Knowledge sharing and safeguarding in R&D collaborations: The role of steering committees in biotechnology alliances

Research Summary: This research contributes to alliance governance research by demonstrating how partners' administrative controls in nonequity collaborations regulate knowledge transfers across partners. These administrative controls can take the form of board‐like joint committees having explicitly delineated authority over certain alliance activities. We illuminate governing committees as an important, albeit neglected, instrument for administrative control in the governance of non‐equity alliances, and we demonstrate that these organizational mechanisms facilitate knowledge flows within the scope of an alliance. We also show that governing committees safeguard against misappropriation hazards, particularly when a partner possesses the incentive and ability to engage in such behavior. This study extends alliance governance research beyond the implications of the equity‐nonequity dichotomy to consider a wider and richer gamut of governance instruments available to address the challenges associated with knowledge transfers in alliances. Managerial Summary: Non‐equity alliances are important vehicles to collaborate with external partners, particularly in the biopharmaceutical industry and other high‐tech sectors. To guide these collaborations effectively, partners can use the contract to custom‐build jointly‐staffed managerial units with clearly demarcated decision‐making responsibilities. We demonstrate that these organizational mechanisms facilitate knowledge flows within the scope of an alliance. We also show that governing committees also safeguard against misappropriation hazards, particularly when a partner values a firm's knowledge highly, or it possesses the required ability to absorb and assimilate a firm's knowledge. Our results imply that contractually‐defined managerial interfaces provide a channel to regulate knowledge‐sharing in collaborative alliances.     

Worker Participation—Some Under‐Considered Issues

This paper deals with a variety of issues regarding participation that may have received too little attention or that may be viewed from a different perspective. These include the sometimes faddist interest in the topic, participation as a form of bargaining, and alternate research strategies. It also reports on the current status of several once‐publicized participation sites.     

The rise of consortia in the information and communication technology industries: emerging implications for policy

Over the past decade, consortia have become a structural feature of technology and market co-ordination in the information and communication technology industries. This paper examines some of the policy issues raised by the consortia phenomenon by examining its origins and structures critically and reviewing consortia interactions with standardisation processes. The findings are that consortia fulfil a complex role in today’s market structure that is aimed at creating technologically integrated business communities, that ‘efficiency’ rationales may not be the prime rationale for participation in consortia technical committees, and that consortia now operate as a global system. Policy implications are drawn in terms of access asymmetries, industrial policy, user participation, and the future role of the officially recognised standards organisations.     

The Effectiveness of Health and Safety Committees: Results of a Survey of Public-Sector Workplaces The Effectiveness of Health and Safety Committees

This study examines the effectiveness of occupational safety and health com-mittees within the public sector of New Jersey. Survey data collected from work-site representatives were matched with state-collected reports of injury and illnesses. While there remain methodological problems with this approach, the results indicate that committee scope and training play a positive role in perceptions of committee effectiveness and that committees with more worker involvement are associated with fewer reported illnesses and injuries.     

Telecommunications reform in Botswana: a policy model for African states

Since the mid-1990s, Botswana has pursued a policy of telecommunications liberalisation. This article, based on fieldwork conducted in Botswana in the summer of 2000, analyzes several notable aspects of the process of reform and denotes those worthy of emulation by other African states. The participation and protection of domestic telecommunication users, transparency in decision-making, the creation of an independent regulatory agency, and the introduction of competition in the form of private cellular service providers are among those policy features that are recommended for replication. Various facets of the tendering process and subsequent licences granted to the mobile operators as well as recent legislation are also examined and commended.     

Ballots and Union Government in the 1980s

During the 1980s the Conservative government argued that trade unions' leaders and policies did not accurately reflect the views of their members. Accordingly, the Trade Union Act 1984 required that all voting members of union principal executive committees be periodically elected by individual members in a workplace or postal ballot, and the Employment Act 1988 required that all executive committee members and all officers in attendance for the purpose of policy deliberation and formulation be periodically elected by members in a postal ballot. This legislation has left an indelible mark upon the processes of union government but it has failed to initiate a transformation in the political complexion of union leadership or a redirection of union policy.     

