom livsmedelsindustrin, små och medelstora företag från den italienska gjuteriindustrin samt små och medelstora företag världen över som utformar och tillverkar superbilar. Denna avhandling använder data från 247 europeiska tillverkningsföretag, som samlats in genom en skräddarsydd enkät om öppen innovation, för att bekräfta betydelsen av det interna sammanhangets egenskaper, t.ex. företagets storlek, och lägga fram bevis för relationen mellan OI-modellkonfigurationer och innovationsresultat. Genom två fallstudier inom livsmedelsindustrin visar denna avhandling nya sätt på vilka OI-praxis kan karakteriseras och införas av olika innovationsaktörer inom och omkring den här mogna branschen. Forskningsprojektet utgår även från 30 noggrant genomförda fallstudier av små och medelstora gjuterier för att för första gången belysa relationen mellan samlingar av vissa former av innovationspraxis (nämligen intern FoU och ingående OI) och en samtida relevant dimension av miljö- och branschresultat, t.ex. energieffektivitet. Detta projekt bildar förgrunden till de praktiska följderna av att införa OI-praxis, men undersöker även och försöker kontrastera till några av de teoretiska perspektiv som används vid forskning kring OI i mogna tillverkningsbranscher. Denna avhandling avslutas med en integrerande studie av forskningsprojektets huvudsakliga aspekter för att påvisa fördelarna med att använda en multiperspektivmetod vid studier av OI. Den sista studien, till vilken inspirationen ursprungligen hämtades från två fallstudier av små biltillverkare, innebar insamling av data från 48 små och medelstora tillverkare av superbilar med en enkät avsedd att utvärdera OI:s påverkan på flera typer av företagsresultat. De sammantagna resultaten från denna avhandling bekräftar OI:s giltighet i nya forskningssammanhang och avslöjar en kombinerad effekt av vissa former av innovationspraxis på innovationsförmåga, men även på dimensionerna industriella, miljömässiga och sociala resultat. Avhandlingen bidrar till teori och praktik genom att empiriskt påvisa att även om OI och resultaten av OI-praxis är starkt kontextberoende, kan införande av OI-praxis säkerligen ha ett positivt inflytande på det totala resultatet för företag i mogna tillverkningsbranscher, däribland små och medelstora företag och andra mindre aktörer. / Il modo in cui le imprese stanno innovando è notevolmente cambiato negli ultimi anni. Un chiaro esempio è il settore manifatturiero, che sta reagendo a una nuova rivoluzione nella produzione e innovazione. Collegato a questo cambiamento industriale, le aziende del settore della manifattura stanno acquisendo nuove pratiche più aperte e collaborative per innovare. Questo fenomeno, noto come ‘Open Innovation’ (OI), sta aiutando alle aziende ad acquistare e esplorare le conoscenze dalle fonti esterne (processo ‘inbound’) e di sfruttare la conoscenza tramite la commercializzazione delle idee e delle tecnologie (processo ‘outbound’). Anche se numerosi ricercatori hanno studiato l’adozione della OI e la sua relazione con numerosi risultati strategici ed organizzativi, in pochi studi si sono concentrati sullo studio dell’influenza positiva di diversi approcci e pratiche sulle multipli dimensioni della performance aziendale di diverse angolature della OI. Questi inconvenienti ostacolano la diffusione delle pratiche OI ed evidenziano la questione se è pure conveniente per qualsiasi tipo d’azienda in qualsiasi tipo d’industria adottare o non adottare OI. Così, questa tesi contribuisce a riempire questa lacuna tramite la esaminazione delle misure in cui le pratiche della OI vengono adottate dalle aziende ed altri attori nelle inesplorate industrie mature della manifattura e attraverso la comprensione dei ruoli non identificati che queste pratiche giocano in relazione alle diverse dimensioni della performance aziendale e industriale.   Questa tesi mette insieme le diverse metodologie e i dati ad indagare sulle pratiche della OI con un nuovo approccio multi-prospettico. Quindi, le pratiche OI sono inquadrate nel contesto industriale delle aziende manifatturiere in Italia e in Svezia, i diversi attori nel settore alimentare, le piccole e medie imprese (PMI) del settore della fonderia italiana, e anche nelle PMI di tutto il mondo che disegnano e producono i supercars. In particolare, utilizzando i dati di 247 aziende manifatturiere europee raccolti attraverso un sondaggio, questa tesi sostiene la rilevanza delle caratteristiche del contesto interno come la dimensione della azienda e fornisce la prova della relazione tra configurazioni dei modelli OI e la capacità di innovazione. Attraverso due casi di studio nel settore alimentare, questa tesi dimostra delle nuove forme di pratiche OI che possono essere caratterizzate e adottate dai diversi attori dell’innovazione all’interno ed all’intorno di questo settore maturo. Allo stesso modo, raccolto da 30 rigorosi casi di studio delle piccole e delle medie fonderie, questa ricerca per la prima volta illumina la relazione tra le aggregazioni di alcune pratiche di innovazione (in particolare le pratiche interne di R&amp;S e di OI inbound) con una dimensione contemporaneamente rilevante delle prestazioni ambientali ed industriali quali l’efficienza energetica.   