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Methods for teaching higher education students how to learn teamwork skills are constantly evolving. Over the last few years, serious games have become popular in business schools for stimulating t...

Purpose This paper aims to explain the development of an online training curriculum to enable students to acquire the transversal competences needed to work on smart cities projects. In this curriculum, a modern approach to the teaching-learning process was applied, suitable for the interdisciplinary and multinational learning challenges that smart cities impose, but within the framework of a university-industry European partnership. Design/methodology/approach To develop the curriculum, the competences needed for smart cities, common to all disciplines and fields, had to be researched. In addition, real smart cities projects also had to be selected for work following a project-based learning methodology. For both, this study applied the Delphi method, selecting the most relevant ones based on the data obtained by performing a multi-criteria decision analysis. Findings The procedure followed for the identification of transversal competences in a field, the design of an innovative online training program and the results of the first edition of the program are discussed. Research limitations/implications The processes that were developed, both to detect the most relevant transversal competences and to design the online training program, could be extrapolated to other areas. Moreover, it is very likely that the competences detected in this work could also be extrapolated, for the most part, to interdisciplinary teams. Originality/value To date, there is no European initiative addressing the challenges of smart cities that requires a major adjustment in higher education, in the relationship between universities and all the mechanisms of lifelong learning with the industry related to smart cities. This work is a pioneer in this regard.

Producción Científica, Even though family firms are characterized by an overlap between the family and business systems, family business research has focused separately on how family firms compete (i. e., strategic behavior) and how families are involved their firms (i. e., types of family orientation). With the aim of closing this research gap, we draw on the heterogeneity principle of family firms and the equifinality principle of the configurative approach to conjecture that family firms can successfully adjust their strategic behavior and family business orientation in a variety of ways to enhance their likelihood of survival. We follow a sample of Spanish family firms over an 11-year period (2004–2015) to test our model. Based on the Kaplan–Meier survival estimator and the Cox proportional hazard model, we find that survival likelihood is higher when firms combine a differentiation strategy with a business-first or a family-enterprisefirst orientation or when firms follow a low-cost strategy with a family-first orientation.

Age-related macular degeneration (AMD) is a common, chronic, and progressive eye disease that is considered the leading cause of visual loss among the elderly in developed countries. Advanced AMD, including choroidal neovascularization (CNV) or geographic atrophy (GA), is associated with substantial and progressive visual impairment that can lead to a significant reduction in functional independence and quality of life (QoL) for affected individuals, whose number is expected to increase in the coming years in line with population growth and ageing. In this context, while an important part of medical care is focused on preventing the progression of the disease, Visual Rehabilitation (VR) aims to address its consequences by providing these patients with a number of strategies to achieve their goals and participate autonomously, actively and productively in society. This chapter aims to provide an update on evidence-based practices in the field and how modern technologies play an important role in the development of new VR approaches.

Neonatal anoxia is a well-known world health problem which results in neurodevelopmental deficits, such as sensory alterations that are observed in patients with cerebral palsy and autism disorder, for which oxygen deprivation is a risk factor. Nociceptive response, as part of the sensory system, has been reported as altered in these patients. To determine whether neonatal oxygen deprivation alters nociceptive sensitivity and promotes medium- and long-term inflammatory feedback in the central nervous system, Wistar rats of around 30 h old were submitted to anoxia (100% nitrogen flux for 25 min) and evaluated on PND23 (postpartum day) and PND90. The nociceptive response was assessed by mechanical, thermal and tactile tests in the early postnatal and adulthood periods. The lumbar spinal cord (SC -L4-L6) motor neurons (MNs) and the posterior insular cortex neurons were counted and compared with their respective controls after anoxia. In addition, we evaluated the possible effect of anoxia on the expression of astrocytes in the spinal cord at adulthood. The results showed increased nociceptive responses in both males and females submitted to anoxia, although these responses were different according to the nociceptive stimulus. A decrease in MNs in adult anoxiated females and an upregulation of GFAP expression in the SC were observed. In the insular cortex, a decrease in the number of cells of anoxiated males was observed in the neonatal period. Our findings suggest that oxygen-deprived nervous systems in rats may affect their response at the sensorimotor pathways and respective controlling centers with sex differences, which were related to the used stimulus.

