Innovation performance across Europe

The innovation performance of firms is primarily determined by their own innovative activities and the interaction with their innovation-related environment. This environment typically differs among countries. We assess empirically these differences on firms' innovation performance. To that end we first estimate the relationship between an aggregate innovation input measure and an aggregate innovation output measure, thereby explicitly controlling for structural differences between countries. We then consider the extent to which firms located in a particular country perform better or worse than this estimated benchmark performance. The analysis is based on a panel dataset that we have constructed from Eurostat's first and second Community Innovation Survey. In order to control for possible data contamination we employ an outlier-robust estimator. It appears that among the fourteen countries considered Italy, Germany and Ireland offer an environment that facilitates most the transformation of innovation-related inputs into commercial outputs while the environment in Denmark is the least facilitating.     

Selection versus evolutionary adaptation: Learning and post-entry performance

This paper examines the maturation process of firms that enter an industry by constructing new plant and investigates the extent to which improvements in the performance of any entry cohort are the result of a selection process that culls out the most inefficient entrants or of a learning process that allows survivors to improve their performance relative to incumbent firms. Both selection and evolutionary learning are found to affect post-entry performance, but selection per se is a more important contributor to the overall growth of a cohort.     

Relating Context Variables to Participative Budgeting and Evaluative Use of Performance Measures: A Meta‐analysis

Extant findings regarding how context variables relate to participative budgeting and the evaluative use of accounting performance measures (APM) are contradictory. Unlike previous reviews of such findings, this empirical article uses a meta‐analysis to examine the relations of context variables with participative budgeting or evaluative use of APM to determine (i) how the variables relate and (ii) which factors might cause between‐correlation variance, such as statistical artefacts or moderating influences of variable measures, sample selection, or industry differences. All meta‐analyses are based on rather small samples. Three groups of context variables emerge. First, some relate significantly and homogeneously to participative budgeting or evaluative use of APM; these direct relations should be considered explicitly in further studies. Second, for some variables, the relations are homogeneous but not significant, such that they are neither simple nor direct. Third, substantial variance exists in the correlations for some context variables; these relations are contingent on other influences. Industry differences and sample selection explain some inconsistencies in exploratory moderator analyses and should receive additional research attention.     

产业技术体系演进视角下技术轨道跃升对创新绩效的影响

科技发展速度日益加快,产业技术体系演进不断深化,产业技术轨道跃升对技术创新的影响日益突出,并进一步影响创新绩效。由此,构建以产业技术创新体系演进为中介变量的产业技术轨道影响创新绩效的理论模型,探讨产业技术体系演进的中介作用,并对模型进行实证研究。结果表明：产业技术轨道跃升对产业技术体系演进具有显著推动作用,产业技术体系演进能够促进创新绩效提升,产业技术轨道跃升对创新绩效的直接影响不显著,需要通过产业技术体系演进的中介作用。     

企业员工绩效评价实证分析

人力资源是企业实现生产经营目标的决定性因素之一,是社会实现经济发展和人类进步的重要力量。科学合理的绩效评价体系是企业制定人力资源战略和有效实施人力资源管理的重要基础。利用问卷调查法并参照相关文献,总结了一个具有代表性的员工绩效评价指标体系,对济南、德州、淄博等地的20家企业进行了实际调查,运用SPSS中的因子分析法对这些因素进行了分析,把影响员工绩效的诸多因素简化成几个综合成分,从而为企业进行人力资源开发与管理提供一个简单有价值的方法。     

滚动业绩障碍法:销售人员薪金佣金模式的优化

销售人员薪金佣金模式,曾经成就了一批销售精英,也促进了一些企业的腾飞。但是,伴随着社会经济的发展,销售人员薪金佣金模式,逐渐失去对销售人员的吸引力。从薪金佣金模式的定义出发,引申出优化的薪金佣金模式——滚动业绩障碍法,并阐述了该模式对企业和销售人员双方面的积极作用。     

不同经济发展水平下创新要素对产业创新绩效的影响及政策启示

基于不同经济发展水平研究视角,选取新一代信息技术产业为研究对象,采用改进的Griliches-Jaffe知识生产函数模型,运用面板数据回归分析方法,利用《中国高技术产业统计年鉴》（2007-2017年）中电子及通信设备制造业统计数据进行实证研究,探究创新要素投入与创新绩效的关系。结果发现：对于新一代信息技术产业,在不同经济发展水平地区投入相同创新要素对创新绩效的影响存在一定差异,尤其体现在技术投入要素作用效果上。这就意味着,对经济发展水平不同地区使用相同的创新要素推动产业创新发展是低效的;不同发展水平地区有针对性地分配创新要素,对于实现创新要素最大效率、推动战略性新兴产业布局与发展尤其关键。最后,提出相应政策启示及建议。     

我国企业绩效管理分析

绩效管理是帮助企业维持和提高生产力,实现企业战略任务和目标最有效的手段之一,它日益成为组织人力资源管理的重要手段。但目前,绩效管理问题又被公认是困扰企业经理人的首要问题。     

Performance Volatility and Wage Elasticity: An Examination of Listed Chinese A-share Enterprises

The management of future financial risk on the part of managers and changes in firm finances are two of the fundamental reasons for upward and downward rigidity of wages. The proxy variable for firm financial risk is volatility, the past performance of which is among the principal indicators of wage rigidity. In firms whose current performance is on the upswing, the greater the volatility in past performance, the smaller the elasticity ratio and the more acute the upward rigidity; the more stable past performance, the larger the elasticity ratio and the more acute the upward elasticity. In firms in which current performance is declining, greater past performance volatility leads to a larger elasticity ratio and more acute downward rigidity, whereas more stable such performance leads to a smaller elasticity ratio and more acute downward rigidity.     

Method for identifying strategic objectives in strategy maps

This paper describes a simple tool for identifying strategic objectives as part of the design of strategy maps, based on the balanced scorecard, and meant to be used in organisations to establish performance indicators. To design the tool, a number of companies that implemented the balanced scorecard were analysed, in order to obtain their methodologies to create strategy maps. Three types of methods were found, different from each other in the way the strategic objectives are defined. By studying the benefits and drawbacks of the three methods, a simple, method was obtained. Basically, the method identifies general and specific strategic objectives and uses a modified SWOT (strengths, weaknesses, opportunities, threats) analysis. This paper also makes an analysis of the type of strategic objectives that the studied companies defined as part of the balanced scorecard implementation process.