The role of technical expertise in firm governance structure: evidence from chief financial officer contractual incentives

We provide evidence that the presence of technical expertise in firm governance structure reduces reliance on contractual incentives to control the potential agency problem for executives whose responsibilities require specialized knowledge. Specifically, we find that firms with financial expertise in the form of a board finance committee, or a chief executive officer with a financial background, tend to use lower levels of incentive‐based compensation for their chief financial officers. Our findings suggest financial experts provide stronger oversight and/or direction with regard to firm financial policies and strategies, thereby allowing firms to reduce reliance on incentive compensation. Our study provides insight into the role of technical expertise and board committees in firm governance, and into the benefits of common functional expertise within top management teams. Copyright © 2010 John Wiley & Sons, Ltd.     

Empowering leadership in R&D teams: a closer look at its components,process, and outcomes

Empowering leadership in R&D teams has gained increasing popularity as it provides a balance between autonomy and control, encourages member participation and self‐leadership, and benefits creativity and innovation. This research examined the unique influences of two behavior components of empowering leadership: group‐focused empowering leadership and differentiated individual‐focused empowering leadership on R&D team's processes and team effectiveness. Using data from 54 R&D teams, we found that group‐focused empowering leadership is strongly related to intra‐team collaboration, which in turn is positively related to both team innovativeness and performance. Differentiated individual‐focused empowering leadership, however, is positively related to intra‐team competition.     

The Labor‐Market Effects of Occupational Licensing Laws in Nursing

We study the labor‐market impacts of occupational licensing laws on nursing, an economically important occupation. States adopted licensing of registered and practical nurses at different times, which allows us to estimate the effects of licensing on wages and participation for each nursing profession. We find that licensure raised wages by 5 to 10 percent but there is no evidence that it reduced overall participation. Additionally, we show that licensure equalizes wages within the occupation with minority wages rising faster than nonminority wages; however, licensing had a negative but not statistically significant impact on the participation of minorities in nursing.     

The relationship of participation and effectiveness in strategic planning

This paper describes the results of a study focusing on effectiveness and participation in strategic planning and their inter-relationships. The work reported is a comparative study of ten, diverse organizations in the United Kingdom. The paper sets out the frameworks for effectiveness and participation against which the empirical work took place; describes the results of the analysis undertaken; and postulates a number of theories concerning effective planning practice and its relation to participation in the system.     

Experience with Company Unions and their Treatment under the Wagner Act: A Four Frames of Reference Analysis

This paper reexamines American experience with company unions (also known as nonunion employee representation plans) before they were banned by the Wagner Act (1935). For the half‐century following the passage of the act, labor historians and industrial relations scholars painted a bleak portrait of company unions as anti‐union sham organizations. Since the 1980s, additional research has documented a more positive side; similarly, concern has grown that the Wagner Act's ban is stifling legitimate employee participation programs. This paper brings new theoretical and empirical evidence to both historical and legal parts of this debate, including examination of company unions through individualist, unitarist, pluralist, and radical frames; demonstration that the pluralists’ view of company unions was more diverse and positive than conventionally portrayed; presentation of new historical evidence and testimony on the company union experience; and a substantially revisionist assessment of the merits of the Wagner Act's ban. In particular, the conclusion is that, given any reasonable weighting of the four frames, the company union ban is overly restrictive and should be modified so companies can implement the positive side of nonunion employee committees but not the negative. The paper ends by noting that the unbalanced and narrowly critical treatment of company unions in the mainline industrial relations tradition is a case study of the field's perhaps fatal post–World War II core intellectual‐normative contradiction—professed inclusiveness of all frames of employment relations but, in practice, attention to and preference for a narrow union‐centric version of one frame.     

Evaluating the impact of TRIZ creativity training: an organizational field study

Creativity training is used by many organizations in an attempt to improve the innovativeness of their employees, yet there has been relatively little systematic evaluation carried out of the impact of such training. This study reports on the evaluation of the effectiveness of a theory of inventive problem solving (TRIZ)‐based creativity training program in a major international engineering firm. Cross‐sectional, longitudinal and multisource evaluation strategies were used to assess the impact of the training on a sample of design engineers (n = 123) and to make comparisons with nontrainees (n = 96). Results indicate that participation in TRIZ training led to short‐term improvements in both the creative problem‐solving skills and motivation to innovate of engineers, and these were associated with longer term improvements in their idea suggestion in the workplace. There was variable support for the translation of these ideas into new innovations and improved performance at work as a result of the training. Theoretical and practical implications for enhancing the effectiveness of creativity training interventions are discussed.     

