Documents disponibles écrits par cet auteur

Lone inventors as sources of breakthroughs / Jasjit Singh in Management science, Vol. 56 N° 1 (Janvier 2010) 

Public ISBD [article]  in Management science > Vol. 56 N° 1 (Janvier 2010) . - pp. 41-56 Titre : Lone inventors as sources of breakthroughs : Myth or reality? Type de document : texte imprimé Auteurs : Jasjit Singh, Auteur ; Lee Fleming, Auteur Année de publication : 2010 Article en page(s) : pp. 41-56 Note générale : Management Langues : Anglais (eng) Mots-clés : Creativity  Collaboration  Invention  Innovation  Teams  Quantile  Diversity  Networks Index. décimale : 658 Organisation des entreprises. Techniques du commerce Résumé : Are lone inventors more or less likely to invent breakthroughs? Recent research has attempted to resolve this question by considering the variance of creative outcome distributions. It has implicitly assumed a symmetric thickening or thinning of both tails, i.e., that a greater probability of breakthroughs comes at the cost of a greater probability of failures. In contrast, we propose that collaboration can have opposite effects at the two extremes: it reduces the probability of very poor outcomes—because of more rigorous selection processes—while simultaneously increasing the probability of extremely successful outcomes—because of greater recombinant opportunity in creative search. Analysis of over half a million patented inventions supports these arguments: Individuals working alone, especially those without affiliation to organizations, are less likely to achieve breakthroughs and more likely to invent particularly poor outcomes. Quantile regressions demonstrate that the effect is more than an upward mean shift. We find partial mediation of the effect of collaboration on extreme outcomes by the diversity of technical experience of team members and by the size of team members' external collaboration networks. Supporting our meta-argument for the importance of examining each tail of the distribution separately, experience diversity helps trim poor outcomes significantly more than it helps create breakthroughs, relative to the effect of external networks. DEWEY : 658 ISSN : 0025-1909 En ligne : http://mansci.journal.informs.org/content/56/1.toc [article] Lone inventors as sources of breakthroughs : Myth or reality? [texte imprimé] / Jasjit Singh, Auteur ; Lee Fleming, Auteur . - 2010 . - pp. 41-56. Management Langues : Anglais (eng) in Management science > Vol. 56 N° 1 (Janvier 2010) . - pp. 41-56 Mots-clés : Creativity  Collaboration  Invention  Innovation  Teams  Quantile  Diversity  Networks Index. décimale : 658 Organisation des entreprises. Techniques du commerce Résumé : Are lone inventors more or less likely to invent breakthroughs? Recent research has attempted to resolve this question by considering the variance of creative outcome distributions. It has implicitly assumed a symmetric thickening or thinning of both tails, i.e., that a greater probability of breakthroughs comes at the cost of a greater probability of failures. In contrast, we propose that collaboration can have opposite effects at the two extremes: it reduces the probability of very poor outcomes—because of more rigorous selection processes—while simultaneously increasing the probability of extremely successful outcomes—because of greater recombinant opportunity in creative search. Analysis of over half a million patented inventions supports these arguments: Individuals working alone, especially those without affiliation to organizations, are less likely to achieve breakthroughs and more likely to invent particularly poor outcomes. Quantile regressions demonstrate that the effect is more than an upward mean shift. We find partial mediation of the effect of collaboration on extreme outcomes by the diversity of technical experience of team members and by the size of team members' external collaboration networks. Supporting our meta-argument for the importance of examining each tail of the distribution separately, experience diversity helps trim poor outcomes significantly more than it helps create breakthroughs, relative to the effect of external networks. DEWEY : 658 ISSN : 0025-1909 En ligne : http://mansci.journal.informs.org/content/56/1.toc

Recruiting for ideas / Jasjit Singh in Management science, Vol. 57 N° 1 (Janvier 2011) 

