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on Project, Program and Portfolio Management |
| By: | Alcantud, José Carlos R.; de Andrés Calle, Rocío |
| Abstract: | We provide a methodology to perfom an extensive and systematized analysis of problems where experts voice their opinions on the attributes of projects through a hesitant fuzzy decision matrix. A weighted average of specific parametric expressions for two tenable indices of satisfaction permits to give a profuse picture of the relative performance of the projects. When the parameter grows, these indices tend to replicate the evaluation by respective simplistic expressions that only depend on the least, resp., the largest, evaluation and the number of evaluations in each cell. This provides the decision-maker with ample information on which he or she can rely in order to make the final decision. |
| Keywords: | Hesitant fuzzy set; Group decision making; Project evaluation |
| JEL: | C02 M20 |
| Date: | 2014–03–17 |
| URL: | http://d.repec.org/n?u=RePEc:pra:mprapa:55281&r=ppm |
| By: | Hud, Martin; Hussinger, Katrin |
| Abstract: | This study investigates the impact of R&D subsidies on R&D investment during the past financial crisis. We conduct a treatment effects analysis and show that R&D subsidies increased R&D spending among subsidized small and medium sized firms in Germany during the crisis years. In the first crisis year, the additionality effect induced by public support was, however, smaller than in other years. This temporary decrease may be caused by an altered innovation subsidy scheme in crisis years or by a different innovation investment behavior of the subsidy recipients. We do not find support for the countercyclical innovation subsidy scheme having caused the smaller additionality effect and conclude that it is likely to be driven by subsidy recipient behavior. -- |
| Keywords: | R&D,Subsidies,Policy Evaluation,Financial Crisis,Treatment Effects |
| JEL: | C14 C21 G01 H50 O38 |
| Date: | 2014 |
| URL: | http://d.repec.org/n?u=RePEc:zbw:zewdip:14024&r=ppm |
| By: | Narbel, Patrick A. (Dept. of Business and Management Science, Norwegian School of Economics) |
| Abstract: | Intermittent renewable energy sources, including solar and wind power, typically remain more expensive than conventional power sources. As a consequence, few intermittent power projects would have been deployed if specific policy instruments had not been implemented. Existing policy instruments facilitating the deployment of intermittent renewable energy technologies include the feed-in tariff, the feed-in premium and the quota system. Based on a numerical analysis, it is shown that these specific policy instruments do not necessarily facilitate the deployment of valuable energy sources because they ignore the cost of intermittency. A valuable intermittent energy source is defined here as a source of energy which requires little financial support and which limits the need for capacity payments in order to ensure the security of supply. Based on insights from the numerical analysis, a new policy instrument is suggested: a multiplicative premium. This type of policy instrument would increase the likelihood that valuable intermittent energy assets are deployed in priority. |
| Keywords: | Intermittent renewables; value of energy; security of supply |
| JEL: | Q40 Q50 |
| Date: | 2014–04–14 |
| URL: | http://d.repec.org/n?u=RePEc:hhs:nhhfms:2014_017&r=ppm |
| By: | Fowler, A.F. |
| Abstract: | The world is said to be confronted with complex issues working against the long term well-being of people and planet that can only be effectively addressed through (hyper) collective effort. How necessary collaboration comes about and progresses shows numerous approaches, professional specialisations, studies and examples. However, there is little in the way of a comprehensive, comparative perspective examining the instigator(s) of diverse collective action objectives and participants in co-creative relationships for societal change that are maintained over time and brought to fruition. More critically, organisational innovations suggest that what currently exists to tackle intractable problems by getting institutions and their organisational actors to cooperate needs updating. Past approaches to collaboration are not good enough for operating in tomorrow’s conditions. Drawing on Actor Network Theory, this paper therefore explores a category of actant – an interlocutor – as potentially crucial in committing to, arranging and holding together complex collective action engagements. From multiple angles and using examples of organisational innovation, the analysis considers the interplay between interlocutor attributes and interlocution processes. A preliminary conclusion is that a combination of characteristics exhibited by an interlocutor offers a helpful category to explain and bring about multi-institutional problem solving. As importantly, increasing the number and variety of interlocutors across the world may be an agenda worth pursuing. |
| Keywords: | interlocutor, institutions, innovation, collective action, actor networks |
| Date: | 2014–04–14 |
| URL: | http://d.repec.org/n?u=RePEc:ems:euriss:51129&r=ppm |
| By: | Li Jie (Graduate School of Economics, Osaka University); Tomoki Sekiguchi (Graduate School of Economics, Osaka University) |
| Abstract: | Although much research has been conducted on employeesf extra-role behaviors (ERBs), the topic of how newcomers to an organization engage in ERBs remains relatively underexplored. Following social cognitive theory, we develop a dynamic model of newcomersf helping and voice as two types of ERBs. The core idea of our model is that although newcomers may eventually come to engage in both types of ERBs, there will be a time lag between the emergence and increase of helping and those of voice. Our model shows that a social cognitive mechanism, including cyclical positive feedback loops and transfer of domain-specific self-efficacy, mediates the behavioral-level spillover from helping to voice. Our model also identifies several moderating factors that influence the process in which newcomersf helping and voice behaviors develop over time. |
| Keywords: | newcomers, helping, voice, domain-specific self-efficacy, social cognitive theory |
| JEL: | M10 M12 M54 |
| Date: | 2014–04 |
| URL: | http://d.repec.org/n?u=RePEc:osk:wpaper:1418&r=ppm |
| By: | Godart, Olivier (Kiel Institute for the World Economy); Görg, Holger (Kiel Institute for the World Economy); Hanley, Aoife (Kiel Institute for the World Economy) |
| Abstract: | We explore whether the introduction of trust based working hours is related to the subsequent innovation performance of firms. Employing a panel data set of over 5,000 German establishments, we implement a propensity score matching approach where we only consider firms that did not use trust based work contracts initially. Our results show that firms which adopt such contracts tend to be between 11 to 14 percent more likely to improve products. These results hold when we control for another form of flexible time work arrangements, namely working time accounts. Thus, the positive relationship between the adoption of trust based working hours and innovation seems to be driven by the degree of control and self-management over working days, rather than by merely allowing time flexibility. |
| Keywords: | trust based work time, innovation, firm performance |
| JEL: | M54 M12 |
| Date: | 2014–04 |
| URL: | http://d.repec.org/n?u=RePEc:iza:izadps:dp8097&r=ppm |
| By: | Gibbs, Michael (University of Chicago); Neckermann, Susanne (Erasmus University Rotterdam); Siemroth, Christoph (University of Mannheim) |
| Abstract: | We study the effects of a field experiment designed to motivate employee ideas, at a large technology company. Employees were encouraged to submit ideas on process and product improvements via an online system. In the experiment, the company randomized 19 account teams into treatment and control groups. Employees in treatment teams received rewards if their ideas were approved. Nothing changed for employees in control teams. Our main finding is that rewards substantially increased the quality of ideas submitted. Further, rewards increased participation in the suggestion system, but decreased the number of ideas per participating employee, with zero net effect on the total quantity of ideas. The broader participation base persisted even after the reward was discontinued, suggesting habituation. We find no evidence for motivational crowding out. Our findings suggest that rewards can improve innovation and creativity, and that there may be a tradeoff between the quantity and quality of ideas. |
| Keywords: | innovation, creativity, intrinsic motivation, incentives |
| JEL: | C93 J24 M52 O32 |
| Date: | 2014–04 |
| URL: | http://d.repec.org/n?u=RePEc:iza:izadps:dp8096&r=ppm |