Buying into Capitalism? Employee Ownership in a Disconnected Era

This article considers whether employee ownership mitigates the negative workplace outcomes identified by the Disconnected Capitalism Thesis (DCT). Drawing on a programme of in‐depth interviews with workers and managers in employee‐owned businesses (EOBs), the article reveals how they are partially insulated from the vicissitudes endemic within contemporary capitalism. In contrast to the workplace outcomes envisaged within the DCT, these firms are characterized by strong workforce participation, high levels of employment security, active employee engagement and strong levels of employee creativity. Not only are these features beneficial for productivity and firm performance, they generate a form of ‘connected’ capitalism, partially offsetting wider negative systemic forces at play in the economy.     

Improving Screening Decision Making through Transactive Memory Systems: A Field Study

In screening decisions, senior managers from various disciplines need to collaborate to evaluate innovation project proposals and decide about the allocation of scarce resources to selected projects. Screening decisions are complex and made under high levels of uncertainty, and are considered to be one of senior management's most challenging tasks. In the present field study, screening decision making is investigated from the perspective of a Transactive Memory System (TMS). TMS theory explains how cross‐disciplinary groups of people in interdependent relationships gain, store, combine, and utilize their knowledge in solving complex problems. According to this theory, a TMS emerges to the extent that team members manage to synchronize three core socio‐cognitive processes—specialization, building credibility, and coordination—to achieve team objectives. A theoretical model summarizing antecedents and consequences of the emergence of a TMS in a screening context is proposed and investigated using structural equation modeling. Data from 136 screening committees were used. Results show that the degree to which a committee acts as a TMS is positively related to decision‐making effectiveness as well as efficiency in a screening context. Transformational leadership and an open organizational climate are shown to act as antecedents of TMS emergence. Theoretical and managerial implications of these findings are discussed.     

Soaking It Up: Absorptive Capacity in Interorganizational New Product Development Teams

Prior research has acknowledged the importance of an organization's absorptive capacity—the ability to acquire new knowledge and information, assimilate, transform, and exploit it—for innovation purposes. Because innovations are usually developed by project teams, this suggests that absorptive capacity, as a construct, may also be usefully applied at the team level. Consequently, this study developed a measure for team‐level absorptive capacity, investigated the potential influencing factors, and examined its relationship to team effectiveness in terms of product innovativeness in an interorganizational context. Specifically, building on the theory of homophily and information and decision‐making theories, three factors (social‐category similarity, work‐style similarity, and knowledge complementarity between the recipient and the partner organization teams) were identified as likely antecedents of team absorptive capacity. The hypotheses were tested on data from 98 interorganizational new product development teams and included responses from team members, team leaders, and team‐external managers. With regard to the antecedents of team absorptive capacity in interorganizational settings, the results showed a significant positive association with partners' work‐style similarity and an inverted U‐shaped relationship with partners' knowledge complementarity. Social‐category similarity was not significantly associated with team absorptive capacity. We also examined whether team absorptive capacity was related to interorganizational team effectiveness and found a significant positive relationship between team absorptive capacity and product innovativeness. The study demonstrates that absorptive is indeed related to team effectiveness outcomes in an interorganizational context, which underlines the importance of team‐level absorptive capacity for product innovation management and suggests paying more attention to the lower levels of absorptive capacity.     

GOVERNANCE PATTERNS IN BANKRUPTCY REORGANIZATIONS

Recent research has suggested that effective monitoring may assist firms in preventing an eventual bankruptcy filing. Audit committees, board subgroups responsible for monitoring and evaluating the financial health of the firm, may exhibit varying degrees of effectiveness in monitoring firms' decline as a function of their composition. Another monitoring body which has become increasingly important in the corporate community is institutional investors. This study investigates the extent to which audit committee composition and institutional investor holdings are related to the incidence and nature (prepackaged plans and length of time spent in reorganization) of firms bankruptcy filings. Results demonstrate no association between affiliated director representation on audit committees or institutional holdings and the incidence of bankruptcy. These two monitoring groups are, however, associated with the nature of bankruptcy filing. Both audit committee composition and the level of institutional holdings are significantly related to a prepackaged filing and the length of time spent in reorganization during the 5-year period preceding a bankruptcy filing.     

