The pragmatic cycle of knowledge work: Unlocking cross-domain collaboration in open innovation spaces

IF 4.5 2区管理学 Q1 MANAGEMENT

Human Relations Pub Date : 2024-03-21 DOI:10.1177/00187267241234003

Karl-Emanuel Dionne, Paul R Carlile

引用次数: 0

Abstract

Collaborating is increasingly characterized by working across domains and organizations. Teams rapidly form and dissolve, actors and settings frequently change, yet most academic research focuses on stable organizations and team configurations with familiar domains. This leads to the question: how do people successfully collaborate across domains and organizations in circumstances where there is little shared knowledge? We explored this question within the nascent digital health sector when Hacking Health—a non-profit organization—used an open innovation approach to bring together actors from different domains and organizations in temporary spaces to spur new collaborations. We found that actors faced many challenges and engaged in four interconnected types of knowledge work to address them: exploring, complementing, mapping, and modeling. This article reveals how Hacking Health’s open innovation approach used different kinds of temporary spaces to progressively orient actors in their knowledge work to develop sustainable collaborations to create digital health solutions.

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知识工作的务实循环：开启开放式创新空间中的跨领域合作

跨领域和跨组织合作的特点日益明显。团队迅速组建和解散，参与者和环境经常变化，然而大多数学术研究都集中在稳定的组织和熟悉领域的团队配置上。这就引出了一个问题：在几乎没有共享知识的情况下，人们如何成功地进行跨领域和跨组织合作？我们在新生的数字健康领域探索了这个问题，当时，非营利组织 Hacking Health 采用开放式创新方法，将来自不同领域和组织的参与者聚集在临时空间，以促进新的合作。我们发现，参与者面临着许多挑战，并参与了四种相互关联的知识工作来应对这些挑战：探索、互补、绘图和建模。本文揭示了 "黑客医疗 "的开放式创新方法如何利用不同类型的临时空间逐步引导参与者开展知识工作，从而发展可持续合作，创建数字医疗解决方案。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Relations Multiple-

CiteScore

12.60

自引率

7.00%

发文量

期刊介绍： Human Relations is an international peer reviewed journal, which publishes the highest quality original research to advance our understanding of social relationships at and around work through theoretical development and empirical investigation. Scope Human Relations seeks high quality research papers that extend our knowledge of social relationships at work and organizational forms, practices and processes that affect the nature, structure and conditions of work and work organizations. Human Relations welcomes manuscripts that seek to cross disciplinary boundaries in order to develop new perspectives and insights into social relationships and relationships between people and organizations. Human Relations encourages strong empirical contributions that develop and extend theory as well as more conceptual papers that integrate, critique and expand existing theory. Human Relations welcomes critical reviews and essays: - Critical reviews advance a field through new theory, new methods, a novel synthesis of extant evidence, or a combination of two or three of these elements. Reviews that identify new research questions and that make links between management and organizations and the wider social sciences are particularly welcome. Surveys or overviews of a field are unlikely to meet these criteria. - Critical essays address contemporary scholarly issues and debates within the journal''s scope. They are more controversial than conventional papers or reviews, and can be shorter. They argue a point of view, but must meet standards of academic rigour. Anyone with an idea for a critical essay is particularly encouraged to discuss it at an early stage with the Editor-in-Chief. Human Relations encourages research that relates social theory to social practice and translates knowledge about human relations into prospects for social action and policy-making that aims to improve working lives.