Does the Learning Value of Individual Failure Experience Depend on Group Level Success? Insights from a University Technology Transfer Office

Industrial and Corporate Change, doi: 10.1093/icc/dtt003, Forthcoming

44 Pages Posted: 2 Mar 2013

See all articles by Yanfeng Zheng

Yanfeng Zheng

The Hong Kong University of Science and Technology

Anne Miner

University of Wisconsin - Madison - Department of Management and Human Resources

Gerard George

Singapore Management University

Date Written: December 7, 2012

Abstract

This study proposes that individual failure experience in organizations induces useful learning at the individual and group levels because it reveals valuable information and spurs actions. However, the value of individual failure experience depends on the level of group success experience. Specifically, group contemporary success experience and group congenital success experience will enhance the learning value of individual failure experience. Each type of higher level group success experience provides useful experience pools (library effect), offers contrasts that are crucial for causal inferences (contrast effect), and motivates the focal individuals and the group to learn (motivation effect), albeit through distinct microprocesses. We test our theory with an event history analysis of the first licensing agreements for 778 lead patents granted to a major university licensing organization between 1971 and 1999 and find support for our theory. Our study presents an integrated model for organizational learning that involves internal failure and success across levels, and offers a framework for multilevel internal learning from experience.

Keywords: learning from failure, congenital learning, multilevel learning, university technology transfer office (TTO)

JEL Classification: D83

Suggested Citation

Zheng, Yanfeng and Miner, Anne and George, Gerard, Does the Learning Value of Individual Failure Experience Depend on Group Level Success? Insights from a University Technology Transfer Office (December 7, 2012). Industrial and Corporate Change, doi: 10.1093/icc/dtt003, Forthcoming, Available at SSRN: https://ssrn.com/abstract=2226780

Yanfeng Zheng (Contact Author)

The Hong Kong University of Science and Technology ( email )

5013 Lee Shau Kee Building
HKUST
Hong Kong, HK HK
China
852-23586028 (Phone)

Anne Miner

University of Wisconsin - Madison - Department of Management and Human Resources ( email )

Madison, WI
United States

Gerard George

Singapore Management University ( email )

469 Bukit Timah Road
Singapore 912409
Singapore

HOME PAGE: http://www.smu.edu.sg/faculty/profile/118836/Gerry-GEORGE

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