The relative importance of human resource management practices for innovation

Human resource management (HRM) practices are generally expected to stimulate a firm's innovation performance. However, which of these practices really pay off? Based on a unique dataset that includes detailed information for both a firm's innovation activities and a broad set of HRM practices, we find that primarily new workplace organization practices seem to enhance a firm's innovation activities. Flexible practices of working time management and incentive payment schemes show only small effects on both innovation propensity and innovation success. Further training does only affect innovation success, but not innovation propensity. Overall, we find a stronger linkage between HRM practices and innovation propensity than with innovation success. Further, we find that innovation propensity increases, first, with the number of combinations of HRM practices adopted by a firm but not with the number of combinations of HRM practices from different groups of HRM practices adopted by a firm.     

制造业企业绿色组织认同对绿色创新绩效的影响——基于环境承诺与可持续探索/利用实践的链式中介作用

党的十九届四中全会要求进一步激活企业在环境治理中的主体作用，绿色创新对于企业加强环境治理意义重大。基于计划行为理论与组织认同理论，运用315家制造业企业调研数据，分析绿色组织认同对绿色创新绩效的影响，探索环境承诺、可持续探索/利用实践的链式中介作用。结果表明：绿色组织认同未能显著改善绿色创新绩效；环境承诺和可持续利用实践均在绿色组织认同与绿色创新绩效间发挥中介作用，但可持续探索实践在两者间的中介作用只能通过可持续学习导向实现；环境承诺和可持续利用实践在绿色组织认同与绿色创新绩效间发挥链式中介作用。基于上述实证结果，提出旨在提升我国制造业绿色创新绩效的建议。     

制造业企业绿色组织认同对绿色创新绩效的影响——基于环境承诺与可持续探索/利用实践的链式中介作用

党的十九届四中全会要求进一步激活企业在环境治理中的主体作用，绿色创新对于企业加强环境治理意义重大。基于计划行为理论与组织认同理论，运用315家制造业企业调研数据，分析绿色组织认同对绿色创新绩效的影响，探索环境承诺、可持续探索/利用实践的链式中介作用。结果表明：绿色组织认同未能显著改善绿色创新绩效；环境承诺和可持续利用实践均在绿色组织认同与绿色创新绩效间发挥中介作用，但可持续探索实践在两者间的中介作用只能通过可持续学习导向实现；环境承诺和可持续利用实践在绿色组织认同与绿色创新绩效间发挥链式中介作用。基于上述实证结果，提出旨在提升我国制造业绿色创新绩效的建议。     

Innovations and Legacies in Russian Human Resource Management Practices: Surveys of 700 Chief Executive Officers

In 1998 we administered a survey to 740 Russian chief executive officers (CEOs), which enabled us to raise the question of the current human resource management (HRM) practices in Russian industrial companies. In October-December 2000 we administered another survey among 735 Russian CEOs. This time we observed a major drive towards some modern instruments of HRM policies. However, an additional survey, devoted to the source of innovations in HRM, revealed that most HRM innovations are implemented on a trial and error basis, without reference to international practices.     

Export,R&D and new products. a model and a test on European industries

In this article we extend the model developed by Bogliacino and Pianta (Industrial and Corporate Change 22 649, 2013, b) on the link between R&D, innovation and economic performance, considering the impact of innovation on export success. We develop a simultaneous three equation model in order to investigate the existence of a ‘virtuous circle’ between industries’ R&D, share of product innovators and export market shares. We investigate empirically – at the industry level – three key relationships affecting the dynamics of innovation and export performance: first, the capacity of firms to translate their R&D efforts in new products; second, the role of innovation as a determinant of export market shares; third, the export success as a driver of new R&D efforts. The model is tested for 38 manufacturing and service sectors of six European countries over three time periods, from 1995 to 2010. The model effectively accounts for the dynamics of R&D efforts, innovation and international performance of European industries. Moreover, important differences across countries emerge when we split our sample into a Northern group – Germany, the Netherlands and the United Kingdom – and a Southern group – France, Italy and Spain. We find that the ‘virtuous circle’ between innovation and competitiveness holds for Northern economies only, while Southern industries fail to translate innovation efforts into export success.     