Anche se in primo piano le implicazioni pratiche dell’adozione delle pratiche della OI sono accentate, il progetto indaga anche e cerca di contrastare alcune delle prospettive teoriche utilizzate nella ricerca nelle mature industrie manifatturiere. Questa tesi finisce con uno studio integrativo degli aspetti principali del progetto di ricerca per dimostrare i vantaggi di utilizzare un approccio multi-prospettiva per studiare la OI. Quest’ultimo studio, originariamente ispirato da due casi di studio di piccole case automobilistiche, ha coinvolto la raccolta dei dati provenienti da 48 piccole e medie produttori di supercars tramite un sondaggio per valutare l’influenza dei diversi tipi di performance aziendale. Collettivamente, i risultati di questa tesi confermano la validità di OI in nuovi contesti di ricerca e rivelano una influenza combinata di pratiche d’innovazione specifica su innovazione, ma anche sulle dimensioni della performance industriale, ambientale e sociale. Questa tesi contribuisce alla teoria e alla pratica, che empiricamente mostra che se anche la OI ed i risultati di praticarla sono molto dipendenti dal contesto, l’adozione delle pratiche OI può sicuramente avere un effetto positivo nelle prestazioni complessive delle aziende nella industria manifatturiere matura, comprese le PMI ed altri piccoli attori. / <p>This thesis is produced as part of the EMJD Programme <em>European Doctorate in Industrial Management (EDIM) </em>funded by the European Commission, Erasmus Mundus Action 1.</p><p>EDIM is run by a consortium consisting of the industrial management departments of three institutions.</p><p>•KTH Royal Institute of Technology, Stockholm, Sweden</p><p>•Politecnico de Milano, POLIMI, Milan, Italy</p><p>•Universidad Politécnica de Madrid, UPM, Madrid, Spain</p><p>QC 20160128</p> / European Doctorate in Industrial Management

Investir na capacidade de identificação dos diferentes níveis de desempenho dos servidores de uma Instituição é uma das mais importantes práticas da gestão de recursos humanos na atualidade. O empregador busca caracterizar os diferentes níveis de desempenho e utiliza esta informação da maneira construtiva visando à melhoria de processos e resultados para a Instituição. A avaliação regular de desempenho é uma das formas de identificar e valorizar as boas práticas que se alinham com a missão e valores da Instituição, e prover devolutiva para corrigir rumos e fazer ajustes necessários. Existem várias formas de se fazer avaliação de desempenho dos membros de uma equipe de trabalho, entretanto a tendência tem sido a utilização de sistemas informatizados que aumentam a capacidade de gerenciamento dos dados coletados, controle e feedback das avaliações aos servidores. Recentemente implantou-se o Sistema Eletrônico de Avaliação de Desempenho (SEAD) para os servidores da área médica, no Hospital das Clínicas da Faculdade de Medicina de Ribeirão Preto da Universidade de São Paulo (HCFMRP-USP), com o intuito de atender a Lei Complementar 1193/2013, que exige a avaliação de desempenho dos médicos do Estado de São Paulo para fins de pagamento do Prêmio de Produtividade Médica (PPM). O objetivo é descrever e caracterizar o SEAD, além de avaliar os resultados dos primeiros anos de sua implementação. Caracteriza-se como um estudo descritivo na parte inicial, onde foram apresentadas todas as etapas de planejamento e implementação do SEAD para avaliação dos médicos do HCFMRP-USP, inclusive com as principais diferenças entre o novo sistema e o sistema manual que havia previamente. Na etapa seguinte, de implementação, caracteriza-se por um estudo do tipo \"pesquisaação\" com duração de três anos em que diversos ajustes foram feitos a partir do que foi aprendido nas avaliações iniciais do próprio sistema. Na etapa final foram feitas entrevistas com os docentes avaliadores dos serviços com o maior número de médicos do HCRP. Este estudo foi aprovado pelo Comitê de Ética do HCRP. Dentre os resultados do estudo apresentaremos uma descrição detalhada do SEAD aplicado na área médica e as diferenças observadas em relação aos sistemas de avaliação anteriormente utilizados pelo HCRP. Diversas informações e indicadores foram obtidos em tempo real e disponibilidados para gestores médicos e a adminstração de recursos humanos do HCFMRP, tais como: o número de servidores avaliados, os avaliadores que realizaram as avaliações ou os avaliadores que não realizaram as avaliações, a quantidade de servidores avaliados por cada avaliador, quem foi avaliado, a nota obtida e o percentual de recebimento do PPM que cada médico do hospital recebeu. Os resultados dos primeiros anos de utilização e as melhorias que foram feitas no SEAD também estão descritas nos resultados deste estudo. A percepção dos avaliadores e usuários do sistema é de que o SEAD representou ganhos em termos de armazenamento de dados, acesso à informação para a tomada de decisões e principalmente por propiciar o direcionamento das políticas de incentivo aos médicos do HCRP alinhada com os interesses da própria instituição. De um modo geral os avaliadores que participaram voluntariamente do estudo avaliaram o SEAD de maneira bastante positiva. A avaliação de pessoal para fins de promoção ou premiação é sempre um desafio do ponto de vista pessoal e a disponibilidade de recursos que aumentam a transparência e promovem equidade com agilidade e simplicidade são extremamente importantes, especialmente para as organizações públicas. / Investing in the ability to identify the different levels of performance of an institution\'s servers is one of the most important human resources management practices today. The employer seeks to characterize the different levels of performance and uses this information in a constructive way aiming at improving processes and results for the Institution. Regular performance evaluation is one way to identify and value good practices that align with the Institution\'s mission and values, and to provide feedback to correct directions and make necessary adjustments. There are several ways to evaluate