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on Knowledge Management and Knowledge Economy |
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Issue of 2016‒11‒27
eight papers chosen by Laura Ştefănescu Centrul European de Studii Manageriale în Administrarea Afacerilor |
| By: | Vahagn Jerbeshian |
| Abstract: | I model knowledge (patent) licensing and evaluate intellectual property regulation in an endogenous growth framework where the engine of growth is in-house R&D performed by high-tech firms. I show that high-tech firms innovate more and economic growth is higher when there is knowledge licensing, and when intellectual property regulation facilitates excludability of knowledge, than when knowledge is not excludable and there are knowledge spillovers among high-tech firms. However, the number of high-tech firms is lower, and welfare is not necessarily higher, when there is knowledge licensing than when there are knowledge spillovers. |
| Keywords: | knowledge licensing; in-house R&D; intellectual property regulation; endogenous growth; welfare; |
| JEL: | O31 O34 L16 L50 O41 |
| Date: | 2016–06 |
| URL: | http://d.repec.org/n?u=RePEc:cer:papers:wp566&r=knm |
| By: | Yaping Shan (School of Economics, University of Adelaide) |
| Abstract: | We study the agency problem between a firm and its research employees under several scenarios characterized by different R&D unit setups. In a multiagent dynamic contracting setting, we describe the precise pattern of the optimal contract. We illustrate that the optimal incentive regime is a function of how agents' efforts interact with one another; relative performance evaluation is used when their efforts are substitutes whereas joint performance evaluation is used when their efforts are complements. The optimal contract pattern provides a theoretical justification for the compensation policies used by firms that rely on R&D. |
| Keywords: | Dynamic Contract, Repeated Moral Hazard, Multiagent Incentive, R&D, Employee Compensation |
| JEL: | D23 D82 D86 J33 L22 O32 |
| Date: | 2016–11 |
| URL: | http://d.repec.org/n?u=RePEc:adl:wpaper:2016-14&r=knm |
| By: | Bülent Günsoy (Anadolu University); Güler Günsoy (Anadolu University) |
| Abstract: | Knowledge created by mankind on earth is increasing at a remarkable speed. Due to this fact, it is impossible for people to limit their learning to some periods of life. Acquisition of knowledge and skills for people has to last lifetime in this era. Individuals’ professions that are built on knowledge, skilss and experiences have been the main source of their incomes. But, both types of professions and the professions themselves change and progress continuously. Acquiring a profession does not happen by completion of a education program any more. In yesterday’s World of limited knowledge and professions built on that, people could keep up with their profession. On the contrary in today’s World every professional needs to update and improve herself or himself. In this context, one of the people’s ways of updating and improving themselves is “personnel licensing processes†. Licensing and recognition of a personnel’s professional knowledge, skills and experiences have been an improtant issue especially for developed countries since 1990s. For example, in 2008, European Qualification Framework has been approved as an advisory jurisdiction and the coordination task was given to European Commission. Efforts for creation of a national qualification framework in accordance with European Qualification Framework still continues. In this study, it is aimed to investigate the perspective of contribution of a qualification framework to life-long learning process. Within this scope, more than three hundred national professional qualifications are studied and test administration and license renewal, which are different for each qualification, are chosen to be high spots. |
| Keywords: | Lifelong Learning, Personel Qualification |
| JEL: | I21 I25 |
| URL: | http://d.repec.org/n?u=RePEc:sek:iacpro:5306953&r=knm |
| By: | Paula Bustos; Gabriel Garber; Jacopo Ponticelli |
| Abstract: | We study the allocation of capital across regions, sectors and firms. In particular, we assess to what extent growth in agricultural productivity can lead to an increase in the supply of credit in industry and services. For this purpose, we identify an exogenous increase in agricultural profits due to the adoption of genetically engineered soy in Brazil. We find that regions with larger increases in agricultural productivity experienced larger increases in local bank deposits. However, there was no increase in local bank lending. Instead, capital was reallocated towards other regions through bank branch networks. This increase in credit supply affected firms' credit access through the extensive and intensive margin. First, regions with more bank branches receiving funds from soy areas experienced an increase in credit market participation of small and medium sized firms. In addition, banks experiencing faster deposit growth in soy areas increased their lending to firms with whom they had preexisting relationships. In turn, these firms grew faster in terms of employment and wage bill. Our estimates imply that the elasticity of firm growth to credit is largest in the manufacturing sector. These findings suggest that agricultural productivity growth can lead to structural transformation through a financial channel. |
| Date: | 2016–11 |
| URL: | http://d.repec.org/n?u=RePEc:bcb:wpaper:444&r=knm |
