New strategic goals and organizational solutions in large R&D labs: lessons from Centro Ricerche Fiat and Telecom Italia Lab

The issue of corporate R&D management has become particularly relevant during the last decade, since many industrial sectors experienced growing complexity in their research areas and increasing constraints in budgets devoted to R&D activities. This paper discusses the cases of the ICT and automotive sectors, exploring the changes in managerial procedures and strategies that two of the largest corporate research centres in Italy (Telecom Italia Lab and Centro Ricerche Fiat) adopted during a delicate phase of transition.
Both cases are characterized by a growing pressure towards the effective integration of short-term and long-term perspectives, i.e. towards a balance between valorization of research results and competencies, and exploration of new technological trajectories. The solutions adopted by the two organizations are explored and discussed. Specifically, while TiLab focused on the promotion of controlled spin-off companies, CRF has been very active in local technology transfer, especially in favour of SMFs.     

Identifying technology trends for R&D planning using TRIZ and text mining

The current pace of technological development has forced many companies to invest significant capital and resources in research and development (R&D) activities. A systematic and efficient method of identifying technology trends and their evolutionary potentials can help companies guide their R&D planning and wisely allocate their R&D resources. This study proposes a framework combining the evolutionary trends developed by the Theory of Inventive Problem Solving, or Teoriya Reshniya Izobretatelskikh Zadatch (TRIZ) in Russian, with the visualization technique of text mining to systematically identify technology trends from patent documents. As technological information in patent documents is stored almost entirely in text format, the text mining method allows R&D personnel to efficiently identify technology trends and effectively conduct R&D planning. Utilizing text mining method on patents of magnetic random access memory (MRAM) systems and the underlying principles of TRIZ evolutionary trends, this study shows that MRAM includes 10 important technology trends. These trends have almost reached the evolutionary limit phase defined by TRIZ, which means that MRAM is fast becoming a mature technology. Therefore, for businesses that intend to acquire MRAM technology they do not possess, a wise R&D plan may be licensing the technology, buying the technology from others, or participating in a joint venture rather than using in‐house R&D.     

Entrepreneurial beacons: The Yale endowment,run‐ups,and the growth of venture capital

Research summary : This article investigates the social context of entrepreneurship in organizational sectors. Prior research suggests that firm foundings are driven by collective patterns of activity—such as patterns of prior foundings in a given sector. Building on research on social salience and signals, we consider the influence of singular sector‐level triggers, which we call entrepreneurial beacons. We argue that the actions or outcomes of single, salient organizations attract and motivate entrepreneurs, thus increasing the rate of foundings. We test this logic by examining the impact of the Y ale U niversity endowment's investment choices and of venture‐capital‐backed IPO run‐ups on venture‐capital foundings between 1984 and 2011. We find support for the existence and influence of beacons and outline boundary conditions for their effects . Managerial summary : What leads entrepreneurs to found new companies in nascent sectors? In contrast to prior research, which emphasizes patterns of activity, we argue that entrepreneurial activity can sometimes be driven by the actions of a singular trigger—what we call an entrepreneurial beacon. We examine the influence of two such beacons, Y ale U niversity's endowment investments and exceptional venture‐capital‐backed IPO run‐ups, on the founding of new venture‐capital firms over a 28‐year period. We find that Y ale's increased allocations to the venture‐capital asset‐class has a significant influence on the founding of new venture‐capital firms, while exceptional venture‐capital‐backed IPO run‐ups only influence venture‐capital foundings under certain conditions. Overall, we offer an explanation for heretofore anecdotal accounts of certain organizations or events that appear to have an outsized influence on entrepreneurial activity . Copyright © 2016 John Wiley & Sons, Ltd.     

