This is what you came for? University–industry collaborations and follow-on inventions by the firm

The positive impact of university–industry collaborations on firms' innovative performance is well recognized. However, to date, the existing heterogeneity within university–industry collaboration processes and the sources of value creation underlying the resulting inventions are left underexplored. As a result, our understanding as to why some of the joint inventions resulting from such collaborations turn out to present a more fertile source of follow-on developments and value for the collaborating firm than others is limited. The present paper sheds light on this question through the application of a knowledge recombination perspective. Hence, we open the black box of innovation and put a spotlight on the knowledge components that make up the joint inventions resulting from university–industry collaborations. We evaluate how the nature—scientific versus technological—and origins—internal versus external to the collaborating partners—of these knowledge components relate to the inventive impact of the partners' joint invention. Examining a sample of 9102 USPTO co-patents, joint inventions created through university–industry collaborations are shown to be most fertile as a source of firm follow-on inventions when they are the result of a recombination process that includes technological knowledge components stemming from both collaborating partners. This effect is most pronounced when the partners' technological knowledge contributions are moderately similar. In contrast, when the joint technology development takes place in a technology domain that is novel to the firm, the resulting joint inventions are most fertile as a source of firm follow-on inventions when the university contributes through the input of technological knowledge components situated in exactly this technology domain that is novel to the firm. Remarkably, no evidence for such direct effects is found regarding the partners' scientific contributions. Together, these findings provide important insights for firms who intend to spur their internal technology development through collaboration with a university partner.     

A comparison of British and Japanese industrial energy management

This paper compares methods of energy management in Japanese and British industrial companies. It is based on the premise that Japanese industry has been more successful at adopting energy conservation measures and aims to highlight differences between the two countries' approaches to energy management.
In both successful Japanese and British companies the value of energy monitoring and target setting is stressed. In Japanese companies the information gained from monitoring is pushed out to the shopfloor employees who can use the information in 'good housekeeping' campaigns. In British companies monitoring information is usually held centrally, thus reducing its usefulness in good housekeeping. The decentralisation of information in Japan, coupled with the encouragement of employee participation results in Quality Circle type exercises aimed at implementing energy conservation measures.
At the investment level of energy management co-ordination and systematic thinking is necessary in order to prevent sub-optimisation of investments. Japanese companies are notable for their very detailed explicit planning of energy management, something few if any British companies practice. This planning process, as well as encouraging employee participation through being bottom up, also encourages systematic thinking about the linkages of energy conservation investments to other parts of the business such as new plant investment and marketing.
As well as the managerial factors the legal requirement in Japan for companies with a certain energy consumption to have a qualified energy manager with certain legally defined duties helps to encourage energy conservation.     

创业板上市公司基于新指标视角的发展能力评价模型及应用研究

本文以创业板355家上市公司为研究样本,结合创业板公司自身特点,从基本指标和发展指标视角设计创业板公司发展能力评价模型,基本指标包括营运能力指标、盈利能力及偿债能力指标,发展指标包括创新研发能力、企业管理技术阶层和全体职工基本素质水平,企业发展前景和企业创利能力等。依据所建模型采用因子分析法对创业板公司的发展能力进行综合评价,并根据因子分析结果将样本公司分为发展能力高低两组,分别从所属行业、资本结构、公司业绩因素、公司创新能力影响因素方面对两组样本公司进行对比分析。研究的主要结论：（１）创业板的355家样本公司总体发展能力较弱,主要原因是我国创业板上市公司两级分化现象较为严重,其中创新能力、营运能力和行业发展能力相对较差。（２）我国创业板上市公司中第一大行业信息技术行业集中度较高并且成长持续性效果较好,而第二大行业新材料与新能源行业成长持续性较差,究其原因是我国新材料与新能源是新兴起行业,行业总体水平较差,需要加强研发。     

A Trade Union Congress Perspective on the Company Law Review and Corporate Governance Reform since 1997

This article examines the Company Law Review and other corporate governance reforms introduced by the Labour government since 1997. It argues that an opportunity has been missed to implement fundamental change by giving employees and other key stakeholders rights in companies equal to those of shareholders. However, reforms that aim to make the existing system work better by promoting responsible shareholder activity have been introduced, and proposals to increase company disclosure on employee and other stakeholder relationships are in the pipeline. The potential of the reforms to offer trade unions new tools for promoting workers’ interests is examined.     