Although entrepreneurial intention has been widely studied using cognitive models, we still lack entrepreneurial vocation and, therefore, lack disruptive innovations. Entrepreneurship scholars have some understanding of the reasons underlying this weakness, although there is much room for improvement in our learning concerning how to promote entrepreneurship among university students, especially in the transformed context of digital technologies. This paper focuses on the early stages of start-up, and in particular seeks to evaluate what role social and psychological factors play in the development of entrepreneurial intentions. Drawing on network theory, we consider the impact of social networks on entrepreneurial intention. Specifically, we analyze the influence of two types of social networks: face-to-face and online social networks, with the latter proving especially important in digital transformations. In addition, based on affective congruency theory, we relate affect with entrepreneurial intention. Particularly, we evaluate the influence of positive and negative dispositional affectivity on the formation of entrepreneurial intentions. Finally, since affect and emotions can also be related with social relationships, we analyze whether dispositional affectivities influence entrepreneurial intention through the mediation effect of social networks. Using structural equation modeling, we confirm the impact of both online and face-to-face social networks, as well as positive dispositional affectivity on entrepreneurial intention for 589 higher education students in Spain. However, negative dispositional affectivity is not seen to influence entrepreneurial intention. Furthermore, both face-to-face and online social networks are influenced by positive dispositional affectivity. Moreover, these two types of networks can even partially mediate the relationship between positive dispositional affectivity and entrepreneurial intention. Positive dispositional affectivity can thus influence entrepreneurial intention in two different ways: directly and indirectly through both face-to-face and online social networks. This study provides further insights and adds to the literature on affect, social networks, and entrepreneurial intention. From a broader perspective, we also contribute to the literature on disruptive innovations by explaining how the development of entrepreneurial intentions would have positive consequences for university students vis-à-vis achieving these disruptive innovations.

Producción Científica, Purpose –The purpose of this article is to provide a comprehensive understanding of the roots of family firms’ competitive advantages by defining and testing the familiness learning mechanisms that emerge from the interaction between family and firm. Because family members are economically, emotionally and socially attached to the firm, family firms are expected to be able to develop unique and difficult to imitate learning mechanisms related to family firm value creation. Design/methodology/approach – This study operationalizes and tests the concept of the familiness learning mechanism using a sample of nonlisted Spanish family firms. The sample is analyzed using the structural equation modeling method. Findings – Results show that family firms’ ability to accumulate internal and external knowledge, integrate social knowledge, as well as create and retain socioemotional knowledge forms the concept of the familiness learning mechanism, and the authors show what implications it might have for family firm value creation. Originality/value – By using the dynamic capabilities approach, this article highlights the importance of the knowledge and learning derived from family involvement in the firm. The creation of learning mechanisms occurs because of the close relationships between family members and their simultaneous participation in the family and in the company systems, which creates a unique context wherein knowledge and learning emerge in an idiosyncratic manner, Ministerio de ciencia e Innovación español (Programa Estatal de Fomento de la Investigación científica y técnica de excelencia) (ECO2016-78128-P)