战略性人力资源管理及其理论基础

在战略管理兴起的背景下,人力资源管理被提到了战略的地位.不同学者对战略人力资源管理的定义并不一致,但是其核心观点是人力资源管理活动对组织绩效非常重要.许多学者根据不同的理论提出不同的理论架构来解释人力资源管理与企业绩效的关系,如资源基础理论、人力资本理论、行为理论、一般系统理论以及交易与代理理论.它们解释的差异主要表现在人力资源管理活动与组织绩效的作用途径的不同,从而也反应了未来研究的方向.     

Exploring a theoretical framework to structure the public policy implications of open innovation

Open innovation is increasingly popular among practitioners and scholars, but its implications for public policy making have not yet been analysed in detail. This paper explores a theoretical framework to structure the debate about public policy making that facilitates open innovation. We first define open innovation in terms of firms’ open innovation practices and external conditions that encourage enterprises to practice open innovation. We show that policies for open innovation are legitimate as traditional arguments like market and system failures continue to apply. Next, we identify several guidelines for policymaking. Rather than just offering R&D and interaction-oriented policies, we conclude that open innovation warrants attention in a broader range of policy areas, including entrepreneurship, education, science, labour markets and competition. Developing truly horizontal policies is a major challenge to facilitate open innovation in developed economies.     

人力资源管理强度对科技企业知识型员工创新绩效的影响

基于控制理论和程序公平理论，从反馈寻求行为与程序公平感视角探索人力资源管理强度对科技企业知识型员工影响的“黑箱”机制。通过对475名科技企业知识型员工的样本数据进行层次回归分析，证实人力资源管理强度对员工创新绩效有显著正向影响，反馈寻求行为在人力资源管理强度对员工创新绩效影响中具有中介效应，程序公平感在反馈寻求行为对员工创新绩效影响中具有正向调节效应。结论有利于丰富人力资源管理强度对科技企业知识型员工创新绩效作用机制相关研究，可为提升科技企业知识型员工创新绩效提供启示。     

Knowledge resources and innovation performance: the mediation of innovation capability moderated by management commitment

This paper examines the process that links knowledge resources to innovation performance. We propose that this relationship is mediated by innovation capability and that management commitment moderates this mediation effect. To measure innovation performance, we create an indicator that summarises the impact of innovation activities on products, processes and sustainability. The sample comprises 9432 firms in different sectors included in the Community Innovation Survey (CIS). The results confirm that knowledge resources not only have a direct positive effect on innovation performance but also an indirect effect by improving the firm's innovation capability. We also confirm the moderating role of management commitment, but with limitations. This research, therefore, throws light on how firms can leverage their knowledge resources to gain a competitive advantage based on innovation.     

IT能力与企业创新绩效关系研究——双元学习的调节作用

近年来IT能力对企业创新绩效的影响愈发受到关注，然而，关于双元学习对两者关系作用的研究较少。基于组织学习理论，构建理论模型，探讨IT基础能力和IT体系惯例对企业创新绩效的影响，以及双元学习的调节效应。对313家企业问卷调查的分析表明：IT基础能力和IT体系惯例两种IT能力均能促进企业创新绩效提升。调节作用结果显示：探索式学习、利用式学习均能加强IT能力对企业创新绩效的促进作用。     

Proximity, knowledge integration and innovation: an agenda for agent-based studies

In this paper, we develop a theoretical model able to capture some of the main features that govern knowledge sharing and innovation. We pursue our target developing an agent-based model in which the social network of interactions is specified as a knowledge resource, and knowledge integration is seen as the process by which the resource can be applied to innovation. The results of the simulation exercises show that the initial architecture of acquaintance networks is a crucial factor for innovation. Innovating has proven to be more than simply equating endowments of initial skills with firm performance. In fact, the performance of the system showed high sensitivity to the arrangement of the firm’s initial location in the social network. Moreover, the way in which acquaintance networks were mobilized emerged as a key determinant of innovation patterns. The model presented here is a relatively theoretical, stylized model and we employ it to draw some general, albeit preliminary conclusions, while illustrating some of the theory relevant to the issues discussed. It is argued that the model might serve the purpose of setting an agenda for further research along this line of investigation—that is, knowledge integration patterns and firms partnerships formation.     