the performance of members of a work team. However, the tendency has been to use computerized systems that increase the capacity to manage the data collected, control and feedback of the evaluations to the servers. Recently the Electronic Performance Evaluation System (SEAD) was implanted for the medical staff, at the Hospital das Clínicas of the Medical School of Ribeirão Preto of the University of São Paulo (HCFMRP-USP), in order to comply with the Law Complementary Act 1193/2013, which requires the performance evaluation of physicians of the State of São Paulo for the purpose of payment of the Medical Productivity Award (PPM). The objective is to describe and characterize the SEAD, besides evaluating the results of the first years of its implementation. It is characterized as a descriptive study in the initial part, where all the SEAD planning and implementation steps for the evaluation of HCFMRP-USP physicians were presented, including the main differences between the new system and the manual system that had previously been presented. In the next stage of implementation, it is characterized by a three-year \"action-research\" study in which several adjustments were made based on what was learned in the initial evaluations of the system itself. In the final stage interviews were made with the teachers evaluating the services with the largest number of HCRP physicians. This study was approved by the HCRP Ethics Committee. Among the results of the study we will present a detailed description of the SEAD applied in the medical area and the differences observed in relation to the evaluation systems previously used by the HCRP. Various information and indicators were obtained in real time and available to HCFMRP medical managers and human resources management, such as: the number of evaluated servers, the evaluators who carried out the evaluations or the evaluators who did not carry out the evaluations, the amount of servers evaluated by each evaluator, who was evaluated, the grade obtained and the percentage of receipt of PPM that each hospital doctor received. The results of the first years of use and the improvements that have been made in SEAD are also described in the results of this study. The perception of the evaluators and users of the system is that the SEAD represented gains in terms of data storage, access to information for decision-making and, above all, to foster the orientation of policies to encourage HCRP physicians in line with the interests of the system itself institution. In general, evaluators who voluntarily participated in the study evaluated SEAD in a very positive way. Evaluating staff for promotion or reward is always a challenge from a personal standpoint, and the availability of resources that increase transparency and promote equity with agility and simplicity are extremely important, especially for public organizations.

Due to increase global competitive pressure, shortened product life cycles and ease of imitation, firms must continue to innovate to maintain their competitiveness. Technological innovation has become the primary basis of productivity improvements, sales volume growth, and competitiveness of firms, especially for the high-tech companies. Thus, identification and evaluation of technologies from a variety of perspectives now play important roles in the effective technological sources management. Traditionally, technological innovation studies stressed single model or variable having effects on firm productivity and performance. However, the challenge for business environment is continually changing; single model or variable is not good enough to explain the overall impact of technological innovation. The most difficult aspect of technological innovation performance measurement is the identification of appropriate metrics and approaches that provide information concerning these facets. In this study, the researcher tried to develop a technological innovation performance measurement model and determine tangible and intangible factors from the systematical perspective. That is, technological innovation in its nature is multi-dimensional and multi-criteria. Furthermore, technology innovation performance measurement can be conceptualized as multi-criteria a complex problem which involves the simultaneous consideration of multiple quantitative and qualitative requirements. In this empirical study, the researcher firstly utilizes the Delphi technique to build a hierarchical network structure model for evaluating the technological innovation performance measurement of high tech firms. Secondly, analytic network process (ANP) was applied to determine the importance weights of each dimension and criterion while exists interdependencies among criteria within the same dimension. Thirdly, Non-additive fuzzy integral method was then applied for information fusion and calculates the synthetic performance on a hierarchical network model structure for which criteria are interdependent and interactive. This study applied fuzzy measure and non-additive fuzzy integral method to derive the synthetic performance values of each dimension and firm. Through the technological innovation performance evaluation model can provide firms with an overview of their strengths and weaknesses with regards to technological innovation management. Furthermore, R&D managers and senior managers can apply this model to evaluate and determine the technological innovation capabilities of a firm to improve its technological innovation performance. Finally, this model may provide the useful information for managers and to reduce the overall technological innovation uncertainty.

