How Knowledge Transfer Impacts Performance: A Multilevel Model of Benefits and Liabilities

The authors are thankful for the comments of Philip Anderson, Gregory Berns, Gökhan Ertuğ, Astrid Fontaine, Giovanni Gavetti, Shayne Gary, Emmanuel Lazega, Jeho Lee, Paul Leonardi, Xavier Martin, Olav Sorenson, Joseph M. Whitmeyer, C. Jason Woodward, and Y. Connie Yuan on this and earlier versions of this manuscript. Most helpful were the shepherding Richard Burton and the anonymous reviewers. They also acknowledge constructive comments at the 2005 and 2011 Organization Science Winter Conferences (Steamboat Springs, CO), the 2005 North American Association for Computational Social and Organizational Sciences Conference (Notre Dame, IN), the Agent 2005 Conference (Argonne National Laboratory, University of Chicago), the 2005 Inter-Organizational Networks Conference (Emory University), the 2006 American Sociological Association Meeting (Montréal), the 2006 Academy of Management Meeting (Atlanta), and the INSEAD Organizational Behavior Seminar. S. S. Levine acknowledges the support of the Wharton School of the University of Pennsylvania and Singapore Management University. M. J. Prietula acknowledges a Summer Research grant from the Goizueta Business School, Emory University, discussions at the Human Social, Culture and Behavior Modeling Program meetings of the Office of Naval Research, and support from the Air Force Office of Scientific Research (AFSOR) through the Office of Naval Research [Grant N000140910912]. This research was made possible by the authors' informants, who so generously let them into their lives.