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Williams, T., Thorgren, S. & Lindh, I. (2020). Rising from failure, staying down, or more of the same?: An inductive study of entrepreneurial reentry. Academy of Management Discoveries
Open this publication in new window or tab >>Rising from failure, staying down, or more of the same?: An inductive study of entrepreneurial reentry
2020 (English)In: Academy of Management Discoveries, ISSN 1523-2867, E-ISSN 1084-6654Article in journal (Refereed) In press
Abstract [en]

Drawing on a multi-year qualitative study, we explore the phenomenon of reentry into venturing after a failure. The primary discovery of this study is a pathway by which interactions of failure attributions and emotions lead to effective entrepreneurial reentry in the aftermath of a failure. Specifically, we discover three trajectories of reentry: separation (reentry with minimal modifications), reinforcement (no reentry), and metamorphosis (reentry with substantial modifications). We describe the differences between the trajectories and detail three dimensions of primary discovery: negative emotions are not necessarily an obstacle to reentry, as previously thought; perceived controllability is critical in explaining reentry; and the evolution of attributional/emotional responses over time as a result of the interplay between these concepts is central to explaining effective reentry.

National Category
Business Administration
Identifiers
urn:nbn:se:ltu:diva-73884 (URN)10.5465/amd.2018.0047 (DOI)
Available from: 2019-05-09 Created: 2019-05-09 Last updated: 2019-06-18
Thorgren, S. & Frishammar, J. (2019). Handbok för examensarbeten (ed.). Paper presented at . Luleå: Luleå tekniska universitet
Open this publication in new window or tab >>Handbok för examensarbeten
2019 (Swedish)Report (Other academic)
Place, publisher, year, edition, pages
Luleå: Luleå tekniska universitet, 2019. p. 35
Keywords
Business / Economics - Business studies, Ekonomi - Företagsekonomi
National Category
Other Engineering and Technologies not elsewhere specified
Research subject
Entrepreneurship and Innovation
Identifiers
urn:nbn:se:ltu:diva-24580 (URN)
Note

Godkänd; 2016; 20150916 (sartho)

Available from: 2016-09-29 Created: 2016-09-29 Last updated: 2019-06-24Bibliographically approved
Sjödin, D., Frishammar, J. & Thorgren, S. (2019). How Individuals Engage in the Absorption of New External Knowledge: A Process Model of Absorptive Capacity. The Journal of product innovation management, 36(3), 356-380
Open this publication in new window or tab >>How Individuals Engage in the Absorption of New External Knowledge: A Process Model of Absorptive Capacity
2019 (English)In: The Journal of product innovation management, ISSN 0737-6782, E-ISSN 1540-5885, Vol. 36, no 3, p. 356-380Article in journal (Refereed) Published
Abstract [en]

This paper offers a process model of how individuals engage in the absorption of new external knowledge. Data collection is centered on the experiences of knowledge workers in recognizing, assimilating, and applying external knowledge. The process model delineates how individuals engage in the absorptive capacity (AC) process through: (1) valuing knowledge potential by assessing the motivation to assimilate knowledge and by evaluating technological feasibility, which together constitute the recognition of value; (2) corroborating knowledge value by ensuring legitimacy and demonstrating a shared understanding of the business value in achieving knowledge assimilation; and (3) championing knowledge integration by lobbying for support and securing resources in order to integrate and apply the knowledge within the organization, ultimately ensuring that knowledge is exploited. The process model clarifies how an individual’s proficiency in external knowledge absorption activities can result in three possible outcomes: knowledge is exploited, knowledge is terminated, or knowledge gets “stuck” in limbo. These findings contribute to the AC literature by underscoring the pivotal role of individual engagements in recognition, assimilation, and application of external knowledge and add new elements and a process perspective to the understanding of the path from potential to realized AC. The paper also provides insights into how individuals and firms can better manage knowledge absorption in practice.