Investir na capacidade de identificação dos diferentes níveis de desempenho dos servidores de uma Instituição é uma das mais importantes práticas da gestão de recursos humanos na atualidade. O empregador busca caracterizar os diferentes níveis de desempenho e utiliza esta informação da maneira construtiva visando à melhoria de processos e resultados para a Instituição. A avaliação regular de desempenho é uma das formas de identificar e valorizar as boas práticas que se alinham com a missão e valores da Instituição, e prover devolutiva para corrigir rumos e fazer ajustes necessários. Existem várias formas de se fazer avaliação de desempenho dos membros de uma equipe de trabalho, entretanto a tendência tem sido a utilização de sistemas informatizados que aumentam a capacidade de gerenciamento dos dados coletados, controle e feedback das avaliações aos servidores. Recentemente implantou-se o Sistema Eletrônico de Avaliação de Desempenho (SEAD) para os servidores da área médica, no Hospital das Clínicas da Faculdade de Medicina de Ribeirão Preto da Universidade de São Paulo (HCFMRP-USP), com o intuito de atender a Lei Complementar 1193/2013, que exige a avaliação de desempenho dos médicos do Estado de São Paulo para fins de pagamento do Prêmio de Produtividade Médica (PPM). O objetivo é descrever e caracterizar o SEAD, além de avaliar os resultados dos primeiros anos de sua implementação. Caracteriza-se como um estudo descritivo na parte inicial, onde foram apresentadas todas as etapas de planejamento e implementação do SEAD para avaliação dos médicos do HCFMRP-USP, inclusive com as principais diferenças entre o novo sistema e o sistema manual que havia previamente. Na etapa seguinte, de implementação, caracteriza-se por um estudo do tipo \"pesquisaação\" com duração de três anos em que diversos ajustes foram feitos a partir do que foi aprendido nas avaliações iniciais do próprio sistema. Na etapa final foram feitas entrevistas com os docentes avaliadores dos serviços com o maior número de médicos do HCRP. Este estudo foi aprovado pelo Comitê de Ética do HCRP. Dentre os resultados do estudo apresentaremos uma descrição detalhada do SEAD aplicado na área médica e as diferenças observadas em relação aos sistemas de avaliação anteriormente utilizados pelo HCRP. Diversas informações e indicadores foram obtidos em tempo real e disponibilidados para gestores médicos e a adminstração de recursos humanos do HCFMRP, tais como: o número de servidores avaliados, os avaliadores que realizaram as avaliações ou os avaliadores que não realizaram as avaliações, a quantidade de servidores avaliados por cada avaliador, quem foi avaliado, a nota obtida e o percentual de recebimento do PPM que cada médico do hospital recebeu. Os resultados dos primeiros anos de utilização e as melhorias que foram feitas no SEAD também estão descritas nos resultados deste estudo. A percepção dos avaliadores e usuários do sistema é de que o SEAD representou ganhos em termos de armazenamento de dados, acesso à informação para a tomada de decisões e principalmente por propiciar o direcionamento das políticas de incentivo aos médicos do HCRP alinhada com os interesses da própria instituição. De um modo geral os avaliadores que participaram voluntariamente do estudo avaliaram o SEAD de maneira bastante positiva. A avaliação de pessoal para fins de promoção ou premiação é sempre um desafio do ponto de vista pessoal e a disponibilidade de recursos que aumentam a transparência e promovem equidade com agilidade e simplicidade são extremamente importantes, especialmente para as organizações públicas. / Investing in the ability to identify the different levels of performance of an institution\'s servers is one of the most important human resources management practices today. The employer seeks to characterize the different levels of performance and uses this information in a constructive way aiming at improving processes and results for the Institution. Regular performance evaluation is one way to identify and value good practices that align with the Institution\'s mission and values, and to provide feedback to correct directions and make necessary adjustments. There are several ways to evaluate the performance of members of a work team. However, the tendency has been to use computerized systems that increase the capacity to manage the data collected, control and feedback of the evaluations to the servers. Recently the Electronic Performance Evaluation System (SEAD) was implanted for the medical staff, at the Hospital das Clínicas of the Medical School of Ribeirão Preto of the University of São Paulo (HCFMRP-USP), in order to comply with the Law Complementary Act 1193/2013, which requires the performance evaluation of physicians of the State of São Paulo for the purpose of payment of the Medical Productivity Award (PPM). The objective is to describe and characterize the SEAD, besides evaluating the results of the first years of its implementation. It is characterized as a descriptive study in the initial part, where all the SEAD planning and implementation steps for the evaluation of HCFMRP-USP physicians were presented, including the main differences between the new system and the manual system that had previously been presented. In the next stage of implementation, it is characterized by a three-year \"action-research\" study in which several adjustments were made based on what was learned in the initial evaluations of the system itself. In the final stage interviews were made with the teachers evaluating the services with the largest number of HCRP physicians. This study was approved by the HCRP Ethics Committee. Among the results of the study we will present a detailed description of the SEAD applied in the medical area and the differences observed in relation to the evaluation systems previously used by the HCRP. Various information and indicators were obtained in real time and available to HCFMRP medical managers and human resources management, such as: the number of evaluated servers, the evaluators who carried out the evaluations or the evaluators who did not carry out the evaluations, the amount of servers evaluated by each evaluator, who was evaluated, the grade obtained and the percentage of receipt of PPM that each hospital doctor received. The results of the first years of use and the improvements that have been made in SEAD are also described in the results of this study. The perception of the evaluators and users of the system is that the SEAD represented gains in terms of data storage, access to information for decision-making and, above all, to foster the orientation of policies to encourage HCRP physicians in line with the interests of the system itself institution. In general, evaluators who voluntarily participated in the study evaluated SEAD in a very positive way. Evaluating staff for promotion or reward is always a challenge from a personal standpoint, and the availability of resources that increase transparency and promote equity with agility and simplicity are extremely important, especially for public organizations.