Objective: To identify risk factors for chronic kidney disease progression in Brazilian children and to evaluate the interactions between factors. Methods: This was a multicenter prospective cohort in São Paulo, involving 209 children with CKD stages 3–4. The study outcome included: (a) death, (b) start of kidney replacement therapy, (c) eGFR decrease >50% during the followup. Thirteen risk factors were tested using univariate regression models, followed by multivariable Cox regression models. The terms of interaction between the variables showing significant association with the outcome were then introduced to the model. Results: After a median follow-up of 2.5 years (IQR = 1.4–3.0), the outcome occurred in 44 cases (21%): 22 started dialysis, 12 had >50% eGFR decrease, seven underwent transplantation, and three died. Advanced CKD stage at onset (HR = 2.16, CI = 1.14–4.09), nephrotic proteinuria (HR = 2.89, CI = 1.49–5.62), age (HR = 1.10, CI = 1.01–1.17), systolic blood pressure Z score (HR = 1.36, CI = 1.08–1.70), and anemia (HR = 2.60, CI = 1.41–4.77) were associated with the outcome. An interaction between anemia and nephrotic proteinuria at V1 (HR = 0.25, CI = 0.06–1.00) was detected. Conclusions: As the first CKD cohort in the southern hemisphere, this study supports the main factors reported in developed countries with regards to CKD progression, affirming the potential role of treatments to slow CKD evolution. The detected interaction suggests that anemia may be more deleterious for CKD progression in patients without proteinuria and should be further studied. Resumo: Objetivo: Identificar os fatores de risco para progressão da DRC em crianças do Brasil e avaliar as interações entre os fatores. Métodos: Coorte prospectiva multicêntrica em São Paulo, envolvendo 209 crianças com DRC em estágios 3-4. O desfecho do estudo incluiu: a) óbito, b) início da terapia de substituição renal, c) redução de > 50% na taxa estimada de filtração glomerular (eGFR) durante o acompanhamento. Foram testados 13 fatores de risco com o modelo de regressão univariada seguido do modelo de regressão multivariado de Cox. Os termos de interação entre as variáveis mostraram associação significativa e foram introduzidos ao modelo. Resultados: Após média de acompanhamento de 2,5 anos (IIQ = 1,4 a 3,0), 44 casos (21%) apresentaram desfecho: 22 iniciaram diálise, 12 apresentaram redução de > 50% na eGFR, sete foram submetidos a transplante e três morreram. Estágio avançado de DRC no acometimento (RR = 2,16, IC = 1,14-4,09), proteinúria nefrótica (RR = 2,89, IC = 1,49-5,62), idade (RR – 1,10, IC = 1,01-1,17), escore Z da pressão arterial sistólica (RR = 1,36, IC = 1,08-1,70) e anemia (RR = 2,60, IC – 1,41-4,77) foram associados ao resultado. Foi detectada interação entre anemia e proteinúria nefrótica na primeira visita (V1) (RR = 0,25, IC = 0,06-1,00). Conclusões: Como a primeira coorte de DRC no hemisfério sul, este estudo é concordante com os principais fatores relatados em países desenvolvidos com relação à progressão da DRC, afirmando o possível papel dos tratamentos para mostrar a evolução da DRC. A interação detectada sugere que a anemia pode ser mais nociva na progressão da DRC em pacientes sem proteinúria e deve ser ainda mais estudada. Keywords: Chronic kidney disease, Epidemiology, Risk factors, Progressive patient care, Pediatrics, Palavras-chave: Doença renal crônica, Epidemiologia, Fatores de risco, Cuidado progressivo do paciente, Pediatria

Background Neonatal anoxia may cause neurological injuries, behavioral alterations and changes in somatic growth. Somatic developmental changes suggest a possible effect of anoxia on energy metabolism and/or feeding behavior. Short-term effects of oxygen deficit on energy homeostasis have been described. In contrast, just a few studies report long-term effects. This study investigated the effects of neonatal anoxia on energy metabolism and somatic development at adulthood of males and females Wistar rats. Method Male (m) and female (f) rats were exposed, on postnatal day 2 (P2), to either 25-min of Anoxia or Control treatment. At P34 part of the subjects of each group was fasted for 18 h, refeed for 1 h and then perfused 30 min later, at P35; the remaining subjects were submitted to these treatments at P94 and perfused at P95. Therefore, there were 8 groups: AmP35, AmP95, AfP35, AfP95, CmP35, CmP95, CfP35 and CfP95. For subjects perfused at P95, body weight and food intake were recorded up to P90. For subjects perfused at P35 and P95, glycemia, leptin and insulin were assessed after fasting and refeed. After perfusion the encephalon and pancreas were collected for Fos immunohistochemistry and Hematoxylin-Eosin stain analyses. Results Even though neonatal anoxia did not interfere with regular food intake, it reduced body weight gain along growing in both male and female subjects as compared to the corresponding controls. At P35 neonatal anoxia decreased post-prandial glycemia and increased insulin. While at P95 neonatal anoxia altered the pancreatic histomorphology and increased post-fasting weight loss, decreasing leptin, insulin and glycemia secretion, as well Fos immunoreactivity (IR) in ARC. Conclusion Neonatal anoxia impairs long-term energy metabolism and somatic development in Wistar rats, with differences related to sex and age.