Place, publisher, year, edition, pages
John Wiley & Sons, 2019
National Category
Other Engineering and Technologies not elsewhere specified
Research subject
Entrepreneurship and Innovation
Identifiers
urn:nbn:se:ltu:diva-73594 (URN)10.1111/jpim.12482 (DOI)000462884300004 ()2-s2.0-85063665665 (Scopus ID)
Note

Validerad;2019;Nivå 2;2019-04-11 (oliekm)

Available from: 2019-04-11 Created: 2019-04-11 Last updated: 2019-08-23Bibliographically approved
Stroe, S., Thorgren, S. & Wincent, J. (2019). The Outcomes of Passion in Entrepreneurship. In: Robert J. Vallerand and Nathalie Houlfort (Ed.), Passion for work: Theory, research, and applications. Oxford University Press
Open this publication in new window or tab >>The Outcomes of Passion in Entrepreneurship
2019 (English)In: Passion for work: Theory, research, and applications / [ed] Robert J. Vallerand and Nathalie Houlfort, Oxford University Press, 2019Chapter in book (Refereed)
Abstract [en]
  • Provides a thorough review of most empirical work from the last 15 years on the topic of passion at work
  • Presents new and unpublished results and studies
  • Argues that being passionate is not the end of the story; the type of passion, harmonious or obsessive, will determine the outcomes experienced
Place, publisher, year, edition, pages
Oxford University Press, 2019
National Category
Business Administration
Identifiers
urn:nbn:se:ltu:diva-73900 (URN)9780190648626 (ISBN)
Available from: 2019-05-10 Created: 2019-05-10 Last updated: 2019-07-24
Thorgren, S. & Caiman, E. (2019). The Role of Psychological Safety in Implementing Agile Methods across Cultures. Research technology management, 62(2), 31-39
Open this publication in new window or tab >>The Role of Psychological Safety in Implementing Agile Methods across Cultures
2019 (English)In: Research technology management, ISSN 0895-6308, E-ISSN 1930-0166, Vol. 62, no 2, p. 31-39Article in journal (Refereed) Published
Abstract [en]

Overview: This paper emphasizes the cultural challenges of implementing Agile methods. We applied a psychological safety framework in an empirical case where Agile methods were implemented across workplace cultures, which helped define challenges related to psychological safety in three areas: (1) cultural differences related to attitudes toward inclusiveness, (2) cultural differences related to perceptions of and trust in collective responsibility, and (3) cultural differences related to openness in communication. These findings suggest that working across cultural boundaries adds to the challenges with Agile implementation found in other studies. 

Place, publisher, year, edition, pages
Taylor & Francis, 2019
Keywords
Agile, Culture, Project management
National Category
Other Engineering and Technologies not elsewhere specified
Research subject
Entrepreneurship and Innovation
Identifiers
urn:nbn:se:ltu:diva-73412 (URN)10.1080/08956308.2019.1563436 (DOI)2-s2.0-85062976578 (Scopus ID)
Note

Validerad;2019;Nivå 2;2019-04-04 (svasva)

Available from: 2019-04-04 Created: 2019-04-04 Last updated: 2019-04-24Bibliographically approved
Thorgren, S., Cardon, M. S. & Murnieks, C. Y. (2018). Passion. New York: Oxford University Press
Open this publication in new window or tab >>Passion
2018 (English)Other (Refereed)
Abstract [en]

This is an article in the collection of Oxford Bibliographies. Each article addresses a topic within a single discipline (in this case Passion), and provides expert recommendations to works on the topic in question. Each bibliography provides a selective list of the best and most useful resources available on the topic, annotations indicating what each work captures, and the article author’s commentaries to guide readers through the citations. The purpose of the bibliographies is to increase students’ and researchers’ productivity, save time, and elevate the quality of research by providing a reliable roadmap into the topic. Please read more here: https://www.oxfordbibliographies.com/