This publication-based dissertation, comprising four unique research papers published in peer-reviewed journals, contributes to innovation management theory and explores how organizations can maximize the value of innovations in the new digital normal. It draws insights from 31 cases, 86 semi-structured interviews, and 804 survey participants (excluding pilot studies), employing a diverse range of qualita-tive and quantitative methodologies. The dissertation investigates how organizations can create and cap-ture value from innovations, focusing on contingent and contextual dimensions, capabilities, and leader-ship styles. As a result, it makes four key theoretical contributions. First, it proposes that innovation performance is equifinal but contingent on the configurational approach for each organization (e.g., combinatorial recipe). Alignment between innovation approaches and performance strategies is essen-tial to gain a competitive advantage. Second, it underscores the vital role of middle managers as the crucial link between top management and employees. This middle-up-down management approach combines distinct leadership and communication capabilities to integrate innovations (e.g., innovative work behaviors, digital technologies) into daily working routines, thus facilitating innovation routiniza-tion (e.g., effective innovation implementation). Third, organizations that possess adequate higher-order business model and process efficiency dynamic capabilities evaluate various dimensions (e.g., value, individual, technological, organizational) in their internal and external contextual periphery to deter-mine their action potential. This enables them to assess, reconfigure, and integrate value creation oppor-tunities into their operational capabilities (e.g., business model, processes), leading to improved per-formance when digitally transforming. Fourth, this dissertation conceptualizes the multidimensional (e.g., individual, team, organizational) digital leadership phenomenon, grounding it in the domain of (strategic) leadership theories. Digital leaders constantly oscillate between leading themselves and oth-ers and leading their organizations to create innovative work environments that foster performance. The combined findings of the dissertation call for novel market approaches and adjusted forms of leadership for organizations to thrive in the new digital business landscape. Avenues for further research to enrich the current academic discourse are also presented. If organizations are to enhance their performance (e.g., increase the likelihood of capturing value from their innovations, or deriving a competitive ad-vantage), understanding the underlying mechanisms outlined in this dissertation should help organiza-tions in this endeavor.

[pt] O conhecimento é visto, cada vez mais, como importante condutor do crescimento econômico e da inovação, o que desperta interesse crescente pela melhoria da educação. O Brasil não é exceção: a sociedade brasileira encontra-se cada vez mais consciente da necessidade de aprimorar os mecanismos pelos quais se processa a educação. Por outro lado, do ponto de vista teórico, existe ainda, na literatura, a preocupação em entender de que forma os construtos de liderança e clima organizacional de suporte à criatividade e inovação impactam a inovação nas organizações e, em decorrência, seu desempenho. Este estudo buscou, portanto, atender a uma preocupação social, a melhoria da educação, ao mesmo tempo em que contribui para o entendimento das complexas relações entre fatores internos à organização e seu impacto sobre a inovação conduzida na organização e o desempenho por ela obtido. Assim, as organizações escolhidas para o estudo foram escolas públicas da cidade do Rio de Janeiro. A revisão bibliográfica focou a literatura sobre liderança e papel dos líderes na condução da inovação, já que grande parte das inovações não resulta do acaso, mas sim de efetiva gestão na busca de solução para problemas que se apresentam no mercado ou dentro das próprias organizações, e na literatura sobre o papel do clima organizacional de suporte à criatividade e inovação, além dos estudos que analisam a relação entre inovação e desempenho das organizações. A partir da literatura estudada, foram identificadas escalas desenvolvidas na área de gestão, cobrindo diferentes facetas dos construtos Liderança e Clima Organizacional de Suporte à Criatividade e Inovação. Especificamente, foram usadas as escalas MLQ (Multifactor Leadership Questionnaire - Form 5X) de Bass e Avolio (2004) e o SSSI (Siegel Scale of Support for Innovation) de Siegel e Kaemmerer (1978). O desempenho foi medido por meio de variáveis relativas a aspectos não apenas de aprendizagem de conteúdo por parte dos alunos, mas também motivacionais, relativos à motivação de professores e funcionários e à colaboração de familiares de alunos, em preferência a resultados do IDEB (Índice de Desenvolvimento da Educação Básica) do Ministério da Educação e Cultura, composto apenas por questões relacionadas a aprovação e aprendizagem (de português e matemática) dos alunos. A pesquisa de campo junto às escolas municipais do Rio de Janeiro foi realizada entre os meses de fevereiro e abril de 2013, sendo enviados questionários para todas as 358 escolas do município que ofereciam ensino fundamental nos anos finais (Sexto ao Nono ano) e que possuíam avaliações do IDEB dos anos de 2007, 2009 e 2011. Os resultados evidenciam os aspectos teóricos do modelo