Public ISBD [article]  in Management science > Vol. 57 N° 1 (Janvier 2011) . - pp. 129-150 Titre : Recruiting for ideas : How firms exploit the prior inventions of new hires Type de document : texte imprimé Auteurs : Jasjit Singh, Auteur ; Ajay Agrawal, Auteur Année de publication : 2011 Article en page(s) : pp. 129-150 Note générale : Management Langues : Anglais (eng) Mots-clés : Inventor  mobility  Access  to  ideas  Knowledge  spillovers  Learning  by  hiring  Difference  in  differences  Coarsened  exact  matching  Collaborative  networks  Patent  citations Index. décimale : 658 Organisation des entreprises. Techniques du commerce Résumé : When firms recruit inventors, they acquire not only the use of their skills but also enhanced access to their stock of ideas. But do hiring firms actually increase their use of new recruits' prior inventions? Our estimates suggest they do, quite significantly in fact, by approximately 219% on average. However, this does not necessarily reflect widespread "learning by hiring." In fact, we estimate that a recruit's exploitation of her own prior ideas accounts for almost half of the above effect, with much of the diffusion to others being limited to the recruit's immediate collaborative network. Furthermore, although one might expect the recruit's role to diminish rapidly as her tacit knowledge diffuses across her new firm, our estimates indicate that her importance is surprisingly persistent over time. We base these findings on an empirical strategy that exploits the variation over time in hiring firms' citations to the recruits' premove patents. Specifically, we employ a difference-in-differences approach to compare premove versus postmove citation rates for the recruits' prior patents and corresponding matched-pair control patents. Our methodology has three benefits compared to previous studies that also examine the link between labor mobility and knowledge flow: (1) it does not suffer from the upward bias inherent in the conventional cross-sectional comparison, (2) it generates results that are robust to a more stringently matched control sample, and (3) it enables a temporal examination of knowledge flow patterns. DEWEY : 658 ISSN : 0025-1909 En ligne : http://mansci.journal.informs.org/cgi/content/abstract/57/1/129 [article] Recruiting for ideas : How firms exploit the prior inventions of new hires [texte imprimé] / Jasjit Singh, Auteur ; Ajay Agrawal, Auteur . - 2011 . - pp. 129-150. Management Langues : Anglais (eng) in Management science > Vol. 57 N° 1 (Janvier 2011) . - pp. 129-150 Mots-clés : Inventor  mobility  Access  to  ideas  Knowledge  spillovers  Learning  by  hiring  Difference  in  differences  Coarsened  exact  matching  Collaborative  networks  Patent  citations Index. décimale : 658 Organisation des entreprises. Techniques du commerce Résumé : When firms recruit inventors, they acquire not only the use of their skills but also enhanced access to their stock of ideas. But do hiring firms actually increase their use of new recruits' prior inventions? Our estimates suggest they do, quite significantly in fact, by approximately 219% on average. However, this does not necessarily reflect widespread "learning by hiring." In fact, we estimate that a recruit's exploitation of her own prior ideas accounts for almost half of the above effect, with much of the diffusion to others being limited to the recruit's immediate collaborative network. Furthermore, although one might expect the recruit's role to diminish rapidly as her tacit knowledge diffuses across her new firm, our estimates indicate that her importance is surprisingly persistent over time. We base these findings on an empirical strategy that exploits the variation over time in hiring firms' citations to the recruits' premove patents. Specifically, we employ a difference-in-differences approach to compare premove versus postmove citation rates for the recruits' prior patents and corresponding matched-pair control patents. Our methodology has three benefits compared to previous studies that also examine the link between labor mobility and knowledge flow: (1) it does not suffer from the upward bias inherent in the conventional cross-sectional comparison, (2) it generates results that are robust to a more stringently matched control sample, and (3) it enables a temporal examination of knowledge flow patterns. DEWEY : 658 ISSN : 0025-1909 En ligne : http://mansci.journal.informs.org/cgi/content/abstract/57/1/129