This is a revised and updated version of the previously published bibliography entry:

http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-23878

Place, publisher, year, pages
New York: Oxford University Press, 2018
Series
Oxford Bibliographies in Management
National Category
Business Administration
Research subject
Entrepreneurship and Innovation
Identifiers
urn:nbn:se:ltu:diva-72360 (URN)10.1093/OBO/9780199846740-0086 (DOI)
Available from: 2018-12-21 Created: 2018-12-21 Last updated: 2019-08-20Bibliographically approved
Sirén, C., Thorgren, S. & Järlström, M. (2018). Self-directed career management and mobility: the risk of lock-in effects from person–job fit. International Journal of Human Resource Management
Open this publication in new window or tab >>Self-directed career management and mobility: the risk of lock-in effects from person–job fit
2018 (English)In: International Journal of Human Resource Management, ISSN 0958-5192, E-ISSN 1466-4399Article in journal (Refereed) Epub ahead of print
Abstract [en]

Autonomy and fit with the job are important reasons why employees thrive at work, yet surprisingly little research has examined the implications this may have on how employees perceive their career opportunities, both within and outside the organization where they currently work. Drawing on self-determination theory, we propose that the more employees manage their career in a self-directed manner, the more likely they are to consider themselves to have good career opportunities both within and outside their current organization. However, we propose that, while good person–job fit may push an employee to see increasing opportunities within their current organization, it is equally likely to make the employee less inclined to see opportunities for career advancement outside the organization. Analyses on data gathered from a sample of 902 knowledge workers support our model. We conclude that person–job fit strongly influences the degree to which employees perceive opportunities for internal and external career mobility. The results have implications for research on self-directed career management, person–job fit, and the dynamics of the career mobility issue

Keywords
Self-directed career management, psychological career mobility, self-determination, person–job fit, employee perceptions
National Category
Other Engineering and Technologies not elsewhere specified
Research subject
Entrepreneurship and Innovation
Identifiers
urn:nbn:se:ltu:diva-71871 (URN)10.1080/09585192.2018.1523214 (DOI)
Available from: 2018-12-03 Created: 2018-12-03 Last updated: 2018-12-03
Frishammar, J. & Thorgren, S. (2018). The Telephone Game, or Clear as Crystal? How to Effectively Craft Responses to Reviewer Comments. Creativity and Innovation Management, 27(3), 239-243
Open this publication in new window or tab >>The Telephone Game, or Clear as Crystal? How to Effectively Craft Responses to Reviewer Comments
2018 (English)In: Creativity and Innovation Management, ISSN 0963-1690, E-ISSN 1467-8691, Vol. 27, no 3, p. 239-243Article in journal (Refereed) Published
Abstract [en]

This brief note focuses on how to communicate with reviewers through the response letter. Specifically, we elaborate on how to minimize the risk that reviewers underestimate the quality of the study because of poor communication in the response letter. We outline ideas for how to plan and organize a revision, and then crafting the response letter. We organize the discussion around how common writing rules, such as “Make it simple to read” and “Write for the target audience”, may apply to response letters but need adaptation to be effective. In summary, while the changes made in the actual paper are most important in any revision, this note provides an additional resource to use in order to increase the chances that the revised paper reaches its greatest potential. 

Place, publisher, year, edition, pages
John Wiley & Sons, 2018
National Category
Social Sciences Other Engineering and Technologies not elsewhere specified
Research subject
Entrepreneurship and Innovation
Identifiers
urn:nbn:se:ltu:diva-70205 (URN)10.1111/caim.12289 (DOI)000443113800002 ()2-s2.0-85052491044 (Scopus ID)
Note

Validerad;2018;Nivå 2;2018-09-07 (svasva)

