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Export promotion organisations in a number of countries have initiated programs to broker networks of relationships between small and medium sized enterprises (SMEs). Their goal is to assist firm growth and promote export activity. However, an explicit framework that explains why public facilitation of inter-firm relationships is necessary, and how economic benefits are derived, is generally absent from both the rationales for these programs and the extant academic literature on export promotion. In this paper we argue that the concept of corporate social capital (CSC) recently advanced by Leenders and his colleagues (Leenders & Gabbay, 1999), along with the broader literature on social capital, provide a relevant framework. The essence of our reasoning is that network-brokering programs attempt to correct failures in the market for relationships between SMEs brought about by the public good nature of CSC. Networking enhances external economies, levering the resources available to firms, and improving opportunities for growth and export expansion. This furthers societal interests in productivity, employment growth, and the expansion of export activity. We illustrate this argument using general findings from the literature on SME networking, and our observations of New Zealand's export promotion programs.

Multifunctional teams have become commonplace in new product development (NPD) endeavors. Knowledge on the functioning of such teams, however, remains little. In this article two major principles about how these teams function are investigated, team cooperation and team integration. A theoretical discussion indicates that there is not a clear‐cut way to manage team cooperation and team integration in order to achieve high performance. The management of these principles in NPD teams is rather a delicate managerial challenge. These theoretical considerations are statistically examined then. The results show that both team cooperation and team integration are inversely U‐shaped related to NPD team performance. In managerial terms the results imply that creating the right level of team cooperation and team integration managers have to balance their actions between two extremes. The article finishes by presenting opportunities how to do so.

The purpose of this research is to focus on the role of trust in knowledge sharing. Social capital researchers have put forward trust as an important force behind the sharing of knowledge. This study aims to investigate whether trust indeed explains knowledge sharing relationships, or whether there are in fact much more important drivers of the sharing of knowledge in new product development projects.

A survey study was carried out in large new product development projects, including 23 teams and 91 individuals.

The main finding is that trust is a poor explanatory of knowledge sharing. Team membership, on the other hand, has the largest effect on the density of knowledge sharing relationships. Social capital thus does not reside in trust but in team membership, especially for longer‐lived teams.

There should be more attention for other aspects affecting knowledge sharing, including team characteristics.

This article will be of use to organizations conducting new product development, wishing to manage knowledge sharing as social capital. Moreover, this article provides more insight on the value of the trust in knowledge sharing and offers directions for future theory development.

The paper addresses the effect friendly and friendship relationships among members of innovation teams on the performance of the teams.

The members of innovation teams may develop friendly and friendship relationships over time. In our study, we focus on the effect of the frequency of such non‐work relationships on team performance. For this research, we collected full network data on non‐work relationships in a sample of 44 innovation teams and investigate how these “friendly and friendship networks” affect the performance of innovation teams.

As result turns out that the frequency of friendly ties has positive as well as negative consequences on team performance, whereas the frequency of friendship ties positively relates to the performance.

The results indicate the importance of informal relations for the performance of innovation teams. Further, it is shown that friendly and friendship relations have different theoretical and practical implications. Future research can overcome the limitations of the presented research by concentrating on larger sample sizes and longitudinal research designs.

Building on the results of the study managers can better orchestra innovation teams focussing not only on formal but also on informal contacts. The main practical implication is to strive for friendship contacts and to avoid too strong friendly contacts.

The study adds knowledge to the research on informal relationships and performance two‐fold. First, the findings testify that friendly and friendship contacts are different and not part of the same dimension, and there is strong evidence for the importance of informal contacts.

This article analyses inter-firm relations from the perspective of learning, and proposes instruments for governance. It takes into account both social capital and liability, and the trade-offs between them. The purpose is a generic box of instruments, but contingencies are analysed, both for the objective of learning and for the design of an appropriate mix of instruments. The contingencies pertain to industry, markets, technology and institutions. A limited number of network features are taken into account, such as density, intensity, durability of linkages, structural holes and some of the roles that third parties may play. Use is made of a theory that embraces a social exchange perspective and elements from transaction cost economics.

Corporate Social Capital has been receiving increasing attention in recent study of organizations. In this paper we focus our attention on strategic orientation of firms and reveal the ways they are affected by the social structure in which they are embedded. We focus on the way strategic orientation is socially determined and diffused. Our empirical application analyses 100 Israeli software firms, operating in four industrial districts. We reveal five generic business orientations. Applying corporate social capital as a framework, we find that similarity in business orientation is significantly associated with a firm's position in the inter-organizational network and with a firm's geographic location. Both network position and geographic location serve as a pool of social resources for adopting firm strategic style, deem successful in a highly uncertain sector thus creating corporate social capital.

The aim of this study is to assess the significance of social capital in a public organization according to two theoretical frameworks. Following the structural hole theory (Burt, 1992), a sparse social network enables employees to gain control and information benefits. According to the social capital theory (Coleman, 1988), a cohesive social network creates trust and an obligation to cooperate. The theories describe favorable outcomes of the opposite poles of social structure, but the discussion shows that the social capital might not be realized because of unfavorable contextual factors. Empirical findings indicate that a sparse ego network increases an employee's indirect control and that a dense work unit network increases trust in the democracy of decision making. The discussion suggests that a sparse social network might be most beneficial to a bureaucratic organization and that cohesiveness does not automatically induce commitment if it is not supported by favorable social norms. Unless prerequisites of social interaction are well secured, the organization faces the risk of having inadequate levels of social cohesion, which might impede the creation of social capital. In conclusion, the management is faced with the challenge of social liabilities arising from both social cohesion and the lack of it.

We develop the argument that organization network structures that yield positive social capital in some task situations convey social liability in other situations. Using the distinction between exploration and exploitation tasks among teams, we show that the network position that conveyed positive social capital for teams engaged in exploration tasks was a social liability for teams pursuing exploitation tasks. Results of an analysis of 67 new product development teams showed that exploratory teams completed their projects more quickly if they had a social network structure composed of many strong external ties that were non-redundant. In contrast, teams pursuing tasks that exploited existing expertise took longer to complete if they had this type of social network structure, mainly because external ties had to be maintained but were not much needed for the task. We propose that organization network theories of tie strength and structural holes need to be broadened to reflect the effects of task differences, network costs, and difficulties in getting others to help.