External Technology and In-House R&D's Facilitative Role

A number affirms use external sourcing of technology to create technological change in their organizations. In this article, Falguni Sen and Albert Rubenstein develop a rationale to support the concept of an integrative technology development strategy which emphasizes the role of in-house R&D during the planning and implementation process for externally sourced technology. They divide the external sourcing process into two major components: an acquisition phase and an implementation phase. Next, they define five distinct stages within both phases. Based on a review of the literature, the authors identify some common problems with external sourcing and discuss potential ways that in-house R&D can alleviate them by becoming involved in specific steps in each of the ten stages. The data in the article have been obtained from thirty-one cases of external sourcing of technology from a diverse group of industries in the United States and India. R&D's involvement in the external technology process varies among firms and is generally low in the acquisition phase. In the research, R&D managers describe barriers to their involvement, and the article develops measures of effectiveness of the activities in each stage of the external sourcing process. The authors recommend removing relevant barriers, especially in those stages where the involvement of in-house R&D groups could increase the effectiveness of the process.     

跨国公司在华R&D机构的问卷调研——动机、职能与技术外溢渠道

本研究针对47家跨国公司在华R&D机构实施调研,运用7点Likert量表问卷获取第一手数据,通过因子分析、信度分析、聚类分析和Scheffe多重比较分析等统计方法,部分证实了“跨国公司R&D机构职能定位因R&D投资动机不同而存在差异”、“跨国公司R&D技术外溢渠道因R&D机构职能定位不同而存在差异”等两项研究假设。揭示出“全球技术型”R&D机构倾向于与本土机构开展研发合作,“技术转移型”R&D机构开展技术交流的意愿较低,“市场导向型”R&D机构对研发成本不敏感等检验结论,并在实证研究的基础上提出了相应的政策建议。     

Research notes and communications corporate restructuring and strategic change: The effect on diversification strategy and R & D intensity

In the 1980s a number of large corporations restructured their diversified businesses through divestitures. It is hypothesized that restructuring activity focused on firms at intermediate levels of diversification (e.g., related-linked) which have a mixture of related and unrelated business units. Results confirm this hypothesis which explains that such mixed corporate strategies create organizational and control inefficiencies in managing both related and unrelated types of business units. Restructured firms were also found to move towards two types of different internal capital markets (related and unrelated). Most restructuring firms moved toward lower levels of diversification (e.g., related-constrained), although some moved toward higher levels of diversification (e.g., unrelated business). Also, this study finds restructuring firms that changed their corporate strategy by reducing diversified scope increased their R&D intensity. Firms that restructured and increased their diversified scope decreased R&D intensity. This result suggested a partial substitution between diversification and R&D activity.     

A model of value assessment in collaborative R&D programs

This study examines the tasks, processes, and frameworks central to performance assessment in collaborative research organizations. The domain of the study is the partnered learning approach to research and development (R&D) management. The empirical results highlight relationships between context (center scale) and performance (value perceived by industry sponsors) in such R&D collaborations. Insights from this research are broadly applicable to the maintenance of alliances among firms involved in collaborative R&D and are generalizable to that context. Data gathered from a national population of 58 National Science Foundation (NSF) sponsored centers over a 3-year period reveal significant evolutionary patterns in the development of collaborative relationships. Successful industry university consortia leverage four core process relationships: (1) the creation of research capacity yielding advances in process and product knowledge; (2) technology transfer behaviors within the participants' organizations; (3) participant satisfaction with the outcomes; and (4) the continuity of industry sponsor support, i.e., commitment to the collaboration.     

Trends and determinants of managing virtual R&D teams

The past years have seen a decentralization of R&D to local markets and centres-of-excellence. Supported by modern information and communication technologies, 'virtual project teams' were formed to facilitate transnational innovation processes. With their boundaries expanding and shrinking flexibly with changing project necessities, virtual teams are believed to be an important element in future R&D organization. Based on 204 interviews with R&D directors and project managers in 37 technology-intensive multinational companies we identify four distinct forms of virtual team organizations used to execute R&D projects across multiple locations. Ordered by increasing degree of central project coordination, these four team concepts are based on: (1) decentralized self-organization, (2) a system integrator as a coordinator, (3) a core team as a system architect, and (4) a centralized venture team. Our contingency approach for organizing a transnational R&D project is based on four principal determinants: (1) the type of innovation (radical/incremental), (2) the systemic nature of the project (systemic/autonomous), (3) the mode of knowledge involved (tacit/explicit), and (4) the degree of resource bundling (complementary/redundant). According to our analysis, the success of virtual teams depends on the appropriate consideration of these determinants.     