Strategic focus of incumbents in the European telecommunications industry: The cases of BT,Deutsche Telekom and KPN

This study investigates the internal and external strategic choices that telecommunications firms, operating in a dynamic network environment, make to adapt to changes and to respond quickly in order to create or to sustain their competitive advantage. In particular, in the European telecommunications industry incumbent firms have faced important challenges from new technologies, liberalization and the convergence of markets. The leading European telecommunications companies initially focused on new markets and new businesses, emphasizing their plans to become major players in relevant markets. However, after the telecommunications euphoria companies were more restrained due to their huge burden of debt and their market value. Through refocusing or restructuring, these companies have tried to streamline their businesses in order to restore their value and to improve their competitiveness. Insight into the specific strategic actions of traditional telecommunications companies in Europe to the recent developments in the industry is provided from the analysis of three leading traditional telecommunications companies: BT, Deutsche Telekom and KPN.     

Organisational determinants of employee turnover for multinational companies in Asia

High employee turnover rates among multinational companies (MNCs) in Asia have become an organisational issue, which cannot be sufficiently addressed at the individual level. In this paper, we examine the issue of employee turnover at the organisational level. A group of organisational variables (e.g., training, size, age, industry, percentage of expatriate managers and headquarters’ national base) were tested, using a sample of 529 MNCs in six Asian countries. The standard multiple regressions show that training, size, the length of operation in local subsidiary and nature of industry are significantly related to turnover. An effect of the percentage of expatriate managers present in the local subsidiary on employee turnover appears to be moderate. These results fill a research gap by identifying organisational variables (as opposed to individual characteristics) and contribute to better explanation of employee turnover at firm level. Implications to MNCs in the greater Chinese region and Asia are discussed.     

Cutting the Gordian knot: The effect of knowledge complexity on employee mobility and entrepreneurship

Employee entrepreneurship and employee moves to rival firms (employee mobility) have both been recognized as critical drivers of the transfer of knowledge. Drawing on a unique database of intra‐industry inventor entrepreneurship and mobility events in the U.S. semiconductor industry, I examine the effect of the complexity of inventors' prior patenting activities on their decisions to join a rival firm or found a start‐up. The findings show that even though complexity inhibits knowledge diffusion to rival firms through employee mobility, complex knowledge may be underexploited within existing organizations and may still flow to startups through employee entrepreneurship. This study sheds new light on how technology shapes patterns of employee entrepreneurship and mobility, with implications for knowledge flows and competitive dynamics.     

The strategic analysis of intangible resources

Sustainable competitive advantage results from the possession of relevant capability differentials. The feedstock of these capability differentials is intangible resources which range from patents and licenses, to reputation and know-how. A framework of intangible resources has been produced which formed the basis for a national survey of chief executives in the U.K. Some of the more significant findings of the survey were that: employee know-how and reputation are perceived as the resources which make the most important contribution to business success; and that for most companies operations is the most important area of employee know how. This article argues, by means of both theoretical reasoning and empirical evidence, that the analysis of intangible resources should play a major role in the strategic management process.     

Editors' Introduction: The Effects of New Work Practices on Workers

The effects of employee involvement have been widely studied, including a special issue of this journal ( Ichniowski et al. 1996 ). This issue examines the effects of involvement and related programs on employees. This introduction examines several relevant theories and describes the methodological challenges. Of the many outcomes of interest ranging from employee satisfaction to health and safety, we focus our literature review on one: wages. The results of the studies we review vary widely, as do the programs those studies examine. Our reading is that many programs have no effect on wages, while on average, the effect is a small increase in wages after companies introduce new work systems with higher employee involvement.     

Reasons for corporate research and development spin‐outs – the chemical and pharmaceutical industry as example

The spin‐out of research and development (R&D) activities from established companies has increased during recent years. The reasons for realising corporate spin‐outs, especially regarding the involvement of financial investors, were investigated based on 30 European case studies within the chemical and pharmaceutical industry. The reasons can be categorised into two groups: an investment and a divestment rationale. Whereas the chemical industry uses both rationales, there are only divestment cases in the pharmaceutical industry. The investment cases within the chemical industry show that R&D spin‐outs can make an important contribution towards the flexibilisation and performance improvement of a company's internal R&D. The divestment cases show that R&D spin‐outs can be a suitable possibility to continue promising R&D activities. The survival rate of the analysed spin‐outs is high and numerous new jobs have been created in the past years, especially in pharmaceutical spin‐outs.     

Do non‐competition agreements lead firms to pursue risky R&D projects?