Previous research emphasizes that the participation of the family in business operations is the source of resources and capabilities that conditions the strategic behavior of the family firm. This influence has been recognized as “familiness.” However, this definition is contextualized from static reasoning that ignores the effect of family dynamics on the behavior and value generation of the family-owned business. Prior literature has recognized that the family influence has a dynamic character based on the idiosyncratic process of knowledge management that manifests itself in the company, dynamic familiness. This family capability is shaped by family organizational routines through the family influence and aims to increase its knowledge portfolios for the strategic use of its resources. This chapter addresses the relationship between family influence and the process of learning and knowledge management. The analysis of this relationship allows assessing how family influence can promote the generation of family organizational routines based on knowledge management processes.

Based on a comparative study of two alliances, this paper provides an in-depth examination of the role of interpartner dissimilarities in Industry-University (IU) alliances. We make a conceptual distinction between routine-based dissimilarities (differences in partners' behavior) and orientation-based dissimilarities (differences in partners' goals and expectations), illuminating their joint implications for collaborative processes and outcomes over time. Our findings reveal that interpartner dissimilarities might not be problematic at the start-up or honeymoon stage in IU alliances. In the post-formation alliance stages, however, they are likely to complicate the collaboration. Orientation-based dissimilarities might frustrate partners' attempts to solve routine-based dissimilarities by impeding successful joint sensemaking. We conclude that different combinations of the two types of dissimilarities are likely to trigger particular coordination and cooperation patterns in IU alliances, eliciting different outcomes on both technological and relational levels. (C) 2016 Elsevier B.V. All rights reserved.

The role of top managers in firm performance is central to strategic management. Specifically, the influence of top management involvement in project and portfolio performance has been widely research. However, the nature of that influence is still unknown. Based on an international sample of firms performing projects, this paper addresses the question of how top managers influence project, portfolio, and firm performance. Results of our structural equation model show that the relation between top managers and project, portfolio, and firm performance is mediated by operational and dynamic capability building. Thus, the building of operational capabilities at project level and dynamic capabilities at the portfolio level appears as the generative mechanism for top managers' influence over firm performance.

A key issue of family firms’ strategic management is to determine the factors that are specific to family firms. Despite theoretical and empirical progress in understanding the mechanisms behind strategic decision making in family firms, there is still no strategic management theory for family firms. To address this gap, we adapt the dynamic capabilities approach to family firms by developing a theoretical model that attempts to serve as a framework for helping family firms in the strategic decision making process. The model is based on the concept of familiness and family learning mechanisms (knowledge accumulation, integration, codification and socioemotional wealth preservation) suggesting that the interplay of the two impacts on the efficient strategic management of family firms. Theoretical and practical implications are discussed.

This study examines (a) whether nongovernmental development organizations (NGDOs) disseminate relevant information for their stakeholders through their web pages, information that after being reviewed and evaluated by external organizations such as the Spanish Coordinator of Development NGO or Lealtad Foundation, allowed these NGDOs to obtain a seal of transparency and (b) whether their level of transparency influences efficiency. To determine online transparency, web pages of seal-approved NGDOs were reviewed to assess the availability of relevant information. This paper uses data envelopment analysis to assess the efficiency using an input orientation. To determine the influence of online transparency on efficiency, an ordinary least squares regression was used. Results show that while increased transparency has a significant effect on efficiency, the level of information disclosure of NGDOs through their web pages has considerable room for improvement. Improved transparency leads to best practices and increased competition in obtaining financing and support from society. To improve transparency in the nonprofit sector, external organizations have created a series of seals to certify that an organization complies with the basic principles of transparency. In addition, new technologies make it easier for organizations to disseminate information quickly and economically. This article contributes to the literature regarding web use of NGDOs to disclose relevant information and analyzing the influence of online transparency on organizational efficiency.

Despite the large number of available project management standards and the efforts for improving its content and application, projects still fail. Researchers have identified that project management standards are generic and abstract and there is still the need to expand our knowledge in how to use them properly. The aim of this work is to develop an analytical principle-based approach for project management by highlighting which of the processes contained in the PMBOK® are suitable to manage projects in moderately dynamic environments. Results of the work shows that PMBOK® processes could be considered as micro-foundations of a project management dynamic capability.

