Intellectual Capital Architectures and Bilateral Learning: A Framework For Human Resource Management

Both researchers and managers are increasingly interested in how firms can pursue bilateral learning; that is, simultaneously exploring new knowledge domains while exploiting current ones (cf., March, 1991). To address this issue, this paper introduces a framework of intellectual capital architectures that combine unique configurations of human, social, and organizational capital. These architectures support bilateral learning by helping to create supplementary alignment between human and social capital as well as complementary alignment between people-embodied knowledge (human and social capital) and organization-embodied knowledge (organizational capital). In order to establish the context for bilateral learning, the framework also identifies unique sets of HR practices that may influence the combinations of human, social, and organizational capital

Organizational support for intrapreneurship and its interaction with human capital to enhance innovative performance

This study explores the impacts of the internal supportive environment for intrapreneurial activities on firms’ innovative performance and the moderating role of human capital in this relationship by making use of a questionnaire study covering 184 manufacturing firms in Turkey. As for the individual direct effects of the dimensions of Organizational Support (OS), Management Support for Idea Generation and Tolerance for Risk Taking are found to exert positive effects on innovative performance. Availability of a Performance Based Reward System and Free Time have no impact on innovativeness, while Work Discretion has a negative one. As for the role of Human Capital (HC), it is found to be an important driver of innovative performance especially when the OS is limited. However, when the levels of both HC and OS are high, innovative performance does not further increase, probably reaching a temporary performance ceiling. Managerial and further research implications are provided

Innovation determinants in manufacturing firms

In this paper the findings of an empirical study concerning the innovation determinants in manufacturing firms is presented. The empirical study covers 184 manufacturing firms located in the Northern Marmara region of Turkey. The types of innovation considered here are product, process, marketing and organizational innovations. An extensive literature survey on innovation determinants is provided. A model is proposed to explore the probable effects and the amount of contribution of the innovation determinants to firm’s innovativeness level. Among all possible determinants considered, intellectual capital has the highest impact on innovativeness followed by organization culture

The impact of structural capital on the firm Innovativeness, the Galician Northern Portugal automotive industries reality

The intellectual capital is increasingly considered a major issue on the management and organization research and a source of competitive advantage. Although there are different models and approaches that try to identify the effect of intellectual capital on firm performance, there’s, also a lack of evidence and consensus. Based on that evidence, this paper focuses on the influence of the structural capital on the product- process and management innovativeness of the firm. A global model including the variables used in the previous literature is used and we establishes hypotheses for testing this model and use statistic technique to estimate the parameters of the model in a sample. To do so, we use a survey from 68 firms working on the auto components sector, established in the Northern Spain and Northern Portugal. We found firstly, that innovativeness has two main dimensions, perfectly differentiated, the product-process innovation and the management innovation; secondly that the structural capital dimensions influences differently each type of innovation capacity (innovativeness). We also concluded that the structural capital of the automotive firms based on the euro region Galicia (Spain) Northern Portugal influences positive and directly the management innovativeness. These results highlight the importance of the structural capital as well as highlight the main dimensions that influence the innovativeness, and more broadly, the value of intellectual capital as a competitive advantage in contemporary time. Moreover, point out the different character of product-process and management innovativeness.

Different Ambidextrous Learning Architectures and the Role of HRM Systems

During the past decade ambidexterity has emerged as the central research stream in organization science to investigate how organizations manage to remain successful over time. By using the lens of organizational learning, ambidexterity can be defined as the simultaneous pursuit of exploration and exploitation. However, the link between ambidexterity and the human resource management of a firm is still a blind spot on the ambidexterity research map. To shed light on this issue, we show how different ambidextrous learning architectures can be created and maintained by the means of consistent HRM systems. By doing so, we show how HRM systems as specific bundles of HRM practices facilitate ambidextrous learning. Thereby we emphasize the challenge of creating and sustaining the horizontal and vertical fit of an HRM system with regard to different ambidextrous designs.Ambidexterity; Exploration; Exploitation; Organizational Learning; HRM; Strategic Human Resource Management

The impact of upper and lower echelon human capital and HR practices on innovation in start-ups.

Abstract Innovative start-ups have become the center of attention in government policy. They are considered to be the driving force of economic growth and international competitive advantage. Despite this growing interest, little is known about firm internal determinants of and critical success factors for innovation in newly established firms. Innovation is a function of a firm's ability to create, manage and maintain knowledge. Since knowledge is created by and stored within individuals, human resources as well as HR practices may play an important role as drivers of innovation in start-ups. We expect that start-ups having superior human resources (both owners/managers and employees) and an intensive HRM, are more able to innovate. Results show that unless employees' human capital is managed, it provides little benefit to start-ups in terms of innovation. Moreover, the impact of HRM intensity is higher in start-ups with high human capital as compared to newly established firms with low human capital. Next, innovation is indirectly (through the mediating effect of employees' human capital and/or HRM) and positively affected by the owners/managers' educational level and the appeal to certified experts. Industry experience, in turn, has an indirect negative impact. The number of independent board members directly and positively influences innovation.Employees; Human capital; Human resource management; Innovation; Startups;

Analyzing the Effectiveness of University Technology Transfer: Implications for Entrepreneurship Education

We review and synthesize the burgeoning literature on institutions and agents engaged in the commercialization of university-based intellectual property. These studies indicate that institutional incentives and organizational practices both play an important role in enhancing the effectiveness of technology transfer. We conclude that university technology transfer should be considered from a strategic perspective. Institutions that choose to stress the entrepreneurial dimension of technology transfer need to address skill deficiencies in technology transfer offices (TTOs), reward systems that are inconsistent with enhanced entrepreneurial activity, and education/training for faculty members, post-docs, and graduate students relating to interactions with entrepreneurs. Business schools at these universities can play a major role in addressing these skill and educational deficiencies, through the delivery of targeted programs to technology licensing officers and members of the campus community wishing to launch startup firms.

Ethics and taxation : a cross-national comparison of UK and Turkish firms

This paper investigates responses to tax related ethical issues facing busines

VIE Project: Cultural values and socioeconomic factors as determinants of entrepreneurial intentions

This paper describes a research project currently being developed by the authors. It aims to analyse the role played by psychosocial, cultural and socioeconomic factors in shaping the entrepreneurial intention. Survey methods will be used on a population of potential entrepreneurs (having not yet performed actual entrepreneurial behaviours). In this sense, undergraduate students and individuals contacting business support centres will be considered as part of the sample. We expect to get a clearer understanding of the psychosocial elements, socioeconomic factors and cultural values affecting the venture-creation decision. The results would be important to policy makers (showing them what to encourage), to practitioners (what to do better), and to researchers (what to clarify)