Venture capital in China: Past,present, and future

This article reviews the literature on venture capital in China and examines where China’s venture capital industry has been and where it is likely to go in the future. Since the 1980s, venture capital in China has grown steadily alongside the robust national economy. The future is likely to offer even greater opportunities, as entrepreneurs are encouraged and property rights improve. However, there will also be a period of transition as the market continues to mature and as new legal structures and commercial arrangements emerge. Venture capital in China has many interesting differences from that in Western countries. The venture capital industry is shaped by the institutional context and China is no exception to this. This article also examines some specific differences between the system in China and that of the United States. Future prospects for venture capital are also appraised as China continues its transition to a market economy.

The research profiling method applied to nano‐enhanced,thin‐film solar cells

Nanotechnology‐enhanced thin‐film solar cells constitute promising solar energy solutions and an important emerging application of nanotechnology. This paper profiles the research patterns via ‘tech mining’ to capture key technological attributes, leading actors and networks. We compare the leading countries, and key organizations, in terms of R&D quantity, impact and diversity. We find that India is a leader in this field, which is a little surprising. India and China show strong trends of relative increase in both research activity and impact. One German organization appears as especially productive and the central node in Germany's research network, which contrasts with the diffused network of the United States. International collaboration patterns also vary, with China particularly showing much less international cooperation than others. Some countries appear to share interests, but they do not show much cooperation – e.g., China with Japan. Research profiling, as illustrated here, can help an R&D manager or policy‐maker locate one's intended research activity among existing endeavors, to determine how attractive the opportunities are. Such depictions can also help identify collaboration opportunities and potentially attractive partners.     

Research findings in strategic management with implications for R&D management

Abstract
The author has reviewed the literature, predominantly North American, on the relationships between corporate strategy and corporate performance.
The general context is the question of where and how a firm should diversify. The author considers three areas of decision: corporate strategy, (where to compete), business strategy, (how to compete), and corporate organization (receptiveness to diversification). It appears that the most advantageous corporate strategy is to diversify into a high-profit area but to maintain a substantial relatedness to existing businesses; the best business strategy is to have a market-related perspective, to use R&D to develop new products with a marked competitive advantage rather than new processes, to minimise investment but to enter the market on a sufficiently large scale. This last condition presupposes a high degree of top-management commitment to the venture. Furthermore, consideration has to be given to whether the organizational culture is such as to nurture rather than stifle the venture by insisting on administrative controls appropriate to the firm's traditional base.
The author points to three areas deserving of further investigation: How a firm in a mature industry can find a related area that is sufficiently attractive; how to fix on the correct scale of an entry taking into account the long lead times before the venture shows a net return; and how to ensure that the corporate culture will be able to accommodate novel interests and procedures.
All the above matters pose questions for the management of technology and the direction of R&D.     

Unveiling dimensions of organizational culture: an exploratory study in Malaysian R&D organizations

Previous literature indicated that research and development (R&D) activities are influenced, to a large extent, by the culture of the organization. While these studies have identified elements of culture that are conducive to R&D, identifying the existing dimensions of organizational culture in Malaysian R&D organizations has not been empirically explored. The measures for this study were originally developed for the sole purpose of capturing cultural aspects in R&D organizations in the Malaysian context. These measures were developed based on the relevant issues discovered from exploratory case studies and nine categories of cultural values identified from the literature. A sample of employees (n = 198) from 45 R&D organizations took part in this study. Factor analysis was adopted to uncover common underlying dimensions (factors) of the organizational culture construct. The findings suggest that the organizational culture construct in R&D organizations may best be represented through a structure of eight factors. The eight factors are teamwork and knowledge sharing, empowerment and recognition, conformity and impediments to R&D, risk‐taking, customer orientation, autonomy, social networking, and organizational design. Despite some methodological issues that arose from this study, this model has the potential to become a management instrument to measure the underlying culture in R&D organizations. R&D managers can deploy this model to establish the baseline level of research culture in their respective units and thus provide the foundation for management initiatives to drive R&D activities. This model can also be used as benchmarking parameters when an R&D organization intends to evaluate various aspects of their organizational culture in relation to others that are considered to be leaders in the industry.     