conceitual elaborado, observando-se o efeito da Liderança sobre o Clima Organizacional de Suporte à Criatividade e Inovação, e deste, por sua vez, sobre o Desempenho Inovador da organização. Além disso, conforme esperado, o Desempenho Inovador afeta positivamente o Desempenho Organizacional. / [en] Knowledge is seen increasingly as an important driver of economic growth and innovation, which arouses increasing interest for the improvement of education. Brazil is no exception: the Brazilian society is increasingly aware of the need to enhance the mechanisms by which education takes place. On the other hand, from a theoretical point of view, still exists in the literature, the concern to understand how the constructs of leadership and organizational climate to support creativity and innovation in organizations impact innovation and, as a result, its performance. This study aimed, therefore, to meet a social concern, improving education, while contributing to the understanding of the complex relationships between factors internal to the organization and its impact on innovation conducted in the organization and performance obtained by it. Thus, the organizations chosen for the study were public schools in the city of Rio de Janeiro. The literature review focused on literature on leadership and the role of leaders in driving innovation, since a large portion of the innovations is not the result of chance, but of effective management in the search for solutions to problems that arise in the market or within their own organizations, and literature on the role of organizational climate to support creativity and innovation, including studies that examine the relationship between innovation and performance of organizations. From the literature studied, developed scales were identified in the management area, covering different facets of the constructs Leadership and Organizational Climate to Support Creativity and Innovation. Specifically, the MLQ scales were used (Multifactor Leadership Questionnaire-Form 5 x) on Bass and Avolio (2004) and the SSSI (Siegel Scale of Support for Innovation) of Siegel and Kaemmerer (1978). Performance was measured by variables related to aspects not only learning content by students, but also motivational, concerning the motivation of teachers and staff and cooperation of family members of students, in preference to the results IDEB (Basic Education Development Index) of the Ministry of Education and Culture, composed only for issues related to adoption and learning (of portuguese and mathematics) of the students. The field research in the public schools of Rio de Janeiro was conducted between February and April 2013, being sent questionnaires to all 358 municipal schools offering elementary school in the final year (6th to 9th grade) and who had ratings IDEB the years 2007, 2009 and 2011. The results show the theoretical aspects of the conceptual model drawn, observing the effect of Leadership on Organizational Climate to Support Creativity and Innovation, and this, in turn, on Innovative Performance of the organization. Furthermore, as expected, the Innovative Performance positively affects organizational performance.

A gestão de riscos corporativos (ERM) tem assumido um importante papel no campo da administração de empresas, sendo apontada como fundamental no sentido de potencializar a probabilidade de realização dos objetivos estratégicos. Concomitantemente, a inovação tem se tornado um imperativo para o alcance de vantagens competitivas em um ambiente cada vez mais dinâmico e inter-relacionado. No entanto, ao mesmo tempo em que as empresas devem inovar para se manterem perenes, o resultado em inovação pode ser influenciado pelos diversos fatores de riscos presentes no ambiente de negócios. Neste sentido, o estudo tem como objetivo verificar qual a influência das práticas de gestão de riscos corporativos no desempenho em inovação, tendo como foco empresas brasileiras de grande porte. A pesquisa, de cunho descritivo, possui caráter quantitativo e foi desenvolvida a partir da aplicação da técnica de Modelagem de Equações Estruturais, baseada no método de mínimos quadrados parciais (PLS). Os resultados apontam para uma relação positiva e significativa entre as práticas de ERM e o desempenho em inovação das empresas, sendo o ambiente interno propício e o apetite a risco das organizações variáveis relevantes para esta relação. / The Enterprise Risk Management (ERM) has gained importance in the context of business administration, as a fundamental process in order to maximize the probability of achieving the strategic objectives. Concomitantly, innovation has become an imperative for achieving competitive advantage, in view of an increasingly dynamic and interrelated environment. However, while companies must innovate to survive, innovation can also be influenced by risks present in the business environment. Considering this frame, this study aims to understand the influence of enterprise risk management\'s practices on innovation performance, focusing on Brazilian large companies. The quantitative research, which presents descriptive nature, was developed using structural equation modeling technique, based on the method of partial least squares (PLS). The results point to a positive and significant relationship between ERM practices and innovative performance. In addition, the variables internal environment and risk appetite are relevant and statistically significant for this association.