| By: | Damián Tojeiro-Rivero (AQR-IREA, University of Barcelona); Rosina Moreno (AQR-IREA, University of Barcelona); Erika Badillo (AQR-IREA, University of Barcelona) |
| Abstract: | Based on the Spanish Technological Innovation Panel, this paper explores the role of R&D offshoring on innovation performance from 2004 to 2013. Specifically, we focus our attention on the impact of different types of offshoring governance models on the profitability of developing breakthrough innovations. Using a novel methodology for panel data sets, we control for the heterogeneity of firms as well as for the sample selection and endogeneity. Our study provides evidence that firms developing breakthrough innovations tend to benefit more from the external acquisition of knowledge than those engaged in incremental innovations. We also find evidence that acquiring knowledge from firms outside the group is more profitable than doing so with firms within the group. Moreover, the external acquisition of knowledge tends to present a higher return on breakthrough innovation in the case of taking such knowledge from the business sector rather than from universities or research institutions. Finally, the recent financial crisis has led to an increase in the return of the foreign acquisition of knowledge on the generation of breakthrough innovations. |
| Keywords: | Endogeneity; Panel data; R&D offshoring; Spanish firms; Sample selection; Technological and organizational space JEL classification: - |
| Date: | 2016–11 |
| URL: | http://d.repec.org/n?u=RePEc:aqr:wpaper:201610&r=knm |
| By: | HAURET Laetitia; MARTIN Ludivine; OMRANI Nessrine; WILLIAMS Donald R. |
| Abstract: | Existing evidence on Human Resource Management (HRM) strategy has been limited to separate analyses of the relationship between exposure to or participation in HRM and employee attitudes which affect overall firm performance. This paper is the first to integrate the two perspectives in a single analysis. Using employer-employee matched data with both exposure and participation measures, we find that a high exposure to HRM is not sufficient to improve employee attitudes when the level of employee participation in HRM is taken into account. Furthermore, based on a Blinder-Oaxaca decomposition, the results suggest that employee involvement in HRM practices affects the value employees place on their personal, occupational and workplace characteristics. |
| Keywords: | job satisfaction; commitment; Human Resources Management; exposure; participation; employee |
| JEL: | J28 M12 R23 |
| Date: | 2016–11 |
| URL: | http://d.repec.org/n?u=RePEc:irs:cepswp:2016-16&r=knm |
| By: | Iris Wanzenböck |
| Abstract: | This paper proposes a new measure for assessing the network proximity between aggregated units, based on disaggregated information on the network distance of actors. Specific focus is on R&D network structures between regions. We introduce a weighted version of the proximity measure, related to the idea that direct and indirect linkages carry different types of knowledge. Here, first-order proximity arising from direct cross-regional linkages is to be distinguished from higher-order network proximity resulting from indirect linkages in the R&D network. We use an macroeconomic application where we analyse the productivity effects of R&D network spillovers across regions to illustrate the usefulness of a proximity measure specifically developed for aggregated units. |
| Keywords: | network proximity, aggregated networks, first-order proximity, higher-order proximity, R&D networks, knowledge spillovers |
| Date: | 2016–11 |
| URL: | http://d.repec.org/n?u=RePEc:uis:wpaper:1603&r=knm |
| By: | Nico Schutte (North West University); Sonia Swanepoel (North West University) |
| Abstract: | In the current business world we find that the term human resource professional is used loosely by anybody functioning in this role, However, HR specialists are ‘professional’ because they demonstrate proficiency in doing their work. We see that a professional occupation such as medicine, accounting or law could, nonetheless, be defined as one that gives their members due to their association exclusive rights to practice their profession. Hence, a profession is not so much an occupation as a way to regulate and or legalize an occupation. Therefore, in its current state human resource management is clearly not matching up to this category.This study adopts the notion that the required professional status as in the case of a professional occupation such as medicine can only be achieved through the establishment of inherent competencies in human resource management. The inherent competencies summarise the capabilities that are important across all jobs and that HR professionals need to poses in order to contribute to organisational success. At the same time, the importance of Core Competencies may vary according to the specific job duties and requirements. These inherent competencies help to promote a competency framework that could assist organisations in pursuing excellence of the company. This framework has been produced as a basis, which sets out the core competencies that are expected of all HR professionals. It also functions as a reference for HR Professionals and for their employers to help them focus on developing core HR competencies |
| Keywords: | Human Resources management. Professionalism, Occupation, Framework |
| JEL: | J24 |
| URL: | http://d.repec.org/n?u=RePEc:sek:iacpro:4306965&r=knm |