What Fosters Individual-Level Absorptive Capacity in MNCs? An Extended Motivation–Ability–Opportunity Framework
What Fosters Individual-Level Absorptive Capacity in MNCs? An Extended Motivation–Ability–Opportunity Framework
复制标题
是什么促进了跨国公司个人层面的吸收能力？
DOI：
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发表时间：
2018
影响因子：
4.3
通讯作者：
Anders Richtnér
中科院分区：
文献类型：
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作者：
H. Yildiz;Adis Murtic;U. Zander;Anders Richtnér
吸收能力是跨国公司有效管理知识的重要能力之一。为了回应对这一概念的微观起源进行研究的呼吁，本文重点研究了个人层面吸收能力的决定因素。我们研究了不同形式的工作动机（即，内在和外在）、综合能力、接触不同国家的情况和个人特点。借鉴和扩展的动机，能力，机会的框架，我们开发和测试一组假设。通过对一家跨国公司648名员工的数据分析，我们发现员工的内在动机和整体能力是影响员工吸收能力的重要因素。相比之下，外在动机并没有成为一个重要的预测因素。我们发现，过去到遥远国家的国际任务可能会损害个人的吸收能力。然而，我们的研究结果表明，对于那些愿意接受新经验的人来说，到遥远国家的任务成为吸收能力发展的有用机会。这些研究结果有助于现有的文献显示替代类型的动机的影响，并强调使用选择性分配时，考虑到不同的国家背景下，作为员工能力发展的工具的重要性。
Absorptive capacity has been marked as one of the most important capabilities of Multinational Corporations for effective management of knowledge. To address calls for research on micro-level origins of the concept, this paper focuses on the determinants of individual-level absorptive capacity. We examine the extent to which individuals’ capability to recognize, assimilate and exploit new knowledge from the environment is shaped by different forms of work motivation (i.e., intrinsic and extrinsic), overall ability, exposure to diverse country contexts and personal characteristics. Drawing on and extending the Motivation–Ability–Opportunity framework, we develop and test a set of hypotheses. Using a unique dataset collected from 648 individuals in a multinational corporation, we show that individuals’ intrinsic motivation and overall ability are the key antecedents of absorptive capacity. In contrast, extrinsic motivation does not emerge as a significant predictor. We find that past international assignments to distant countries could be detrimental to individuals’ absorptive capacity. However, our results suggest that for those individuals who are open to new experiences, assignments to distant countries become useful opportunity for absorptive capacity development. These findings contribute to existing literature by showing effects of alternative types of motivation and underscoring the importance of using selective assignment when considering exposure to diverse country context as a tool for employee capability development.
影响因子：
7.6
作者：
Williams, GC;Deci, EL
通讯作者：
Deci, EL