The world is not small for everyone / Jasjit Singh in Management science, Vol. 56 N° 9 (Septembre 2010) 

Public ISBD [article]  in Management science > Vol. 56 N° 9 (Septembre 2010) . - pp. 1415-1438 Titre : The world is not small for everyone : Inequity in searching for knowledge in organizations Type de document : texte imprimé Auteurs : Jasjit Singh, Auteur ; Morten T. Hansen, Auteur ; Joel M. Podolny, Auteur Année de publication : 2010 Article en page(s) : pp. 1415-1438 Note générale : Management Langues : Anglais (eng) Mots-clés : Social  networks  Small  world  Search  Homophily  Knowledge  sharing  Inequity  Gender  Tenure  Status Index. décimale : 658 Organisation des entreprises. Techniques du commerce Résumé : We explore why some employees may be at a disadvantage in searching for information in organizations. The "small-world" argument in social network theory emphasizes that people are, on average, only a few connections away from the information they seek. However, we argue that such a network structure does not benefit everyone: some employees may have longer search paths in locating knowledge in an organization—their world may be large. We theorize that this disadvantage is the result of more than just an inferior network position. Instead, two mechanisms—periphery status and homophily—jointly operate to aggravate the inefficiency of search for knowledge. Employees who belong to the periphery of an organization because of their minority gender status, lower tenure, or poor connectedness have limited awareness of who knows what and a lower ability to seek help from others best suited to guide the search. When they start a search chain, they are likely to engage in homophilous search by contacting colleagues like themselves, thus contacting others who also belong to the periphery. To search effectively, employees on the periphery need to engage in heterophilous search behaviors by crossing social boundaries. We find support for these arguments in a network field experiment consisting of 381 unfolding search chains in a large multinational professional services firm. The framework helps explain employees' unequal access to the knowledge they seek, a poorly understood yet important type of organizational inequity in an information economy. DEWEY : 658 ISSN : 0025-1909 En ligne : http://mansci.journal.informs.org/cgi/content/abstract/56/9/1415 [article] The world is not small for everyone : Inequity in searching for knowledge in organizations [texte imprimé] / Jasjit Singh, Auteur ; Morten T. Hansen, Auteur ; Joel M. Podolny, Auteur . - 2010 . - pp. 1415-1438. Management Langues : Anglais (eng) in Management science > Vol. 56 N° 9 (Septembre 2010) . - pp. 1415-1438 Mots-clés : Social  networks  Small  world  Search  Homophily  Knowledge  sharing  Inequity  Gender  Tenure  Status Index. décimale : 658 Organisation des entreprises. Techniques du commerce Résumé : We explore why some employees may be at a disadvantage in searching for information in organizations. The "small-world" argument in social network theory emphasizes that people are, on average, only a few connections away from the information they seek. However, we argue that such a network structure does not benefit everyone: some employees may have longer search paths in locating knowledge in an organization—their world may be large. We theorize that this disadvantage is the result of more than just an inferior network position. Instead, two mechanisms—periphery status and homophily—jointly operate to aggravate the inefficiency of search for knowledge. Employees who belong to the periphery of an organization because of their minority gender status, lower tenure, or poor connectedness have limited awareness of who knows what and a lower ability to seek help from others best suited to guide the search. When they start a search chain, they are likely to engage in homophilous search by contacting colleagues like themselves, thus contacting others who also belong to the periphery. To search effectively, employees on the periphery need to engage in heterophilous search behaviors by crossing social boundaries. We find support for these arguments in a network field experiment consisting of 381 unfolding search chains in a large multinational professional services firm. The framework helps explain employees' unequal access to the knowledge they seek, a poorly understood yet important type of organizational inequity in an information economy. DEWEY : 658 ISSN : 0025-1909 En ligne : http://mansci.journal.informs.org/cgi/content/abstract/56/9/1415