Human capital intensity in technology-based firms located in Portugal: Does foreign ownership matter?

Teixeira, Aurora A.C.; Tavares-Lehmann, Ana Teresa

doi:10.1016/j.respol.2014.01.001

Cited by 56 publications

(18 citation statements)

References 119 publications

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“…By accumulating a relevant base of knowledge, firms are likely to have better understanding of the new knowledge and harness external knowledge assets to support their innovative activities Gambardella, 1994, Laursen andSalter, 2004). Such open sourcing strategies require high levels of human capital (Teixeira andTavares-Lehmann, 2014, Fukugawa, 2013).…”

Section: The Mediating Role Of Randd Human Capitalmentioning

confidence: 99%

“…R&D education intensity is a continuous variable capturing the percentage of R&D staff with third level education or higher (Xia, 2013, Teixeira andTavares-Lehmann, 2014). Top educated staff increase a firm s capacity to absorb and apply new knowledge into their innovation processes (Rothwell and Dodgson, 1991) and facilitate knowledge sharing within the organisation (Schmidt, 2010).…”

Section: Mediator Variablesmentioning

confidence: 99%

“…R&D skills intensity is also a continuous variable accounting for the percentage of top skilled R&D workers (researchers and technicians) (Teixeira and Tavares-Lehmann, 2014). Skilled workers offer greater ability to find, integrate and use new tacit knowledge and later developmental opportunities (Yang et al, 2009).…”

Section: Mediator Variablesmentioning

confidence: 99%

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Capturing value from alliance portfolio diversity: The mediating role of R&D human capital in high and low tech industries

2017

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Research has demonstrated the value of external linkages to augment in-house R&D efforts; however, very little is known about how managers can operationally leverage the potential benefits of open innovation to create an innovative edge. This paper examines the value of alliance portfolio diversity and whether R&D human capital is the pathway through which alliance portfolio diversity influences innovation novelty. We reason that the absorptive capacity of R&D human capital alliance portfolios. Using data from the Spanish Technological Innovation Panel (PITEC) for the period 2005 2012, results support the curvilinear (inverted U-shaped) association between alliance portfolio diversity and firm innovation performance reported in studies, suggesting that not only too little, but also too much alliance portfolio diversity may be detrimental to firm innovation performance. Findings emphasise the value of alliance portfolio diversity in high-technology industries to achieve explorative performance objectives, given the technological complexity, market uncertainty and the divergent skill sets required for breakthrough innovations in these sectors. Further, we find evidence that R&D human capital plays an important role in innovation novelty by partially mediating the relationship between alliance partner diversity and firm innovation performance, emphasising the importance of internal capabilities to harness external knowledge assets.This study provides valuable insights to managers aiming to increase the effectiveness of their alliance portfolios.

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Section: The Mediating Role Of Randd Human Capitalmentioning

confidence: 99%

Section: Mediator Variablesmentioning

confidence: 99%

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Capturing value from alliance portfolio diversity: The mediating role of R&D human capital in high and low tech industries

2017

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“…The few studies that have considered the role of human capital as a key factor fostering innovation at the firm-level have mostly taken place in developed countries (Beugelsdijk, 2008;Leiponen, 2005;Vinding, 2006;Schneider et al, 2010;Teixeira & Tavares-Lehmann, 2014). This is striking, because fostering innovation is pivotal in developing countries (Crespi & Zuniga, 2011;Lee & Kang, 2007;Robson, Haugh, & Obeng, 2009).…”

Section: Introductionmentioning

confidence: 99%

Human capital and innovation in Sub-Saharan countries: a firm-level study

2016

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This paper contributes to the scarce literature on the relationship between human capital and innovation at the firm-level. In this paper we examine whether human capital endowments, such as the general level of schooling within a firm, and practices of firms, such as formal training and employee slack time, have a positive relationship with the innovative output of firms. We contribute by using a more sophisticated approach and analyse how different combinations of human capital elements affect innovation. We study this relationship in Sub-Saharan countries where the general level of human capital is lower compared with developed countries. The results illustrate that internal mechanisms that spur human capital are of particular importance for innovative output in this context. In addition, our results indicate that specific combinations of human capital elements can even have negative effects. In particular, for firms in the manufacturing sector that offer employee slack, the effect of employee schooling actually turns negative, while the combination of training and slack time does not have a significant effect.

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“…The value that these transfer have to a nation, to a local economy, and to the enterprises themselves have usually been explored within the role that multinational enterprises (MNEs) play and their capacity to expatriate, train and bring back these skills to a country. Two studies, one in Argentina and another in Portugal, both concluded that MNE spillovers have a direct impact on local firm performance (Narula & Marin, 2003;Texeira & Tavares-Lehmann, 2014). …”

Section: Enterprise Performance and Human Capitalmentioning

confidence: 99%