Producción Científica, Purpose – This paper aims to examine how the different dimensions of project members’ intraorganizational social capital – cognitive, affective and relational – facilitate knowledge integration in project-based organizations, and how knowledge integration, in turn, impacts explorative and exploitative learning. Design/methodology/approach – Based on an analysis of 129 R&D Spanish organizations, the study analyzes the interconnections between the different dimensions of social capital and how they affect to knowledge integration as antecedent of explorative and exploitative learning in project-based organizations. Findings – Results confirm that knowledge integration is beneficial for both exploratory and exploitive learning and thus that R&D organizations may be thus ambidextrous in their knowledge management. Related to the three dimensions of social capital, only the cognitive dimension (shared vision) has a significant impact on knowledge integration. However, the analysis confirms the interconnections between the three dimensions of social capital: the relational dimension (social interaction ties) and the cognitive dimension (shared vision) have significant effect on the relational one (trust), and the relational dimension also has an influence on the cognitive dimension. The model proposed in this study thus shows an acceptable capacity to discern the different influence of the dimensions of internal social capital on knowledge integration and, subsequently, ambidextrous learning. Originality/value – This paper examines the importance of intra-organizational social capital, in terms of their cognitive (shared vision), relational (trust) and structural (social interaction ties) dimensions, for explorative and exploitative learning in project-based organizations. The analysis takes the baton of previous literature where is suggested that the three dimensions of social capital are interlocked and not just need to be considered simultaneously, Ministerio de Economía y Competitividad (Plan Nacional de I + D + i) de España (ECO2016-78128-P)

Purpose– The purpose of this paper is to assess the relative importance of intrinsic and extrinsic rewards as determinants of affective commitment and the influence of employees’ affective commitment on knowledge transfer in the context of a Spanish social firm.Design/methodology/approach– Using data from a sample of 227 employees working for a Spanish social firm, this study employs the partial least squares approach to test the research hypotheses.Findings– The research findings show that contrary to the findings of prior empirical studies, reward systems do not influence knowledge transfer in a direct way. Rather, reward systems act indirectly through the development of affective commitment, which is required to increase employees’ loyalty, reduce their turnover levels and improve their willingness to transfer their knowledge.Research limitations/implications– This research focuses on a Spanish social firm, and recommendations to other organizations should, therefore, be made with caution. However, this study provides interesting empirical insights, linking rewards systems and knowledge transfer by means of affective commitment in the context of a social firm.Practical implications– Besides the importance of promoting knowledge transfer through the creation of a suitable climate in the organization, the authors recommend that managers cultivate employees’ affective commitment by means of reward systems, especially intrinsic rewards. Employees with increased affective commitment are more prone to transfer the knowledge that they possess, and consequently, the potential loss of tacit knowledge for the organization is reduced if these employees leave the organization. Also, the authors suggest that managers make an effort to create a balanced reward system, so that extrinsic and intrinsic rewards can act as complementary processes to develop a high level of affective commitment among employees.Originality/value– Few empirical studies have analyzed the influence of affective commitment on knowledge transfer, especially in the context of a social firm, even though this type of firms play and increasingly important economic and social role in society.

This study evaluates Team Syntegrity® (TS) as a tool to improve the efficiency of teamwork in solving complex problems by means of stimulating collaboration and developing cross-fertilization and creativity. Some evidence suggests that TS has good results for individuals who participate in the process; however, no empirical research has occurred on the consequences for teamwork. Therefore, we apply this methodology to a group of students who then participate in a business simulation course. We then compare their teamwork capabilities to a control group of students. The outcome shows the positive effect of TS on teamwork. In particular, teams formed with students with experience in the TS had better results than non-TS teams: TS team decisions were more stable throughout the whole period, and team members were more involved in the business simulation process. Copyright © 2013 John Wiley & Sons, Ltd.

Teams working in multi-partner R&D alliances need a climate that fosters learning, creativity, and innovation to succeed in the joint development of new products. The strategic human resource management (HRM) literature recognizes that aligning human resources practices and those with the corporate strategy facilitate the creation of such a climate. However, the case of multi-partner-alliance teams remains underexplored. Drawing on the relational view of alliances, we emphasize the alignment of human resources practices of multiple partners as a driver of relational performance. We extend the existing literature by explaining how HRM fit may contribute to the generation of a strong climate for product innovation in the setting of multi-partner-alliance teams. To do so, we reconceptualize the traditional HRM fit notion, considering three dimensions (vertical, horizontal, and relational fit) in two levels (partner- and inter-partner-level), and thereby account for the dual nature of the HRM phenomena in collaboration for innovation initiatives.