A class of spatial econometric methods in the empirical analysis of clusters of firms in the space

In this paper we aim at identifying stylized facts in order to suggest adequate models for the co-agglomeration of industries in space. We describe a class of spatial statistical methods for the empirical analysis of spatial clusters. The main innovation of the paper consists in considering clustering for bivariate (rather than univariate) distributions. This allows uncovering co-agglomeration and repulsion phenomena between the different sectors. Furthermore we present empirical evidence on the pair-wise intra-sectoral spatial distribution of patents in Italy in 1990s. We identify some distinctive joint patterns of location between different sectors and we propose some possible economic interpretations. A previous version of this paper was presented at the Workshop on Spatial Econometrics and Statistics, held in Rome 25–27 May 2006. We wish to thank the participants for the useful comments received. The comments received by two anonymous referees are also gratefully acknowledged. They improved substantially the quality of our work.     

多重匹配下柔性人力资源管理构型与组织成长性绩效

基于构型观和动态能力理论,借鉴“结构（管理构型）—行为（柔性能力培育）—绩效（组织绩效）”经典范式,构建“柔性人力资源管理构型—技能延展力—成长性绩效”的理论框架。对486份企业中高层管理者调查问卷进行结构方程分析,结果表明：①因循多重匹配理念,人力资源管理构型能够凝练出3种典型柔性管理模式：内柔导向型HRM、外柔导向型HRM、内外兼柔导向型HRM;②差异化柔性人力资源管理构型（内柔导向型、内外兼柔导向型、外柔导向型HRM）正向影响组织成长性绩效;③技能延展力在柔性人力资源管理构型与成长性绩效之间起部分中介作用。技能延展力在内柔导向型、内外兼柔导向型、外柔导向型HRM与成长性绩效之间的中介作用依次降低。     

人力资源管理实践与企业绩效：基于企业和员工双向角度的研究

本文在对人力资源管理实践与企业绩效相关研究回顾的基础上,以51家企业为研究对象,从企业和员工双向角度检验企业意图实施的人力资源管理实践和员工感知到的人力资源管理实践的差异及两者对企业绩效的影响。研究结果显示,企业意图实施的和员工感知到的人力资源管理实践差异显著,员工感知到的人力资源管理实践是企业意图实施的人力资源管理实践对企业绩效影响的中介变量。     

开放式创新效能提升的制度基础:关系治理还是契约治理

开放式创新是21世纪以来理论研究和管理实践中的热点问题,然而,值得注意的是,在理论研究蓬勃发展的同时,企业实践并未实现预期效果,甚至失败率很高,这一反差不得不引起人们的反思。以往研究忽视了这样一个事实:开放式创新本质上是一种知识联盟,而联盟治理结构是联盟运行的制度基础,不同治理结构会对联盟决策权、利益格局、激励和冲突等问题产生根本影响。整合社会资本理论和交易成本理论,阐释了不同治理结构对开放式创新绩效的影响机理。运用分层线性模型,利用58家制造企业共398份问卷检验了该模型,研究结果表明:1关系治理与开放式创新绩效呈现倒U型关系;2契约治理对开放式创新绩效有倒U型影响;3在网络化程度较低的情境中,关系治理和契约治理能够相互补充,二者共同使用提升了开放式创新绩效。在网络化程度高的情况下,"软"性的关系治理与"硬"性的契约治理具有明显的替代作用,二者共同使用会显著降低开放式创新绩效,形成"软硬兼施"的负效应。     

On the joint effect of technological and management innovations on performance: increasing or diminishing returns?

