Technology management and collaboration profile: virtual companies and industrial platforms in the high‐tech biotechnology industries

In this paper we discuss collaboration in the area of technology management. We propose the concept of collaboration profile to describe various forms of networks along key differentiating characteristics. The collaboration profile is then applied using two examples to illustrate different forms of collaboration in the biotechnology industries, the ‘virtual company’ and the ‘industrial platform’. Based on interviews with members of a virtual company as well as members of industrial platforms and drawing conclusions from theoretical insights, the advantages and disadvantages of these forms and their suitability for different stages of the technology life cycle will be discussed. Specifically, we address the following questions: What kind of collaboration profile applies to virtual companies and industrial platforms? How does the suitability of collaboration forms vary with the stage of technology development? Furthermore, we demonstrate the usefulness of the collaboration profile for analysing features and potential problems of collaborations by describing two examples. Focusing on the key characteristics of a collaboration helps to check the appropriateness of the collaboration form and to identify and manage respective problems.     

Mandatory versus voluntary labelling of genetically modified food: evidence from an economic experiment

Opponents of the voluntary labelling scheme for genetically modified (GM) food products often argue that consumers have the “right to know” and therefore advocate mandatory labelling. In this article, we argue against this line of reasoning. Using experimental auctions we show that the quality of the signal generated by a mandatory labelling scheme is affected by the number of labels in the market. If there are two labels, one for GM products and one for non‐GM products, mandatory and voluntary labelling schemes generate a similar degree of uncertainty about the quality of products that do not carry a label.     

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Zusammenfassung  Job-Food — Das kennt jeder, der in einem Pflegeberuf arbeitet: St?ndige Hektik, der Terminkalender platzt aus allen N?hten, der Schichtwechsel naht und dann f?llt auch noch ein Kollege aus – da bleibt einfach keine Zeit zum Essen. Doch das muss nicht sein.     

How persuasive is ‘free’ public transport?: A survey among commuters in the Brussels Capital Region

In Belgium, several cities have been experimenting with ‘free’ public transport based on the concept of a third payer system. This study explores the modal shift potential of this measure for commuters by means of a large-scale survey. The results indicate that there is still a margin for a further modal shift, but in order to make public transport more attractive to car users, the price paid by the commuter should be lowered, the quality and capacity of the public services should be improved and the mobility policy of the companies should be adjusted in favour of public transport.     

Beating the advertising drum for the employer: How legal context translates into good HRM practice

The legal context is constitutive for the legitimacy of HRM practices. In this paper, we use an institutional work approach to investigate how a legal mandate requiring employers to state the minimum pay in job advertisements in Austria was translated into a legitimate HRM practice over time. In this process, HR practitioners translated the law into an HRM practice going well beyond the legal requirements. In contrast to merely constraining HRM practice, we find HR practitioners actively engaging with the legal context. In the discursive struggle over a legitimate translation of the law into practice, actors speaking ‘for HRM’ were mostly HRM consultants and service providers building on an individualist and unitarist frame of reference for employment relations. Our findings contribute to a contextualized understanding of HRM practices by considering the interaction of HR practitioners and legal context.     

The disabling effects of enabling social policies on organisations’ human capital development practices for women

Paid parental leave and externally provided childcare are social policies designed to enhance parents' labour force participation. These policies influence not only men's and women's decisions regarding their labour market activity but also organisational decision makers' (ODMs) expectations about their employees' availability to work and thus, their willingness to invest in their employees' human capital. Using a sample of over 13,000 individuals from 19 countries, we investigate the interaction between gender and social policies on human capital development practices. In line with statistical discrimination theory, which suggests that ODMs hold different expectations about female and male productivity, we find that paid parental leave and externally provided childcare are negatively associated with the provision of human capital development for women but not for men.