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- Daunfeldt, Sven-Olov, et al.
(författare)
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Do Targeted R&D Grants toward SMEs Increase Employment and Demand for High Human Capital Workers?
- 2022
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Ingår i: Questioning the Entrepreneurial State. - Cham : Springer. - 9783030942755 - 9783030942724 - 9783030942731 ; , s. 175-198
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Bokkapitel (refereegranskat)abstract
- Most previous studies on the employment effects of government R&D grants targeting SMEs are characterized by data-, measurement-, and selection problems, making it difficult to construct a relevant control group of firms that did not receive an R&D grant. We investigate the effects on employment and firm-level demand for high human capital workers of two Swedish programs targeted toward growth-oriented SMEs using Coarsened Exact Matching. Our most striking result is the absence of any statistically significant effects. We find no robust evidence that the targeted R&D grant programs had any positive and statistically significant effects on the number of employees recruited into these SMEs, or that the grants are associated with an increase in the demand for high human capital workers. The lack of statistically significant findings is troublesome considering that government support programs require a positive impact to cover the administrative costs associated with these programs.
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- Delmar, Frédéric, et al.
(författare)
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Untangling the relationships among growth, profitability and survival in new firms
- 2013
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Ingår i: Technovation; The International Journal of Technological Innovation, Entrepreneurship and Technology Management. - : Elsevier BV. - 0166-4972. ; 33:8-9, s. 276-291
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Tidskriftsartikel (refereegranskat)abstract
- The performance of new firms is important for economic development but research has produced limited knowledge about the key relationships among growth, profitability, and survival for new firms. Based on evolutionary theory, we develop a model about how new firms resolve uncertainty about their ability to prosper in a market by monitoring changes in profitability. Our model predicts selection pressures to weed out underperforming firms and learning in order to allow survivors to improve performance and grow. We test our theory using a unique panel of knowledge-intensive new firms in Sweden. We find strong support for the notion that profitability enhances both survival and growth, and growth helps profitability but has a negative effect on survival. Implications are discussed. (C) 2013 Elsevier Ltd. All rights reserved.
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- Demir, Robert, et al.
(författare)
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The Strategic Management of High-Growth Firms : A Review and Theoretical Conceptualization
- 2017
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Ingår i: Long range planning. - : Elsevier BV. - 0024-6301 .- 1873-1872. ; 50:4, s. 431-456
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Forskningsöversikt (refereegranskat)abstract
- Scholars' knowledge of the factors behind high-growth firms remains fragmented. This paper provides a systematic review of the empirical literature concerning high-growth firms with a focus on the strategic aspects contributing to growth. Based on our review of 39 articles, we identify five drivers of high growth: human capital, strategy, human resource management, innovation, and capabilities. These drivers are combined to develop a conceptual model of high-growth firms that includes potential contingency factors among. the five drivers. We also propose a research agenda to deepen the study of high-growth firms in strategic management.
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- Hägg, Gustav, Docent / Associate Professor, et al.
(författare)
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Entrepreneurial Responsibility : A Conceptual Framework to Understand Ethical Dualism Throughout the Entrepreneurial Process
- 2024
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Ingår i: Entrepreneurship. - : Sage Publications. - 1042-2587 .- 1540-6520.
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Tidskriftsartikel (refereegranskat)abstract
- Entrepreneurs have been promoted as a main engine of progress. However, recent scandals and questionable behavior have led to increased discussion of entrepreneurs' ethics. The purpose of this paper is to conceptualize entrepreneurial responsibility throughout the entrepreneurial process from an ethical viewpoint. We model entrepreneurial responsibility based on normative ethics (deontology and teleology), enabling us to better understand entrepreneurs' active and conscious responses to their ethical duties and the consequences thereof. Our theorizing opens new avenues for scholarly research related to the ethical nature of opportunities, the interconnection of entrepreneurial intentions and outcomes from a moral perspective, and potential societal impact.
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| 8. |
- Johansson, Anette, et al.
(författare)
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An In-depth Investigation of Employee-driven Innovation
- 2016
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Ingår i: 36th Babson College Entrepreneurship Conference, Bodø, June 8-11, 2016..