Most studies on innovation are aimed at covering technological innovation, neglecting other modes of innovation based on non-technological drivers. The latter, referred to as management innovation, consists of the implementation of new management practices, processes or organisational tasks. This work advances knowledge on the topic by exploring the joint effect of simultaneously introducing technological and management innovations on performance. Based on an analysis of 12,563 Spanish firms drawn from CIS data, our findings suggest that firms frequently pursue the simultaneous or joint introduction of both technological and management innovations and that integration impacts positively on a firm’s performance, evidencing an inverted U-shape that suggest positive but diminishing returns. A theoretical framework using the capability-based view embraces the emerging conversation on management innovation issues and its relationship with the well-researched technological one.     

情景双元视角下知识搜寻协同对创新绩效的影响

知识搜寻协同对创新绩效影响的“黑箱”机理是什么？其中，外部搜寻环境扮演了什么角色？影响机理和环境之间有什么样的互动关系？围绕上述3个问题，构建一个有中介的调节效应模型，以中国本土生产性服务企业为样本进行分析，得出如下结论：①知识搜寻协同对创新绩效有正向影响；②情景双元在知识搜寻协同和创新绩效的关系中发挥中介作用；③网络惯例对知识搜寻协同与创新绩效的关系具有调节作用，而这种调节作用是通过情景双元的中介实现的。最后，为我国生产性服务企业基于搜寻协同的创新绩效提升提出可行策略。     

中国工业企业自主创新的影响因素和产出绩效研究

在当前经济转型的大背景下,中国工业企业要想在国际竞争中求得生存和发展,自主创新是关键。本文主要围绕我国企业自主创新绩效进行分析。关于企业自主创新的讨论在现有文献中并不少见,但仍存在诸多不足之处。本文提出了较为全面的研究思路来克服这些不足:在使用广义Cobb-Douglas生产函数作为企业创新绩效研究的基本方程的同时,将R&D的累积投入代理企业知识资本;着重讨论R&D内生性问题,结合我国工业企业的特点,对R&D行为决策进行建模分析找出合适的工具变量,从而避免了参数估计值的不一致性。本文实证部分使用了中国2005—2007年度近3万家产值在500万元以上的工业企业数据。研究表明:企业通过产品与技术革新等创新活动,提高了企业的产出水平,其投入产出弹性达到5.5%,修正了常规方法偏低的估计值。     

Exploration or exploitation of knowledge from universities: does it make a difference?

In the first step, based on the existing theoretical and empirical literature, we develop a series of hypotheses with respect to the relative importance of possible determinants of exploration and exploitation of knowledge in collaboration with universities and test them on Swiss firm data. In the second step, we investigate the impact on innovation performance of knowledge exploration versus knowledge exploitation. We obtain a clear pattern of the differences between firms that are engaged both in exploitative and explorative activities (‘exploration’-oriented firms) and purely ‘exploitation’-oriented firms. We find that exploration-oriented firms have a greater knowledge absorptive capacity, are technologically more diverse and are strongly exposed to intensive non-price competition compared with exploitation-oriented firms. We further find a positive effect on innovation performance for exploitation-oriented firms but not for those that were exploration oriented.     

Competitive strategies,innovation, and firm performance: an empirical study in a developing economy environment

This paper studies the relationships between competitive strategies, innovation, and firm performance within the context of Turkish manufacturing companies. The data were collected from top management of the firms via Computer Assistant Telephone Interviewing method. One hundred and forty manufacturing firms operating in various sectors including textile, automotive supply, computer and electronics provide the basis for this empirical research. In order to test our model, we employ structural equation modelling using partial least squares. The results show that competitive strategies such as cost-leadership and differentiation can lead to innovation, which, in turn, increase firm performance. Managers implement cost-leadership and differentiation strategies to take part in competitive market conditions; however, they should put additional importance on innovation that plays a significant role as a bridge between competitive strategies and firm performance.