Educational diversity, organizational structure and innovation performance: Evidence from Uruguayan industry

Abstract

This paper analyses the relationship between horizontal educational diversity (HED) and firm innovation performance, both in the propensity to innovate and the intensity of innovation in firm performance. Moreover, we hypothesise that the organizational structure of the firm moderates this relationship. Using panel data from the Uruguayan Innovation Survey 2006-2012, econometric estimates show that HED is barely associated with innovation performance in products and processes. We found that advanced organisational structures of the firm positively moderate the former relationship, but only for firms achieving radical innovations.

Innovation to Immune: Empirical Evidence From COVID-19 Focused Enterprise Surveys

“…In the empirical literature, researchers used several different proxies to represent firm-level innovation. For instance, Balasubramanian and Lee (2008) , Kotha et al (2011) , and Ren et al (2015) represented innovation by “number of patent applications,” Hansen (1992) , Sun and Du (2010) , Chandran Govindaraju et al (2013) , and Love et al (2014) used number of innovations and sales from new products, Withers et al (2011) used innovation capability “degree to which a firm possesses resources and capabilities presumed necessary for innovation,” Bello-Pintado and Bianchi (2018) and Garriga et al (2013) , used “significance,” or radical and incremental innovation as a proxy for innovation, and yet a large number of researchers like Bratti and Felice (2012) , Monreal-Pérez et al (2012) , Børing et al (2016) , Seenaiah and Rath (2018) and Spithoven et al (2013) used a binary variable to gauge innovation “introduction of a new product/service/process or improved product/ service process.”…”

A multi-stage method to determine organizational constraint structure and its application in a steel plant in India

“…, 2010). In the steel industry also, it becomes important to have a motivated and loyal workforce as the absence of motivated employees can drive down performance and constraint the organization's performance. Skilled manpower (SM) : In the manufacturing industry, SM complements technology in enhancing firm performance in terms of quality, productivity and delivery (Bello-Pintado and Bianchi, 2018). Highly tacit and non-transferable skills of the employees are important weapons to create competitive advantages in a sustainable manner (Barney, 1991; Hamel and Prahalad, 1996).…”

“…Skilled manpower (SM) : In the manufacturing industry, SM complements technology in enhancing firm performance in terms of quality, productivity and delivery (Bello-Pintado and Bianchi, 2018). Highly tacit and non-transferable skills of the employees are important weapons to create competitive advantages in a sustainable manner (Barney, 1991; Hamel and Prahalad, 1996).…”

Organizational structure and convergent change: explanatory factors in SMEs

“…However, the study these organizational phenomena in emerging economies is important in order to assess the degrees of reproducibility or replicability of the theory (Aguinis et al , 2017). Taking into account the above said, this study is important because in Colombia and Latin America there is little research in the field of organizational structure and organizational change, with few remarkable works in different areas (Aldama et al , 2009; Ánzola et al , 2017; Bello-Pintado and Bianchi, 2018; Chión et al , 2019; Góngora and Gutierrez-Garcia, 2018; Marín-Idárraga and Capachero, 2020; Marín-Idárraga and Cuartas, 2016; Martínez et al , 2012). Although with different results, a common deduction in these studies is that the Latin American reality is different from that of other developed countries, which coincides with what some academics express (Bianchi and Wickramasekera, 2016; Pino et al , 2020; Vendrell-Herrero et al , 2017).…”