從理論而言，本論文企圖從生態演化的觀點，針對組織與組織間，或事業體與事業體間，觀察組織是否具有同生物物種間共同演化的現象，並從組織知識與學習的觀點，探討組織與組織間知識共同演化的行為機制與其對創新績效的關係。過去的文獻中，針對組織或事業體間之策略與績效間的關係，多數均從多角化的觀點出發，探討組織、市場或產品間的相關度，來預測績效的成果，但從資源基礎的角度觀察實務的現象，組織間的資源基礎，並非均可在組織間自由的流動或轉移，組織亦非只單純依賴於相關度高的其他事業組織才足以創造績效。因此，組織如何與其他的事業體組織進行資源的移轉以創造策略績效，特別是對於創新績效相關的知識資源，在現今的理論及文獻中，並沒有特別的加以探討。本研究針對此一研究的缺口，乃試圖利用生態學說之共同演化的觀點，奠基於Eisenhardt and Galunic(2000)之共同演化策略的文獻作出發點，來探討組織與組織間知識共同演化的行為機制，以及其對組織創新績效的影響。 經由文獻的探討與先導個案的觀察，本研究提出了主要的研究架構，在資源基礎構面上，本研究觀察了自我組織與其他對偶組織間三種資源：實體設備資源、技術知識資源、網絡關係資源；而在知識屬性構面上，本研究提出了領域相似性及功能互補性二個子構面，而在應變數創新績效上，本研究則觀察組織的創新件數、創新件數變動率及創新產業競爭力；創新績效類別上則觀察組織四種創新類型：產品創新、製程創新、技術創新以及市場創新等四個組織績效。而針對調節變數上，本研究則著由文獻歸納及個案觀察發展出組織間知識共同演化的四個行為構面：交互學習吸收、自我學習強化、相關變異適應與共有例規保留。藉由此四個構面所發展出的行為子構面題項問卷，本研究可以觀察組織與組織間知識共同演化行為的強度，以作為影響組織間資源基礎與組織創新績效關係的調節變數。 本研究藉由質性之個案研究法之先導個案─長興化工的觀察，發展出量化之問卷調查法之研究問卷，並針對潤泰企業集團之營建事業體與紡織事業體共十四個事業組織，二十八位受訪者進行實證研究，調查此十四個事業組織間所構成之364個對偶關係之組織關係，一一進行問卷調查及記錄。並依據此十四個事業組織受訪者問卷，進行數值分析及多變量分析工作。本研究係採用SPSS統計分析工具。 經由問卷統計分析的結果，本研究得到研究成果及結論如下： 1. 從資源基礎論的觀點，對於組織的創新績效，除自我組織的實體設備、技術知識及網絡關係資源有正向助益效果外，組織的資源亦可跨越組織疆界的概念，延伸至組織生態系統中其他對偶組織之資源基礎的層次。 2. 組織與其生態系統中其他對偶組織間的知識共同演化行為活動愈強，對偶組織之實體設備資源、技術知識資源及網絡關係資源，愈有助於組織之創新績效表現 2-1.自我組織與其他對偶組織間的交互學習吸收行為愈強，對偶組織之資源基礎愈有助於組織創新績效表現。 2-2.自我組織與其他對偶組織間的自我學習強化行為愈強，對偶組織之資源基礎愈有助於組織創新績效表現。 2-3.自我組織與其他對偶組織間的相關變異適應行為愈強，對偶組織之資源基礎愈有助於組織創新績效表現。 3. 組織與對偶組織間之知識屬性不同，其彼此間之知識共同演化行為的強度亦有所不同。知識領域相似性愈高，功能互補性愈高的組織，其知識共同演化的四個構面(交互學習吸收、自我學習強化、相關變異適應及共有例規保留)行為強度均較強。 4. 具有深度知識共同演化行為的事業部組織，其在創新的件數及創新的產業競爭力上，表現均會較其他中度知識共同演化或低度知識共同演化的事業部組織來得佳，且在新產品創新、新製程創新及新技術創新等方向上，與其他事業部具有深度知識共同演化的事業部組織，其創新績效較佳。 / The research, based on the evolutionary theory, tries to find is there any kind of the co-evolution relationship between organizations or business-units. Starting from the organization knowledge management and organizational learning, the research studies the co-evolution behavior mechanism between dyad organizations and also studies the impact of the knowledge co-evolution behavior on innovation performance. Reviewing the research which study the strategy and performance mechanism between organizations or business units, lot of them use the diversification point of view to propose the market relatedness or the product relatedness are important on estimating the performance of organization, especially the new market that organization will enter. The researcher finds there is a theatrical gap between the resource transferability of dyad organizations and innovation performance creating. However, based on the research of Eisenhardt and Galunic (2000), the research will use the evolutionary theory to study how organization adopting the knowledge resource from another organization to create organization innovation performance. The research concept structure proposed by the research will have four constructs. The first one, in resource based construct, this research propose three kinds of resource in self-organization and dyad organization: (1) tangible resource and asset in practice facility; (2) intangible resource and asset in technical knowledge; (3) network resource and asset between organizations. The second construct is the knowledge attribute. This research proposes two kind of attribute between organizations, (1)similarity of field knowledge and (2) complementarity of functional knowledge. In the dependent construct, the research proposes innovation performance in innovation success cases, innovation growth and competence of product innovation, technical innovation, process innovation and market innovation. In the final construct of moderator variable, the research propose four dimensions of the knowledge co-evolutionary mechanism: (1) knowledge learning and absorbing; (2) knowledge combining and creating; (3) knowledge adapting on relative variance; (4) practicing on mutual organization routine. The methodologies of the research are case study and questionnaire interview and analyze. We review 14 organizations of textile division and civil engineering divisions of Ruentex Group. After analyzing the questionnaire of 28 interviewers, the research generates four conclusions as below: (1) From the resource-based view, not only the resource of self-organization could have positive benefit on the performance of organization innovation, but also the resource from dyad organization could contribute on innovation performance. The concept of organization resource could break through the organization boundary and extend to the dyad organization in the same organizational environment. (2) The more knowledge co-evolutionary behavior, the more benefit of inter-organizational resource will have on innovation performance. A. The more knowledge learning and absorbing on co-evolutionary behavior, the more benefit of inter-organizational resource will have on innovation performance. B. The more knowledge combining and creating on co-evolutionary behavior, the more benefit of inter-organizational resource will have on innovation performance. C. The more knowledge adapting on relative variance on co-evolutionary behavior, the more benefit of inter-organizational resource will have on innovation performance. (3) The knowledge attribute of the two dyad organizations will effect on the degree of the knowledge co-evolutionary behavior. The higher the similarity of field knowledge and complementarity of functional knowledge, the heavier the inter-organizational knowledge co-evolutionary behavior. (4) The innovation performance of the organization which have heavier knowledge co-evolutionary behavior will better then the ones have medium or lighter knowledge co-evolutionary behavior, especially on the product innovation, process innovation and technical innovation performance.

