STRATEGIC KNOWLEDGE DISCLOSURE: ITS EFFECT ON COMPETITIVE RESPONSE AND KNOWLEDGE-BASED COMPETENCIES IN THE GLOBAL HARD DISK DRIVE INDUSTRY

How does a leading firm sustain its competence-based advantage in a competitive landscape against threats of imitation and substitution? In high-velocity competitive markets, an inherent tension arises when firms wish to prolong the value of their technological competencies, while rivals seek to make those competencies obsolete. These markets are characterized by continuous technological change, fickle customers, and frequent shifts in the competitive landscape. Firms must continually update their innovative competencies that are recurrently targets of imitation and substitution, and managers face challenges in discerning the appropriate competencies their firms should commit to and which they should avoid, resulting in the difficulty of setting straightforward strategic goals for the firm. Looking in the hard disk drive industry from 1987 to 1999, I empirically show that leading firms' knowledge disclosure of core technologies has a positive effect on the probability of laggards imitating the leader. Moreover, I show that after leading firms disclose, they introduce next-generation products sooner and prevent laggards from quickly introducing their next-generation products. Thus, I suggest that a leading firm's knowledge disclosing activities can shape the competitive landscape by influencing rivals' scope of search for innovation opportunities. Namely, leading firms can prolong their established competencies by disclosing knowledge on their innovations by promoting imitation and delaying or preventing substitution

An Evaluation of Low Versus High-Collaboration in Online Learning

Abstract Researchers in a recent study found that online students’ ability to self-regulate led to more focused attention and time on task, and in turn, these skills could lead to better learning. Given the need for more theoretical work in this area, as well as the potential practical benefits from the use of these pedagogical strategies, we sought to compare differences between high- versus low-collaboration teams in an online assignment to determine if higher levels of student-to-student collaboration led to higher levels of self-regulation or learning presence (forethought and planning, monitoring, strategy use, and reflection). Specifically, we explored how the use of high-collaboration technologies, such as Google Docs and Google Hangouts, impacted the level of learning presence students demonstrated while participating in a small group project. The low-collaboration group made minimal use of an asynchronous discussion forum for collaboration. Differences in collaboration were measured using student grades, peer evaluations, pre- and posttests, and community of inquiry surveys. In addition, quantitative content analysis and social network analysis were used to assess collaboration by examining learning presence in the two groups

Spiritual formation and workplace engagement: prosocial workplace behaviors

This paper presents a study of prosocial workplace behaviors indicative of spiritual formation. This research aims to provide practical guidance to managers interested in fostering workplace spirituality and engagement. We present a theoretical model of prosocial workplace behaviors analogous to some classical disciplines of spiritual formation found in Christian tradition (e.g. confession, guidance, celebration, study, service, fellowship, and submission). These behaviors align well with organizational citizenship behaviors (OCB). We developed the Spiritual Formation Inventory (SFI) for the empirical study of these prosocial behaviors in workplace communities. The SFI survey is non-religious, focused on observable behaviors, and suitable for general use in secular workplace settings. In order to test for the association of these prosocial behaviors with workplace engagement, our study adopts the Utrecht Workplace Engagement Study (UWES) as dependent variables. Data were collected in 40 organizations, with a total of 398 participants. Factor analysis confirms three factors (honoring individuals, nurturing relationships, and serving with integrity) that are significantly and positively associated with workplace engagement. Moderating effects are also analyzed. In conclusion, we offer guidance for how these results can be interpreted and applied to foster workplace spirituality and engagement in businesses and a wide variety of organizations. Abbreviations: OCB: Organizational Citizenship Behaviors; SFI: Spiritual Formation Inventory; SOC: Sense of Community; UWES: Utrecht Work Engagement Scal