The effect of perceived rewards on radical innovation: the mediating role of knowledge management in Indian manufacturing firms

Thneibat, Motasem

doi:10.1016/j.heliyon.2021.e07155

Cited by 19 publications

(22 citation statements)

References 80 publications

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“…The regression analysis result shows knowledge transfer mediating the link of front/back-office social capital to NSD performance in the bank industry. The latest research from manufacturing (Thneibat, 2021) and the construction industry (Wang et al, 2021) also confirms the mediating role of knowledge transfer between innovation and its antecedents. Compared with these two studies, knowledge transfer seems to play a more important mediating role in banking enterprises.…”

Section: Discussionmentioning

confidence: 75%

“…In addition, members can quickly form a cognitive map of task-related information within the organization, so that information can be quickly processed into useful patterns for integration (Edmondson & Jean-François, 2018). It can be seen that knowledge transfer is an intermediate factor of the influence of organizational structure on innovation performance (Thneibat, 2021, Lopes et al, 2021. Therefore, the following hypotheses are proposed:…”

Section: The Role Of Knowledge Transfermentioning

confidence: 99%

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A Knowledge Transfer Perspective on Front/Back-Office Structure and New Service Development Performance: An Empirical Study of Retail Banking in China

Huang

Xia

Weerasinghe

2021

IJIKM

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Aim/Purpose: The purpose of this study is to investigate the mechanism of the front/back-office structure affecting new service development (NSD) performance and examine the role of knowledge transfer in the relationship between front/back-office structure and NSD. Background: The separation of front and back-office has become the prevailing trend of the organizational transformation of modern service enterprises in the digital era. Yet, the influence of front and back-office separation dealing with new service development has not been widely researched. Methodology: Building on the internal social capital perspective, a multivariate regression analysis was conducted to investigate the impact of front/back-office structure on the NSD performance through knowledge transfer as an intermediate variable. The data was collected through a survey questionnaire from 198 project-level officers in the commercial banking industry of China. Contribution: This study advances the understanding of front/back-office structure’s influence mechanism on new service development activity. It reveals that knowledge transfer plays a critical role in bridging the impact of front and back-office separation to NSD performance under the trend of digitalization of service organizations. Findings: This study verified the positive effects of front/back-office social capital on NSD performance. Moreover, knowledge transfer predicted the variation in NSD performance and fully mediated the effect of front/back-office social capital on NSD performance. Recommendations for Practitioners: Service organizations should optimize knowledge transfer by promoting the social capital between front and back-office to overcome the negative effect organizational separation brings to NSD. Service and other organizations could explore developing an internal social network management platform, by which the internal social network could be visualized and dynamically managed. Recommendation for Researchers: The introduction of information and communications technology not only divides the organization into front and back-office, but also reduces the face-to-face customer contact. The impacts of new forms of customer contact to new service development and knowledge transfer between customer and service organizations call for further research. Along with the digital servitization, some manufacturing organizations also separate front and back-offices. The current model can be applied and assessed further in manufacturing and other service sectors. Impact on Society: The conclusion of this study guides us to pay attention to the construction of social capital inside organizations with front/back-office structure and implicates introducing and developing sociotechnical theory in front/back-office issue undergoing technological revolution. Future Research: As this study is based on the retail banking industry, similar studies are called upon in other service sectors to identify differences and draw more general conclusions. In addition, as the front and back-offices are being replaced increasingly by information technology such as artificial intelligence (AI), it is necessary to advance the research on front/back-office research with a new theoretical perspective, such as sociotechnical theory.

