Although the relationship between competition and firm innovation has long been of scholarly interest, prior research has predominantly considered changes in internal research and development (R&D) as a strategic response to competitors’ actions. In this study, we focus on one of the most important and commonly observed contractual mechanisms used to acquire external technologies: technology licensing. Surprisingly, licensing has been mostly overlooked by prior studies examining the effect of competition on firms’ allocation of R&D. We take into account the unique properties of licensing and systematically link them to the demands arising from the competitive pressure caused by rivals’ launches of new products. Furthermore, we discuss how licensing-in decisions ultimately shape a firm’s subsequent innovation in areas where they are threatened by competitors and how such innovation depends on the cumulative R&D investments inside the organization into which licensed knowledge is added. We test our theoretical model through a longitudinal design that tracks the licensing-in and innovation outcomes of firms in the global biopharmaceutical industry. Accounting for the endogenous selection of firms into licensing, our findings illustrate that licensing-in is motivated by competitive pressures. We also find that licensing-in increases a firm’s capacity to innovate in areas where competitors have exerted pressure, particularly in the presence of cumulative R&D investments. In so doing, the paper anchors technology licensing as a key organizational action that helps increase our understanding of the important relationship between competition and innovation.

This article focuses on an emergent debate in organizational behavior concerning personality stability and change. We introduce foundational psychological research concerning whether individual personality, in terms of traits, needs, and personal constructs, is fixed or changeable. Based on this background, we review recent research evidence on the antecedents and outcomes associated with personality change. We build on this review of personality change to introduce new directions for personality research in organizational behavior. Specifically, we discuss how a view of personality as changeable contributes to key topics for organizational behavior research and how this new approach can help broaden and deepen the scope of personality theory and measurement. The study of personality change offers a range of new ideas and research opportunities for the study of organizational behavior.

the mechanisms by which social networks and organizational vocabularies combine jointly to affect communication patterns across organizational boundaries remain largely unexplored. In this paper, we examine the mutually constitutive relation between the network ties through which organizational members communicate with each other and the vocabularies that they use to describe their organization. We suggest that the dynamic structure of social networks and organizational vocabularies is contingent on the formal design of organizational subunits. Within subunit boundaries, members who interact with each other are more likely to develop similar vocabularies over time. Interestingly, between subunits, the more two members share similar organizational vocabularies, the more likely they are to form a tie over time. We find empirical evidence for these arguments in a longitudinal study conducted among the managers of a multiunit organization. Organizational vocabularies, we suggest, may sustain communication patterns across organizational boundaries, thus bridging cultural holes within organizations.

Although the relationship between competition and firm innovation has long been of scholarly interest, prior research has predominantly considered changes in internal research and development (R&D) as a strategic response to competitors’ actions. In this study, we focus on one of the most important and commonly observed contractual mechanisms used to acquire external technologies: technology licensing. Surprisingly, licensing has been mostly overlooked by prior studies examining the effect of competition on firms’ allocation of R&D. We take into account the unique properties of licensing and systematically link them to the demands arising from the competitive pressure caused by rivals’ launches of new products. Furthermore, we discuss how licensing-in decisions ultimately shape a firm’s subsequent innovation in areas where they are threatened by competitors and how such innovation depends on the cumulative R&D investments inside the organization into which licensed knowledge is added. We test our theoretical model through a longitudinal design that tracks the licensing-in and innovation outcomes of firms in the global biopharmaceutical industry. Accounting for the endogenous selection of firms into licensing, our findings illustrate that licensing-in is motivated by competitive pressures. We also find that licensing-in increases a firm’s capacity to innovate in areas where competitors have exerted pressure, particularly in the presence of cumulative R&D investments. In so doing, the paper anchors technology licensing as a key organizational action that helps increase our understanding of the important relationship between competition and innovation.

This article focuses on an emergent debate in organizational behavior concerning personality stability and change. We introduce foundational psychological research concerning whether individual personality, in terms of traits, needs, and personal constructs, is fixed or changeable. Based on this background, we review recent research evidence on the antecedents and outcomes associated with personality change. We build on this review of personality change to introduce new directions for personality research in organizational behavior. Specifically, we discuss how a view of personality as changeable contributes to key topics for organizational behavior research and how this new approach can help broaden and deepen the scope of personality theory and measurement. The study of personality change offers a range of new ideas and research opportunities for the study of organizational behavior.