Age structure shifts in Research & Development (R&D): Some statistical evidence and an integrative approach to link behavioural aspects of individual and group age in collaborative R&D

Since empirical material concerning the age structure of industrial R&D organizations is scarce an attempt is made to present some statistical evidence in support of the wide-spread notion of a shift toward a higher median age in R&D laboratories during the past years. Then, on an individual level of analysis the results of an extensive review of existing empirical research on the covariation of individual age and scientific performance are summarized in brief. On a group level of analysis research relating age of collaborative R&D groups (i.e., average length of time group members had worked together in a particular group) to group performance is discussed. To integrate the contradictory findings of prior research two analytic concepts are introduced, namely the discrimination of different situations of collaboration and the identification of two basic functions of interactions in collaborative R&D. Based upon these concepts an integrative approach to account for time-related performance patterns on an individual and group level of analysis is laid out. Finally, possibilities of a diagnostic application of the suggested concepts are indicated.     

Economic compensation compositions preferred by R&D personnel of different R&D types and intrinsic values

In order to enhance R&D performance, R&D managers make sure that R&D personnel are satisfied with their compensation, both economic and non–economic . An R&D compensation scheme would consist of many complex factors. In this research, we focus on 'compensation composition' as such a factor for the economic compensation system, i.e., the mix of compensation components such as team (or organization) performance based, individual (R&D personnel) performance based, and fixed (seniority based) portion of economic compensation. As part of non–economic compensation, intrinsic values such as social status and self–actualization perceived by the R&D personnel are influencing their level of satisfaction with the entire compensation system. Another critical factor we consider here is the difference in R&D types: there are three R&D types, i.e., basic, applied , and commercial R&D . We put forth two sets of propositions. First, there is statistically significant correlation among R&D personnel's job satisfaction, performance measurement satisfaction, and compensation satisfaction. Second, depending on the types of their R&D activities, R&D personnel prefer a certain composition of economic compensation. In addition, the relationships are mediated by whether the R&D personnel feel intrinsic values of their jobs.     

Passing the food and agricultural R&D buck? The United States and China

The global geographical balance of food and agricultural R&D spending is shifting, characterized by a declining U.S. share and a rising middle-income-country share, propelled heavily by the rapid rise of spending in China. Based on our newly compiled data, we estimate that China now outspends the United States on both public and private food and agricultural research on a purchasing power parity basis. The public-private orientation of the research has also changed markedly, with the private sector now accounting for around two-thirds of the food and agricultural R&D spending total in both China and the United States. Our estimates indicate that China’s private sector tilts heavily towards post-farm R&D activities, whereas the U.S. private sector is split more evenly between on-farm and post-farm spending. While the intensity of Chinese investment in food and agricultural R&D (relative to agricultural GDP) is beginning to grow, it still lags well behind the food and agricultural R&D investment intensities of the United States and other higher-income Asian countries (e.g., Japan and South Korea). The development regularities we reveal in the longer-run trends are indicative of future R&D investment patterns with potentially profound long-run implications for the size, shape and accessibility of the global stocks of scientific knowledge that underpin food and agricultural sectors worldwide.     

Mitigating the Challenges of Partner Knowledge Diversity While Enhancing Research & Development (R&D) Alliance Performance: The Role of Alliance Governance Mechanisms