This study investigates the impact of non‐competition agreements on the type of R&D activity undertaken by companies. Non‐competition agreements, by reducing outbound mobility and knowledge leakages to competitors, make high‐risk R&D projects relatively more valuable than low‐risk ones. Thus, they induce companies to choose riskier R&D projects, such that corporate inventions are more likely to lie in the tails of the inventions' value distribution (as breakthroughs or failures) and be in novel technological areas. This study uses data about U.S. patent applications from 1990 to 2000 and considers longitudinal variation in the enforcement of non‐compete clauses. The results indicate that in states with stricter enforcement, companies undertake riskier R&D paths than in states that do not enforce non‐compete agreements as strictly. Copyright © 2013 John Wiley & Sons, Ltd.     

Why Do Firms Adopt Profit-Sharing and Employee Ownership Plans?

Profit-sharing and employee ownership in companies have attracted considerable interest, yet there has been little research on factors predicting the adoption and maintenance of these plans. This study uses new data from a survey of 500 US public companies, and panel data on corporate financial variables, to examine factors predicting the presence and adoption of profit- sharing and employee stock ownership plans (ESOPs) in the 1975–91 period. Several findings support productivity-related motivations for such plans (including higher R&D levels among old profit-sharing firms, and recent adoption of job enrichment programmes among new profit-sharing firms), while others support flexibility-related motivations (including higher variance in profits prior to the adoption of profit-sharing plans and ESOPs). Unionized firms were less likely to have either type of plan in 1975, but equally likely to adopt them subsequently (often in concessionary contracts). Comparisons of cross-sectional and panel results illustrate advantages of panel data in disentangling the causes and effects of profit-sharing and ESOPs.     

Supplier involvement in new product development in the food industry

Purchasing and supplier involvement as one possible explanatory factor of product development success has been gathering growing attention from both managers and researchers. This paper presents the results of a Dutch benchmark study into supplier involvement in product development, and discusses the topic more specifically in the context of the food industry. Regarding supplier involvement, this industry has not been studied intensively, although its specific characteristics make continuous development of new products imperative and the amount of outsourcing of production and development has increased substantially. The benchmark was conducted by means of an existing framework which has not yet been applied to the food industry. The food company in the benchmark study performs consistently better than companies from other industries. At the same time, the results of a similar case study carried out at a Scandinavian food company show contradictory results. By comparing the Dutch and the Scandinavian case, we illustrate that our analytical framework can explain these different results in terms of the underlying processes and pre-conditions, thereby validating its application to the food industry.     

中国新能源上市公司成长性评价研究

发展新能源产业是我国实现能源结构转型和发展低碳经济的重要途径,研究新能源行业上市公司的成长性有助于了解新能源产业的发展态势。本文分析了影响中国新能源上市公司成长性的关键因素,并构建成长性评价指标体系,收集36家新能源上市公司2011～2015年的面板数据,采用因子分析对我国新能源上市公司的成长性进行综合评价,并对不同类型的新能源上市公司成长性进行对比分析。研究表明,我国新能源上市公司整体成长性偏低,多数企业追逐短期盈利,各分项能力发展不均衡;不同类型的新能源上市公司成长性和各分项能力存在较大差异。     

Corporate social responsibility as an employee governance tool: Evidence from a quasi‐experiment

Research summary : This study examines whether companies employ corporate social responsibility (CSR) to improve employee engagement and mitigate adverse behavior at the workplace (e.g., shirking, absenteeism). We exploit plausibly exogenous changes in state unemployment insurance (UI) benefits from 1991 to 2013. Higher UI benefits reduce the cost of being unemployed and hence increase employees' incentives to engage in adverse behavior. We find that higher UI benefits are associated with higher engagement in employee‐related CSR. This finding suggests that companies use CSR as a strategic management tool—specifically, an employee governance tool—to increase employee engagement and counter the possibility of adverse behavior. We further examine plausible mechanisms underlying this relationship. Managerial summary : This study examines whether companies employ corporate social responsibility (CSR) to improve employee engagement and mitigate adverse behavior at the workplace (e.g., shirking, absenteeism). We find that companies react to increased risk of adverse behavior by strategically increasing their investment in employee‐related CSR (e.g., work‐life balance benefits, health and safety policies). Our findings have important managerial implications. In particular, they suggest that CSR may help companies motivate and engage their employees. Hence, companies dealing with employees that are unmotivated, regularly absent, or engage in other forms of adverse behavior, may find it worthwhile to design and implement effective CSR practices. Further, our findings suggest that CSR can be used as employee governance tool. Accordingly, managers could benefit from integrating CSR considerations into their strategic planning. Copyright © 2015 John Wiley & Sons, Ltd.     

