Competing risk model for predicting stabilization period of university spin-off ventures

Cho, Joon Hyung; Sohn, So Young

doi:10.1007/s11365-016-0422-7

Cited by 6 publications

(1 citation statement)

References 65 publications

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“…Therefore, less or controlled diversity might enhance performance (Ferretti et al (2019), Ferretti et al (2018), in parts also Knockaert et al (2011), Visintin and Pittino (2014), Hahn et al (2019)). Team composition is rarely tested in combination with other typical success factors of USOs embedded in the theory approach of the resource-based view, for example, by either the characteristics of the firm (resources including founders, strategies, capabilities, characteristics, initial competence endowments, sufficient or diverse human, social, and technological knowledge) (Clarysse et al (2011), Colombo and Piva (2012), Cho and Sohn (2017), Hayter et al (2017)) or other external factors (relationship with parent organizations, external supports) (Hossinger et al (2019), Shane (2004)).…”

Section: Introductionmentioning

confidence: 99%

Does team diversity really matter? The connection between networks, access to financial resources, and performance in the context of university spin-offs

Moog

Soost

2020

Small Bus Econ

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University spin-offs (USOs) are an important driver for innovation, along with economic and social development. Hence, understanding which factors help them perform successfully is crucial, especially regarding their peculiarities in a scientific environment. This study focuses on essential factors such as team composition and diversity in USOs in the biotech sector in 64 founding teams in Switzerland and Germany. By identifying the team composition, and going beyond the usual team characteristics, along with checking in parallel for network and financing effects, the paper adds empirical evidence to the ongoing debate if and how team diversity in USOs affects the performance of this special group of newly founded firms. We test our hypotheses with the partial least squares method (PLS). Our results from the mediation model show how the diversity of teams is related to networks and financial resources and affects the performance. In addition, our study reveals the direct and indirect effects of team diversity on success in USOs. This way we contribute to the ongoing discussion on performance investigating the sources of team effects more in detail.

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