1,721,306 research outputs found
Directions and Paths of Knowledge Flows through Labour Mobility: A Social Capital Perspective
No full textAngeli f., grandi a. And grimaldi r. Directions and paths of knowledge flows through labour mobility: a social capital perspective, regional studies. This paper investigates how knowledge flows across companies through labour mobility, focusing on differences in regional affiliations, industry affiliations and foreign affiliations. The theoretical framework relies on a social capital perspective, which postulates that firms devote consistent strategic effort to shaping their social capital through labour inflows and outflows. The regression analyses, based on 1331 dyads involving 3895 employee movements across 397 companies in the bangalore information technology cluster in india, indicate that companies tend to hire locally and from rivals. Moreover, multinational corporations favour labour outflows to cluster firms, which enhance their local social capital and fuel knowledge transfers within clusters.angeli f., grandi a. And grimaldi r. ?:?,?,?,?,?1,331?3,895?397?,?,? ?,?,?angeli f., grandi a. Et grimaldi r. Les directions et les voies des flux de connaissances par le biais de la mobilité du travail: une perspective axée sur le capital social, regional studies. Cet article cherche à examiner comment la connaissance se propage à travers les entreprises par le biais de la mobilité du travail, portant sur les différences en termes d'affiliations régionales, d'affiliations industrielles et d'affiliations étrangères. Le cadre théorique compte sur une perspective axée sur le capital social, qui suppose que les entreprises s'efforcent constamment d'un point de vue stratégique de façonner leur capital social au moyen des entrées et des sorties de travailleurs. Les analyses de régression, réalisées sur la base de 1.331 dyades impliquant 3.895 déplacements de travailleurs auprès de 397 entreprises du cluster de la technologie de l'information à bangalore, en inde, indiquent que les entreprises ont tendance à embaucher sur le plan local et à partir des entreprises rivales. Qui plus est, les entreprises multinationales ont tendance à favoriser les sorties de travailleurs vers les entreprises situées dans les clusters qui améliorent leur capital social local et alimentent le transfert de connaissances au sein des clusters.angeli f., grandi a. Und grimaldi r. Richtungen und pfade von wissensströmen durch die mobilität von arbeitnehmern: eine perspektive des sozialkapitals, regional studies. In diesem beitrag wird untersucht, wie wissen aufgrund der mobilität von arbeitnehmern von einer firma zur anderen fließt, wobei besonders auf unterschiede hinsichtlich der regionalen, branchenbezogenen und ausländischen zugehörigkeit eingegangen wird. Der theoretische rahmen beruht auf einer perspektive des sozialkapitals, der zufolge sich firmen konsequent um die strategische gestaltung ihres sozialkapitals durch den zu- und abgang von arbeitnehmern bemühen. Die auf 1331 dyaden von 3895 arbeitnehmerwanderungen zwischen 397 firmen des informationstechnologie-clusters von bangalore in indien beruhenden regressionanalysen lassen darauf schließen, dass die firmen dazu tendieren, sich ihre arbeitnehmer vor ort bei der konkurrenz zu suchen. Darüber hinaus begünstigen multinationale konzerne die abwanderung von arbeitskräften an cluster-firmen, die ihr lokales sozialkapital verbessern und wissenstransfers zwischen den clustern begünstigen.angeli f., grandi a. Y grimaldi r. Direcciones y rutas de los flujos de conocimiento a través de la movilidad laboral: una perspectiva de capital social, regional studies. En este artículo investigamos el modo en que el conocimiento fluye entre diferentes empresas a través de la movilidad laboral, centrándonos en las diferencias en cuanto a las afiliaciones regionales, afiliaciones de la industria y afiliaciones extranjeras. La estructura teórica depende de una perspectiva del capital social, que postula que las empresas aúnan esfuerzos estratégicos constantes para dar forma a su capital social mediante las entradas y salidas de mano de obra. Los análisis de regresión, basados en 1331 diadas sobre 3895 movimientos de empleados en 397 empresas en la aglomeración de tecnología de la información de bangalore en la india, indican que las empresas tienden a contratar localmente y de sus rivales. Asimismo las corporaciones multinacionales favorecen las salidas de mano de obra a empresas de aglomeración mejorando su capital social de ámbito local y fomentando las transferencias de conocimiento dentro de las aglomeraciones
Exploring the Networking Characteristics of New Venture Founding Teams
No full textThis paper deals with newly established ventures and their relations with external agents. The founding teams' intention to set up relations with external agents and their frequency of interaction with external agents are addressed as two features that are likely to lead to the success of academic spin-off companies. Empirical analysis is based on a data set of 40 Italian academic spin-offs. The external agents who are most likely to have interactions with academic spin-off companies are first identified. Two research hypotheses are then put forward: (a) that the intention of the founding teams to set up relations with external agents is influenced by the degree of articulation of roles and the completeness of the founding teams; (b) that the founding teams' frequency of interaction with external agents is influenced by the frequency of interaction with external agents of the research groups of origin and by their scientific and technological excellence. Some remarks are then made on the role that universities play in helping new ventures to set up relations with external agents
When people make the difference: A person-organization fit approach in knowledge transfer offices
Full text linkKnowledge transfer office (KTO) personnel play a crucial role in the success of knowledge transfer processes through their motivation and other individual-level dimensions. Individual-level dimensions have been mostly overlooked when exploring the performance of KTOs. In this paper, we use a person-organization fit (P-OF) lens to explore the supplementary and complementary fit between employees and KTOs. We conducted a comparative case study of six KTOs in Italy with different performance levels. Our findings challenge the positive relationship between P-OF and performance by showing that the existence of P-OF is a necessary condition for performance but is insufficient to make it occur. Indeed, the nature of goals and values (i.e., motivational or hygiene) at the basis of P-OF represents an important aspect in establishing success. Our findings contribute to the knowledge transfer literature by shedding light on the overlooked relationship between P-OF and KTO performance
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