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Section: Discussionmentioning

confidence: 75%

Section: The Role Of Knowledge Transfermentioning

confidence: 99%

A Knowledge Transfer Perspective on Front/Back-Office Structure and New Service Development Performance: An Empirical Study of Retail Banking in China

Huang

Xia

Weerasinghe

2021

IJIKM

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“…Second, this study contributes to the theory of incremental and radical innovation in several ways. For one thing, departing from past empirical studies which either consider incremental/radical innovation as an explanatory variable ( Baker et al, 2014 ; Kim et al, 2019 ; Wang et al, 2020 ) or consider it as being explained ( Dunlap-Hinkler et al, 2010 ; Zhou and Li, 2012 ; Thneibat, 2021 ). By using innovation magnitude as a moderator, the present study examines how incremental and radical innovation affects the innovation process and outcome based on a dynamic capability perspective.…”

Section: Theoretical Implicationsmentioning

confidence: 98%

“…The novelty of this paper lies in that, first of all, previous empirical studies have either used incremental/radical innovation as the dependent variable ( Li and Qu, 2017 ; Han et al, 2018 , Han et al, 2020 ; Thneibat, 2021 ) or as the explanatory variable ( Baker et al, 2014 ; Kim et al, 2019 ). In present studies, the innovation magnitude is taken as the moderating variable to investigate the path selection and the performance of capability reconfiguration under the background of incremental or/and radical innovation.…”

Section: Introductionmentioning

confidence: 99%

How does capability reconfiguration impact the innovation performance of Chinese manufacturing firms?

Hao

Wang

2022

Front. Psychol.

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This study explores the relationship between capability reconfiguration and firm innovation performance by analyzing a sample of 375 manufacturing firms in China. The results suggest that the relationship between capability reconfiguration and innovation performance is affected by both the catch-up stage and the mode of capability reconfiguration (evolution or substitution). The catch-up stage of enterprises significantly impacts the moderating effects of innovation magnitude on the relationship between capability substitution and firm innovation performance, however, it has no obvious effects on the moderation of innovation magnitude on the relationship between capability evolution and innovation performance. This study contributes to the theory of dynamic capability and catch-up by revealing how innovation magnitude affects capability reconfiguration and subsequent innovation performance in different catch-up stages. The implication of this study is to remind managers to take full account of the innovation magnitude and catch-up stage in their decision-making.

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“…Rewarding employees ensures that the employees' goals and objectives are aligned with those of the organization. Thneitbat (2021) examined the effect of perceived rewards on innovation, using a sample size of 235 employees.…”

Section: Empirical Evidence On Cash Bonuses Employees' Innovativeness...mentioning

confidence: 99%

Exploring the Effect of Cash Bonuses on Employees’ Innovativeness and Creativity in the Nigerian Banking Sector

Onu

Beatrice²,

Olive³

et al. 2022

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Employees’ performance is a major concern of organizational leaders, especially those in the human resources department. This paper, therefore, examined the effect of cash bonuses on employees’ innovativeness and creativity in deposit money banks in Nigeria. A self-administered questionnaire was used to source data from a sample of 364 employees working in various categories of nine (9) selected deposit money banks in Lagos State, Nigeria. Partial Least Squares Structural Equation Modelling (PLS-SEM) was used to test the hypothesis. The results indicated that cash bonuses have a significant effect on employees’ innovativeness and creativity in deposit money banks in Lagos State, Nigeria (β = 0.701, t = 27.902, p < 0.05). This finding implied that cash bonuses are an essential driver of employees’ innovativeness and creativity in the Nigerian banking industry. The study recommended that the management of deposit money banks in Nigeria manage their organizational reward system to ensure better employee performance. Finally, the study’s limitations include that the sample used in this study only involved nine deposit money banks in Lagos State. Future research should include other banks in the sector. Moreover, future studies should include additional reward system variables that were not included in the present study.

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The effect of perceived rewards on radical innovation: the mediating role of knowledge management in Indian manufacturing firms

Cited by 19 publications

References 80 publications

A Knowledge Transfer Perspective on Front/Back-Office Structure and New Service Development Performance: An Empirical Study of Retail Banking in China

A Knowledge Transfer Perspective on Front/Back-Office Structure and New Service Development Performance: An Empirical Study of Retail Banking in China

How does capability reconfiguration impact the innovation performance of Chinese manufacturing firms?

Exploring the Effect of Cash Bonuses on Employees’ Innovativeness and Creativity in the Nigerian Banking Sector

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