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B. Sebastian Reiche

Bio: B. Sebastian Reiche is an academic researcher from University of Navarra. The author has contributed to research in topics: Global Leadership & Knowledge transfer. The author has an hindex of 25, co-authored 58 publications receiving 2078 citations.


Papers
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Journal ArticleDOI
TL;DR: The authors develop a new definition of an innovation outcome based on knowledge elements that lays the groundwork for more comprehensive methods of measuring innovation and innovativeness, which is particularly useful for the study of service innovation.
Abstract: Purpose – The purpose of this paper is to provide clarity to the concept of innovation and its various definitions.Design/methodology/approach – The article reviews the innovation literature and proposes that innovation has been conceptualized either from a process or from an outcome perspective. Also, the authors show that there is a substantive difference between innovation seen in the traditional innovation literature and innovation as conceived in the knowledge management literature.Findings – The paper proposes a general framework to categorize the existing views of innovation and show that innovation as an outcome has not been clearly defined from a knowledge perspective. To address this gap, the authors develop a new definition of an innovation outcome based on knowledge elements.Research limitations/implications – The research lays the groundwork for more comprehensive methods of measuring innovation and innovativeness, which is particularly useful for the study of service innovation.Practical imp...

274 citations

Journal ArticleDOI
TL;DR: In this paper, the authors conceptualize international assignees as informational boundary spanners between multinational enterprise units, and develop a cross-level model that explores how assignees' social capital translates into inter-unit intellectual capital.
Abstract: We conceptualize international assignees as informational boundary spanners between multinational enterprise units, and develop a cross-level model that explores how assignees' social capital translates into inter-unit intellectual capital. First, as knowledge brokers, assignees create inter-unit intellectual capital by linking their home- and host-unit social capital, thereby enabling cross-unit access to previously unconnected knowledge resources. Second, as knowledge transmitters, assignees' host-unit social capital facilitates their creation of individual intellectual capital, which, in turn, translates into inter-unit intellectual capital. We conclude that individual social capital needs to be explicitly transferred to the organizational level to have a sustained effect on inter-unit intellectual capital.

180 citations

Journal ArticleDOI
TL;DR: The lack of a precise, rigorous and commonly accepted definition of global leadership limits the field's conceptual and empirical progress as discussed by the authors, and the lack of such a definition limits the potential for research and practice.

159 citations

Journal ArticleDOI
TL;DR: In this paper, the authors investigated the relationship between different categories of international assignees and knowledge transfer in multinational corporations and found that expatriate presence in different functional areas is related to knowledge transfer from and to headquarters in these functions.
Abstract: Drawing on the knowledge-based view of the firm, this paper provides the first empirical study that explicitly investigates the relationship between different categories of international assignees and knowledge transfer in multinational corporations (MNCs). Specifically, we examine (1) the extent to which expatriate presence in different functional areas is related to knowledge transfer from and to headquarters in these functions; and (2) the extent to which different categories of international assignees (expatriates vs. inpatriates) contribute to knowledge transfer from and to headquarters. We base our investigation on a large scale survey, encompassing data from more than 800 subsidiaries of MNCs in thirteen countries. By disaggregating the role of knowledge transfer across management functions, directions of knowledge transfer, and type of international assignees, we find that (1) expatriate presence generally increases function-specific knowledge transfer from and, to a lesser extent, to headquarters; and that (2) the relevance of expatriates and former inpatriates varies for knowledge flows between headquarters and subsidiaries. Additionally, we discuss implications for research and practice, in particular regarding different management functions and different forms of international assignments, and provide suggestions for future research.

155 citations

Journal ArticleDOI
TL;DR: In this article, the authors integrate social resources theory and social exchange theory arguments to examine the knowledge benefits that international assignees' host-unit social capital entails upon repatriation, and they hypothesize that assignees" host unit social capital, operationalized as their number of work group contacts and their proportion of trusted ties at the host unit, positively relates to two specific knowledge benefits upon return.
Abstract: This study integrates social resources theory and social exchange theory arguments to examine the knowledge benefits that international assignees' host-unit social capital entails upon repatriation. Specifically, I hypothesize that assignees' host-unit social capital, operationalized as their number of work group contacts and their proportion of trusted ties at the host unit, positively relates to two specific knowledge benefits upon repatriation: continued access to host-unit knowledge; and continued transfer of host-unit knowledge to colleagues in assignees' new positions. Assignees' perceptions of career and repatriation support are expected to moderate these relationships. The hypotheses are tested with a longitudinal sample of 85 inpatriate assignees in 10 German multinationals. I contribute to the literatures on international assignments, social capital, and MNC knowledge flows by explaining how and under what conditions assignees' host-unit social capital entails knowledge benefits upon repatriation.

130 citations


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Posted Content
TL;DR: In this article, the authors present methods that allow researchers to test causal claims in situations where randomization is not possible or when causal interpretation could be confounded; these methods include fixed-effects panel, sample selection, instrumental variable, regression discontinuity, and difference-in-differences models.
Abstract: Social scientists often estimate models from correlational data, where the independent variable has not been exogenously manipulated; they also make implicit or explicit causal claims based on these models. When can these claims be made? We answer this question by first discussing design and estimation conditions under which model estimates can be interpreted, using the randomized experiment as the gold standard. We show how endogeneity – which includes omitted variables, omitted selection, simultaneity, common-method variance, and measurement error – renders estimates causally uninterpretable. Second, we present methods that allow researchers to test causal claims in situations where randomization is not possible or when causal interpretation could be confounded; these methods include fixed-effects panel, sample selection, instrumental variable, regression discontinuity, and difference-in-differences models. Third, we take stock of the methodological rigor with which causal claims are being made in a social sciences discipline by reviewing a representative sample of 110 articles on leadership published in the previous 10 years in top-tier journals. Our key finding is that researchers fail to address at least 66% and up to 90% of design and estimation conditions that make causal claims invalid. We conclude by offering 10 suggestions on how to improve non-experimental research.

1,537 citations