Summary International agencies use two alternative modes of governance to deliver international aid projects: under bilateral agreements with recipient governments (in-house), or through incumbent NGOs. Through the lenses of institutional and transaction cost economics, this article examines 95 international aid projects delivered in Morocco and Ecuador by the Spanish international agency finding that those projects delivered “in-house” present different features than those projects outsourced through incumbent NGOs. Specifically, international aid projects delivered “in-house” involve important investments in specific assets, are much more complex, and can turn the public agency into a hostage of its own disbursement.

International Development (ID) projects have turned project failure into a rule rather than an exception. Developed in the 1960's, the Logical Framework Approach (LFA) is the most widespread body of knowledge for managing ID projects. However, LFA has proved to have several liabilities. This paper aims to provide a list of the critical success factors (CSFs) for ID projects. Then, the paper assesses how the LFA and the newly developed PMD Pro1 deal with those CSFs. Results confirm that the LFA presents several drawbacks while the PMD Pro1 appears as a more efficient tool for managing ID projects successfully.

PurposeThe purpose of this paper is to examine how organizational design – particularly, delegation, and extrinsic and intrinsic reward systems – impacts employees' knowledge transfer in the context of Spanish small nonprofit organizations.Design/methodology/approachA quantitative analysis using data from a sample of 105 Spanish small nonprofit organizations obtained by means of a postal survey was performed using the partial least squares (PLS) approach, in order to test the research hypotheses.FindingsThe research findings show that delegation involves a greater use of rewards and these, in turn, improve knowledge transfer. Considering the results obtained it is possible to conclude that, due to lack of technical knowledge, managers of these nonprofit organizations must delegate decision rights to qualified employees and that they should use a higher degree of rewards, both intrinsic and extrinsic, especially the intrinsic ones, to motivate employees to mutually transfer knowledge efficiently.Research limitations/implicationsThis research is focused on Spanish small nonprofit organizations, and recommendations to other nonprofit organizations must, therefore, be very cautious. However, this study provides empirical insights, linking organizational design and knowledge transfer in the nonprofit context.Practical implicationsBesides the importance of promoting knowledge transfer through an efficient and effective organizational design in nonprofit organizations, the authors recommend managers design mechanisms to convert tacit knowledge into explicit knowledge, to guarantee that knowledge remains in the organization. Also, the authors consider that managers should make an effort to create an appropriate environment – by means of reward systems, especially intrinsic rewards – so that employees are committed to the mission and objectives of the organization.Originality/valueFew empirical studies have analyzed the influence of organizational design on knowledge transfer in the context of nonprofit organizations, even though the nonprofit sector has reached a great importance for their economical and social role in society.

The objective of this paper is to evaluate the effectiveness of strategic management simulations as a learning-by-doing tool so that university students can learn to work in a team, that is, they can enhance their knowledge, skills, and abilities (KSA) for effective teamwork. The authors have carried out an analysis of the effect of strategic management simulation on the teamwork KSA with a group of undergraduates studying in the School of Business. The results show that teamwork KSA can improve and that the initial knowledge of teamwork KSA, at the individual level, is the only factor which conditions the students’ learning. Initial knowledge of the teamwork KSA and the spread of this knowledge within the team are not a determinant influence on the learning-by-doing of the individual. Neither are features such as intelligence, personality, attitude to teamwork and teamwork self-efficacy, both in terms of the individual as well as the team.

[EN] In this paper, we study the impact of the Capability Maturity Model Integration (CMMI) on firm performance both during and after its implementation. The literature pointed out that CMMI is theoretically related to the generation of dynamic capabilities. To give an empirical view of these theories, we built a database of economic and financial data from Spanish firms involved in programming, consultancy or another computer-related sector. This data allowed us to study the relationship between the use of CMMI and the firm economic and financial performance in an empirical way. The main finding of the analysis is a negative relationship between the use of CMMI and profitability in the firms during the analyzed period and sector., The authors want to acknowledge the financial support of BPMSat, Banco Santander and University of Valladolid Grant and the following projects: (1) Computational Models for Industrial Management (CM4IM) project, funded by the Valladolid University General Foundation and (2) ECO2016-78128-P project, funded by MINECO.