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Konferensbidrag (refereegranskat)abstract
- Principal topic This paper is direct the focus on the potential of employees to contribute to innovation, regardless their position in the company – a practice and research stream we know as employee driven innovation (EDI) (Kristiansen & Bloch‐Poulsen, 2010). More specifically, we study the effects of using an online platform to motivate and track employee driven activities. We use a unique dataset of close to 500 employee driven activities responding to the overall strategic goals of a large pharmaceutical retail chain in Sweden.It goes without saying that expertise, experience, ideas, creativity and skills among employees are valuable resources in the company’s innovation work (Høyrup, 2010) and support achievement of competitive advantages (Kesting & Parm Ulhøi, 2010). EDI include acting on your own ideas and not only respond to needs of the organization (Lovén, 2013), furthermore EDI includes both bottom‐up and top‐down perspectives on innovation (Høyrup, Bonnafous‐Boucher, Hasse, Lotz, & Møller, 2012). The presence of EDI is dependent on mechanisms that influence the organisation’s innovation capabilities (Kesting & Parm Ulhøi, 2010). Dominant mechanisms include fundamental determinants of work engagement known from motivational research, such as the need for autonomy, competence and relatedness (Hakanen & Roodt, 2010; Mauno, Kinnunen, & Ruokolainen, 2007) but also feedback and the possibility of seeing one’s own part in the bigger picture (Hackman & Oldham, 1980).Amundsen et al. (2014) who suggest that important factors for stimulating EDI include leader support through the generation, registration, evaluation and realisation of ideas; a collaborative climate including interactions between colleagues and between employees and external contacts; rendering autonomy and delegation of decision‐making authority to employees. Research has also highlighted several restraining forces for EDI, such as the gap between management and employees and the fact that managers are not capable of seeing the things that employees meet in their daily work (Kesting & Parm Ulhøi, 2010).Despite the vast knowledge relating to motivational theory, social comparison and social facilitation surprisingly few studies examine how this knowledge could be combined and successfully be put to practice to promote EDI. The focus on the majority of work has been on investigating restraining and enabling factors of EDI (Aaltonen & Hytti, 2014; Kesting & Parm Ulhøi, 2010), exploring how EDI occurs in teams (Kristiansen & Bloch‐Poulsen, 2010) and small organizations (Aaltonen & Hytti, 2014). As a result of this, we know a lot about what need to be accomplished to promote EDI, but we do not know what tools work or not to reach those accomplishments. In particular, we know little about how this could take place in large organizations where people are spread geographically.By drawing upon knowledge from social cognitive theory (Bandura, 2001) showing that strong perceived collective efficacy increase people’s aspirations and motivations, we analyze the outcomes from a year-long strategic work at a large pharmaceutical retail chain in Sweden. This takes shape in a database consisting of detailed information on close to 500 employee-driven activities in a large pharmaceutical retail chain in Sweden. Social cognitive theory extends the conception of human agency to collective agency (Bandura 1997) where people’s shared belief in their collective power is a key ingredientMethodWe use a unique data set of close to 500 employee-driven activities entered in a cloud-based, online database. The database was used as a means to active the employees at the 370 retail units in an organizational change project launched earlier the same year. The project started off with 32 physical dialogue meetings between the CEO and the retail unit staff where the overall strategic goals were presented and discussed. Ambassadors in management positions were appointed at each retail unit, responsible to encourage, initiate and document the activities rendered by the employees. The online database allowed for constant transparency between the retail units – giving the possibility to share ones ideas and experiences, mistakes and successes throughout the whole year while the project was running. The database consist of secondary data, as we did not intervene in the creation or execution of the project. Same thing goes for the written evaluation made after the project was completed – where employees were asked about their impressions and experiences from using the database. The retailing business is highly competitive and the geographical spread of employees makes it a suitable context to explore the use of online tools of this kind for promoting EDI in other large businesses or smaller businesses geographically spread. We used mainly qualitative analysis methods to explore the database as well as simple quantitative analysis to produce frequencies and descriptive data. By coding each activity according to the degree of innovativeness and type of activity (e.g. internal process, customer service) we could form a good understanding of the outcomes from using the database.Results and implicationsOur study of the database and the subsequent employee evaluation form reveals interesting and uplifting results. For example, 64 % said the online tool helped them better understand the overall strategy and 85 % were happy with the user interface and continuous work with the tool. Also, half of the retail outlets claimed the tool helped them run projects which increased sales considerably. Among the more successful activities were one initiating earlier opening hours (which previously was attempted to be pushed up-down without success) – this activity alone corresponded to the average turnover of 22 outlets. The result are in line with social comparison and social facilitation theory, showing how public praise and social comparison seem to improve employee driven innovation motivation (Mumm and Mutlu (2001). Although comparative studies are hard to find (we did not) similar findings were made in the use of mobile exercise applications. A recent study by Hamari and Koivisto, 2015) shows that social influence, positive recognition and reciprocity have a positive impact on how much people are willing to exercise. In fact, the more “friends” a user the larger the effects were, which could explain the success of the online tool in this study – which involved the exposure among more than 300 outlets. Our findings, similar to Hamari and Koivisto (2015), further our understanding on the phenomenon of social influence showing, how public recognition and network effects contribute to the collective employee-driven innovation.
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| 10. |
- Johansson, Anette, 1977-, et al.
(författare)
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Unpacking the Antecedents of Effectuation and Causation in a Corporate Context
- 2012. - 32
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Ingår i: Frontiers of Entrepreneurship Research. - Wellesley, Mass. : Babson College. - 0910897360
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Konferensbidrag (refereegranskat)abstract
- Effectuation and causation are important modes of entrepreneurial decision-making. In this paper, we extend the literature on effectuation into the corporate context. Based on extant theory concerning both individual decision-makers’ human capital and organizational-level characteristics, we develop and test hypotheses concerning the use of effectuation and causation in pursuing new opportunities in the magazine industry. Our results, based on the actions of 246 key decision-makers, show an inconsistent set of antecedents for causation and the four effectual logic principles. As such, our multi-level study helps to unravel some of the complexities of the choice of decision-making logics.
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