Available from: 2018-08-06 Created: 2018-08-06 Last updated: 2018-09-07Bibliographically approved
Vesalainen, J., Thorgren, S. & Rossi, T. (2017). Toward Cross-Border Engineering Management: Development and Test of a Practice for Idea Generation in Customer–Supplier DFM Teams. Engineering Management Journal, 29(4), 278-286
Open this publication in new window or tab >>Toward Cross-Border Engineering Management: Development and Test of a Practice for Idea Generation in Customer–Supplier DFM Teams
2017 (English)In: Engineering Management Journal, ISSN 1042-9247, E-ISSN 0960-7919, Vol. 29, no 4, p. 278-286Article in journal (Refereed) Published
Abstract [en]

Growing inter-organizational dependence within business ecosystems necessitates more intensive cooperation between various organizational functions, not only sales and purchasing. Engineering management is one of the functions typically regarded as an in-house activity. Prior research acknowledges certain cooperative forms such as early supplier involvement, but it falls short on identifying practices of grass-roots level cooperation. However, it is the quality of the interaction between supplier and customer that is decisive if the advantages of collaboration are to materialize. This study aims to fill this obvious gap in both theory and practice by developing and testing an inter-organizational practice for co-ideation in a supplier-customer relationship. Specifically, a way of working for idea generation to improve inter-organizational learning within specific Design for Manufacturing meetings between an industrial corporation and two of its important suppliers is developed. The evaluation of the tested co-ideation practice indicated that, in comparison to the traditional way of working, the new practice contributed to a greater number of generated ideas, was found useful in practice, and expert ratings suggested that the ideas generated were of adequate quality. The implication for practice is the proposed procedure that aims to build a safe psychological environment and help participants to transcend existing behavioral roles as representatives of suppliers and customers.

Place, publisher, year, edition, pages
Taylor & Francis, 2017
National Category
Other Engineering and Technologies not elsewhere specified
Research subject
Entrepreneurship and Innovation
Identifiers
urn:nbn:se:ltu:diva-65902 (URN)10.1080/10429247.2017.1352365 (DOI)000423474700006 ()
Note

Validerad;2018;Nivå 2;2017-12-28 (svasva)

Available from: 2017-10-02 Created: 2017-10-02 Last updated: 2018-02-08Bibliographically approved
Jonsson, L. & Thorgren, S. (2017). Trainee programs: an emerging model on psychological contract reciprocity. Personnel review, 46(8), 1738-1754
Open this publication in new window or tab >>Trainee programs: an emerging model on psychological contract reciprocity
2017 (English)In: Personnel review, ISSN 0048-3486, E-ISSN 1758-6933, Vol. 46, no 8, p. 1738-1754Article in journal (Refereed) Published
Abstract [en]

Purpose

The purpose of this paper is to develop a deeper understanding of the organization-trainee relationship through a psychological contract lens, by exploring the psychological contract between the trainee and organization during and after the program and what factors may account for contract reciprocity.

Design/methodology/approach

Inductive qualitative study design.

Findings

Data suggested that factors accounting for contract reciprocity during the program included: trainees’ responsibilities, trainees’ personal and professional development, trainees’ commitment, trainees’ delivery, and managerial and supervisory support. Factors identified accounting for contract reciprocity after individuals completed the program were: career opportunities, future-oriented dialogue between former trainees and managers, wage-setting, job tasks, and working conditions.

Originality/value

This exploratory research is original in that it identifies different factors accounting for the reciprocity during and after the program, and how this may be particularly relevant when talents are recruited externally to specifically participate in the program.

Place, publisher, year, edition, pages
Emerald Group Publishing Limited, 2017
National Category
Other Engineering and Technologies not elsewhere specified
Research subject
Entrepreneurship and Innovation
Identifiers
urn:nbn:se:ltu:diva-66715 (URN)10.1108/PR-01-2016-0011 (DOI)000415990200016 ()2-s2.0-85034975454 (Scopus ID)
Note

Validerad;2017;Nivå 2;2017-11-23 (andbra)

Available from: 2017-11-23 Created: 2017-11-23 Last updated: 2018-05-07Bibliographically approved
Organisations
Identifiers
ORCID iD: ORCID iD iconorcid.org/0000-0002-0656-4419

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