Purpose – The purpose of this paper is to examine the effect of intrinsic and extrinsic motivation as determinants of the employees' knowledge transfer in the context of a Spanish non‐profit organization (named Asprona).Design/methodology/approach – A case study method was used to analyze a Spanish non‐profit organization (Asprona). In this context, a qualitative and quantitative analysis with a sample of 76 people was performed using the partial least squares approach (PLS), in order to test the research hypotheses.Findings – The research findings show that, in Asprona, knowledge transfer improves through intrinsic motivation, however extrinsic motivation is not significant on knowledge transfer. This result is interesting bearing in mind that people are involved with a non‐profit organization due to intrinsic reasons rather than for financial rewards.Research limitations/implications – This research is focused on one organization – Asprona's assistance area – and recommendations to other non‐profit orga...

We explore the antecedents of corporate spin-offs for a sample of 3462 Spanish firms between 1992 and 2002. Using a resource-based approach, we identify three reasons firms engage in spin-offs: (a) to create complementarities, (b) to appropriate residual rents, and (c) to focus on the core business. Specifically, we find that spin-offs are more common among firms that belong to a group able to create networks and new knowledge that can be exploited through spin-offs. In addition, we find that spin-offs are more frequent in firms that wish to exploit strategic advantages achieved through knowledge investments and in firms that increase efforts to the focus on the parent firm's core competences.

PurposeThe objective of this paper is to evaluate dynamically those transactive memory processes that help to improve team results. Thus, the paper analyzes the processes by which transactive memory systems are created and we evaluate their effect on team results.Design/methodology/approachTo reach this objective, a quasi‐experiment was conducted with 167 students from the School of Business in a Spanish University during 2004‐2005. This experiment consisted of a business game where students had to make decisions in 44 teams.FindingsTransactive memory can help to understand differences in team results.Research limitations/implicationsThe limitations of our analysis are related to the short period of the quasi‐experiment.Originality/valueFor courses which involve team learning, teachers would promote some specific practices and ways to work.

To verify the existence and relevance of control mechanisms that impede the expropriation of resources by the managers of nonprofits and that improve efficiency, we use a representative sample of Spanish nongovernmental development organizations (NGDOs). The authors study how the donors’ structure and board of trustees relates to organizational efficiency. Results show that the presence of an active institutional donor provides a control mechanism for these NGDOs, thus favoring the efficient allocation of resources, and that the structure of the board of trustees is irrelevant in this respect. Results are robust to alternative measures of technical and allocative efficiency.

This paper adds to the scant literature on the internal structure of organizations by focusing on the organizational design of nongovernmental development organizations (NGDOs). Specifically, we evaluate prominent Spanish NGDOs during 2010 to determine the balance of two key organizational design choices at the NGDO’s project department: delegation of authority to lower-level employees and the provision of incentive compensation to ensure that these employees do not misuse their discretion. We develop a simultaneous model of these two choices that treats delegation and incentive compensation as endogenous variables. The results of our empirical analysis provide evidence that delegation of decision rights and incentive compensation systems are interdependent allowing scholars and practitioners a better understanding of the determinants of organizational design choices.

This paper focuses on the application of the Dynamic Capabilities framework to Project Management discipline. A review of project management literature illustrates the new project and project managers’ conceptualization and the shift towards a more strategic perspective. Commonalities and overlaps between project management and dynamic capabilities approach are highlighted both from a theoretical and professional point of view. The findings indicate the closeness between project management and dynamic capabilities by creating an integrative framework useful both for top and project managers. Besides, we show the potential benefits of the application of strategic management theories to Project Management.

New technologies are powerful tools to create, disseminate, articulate, and exploit knowledge. Entrepreneurs use these technologies to promote the creation of new ventures. However, recent studies demonstrate that new technologies are not sufficient to enhance the process of venture creation. We use the fundamentals of the theory of planned behavior to understand the impact of new technologies on entrepreneurial intention. Empirical literature related to university students shows that entrepreneurial intention is dependent on attitudes toward entrepreneurship, social norms, and self-efficacy. We therefore evaluate an empirical model in a sample of students enrolled in the 2012–2013 academic year in the University of Valladolid (Spain).

