IntroductionInnovation results from the combination and recombination of existing and newly developed knowledge (Schumpeter, 1942;Fleming, 2001). Having the knowledge that is available within a firm accessible at a moment's notice to the right people thus ensures that a firm can be innovative, allowing it to respond quickly to the highly dynamic environments it operates in (Volberda, 1996).Even as firms are urged to more readily allow innovative knowledge to cross firm boundaries, 2 innovative knowledge may not easily move to where it can be used in the firm, however (Cross and Cummings, 2004; Aalbers et al., 2013). A firm that can improve the diffusion of knowledge internally will benefit from enhanced innovative activity (cf. Paruchuri, 2010; Whelan et al., 2011).However, at the same time, research has particularly pointed to knowledge as one of the most difficult resource to manage at an organizational level (Szulanski, 1996). Reflecting on the governance of knowledge sharing in organizations, Foss and colleagues (2010) suggest that knowledge may come to be sticky and difficult to transfer because of ingroup-outgroup dynamics.These ingroup-outgroup dynamics can create a reluctance to share knowledge with individuals from other units. While stickiness of knowledge is related to the social embeddedness of those who might partake in knowledge transfer, how knowledge exactly crosses firm-internal boundaries has not been the subject of much scholarly attention.Exploring knowledge transfer at a major subsidiary of an electrical engineering multinational argue that close attention must be paid to the exact direction knowledge flows into when understanding innovative activity within a firm (Shi et al., 2009;Boari and Riboldazzi, 2014). We 3 submit that not only if firm-internal unit boundaries are crossed, but particularly how this crossing takes place is of managerial and scholarly importance.Our findings show that individuals who have a more external orientation, in the sense of initiating communication across firm-internal boundaries with others in other business units, will also be more likely to contribute to innovative activity within the firm. By including the different contacts an individual maintains in both the instrumental-formal and the expressive-informal networks in our analysis we shed light on how these conceptually distinct networks congrue (Aalbers et al., 2014;McEvily et al., 2014;Henttonen, 2010). Our study thereby contributes to an integrated theoretical understanding of organizational functioning, conceiving an organization as a combination of both formal and informal social structures, instead of studying either structure in isolation.Our paper is organized in a classical manner. We first present and elaborate on relevant literature in Section 2. Section 3 details methodology, upon which Section 4 presents results, Section 5 discusses managerial implications and Section 6 concludes.
TheoryTransfer of knowledge within the organization to stimulate innovation and gain competitive advantage has ...