Old wine in new bottles? Revisiting employee participation in Industry 4.0

This paper aims to critically examine employee participation in Industry 4.0, with a systematic literature review. A total of 58 studies were reviewed, resulting in a categorisation of the literature into three perspectives. The ‘techno‐optimist’ and the ‘socio‐technical’ perspective dominate in the reviewed papers. They both confirm a trend that frames employee participation in a unitarist tradition, which emphasises synergies between managerial efficiency and (mostly individual) participation, leading to high innovation potential. The third perspective is rooted in critical studies. Authors writing on the latter subject predict more standardisation and centralisation, and the continued demise of collective and representative forms of participation. To better understand the role of employees in Industry 4.0, we suggest confronting the current discourse with robust empirical research. On that basis, we reject both technological and social determinism, and we acknowledge the structural ambiguities and multidimensionality of employee participation in technological transformations.     

Crosscurrents in Workers Participation

As I contemplate developments in recent years relating to participation in management, I am impressed by the uncertainties, the shifting tides of thought, the atmosphere of experimentation. At the level of participation theory, there is more rather than less doubt. A few years ago in the United States, optimistic theories like those of McGregor and Likert regarding workers needs and desires for self-actualization seemed to be sweeping the field; today they are regarded as psychologically inadequate and faulty. In England the theory of joint consultation is confronted with something of a polarization - either toward apathy or toward codetermination. In Israel the ideology of participation, derived originally from socialist theory, has been subjected to increasing challenge from pragmatic considerations of efficiency and profitability. Profit-sharing plans, after a hundred years of experience and a widening acceptability, do not necessarily entail increased worker participation. At the level of practice, the dominant note once again is uncertainty rather than a clear progression toward either success or failure. Neither the Scanlon Plan in the US nor the Glacier Metals experiment in England have generated many followers. Joint consultation schemes appear generally to have declined in number. In Israel Koor experiments in joint management at the plant level have frittered away. Participation has not even been seriously tried in Australia. Reports from Yugoslavia and Germany, where participation programs have been most fully developed, raise questions about the impact of participation on the productivity and efficiency of the enterprises involved, as well as the degree of involvement of workers. On the other hand, there are some positive currents. The spread of collective bargaining to the local level in England and other European countries, the rising interest in productivity bargaining, the absorption of joint consultation committees by unions - all point in the direction of more worker participation in management, although the model may be one of bargaining rather than integration. Out of these crosscurrents we can distinguish some of the main problems confronting the advocates of greater workers participation in management:

• 1 How to persuade managers that their professional interests are best served by cooperating, if not taking the lead, in different types of participation schemes.
• 2 How to convince workers that “participating” is worth the effort, and how to educate them in various forms of the process.
• 3 How to involve worker representatives in both administration and policy-making on a basis other than bargaining that will not estrange them from their constituents.

Resolution of these problems will depend in part at least on recognition that participation is a multi-dimensional process, that different types of participation may work better with regard to different issues or subjects (depending on requirements of technical knowledge and time), and that participation expectations and arrangements may vary with the different levels of an enterprise.     

The Incidence and Effect of Job Training among Japanese Women

Using panel data of Japanese women, this paper analyzes who participates in firm‐initiated training programs and the effect of this participation on wage level and wage growth. The analysis found that workers with stronger educational backgrounds are more likely to participate in firm‐initiated training activities. Training participation and wage are positively correlated. Even after controlling for endogenous selection into training participation by a first‐difference estimation, current training participation significantly explains current wage growth.     

Is Good Work Good for Democracy? Work,Change at Work and Political Participation in Canada and England

This article draws on data from 750 Canadian and 450 English workers to systematically explore the implications of work for political participation, addressing whether ‘good’ work, and recent trends identified in work and employment, appear to be good for political participation. It finds that various aspects of work and of the work experience, many of which have been associated with recent trends, can have significant implications. However, these implications tend to differ for ‘passive’ and ‘active’ forms of participation and to be weak for the former. Moreover, characteristics that might be associated with ‘good’ work have negative as well as positive spillovers, suggesting contradictory effects and reducing the net positive effects of good jobs. Finally, there is some (albeit limited) evidence of cross‐national differences, especially with regard to the implications of union representation.