El artículo tiene como objetivo evaluar el nivel de desarrollo de la capacidad de absorción realizada (RACAP) en las Pyme colombianas. Se parte de una muestra de 363 Pyme colombianas (Dane,2012), se usa una revisión de literatura con apoyo del análisis de contenido y un modelo de regresión lineal, que permiten mostrar la existencia de una correlación lineal positiva entre la adquisición y asimilación del conocimiento externo en las organizaciones objeto de estudio,. Palabras clave: Capacidades de absorción, capacidades de absorción potencial, medición de las capacidades de absorción ABSTRACT:

Measurement of potential absorption capacity in Colombia's innovative companies [Medición de la capacidad de absorción potencial en las empresas innovadoras de Colombia]

The purpose of the study is to explore the psychological empowerment of the worker as a moderator to explain the link between knowledge sharing and innovative work behaviour within the telecommunication sector of Saudi Arabia. This study is based on a quantitative approach, having collected data through a series of questionnaires developed on previous studies. This study has applied Smart-Partial Least Squares (PLS) for the data analysis. The results revealed that there is a positive and significant relationship between knowledge sharing and innovative work behaviour. The knowledge sharing increases the competencies of the workers, bringing about more creativeness and perfection. Furthermore, this study elaborates that psychological empowerment plays an important role as a moderator in making a strong relationship between knowledge sharing and innovative work behaviour. This study concluded that the innovative work behaviour in any organisation depends on the practice, experience, and capabilities of the workers and, most importantly, the interdepartmental knowledge shared amongst them. The sharing of knowledge psychologically empowers the worker to bring creativity, modernization and excellence in the work that affects the marginal productivity, profitability, and customer satisfaction at a great extent. These factors provide long-run sustainability to business in a highly competitive market environment.

https://www.koreascience.or.kr:443/article/JAKO202026061031389.pdf

Linking Knowledge Sharing to Innovative Work Behaviour: The Role of Psychological Empowerment

Innovation fosters sustainable management and allows managers to achieve a competitive advantage. Understanding the mechanisms that explain innovation’s antecedents provides an important contribution to theory and practice. The purpose of this study was to assess the importance of human resources (HR) practices in developing trust-based cooperation, which facilitates organizational innovation. Using the foundation of the Shea and Guzzo model, the roles of HR mechanisms were investigated. This study analyzes how effective cooperation can increase innovation and how certain HR practices can help to nurture a trust-based work environment. The conceptual model was developed by drawing on social exchange theory (SET). An empirical analysis of the results of a survey conducted on telecommunications companies (n = 175) aimed to verify the conceptual model. Structural equation modeling was used to assess the data. The findings indicated that competency development opportunities, team interdependence, and group rewards were the most significant determinants of interpersonal trust. As a consequence, a trust-based team generates effective cooperation, and as a result organizational innovation is strengthened. This study was based on large-scale survey data and provides a comprehensive outlook on how to promote organizational innovation through HR practices. This is the first study linking HR practices with trust, collaboration, and innovation.

https://www.mdpi.com/2071-1050/11/16/4423/pdf

HR Practices for Supporting Interpersonal Trust and Its Consequences for Team Collaboration and Innovation

The aim of this study is to examine the impact of AMO-HR Systems (i.e., ability-enhancing HR practices, motivation-enhancing HR practices and opportunity-enhancing HR practices) on proactive employ...

https://journals.sagepub.com/doi/pdf/10.1177/1847979020947236

The impact of AMO-HR systems on proactive employee behavior: The mediating contribution of leader-member and team-member exchange:

\nPurpose\nThe purpose of this study is to investigate the association between knowledge sharing (KS) and innovative performance (IP) through the mediating effect of employee creativity (EC) in the manufacturing industries operating in Gujrat, Pakistan. KS among employees and its resultant IP is considered as a basic challenge faced by the manufacturing industries in Pakistan. The main motivation of the current study is to research this significant however neglected segment of the economy.\n\n\nDesign/methodology/approach\nThis quantitative study used deductive approach. Social exchange theory and resource-based view framework were used to predict relationships between EC, KS and IP. Data were collected through five-point Likert scale questionnaire from 158 managers including engineers and operational staff selected through convenient sampling. Regression analysis was performed using the Andrew Hayes Process macros in SPSS.\n\n\nFindings\nThe results showed that there is a positive and significant effect of the KS on IP. Moreover, the mediation analysis showed that EC positively mediate the relationship between KS and IP.\n\n\nResearch limitations/implications\nThe study target population is limited the single city where most of industries are located. This can be extended to other industrial areas of the country to increase reliability of the results.\n\n\nPractical implications\nThe study holds a significant contribution to the understanding of the link between KS and IP by emphasizing the role of stimulating EC in organizations.\n\n\nOriginality/value\nIt was identified in the literature that there is a lack of studies in this context as current conceptual model has not been studied before in the context of emerging economies at large and very few studies conducted in case of developed countries with totally different institutional setup. To put forward the study by Lee (2018), this is the first study that investigates the mediation of creativity between KS and IP in emerging markets manufacturing industry.\n

The mediating role of employee creativity between knowledge sharing and innovative performance: empirical evidence from manufacturing firms in emerging markets

Although there is a general recognition that human resource management (HRM) practices are a key factor in a firm’s innovation performance, from the extant literature we see that empirical investigation does not always offer evidence to support this assertion. This paper proposes that knowledge transfer received positively moderates the link between HRM practices and firm innovative performance in foreign multinational enterprises (MNEs) subsidiaries operating in China. Specifically, the influence of tacit knowledge approach on the effects of knowledge transfer received on HRM practices and firm innovative performance. With hierarchical linear modeling, our results demonstrate that: (1) HRM practices can have a positive effect on firm innovative performance; (2) knowledge transfer received can positively moderate the effects of HRM practices and firm innovative performance; and (3) the positive effects of knowledge transfer received on HRM practices and firm innovative performance will be strengthened with a tacit knowledge approach. This paper shows that through the adaptation and application of a tacit knowledge approach, executives can create an atmosphere for interaction between the workforce and senior colleagues, forming an inter-intra network chain to share intangible knowledge that is mostly derived from the culture and experience.

https://www.mdpi.com/2071-1050/11/5/1388/pdf

MNEs’ Subsidiary HRM Practices and Firm Innovative Performance: A Tacit Knowledge Approach

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MNEs’ Subsidiary HRM Practices and Firm Innovative Performance: A Tacit Knowledge Approach