From Invention to Innovation: Toward Developing an Integrated Innovation Model for Biotech Firms*

A review of extant literature reveals various theories on innovation, including technology push, market pull, and an organizational approach. All of these theories have been criticized for their lack of integration and inapplicability to today's competitive environment. An integrated view of innovation has emerged that synthesizes the variables in previous approaches. However, the application of this view has been restricted to investigating the innovation processes within the computer and manufacturing industries, whereas the biotechnology industry has been ignored. This is despite biotech managers' well‐acknowledged thirst for innovation and the ability of biotech to shape the way we live. The present article contributes to the literature by applying an integrated approach to the biotech industry, thereby extending understanding of innovation management beyond the traditional field of inquiry. An integrated approach is of particular relevance to biotech companies, given the complexities of managing the industry's long development cycle and intense collaborative activities. In‐depth interviews with eight organizations in Maryland formed the basis for an investigation into the challenges of managing the innovation process in biotechnology firms. The findings revealed that biotech entrepreneurs are ill prepared to lead their organizations through several transformations necessary along the product life cycle because of their fixation on a technology‐push approach and lack of an understanding of integrated innovation. These leaders also lack the commercialization knowledge necessary to push products to markets, resulting in avoidable delays and loss of productivity. The existing research has dispelled myths associated with biotech. Specifically, it suggests biotech entrepreneurs cannot rely solely on inventions but must invest in a timely application of knowledge to organizational and market forces to take full advantage of the innovation potential associated with the industry. This article presents a conceptual framework for applying the integrated innovation model to biotech firms and makes the case for incorporating market‐oriented mechanisms, building and using appropriate organizational capabilities, developing effective collaborations, and creating parallel interactions as major elements in a general strategy toward the success and improved efficiency of biotech companies. The limitations of current research are discussed, and avenues are highlighted for much‐needed future research into the biotech industry.     

Employee Representation and Consultative Voice in Multinational Companies Operating in Britain

Multinational companies (MNCs) from different countries of origin are widely held to have distinct preferences regarding the presence of employee representative structures and the form that employee 'voice' over management decisions takes. Such preferences are said to derive from the national models that prevail in the different countries of origin in which MNCs are based. Findings from a large-scale survey of the UK operations of MNCs indicate that country-of-origin influences on patterns of employee representation and emphasis on direct or indirect channels of employee 'voice' are attenuated by other factors, notably sector and method of growth. They also reveal significant recent innovation in representation and voice arrangements by this key group of employers.     

Trust Formation in University–Industry Collaborations in the U.S. Biotechnology Industry: IP Policies,Shared Governance,and Champions*,†

Haggling over rights to potential inventions can be a major roadblock to successful university–industry (UI) collaborations. Yet such collaborations are critical for innovation in science‐based industries. This study examines the roles of universities' intellectual property (IP) policies and of shared governance for trust formation between academe and industry. The study also examines how UI champions moderate this process and how trust between university and industry partners affects UI collaboration outcomes. The analysis of survey data of 105 recent UI collaborations in the U.S. biotechnology industry indicates that the flexibility and transparency of university IP policies and shared governance by UI partners are both positively related to trust formation. The activities of UI champions amplify the positive effects of shared governance and at the same time reduce the importance of university IP policies for trust formation between UI partners. The amount of trust between partners is positively related to knowledge transfer and innovation performance. The findings suggest that despite widely reported industry concerns over the control of IP, UI research partners can develop a trustful environment and thereby plant the seeds for a successful collaboration. In order to enhance trust, companies should not only consider university IP policies, but also need to actively engage in shared governance with university partners. UI collaboration champions can help shift the attention of company managers from formal rules set by university IP policies toward shared project planning, coordination, and implementation with university partners.     

电力企业定量风险评估理论方法探讨

电力企业定量风险评估(QRA)是一项涵盖并以安全工程、可靠性工程、风险分析等为基础的综合研究。针对电力工业自身的特点及电力市场化改革的进程,阐述了电力企业QRA的基本思想、流程框架、主要工作内容及基本方法。通过实施QRA,可帮助电力企业全面识别风险,有利于电力企业将风险水平控制在规定水平之内,并针对风险作出正确、合理的决策。     

基于风险的电力项目投资决策方法研究

电力工业市场化改革使电力企业成为市场主体和竞争实体,并为投资者提供了多种投资项目选择。在这种新的市场环境下,为了获得更多利润或降低项目风险,有必要对建设项目进行研究,指导投资者合理分配在各个项目的投资。从投资组合角度出发,以降低风险、保证投资成本的回收为目标,建立了求解最低风险、最大收益的多目标数学模型,利用投资学中马柯维茨模型对投资者的投资组合策略进行了初步探讨,在保证最低风险的情况下,使项目投资的期望收益最大,所得结论对投资者确定不同项目中的投资比例具有一定指导意义。