This article explores the answers to the following unresolved research question: How do firms mitigate the collaboration challenges associated with partner knowledge diversity and enhance alliance performance? The study provides an alliance performance enhancing framework by identifying two types of partner knowledge diversity: (1) technology base diversity and (2) R&D process experience diversity, and links them with R&D alliance performance. Additionally, the moderating effects of the two types of alliance governance mechanisms (i.e., interactive and contractual mechanisms) were examined to investigate which alliance governance mechanism is conducive to mitigate the collaboration challenges and enhance alliance performance. Using a data set of 316 alliances in the biopharmaceuticals industry, the study found that a moderate degree (not too low or high) of technology base diversity between alliance partners contributes more to R&D alliance performance. Similarly, there was also an inverted U-shaped relationship between R&D process experience diversity and alliance performance; too much diversity in R&D process experience may increase the likelihood of partner opportunism, and therefore negatively affect alliance performance. Additionally, the results showed that alliance governance mechanisms played different roles in alliance collaboration; while the contractual alliance mechanisms help reduce relational uncertainty (e.g., opportunism), the interactive mechanisms promoting a more intensive interaction between partners mitigates task difficulty and facilitates complex technology activities. These findings extend the knowledge-based view (KBV) of strategic alliance and advance research on alliance governance design.     

New Venture Performance in China,Japan, and the United States: The Impact of Formalized Market Information Processes

New venture companies, starting from small entities comprising entrepreneurs and their teams, start to grow in scale by instigating formalized processes to enhance management efficiency. This includes the use of formalized processes for collecting and disseminating market information. Despite the fact that utilizing market information is one of the fundamental factors of market orientation, little is known about the way market information is processed in new venture companies. The first aim of this research was to investigate the impact of formalized market information acquisition and utilization on new venture performance. The second objective was to investigate the effect of organizational formalization on the acquisition and utilization of market information in new venture firms. The final goal was to explore the extent to which these relationships vary in different cultural contexts. Based on an extensive literature review and interviews with managers in China, Japan, and the United States, a conceptual framework is developed that relates formalized market information processes to new venture performance in the three countries. The conceptual model is tested with data collected from 453 new venture companies in these countries. The results suggest that the use of a formalized process of market information utilization has a positive effect on new venture performance regardless of country. The analysis also indicates that the effect of organizational formalization, in general, differs between countries. Organizational formalization is associated with increased formalized utilization of market information only in the United States; the relationship does not apply in the two Asian countries studied. Taken together, these results suggest that in the Asian countries, organizational formalization improves information collection, while in the United States, it also improves the utilization of information throughout the organization. One implication of these results may be the potential of added benefits accruing to organizational formalization in new ventures in countries with high levels of individualism and/or high levels of power distance, where organizational power is concentrated in formal vertical reporting relationships, as opposed to informal horizontal peer‐to‐peer networks.     

The Roles Incubator Organizations in Hi-Tech Venture Creation in Korea

In order to examine the roles of incubator organizations (places where entrepreneurs work before they start their ventures), ten high-tech venture founders were interviewed. Based on these interviews, their experience at incubator organizations and subsequent performance were analyzed, and 11 hypotheses regarding the characteristics of incubator organizations were formulated. The hypotheses are: high-tech venture are more likely to succeed if their founders have had the opportunity to prepare a business plan, to develop the prototype of a new product, to be acquainted with other disciplines, to work together as a team, and to acquire various kind of capabilities such as market-specific know-how, entrepreneurial skills and financing know-how at incubator organizations. However, it is hypothesized that the opportunity to acquire technological know-how and traditional managerial skills at incubator organizations are not positively correlated with venture success. The technological know-how and managerial skills could be regarded as a necessary but not sufficient condition for successful ventures. As the first study about Korean incubator organizations, the cases and the discussion of the hypotheses provide insights and implications for future studies.     

Organizational energy: an empirical study in Indian R&D laboratories

Analyzing the way organizations function and the processes that operate within these organizations is an important managerial responsibility. We have adopted a people–oriented approach called organizational energy to develop a simple process for diagnosing the level of satisfaction of scientists working in R&D laboratories. Psychic energy as reflected in different work activities in an organization is manifested in energy generating and energy draining activities that can be reduced to an energy count. The present study assesses the use of mental energy by scientific personnel working in three national laboratories in India with the objective of increasing the energy count for improving organizational effectiveness. We hope that the results can be used as the basis for initiating action to improve the motivation and utilization of scientists in India, to support the overall goal of self–reliance in science and technology.