Purpose The purpose of this study is to identify the corporate functions that contribute most to the innovation success of SMEs with limited resources. After a systematic literature review, the authors used a unique primary data set of 784 SMEs from eight countries. Descriptive statistics and binary logistic regression were used to show the data set peculiarities. The logistic regression targeted the presence of innovative products and services in sales by 11 dummy variables and 4 principal factors describing SMEs’ different resources and capabilities. Design/methodology/approach The authors developed a resource-based product innovation model that is synthesising the impact of the company resources and capabilities and of the innovation activity of the company on the actual innovation performance. The authors carry out an empirical analysis of the characteristic features of innovation activity in an international sample of SMEs. Findings The results show that two corporate functions play a crucial role in the effectiveness of innovation for SMEs as follows: management and research and development (R&D). In addition, although of lesser importance, the effect of the marketing function also appears significant. The binary logistic regression had 84.2% of explanatory power. Originality/value From a scientific point of view, the SME-focussed, complex and synthesising RBV model of innovation construction and literature review can be used as a reference point for future researches. From a practical point of view, the analysis is useful for those SMEs, which want to gain a competitive advantage through innovation. Indeed, the results show that in the case of SMEs, a company wishing to innovate must invest in three corporate functions for innovation to be effective as follows: management, R&D and marketing.
Purpose Competitiveness is a multidimensional construct, related to a number of external and internal company factors. This paper aims to provide empirical evidence on the relationship between the application of small- and medium-sized enterprises’ (SMEs) compensation incentives as an index/element of human system development and competitiveness. Design/methodology/approach A unique primary data set drawn from the Global Competitiveness Project on SMEs’ competitiveness was analysed, using cross-sectional data of 784 firms. First, descriptive statistics were used to show the data set peculiarities. Second, a forward logistic regression was applied to show the effects on the application of compensation incentives. A 25.1% of explanatory power was found by targeting the application of compensation systems by 7 firm-level principal factors and 30 control variables. Findings The findings suggest that there is a higher chance of the application of compensation incentives in cases when the employees possess a more substantial tacit knowledge and formal and informal relationship networks. It is also positively impacted by the higher level of intra-company manifestation of knowledge. Research limitations/implications The research was conducted among SMEs from eight countries, based on a unique questionnaire designed for small enterprises. The respective countries are from Europe and Latin America, which serve as a reference category for Hungary. Also, there is a high level of 0 answers for the involved variables. The binary logistic regression methodology is suitable for filtering out some of these; nevertheless, the proportion of uncertain factors remains high as it is indicated by the explanatory power. Originality/value The majority of the literature is dealing with large companies in the topic of competitiveness, whereas in this data set, a deeper analysis was carried out among SMEs from eight countries, comparing their results to the Hungarian ones. The findings can be used as reference points for future studies, and the understanding of the HR cycle within SMEs.
PurposeThe purpose of this paper is to show the effects of the six competence areas of Garcia-Aracil and Van der Velden (2007) on new graduates' labor market success measured by salary.Design/methodology/approachThe paper starts with a literature review about the role of competencies in higher education. Then the Graduate Career Tracking System (GCTS) carried out at the University of Pécs (UP) in Hungary provides a good basis to understand the competence assessment methodology better. Furthermore, GCTS is suitable for carrying out an exploratory, a confirmatory factor analysis and an OLS regression to discover the connection between competencies and level of income.FindingsThe analyzed results, using a representative online survey based on 6,190 respondents, show that the six competence sets do exist, but that not all of them have a significant effect on salaries. With the control variables involved, 24.3% (EFA) and 23.0% (CFA) of the global competencies account for variance in salaries. The impact of methodological and the socioemotional set on salaries can be clearly seen among those with new degrees, and based on the results and the literature review, the HEIs can improve them.Research limitations/implicationsIn the absence of nationwide general competence assessment, the results are limited only for the UP graduates of Hungary, even if this HEI is one of the biggest ones.Practical implicationsBased on the results, more soft-competence development courses and opportunities should be offered by the HEIs.Originality/valueThe findings of the study help us to understand the role of the institutions in tertiary education, the extra service to be provided to assist students in being successful in life. Based on the literature review, there is a need to understand better the connection between competencies and labor market success. This paper contributes to this and also presents an opportunity for further comparative research. The sample is robust to allow other researchers to use this conceptual model and apply it to other countries.
Industrial relations and interest reconciliation are important elements of human resource management. How to handle the employees, how to get an agreement, and how to turn them in favor of the organizational goals? These questions can be answered in different ways; the major solutions are the Michigan and Harvard model. As we see, the latter one is more employee-oriented, considering them as a partner and not as an opposing party. In this study we briefly show the role of the trade unions in the organizations in Hungary and Serbia. After discovering their theoretical constraints, we use Cranet data of 2014/16 to have a clear view in terms of empirical evidence comparing the Hungarian and Serbial results with the global ones and those of the Central and Eastern European countries. The results show that Serbia, in the eve of the EU adhesion, has an extremely high level of trade union power, while in Hungary the situation is the worst.
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