Abstract  Title: Network construction and innovation performance – the variation of search depth and search breadth in Open Innovation networks.  Authors: Robin Cianelli, Jenny Nilsson and Sarah Wennström  Supervisor: Henrik Sällberg  Department: School of Management, Blekinge Institute of Technology  Course: Bachelor’s thesis in Business Administration, 15 credits  The study aimed to investigate how companies construct there open innovation networks and how they in turn affects the innovation presentation. It was distinguishing between the product innovation and the process innovation to investigate if the companies constructed different open innovation networks for different innovation types. This was investigated by looking at how many different extern collaborators the companies were using and how deep these collaborations were. The studies hypotheses were that the search depth and the search width would have a positive influence on the innovation presentation and that the search depth and the search width would have a greater impact for the product innovation than the process innovation. To investigate this a selection of 91 small and middle big Swedish companies in the manufacturing industry where asked to answer a web survey and our collected data was processed by multiple regression analyzes. The results showed that search depth and width in open innovation networks had a positive influence on the innovation performance when the company wanted to do product innovations, but only search depth showed a significant positive correlation for process innovation. This could be explained with the fact that processes innovations are very complex and can look very different even within the same industry. / Abstrakt  Titel: Nätverkskonstruktion och innovationsprestation - Variationen av sökdjup och sökbredd i öppna innovationsnätverk  Författare: Robin Cianelli, Jenny Nilsson och Sarah Wennström  Handledare: Henrik Sällberg  Institution: Managementhögskola, Blekinge Tekniska Högskola  Kurs: Kandidatarbete i Företagsekonomi, 15 högskolepoäng  Studien ämnade undersöka hur företag konstruerar sina öppna innovationsnätverk och hur det i sin tur påverkar innovationsprestationen. Det särskildes mellan produktinnovation och processinnovation för att undersöka om företagen konstruerade olika öppna innovationsnätverk för olika innovationstyper. Detta undersöktes genom att se till hur många olika externa samarbetspartners företagen använde sig av och hur djupa dessa samarbeten var. Studiens hypoteser var att sökdjup och sökbredd skulle påverka innovationsprestationen positivt och att sökdjup och sökbredd skulle ha större påverkan för produktinnovation än för processinnovation. För att undersöka detta fick ett urval på 91 svenska små till medelstora företag i tillverkningsbranschen svara på en webbenkät och vår insamlade data bearbetades sedan med multipla regressionsanalyser. Resultatet visade att sökdjup och sökbredd i öppna innovationsnätverken påverkade innovationsprestationen positivt när företaget ville innovera inom produkt, men att enbart sökdjup kunde uppvisa ett signifikant positivt samband för processinnovation. Detta förklarades med att processinnovationer är väldigt komplexa och kan skilja sig väldigt även inom samma bransch.

在智慧財產權受到高度重視的現代，加上科技的發展日新月異，企業需要投入的研發資源和面臨的風險愈來愈高；因此，過去企業獨立進行技術研發可能不再是一個最佳的策略，取而代之的是越來越多專利聯盟的出現，而專利聯盟又會涉及到法律與管理層面的議題。 過去在專利聯盟的研究中，有關專利聯盟與反托拉斯法之間的關係，一直是法律學者所關注的焦點；而專利聯盟也受到各國主管機關的高度管制，深恐專利聯盟的形成，會對技術市場和產品市場造成限制競爭的情形，給產業競爭帶來負面的影響。然而，無論是法律學者或主管機關，在討論專利聯盟帶來的影響時，主要仍以論理的方式進行，鮮少以實證研究來探討專利聯盟。植基於此，本研究擬以實證的方式討論專利聯盟對於企業研發績效之影響。 而在策略聯盟的相關理論中，企業形成策略聯盟的原因包括為了取得重要資源、分散研發風險等目的。專利聯盟係一種由技術所組成的策略聯盟，專利聯盟若無法帶給企業益處，則該聯盟不可能持續存在。本研究以 MPEG-4 Visual 專利聯盟為探討對象，將企業的研發能力、加入專利聯盟時間的長短與企業的規模做為研究變數，討論其對企業研發績效的影響。 本研究以 MPEG-4 Visual 專利聯盟內的21家企業做為研究樣本，蒐集這些企業在2004年至2011年之間的專利申請數量、企業營收等資料。研究結果發現，企業的研發能力與加入聯盟後的研發績效呈現正向關係，亦即企業加入專利聯盟後，透過關鍵技術的交換，確實能夠提升研發能力，而且本身研發能力愈好的企業，其研發績效也會愈好，至於企業加入專利聯盟後的時間愈久，其研發績效也會有顯著的提升。然而，企業的規模與研發績效之間則呈現負向關係，造成此現象的原因，推論係因為規模越大的企業在研發資源的分配上較為分散，故反而降低企業在該領域的研發績效。