The purpose of this study is to assess the effectiveness of strategic management simulations as a learning-by-doing tool so that university students can learn to work in a team, that is, they can enhance their Knowledge, Skills, and Abilities (KSA) for effective teamwork. The authors carry out an analysis of the effect of strategic management simulation on the teamwork KSA with a group of undergraduates studying in the School of Business. The results show that teamwork KSA can improve and that the initial knowledge of that teamwork KSA, at the individual level, is the only factor that conditions their learning. Initial knowledge of the teamwork KSA and the spread of this knowledge within the team are not determinant influences on the learning-by-doing of the individual. Surprisingly, neither are features such as intelligence, personality, attitude to teamwork, and teamwork self-efficacy, both of the individual and the team.

Devido ao seu rápido crescimento, o feto é particularmente vulnerável a insultos e modificações no millieu hormonal. Este fato sugere que situações adversas experimentadas pela mãe grávida podem alterar o desenvolvimento e a saúde da prole, explicado principalmente pela permeabilidade da barreira placentária a diversos hormônios e substâncias. O objetivo deste trabalho foi estudar o efeito do estresse pré-natal na regulação da inflamação alérgica pulmonar, empregando o modelo murino de asma experimental. Para este propósito foram utilizadas camundongas virgens da linhagem Swiss, com 50 dias de idade. Foi empregado o modelo de choque nas patas para promover o estresse pré-natal e o modelo do “metrô de Nova Efeito do estresse pré-natal na regulação da inflamação alérgica pulmonar no modelo murino de asma experimental 65 Iorque” para o estresse pós-natal. As fêmeas foram distribuídas em 4 grupos experimentais: CC: fêmeas não estressadas;CE: fêmeas estressadas pós-natalmente aos 60 dias de idade (PND60), EC: fêmeas nascidas de mães estressadas entre o dia 15 (GD15) e 18 de gestação (GD18); EE: fêmeas nascidas de mães estressadas entre o GD15 e GD18 e estressadas pós-natalmente aos PND60. A indução da inflamação alérgica pulmonar foi realizada através da sensibilização dos animais com solução de ovalbumina (OVA) 0,1 mg.Kg-1 sc para avaliação do leucograma, lavado broncoalveolar (BAL), celularidade hematopoiética medular e neuroquímica. Os experimentos foram realizados 24h após a última sessão de nebulização.O número de células do BAL foi significantemente maior nos animais do grupo EE, em relação àqueles dos grupos CC (P0.05) para os linfócitos, neutrófilos, eosinófilos e monócitos; porém, observou-se diferenças significativas (P0.05) for lymphocytes, neutrophils, eosinophils and monocytes; however, there were significant differences (P

Since the different approaches for analyzing ambidexterity are primarily understood at the organizational level, this article focuses on an operational level by recognizing projects as important si...

The objective of this paper is to evaluate the effectiveness of strategic management simulations as a learning-by-doing tool, that is they can enhance their knowledge, skills and abilities for effective teamwork. We have carried out an analysis of the effect of business simulation on the teamwork KSA with a group of undergraduates of the Business School. The results show that the teamwork KSA can improve and that the initial knowledge of those teamwork KSA, at the individual level, is the only factor which conditions their learning. Initial knowledge of the teamwork KSA and the spread of this knowledge within the team, are not a determinant influence on the individual learning-by-doing. Neither are features such as intelligence, personality, attitude to teamwork and teamwork self-efficacy.

The role of top managers on firm performance is central to strategic management. Mainly addressed from two different perspectives, the upper echelons theory and the agency theory, prior research ha...

Upstream alliances –i.e. collaborative arrangements between firms and research institutions- entail huge management challenges due to the presence of important organizational dissimilarities betwee...

This paper seeks to provide a more comprehensive understanding on how partner firms decide how to behave in multi-partner alliances. Our core argument is that firms, in such collaborative contexts,could behave according to the traditionally studied archetypes (i.e. cooperative and non-cooperative behavior modes) but also could display non-archetypal modes of alliance behavior (i.e. not identified by existing literature). We started with the accepted premise that partners’ expectations with the collaboration guide their behavioral choices in alliances. Based on a longitudinal study on a real life R&D consortium, we then provide a revisited explanation of the partners'choices of archetypal versus non-archetypal modes of alliance behavior. In order to do so, we look at partners’ expectations in an unconventional way, categorizing them according to two new dimensions (i.e. uniformity and stability). Grounding our observations into theory, we further offer an emergent framework on two particular non-archetypal...