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首页> 外文期刊>Journal of product innovation management >A Study of the Performativity of the 'Ambidextrous Organizations' Theory: Neither Lost in nor Lost before Translation
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A Study of the Performativity of the 'Ambidextrous Organizations' Theory: Neither Lost in nor Lost before Translation

机译：“肢体特工组织”理论的执行性研究：既不迷失也不在翻译前迷失

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摘要

Ambidextrous organizations succeed both in incremental and discontinuous innovation. However, there is little direct empirical evidence on how managers implement the principles of the "ambidextrous organizations" theory to dynamically align the structure and culture of ambidextrous organizations. Our study does not focus on analyzing the factors that give rise to organizational ambidexterity but focuses on analyzing whether the factors suggested by prior theorizing on "ambidextrous organizations" are implemented by managers in their daily practice as suggested by prior theorizing. Accordingly, this study does not investigate the traditionally conceptualized gap between academic theorizing and managerial practice since "ambidextrous organizations" theory can be characterized as rigorous and relevant. We investigate whether the "ambidextrous organizations" theory is implemented as suggested by prior theorizing and whether successful implementation is subject to managing in the way that scholars' prior theorizing suggests. Based on qualitative and quantitative data from two longitudinal case studies, we find that managers overlooked the process dimension in evaluating the required degree of ambidexterity. Furthermore, the organizational structure and culture for incremental innovation did not differ from the structure and culture for discontinuous innovation alongside the expected dimensions. Finally, the discontinuous innovation business unit had to be reintegrated to ensure sustained growth. During the reintegration processes, organizational capabilities mutated. We linked our findings on the processes and performativity of ambidextrous organizing to extant theories and developed the rationale for the observed novel phenomena of innovation myopia, second-order competency traps, and capability mutations.
机译：兼顾各方利益的组织在渐进式创新和不连续创新中都取得了成功。但是，关于管理者如何实施“敏捷组织”理论的原理以动态地协调敏捷组织的结构和文化，几乎没有直接的经验证据。我们的研究不着重于分析引起组织矛盾的因素，而是着重于分析经理在其日常实践中是否按照先验理论所建议的方式实施了“先天性组织”的理论。因此，本研究没有研究学术理论化和管理实践之间传统上概念上的鸿沟，因为“敏捷组织”理论可以被描述为严格和相关的。我们研究了“敏捷组织”理论是否按照先验理论所建议的那样实施，以及是否成功实施以学者先验理论所建议的方式进行管理。基于两个纵向案例研究的定性和定量数据，我们发现经理在评估所需的歧义度时忽略了过程维度。此外，渐进式创新的组织结构和文化与预期范围外的不连续创新的结构和文化没有区别。最后，不连续的创新业务部门必须重新整合以确保持续增长。在重新整合过程中，组织能力发生了变化。我们将有关歧义组织过程和性能的发现与现有理论联系起来，并为观察到的创新近视，二阶能力陷阱和能力突变的新现象开发了原理。

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