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1 – 10 of over 160000Universities face incredibly difficult, complex decisions concerning the degree to which they participate in the process of commercializing research. The U.S. government has made…
Abstract
Universities face incredibly difficult, complex decisions concerning the degree to which they participate in the process of commercializing research. The U.S. government has made an explicit policy decision to allow funded entities to obtain patents and thereby has encouraged participation in the commercialization of federally funded research. The Bayh-Dole Act enables universities to participate in the commercialization process, but it does not obligate or constrain them to pursue any particular strategy with respect to federally funded research. Universities remain in the driver's seat and must decide carefully the extent to which they wish to participate in the commercialization process.The conventional view of the role of patents in the university research context is that patent-enabled exclusivity improves the supply-side functioning of markets for university research results as well as those markets further downstream for derivative commercial end-products. Both the reward and commercialization theories of patent law take patent-enabled exclusivity as the relevant means for fixing a supply-side problem – essentially, the undersupply of private investment in the production of patentable subject matter or in the development and commercialization of patentable subject matter that would occur in the absence of patent-enabled exclusivity.While the supply-side view of the role of patents in the university research context is important, a view from the demand side is needed to fully appreciate the role of patents in the university research context and to fully inform university decisions about the extent to which they wish to participate in the commercialization process. Introducing patents into the university research system, along with a host of other initiatives aimed at tightening the relationship between universities and industry, is also (if not primarily) about increasing connectivity between university science and technology research systems and the demands of industry for both university research outputs (research results and human capital) and upstream infrastructural capital necessary to produce such outputs.In this chapter, I explore how university science and technology research systems perform economically as infrastructural capital and explain how these systems generate social value. I explain how the availability of patents, coupled with decreased government funding, may lead to a slow and subtle shift in the allocation of infrastructure resources.
Mansi Rastogi and Richa Chaudhary
The purpose of this paper is to examine the role of job crafting behaviors in predicting work-family enrichment. It is hypothesized that employees who are able to adjust their…
Abstract
Purpose
The purpose of this paper is to examine the role of job crafting behaviors in predicting work-family enrichment. It is hypothesized that employees who are able to adjust their work environment proactively by increasing structural and social job resources, increasing challenging job demands and decreasing hindering job demands would be more engaged and experience work-family enrichment.
Design/methodology/approach
The sample for the study consisted of 496 employees working in diverse nature of organizations in India. Structural equation modeling with the help of SPSS AMOS 20 was used for testing the study hypotheses.
Findings
The results reveal a strong relationship between job crafting and work-family enrichment experiences among employees. The study also established the role of work engagement as a mediator of the relationship between job crafting and work-family enrichment.
Research limitations/implications
The study significantly advances the underdeveloped literature on work-family enrichment by establishing job crafting as a predictor and illuminating the underlying psychological processes in a non-western collectivist culture. The study also contributes to theory building around the construct of job crafting which is still in its infancy.
Practical implications
The practitioners are encouraged to provide opportunities, support and freedom for job crafting to their employees for better work and home outcomes.
Originality/value
The present study is one of the pioneer attempts to examine how employees themselves can influence work-family enrichment by enhancing their work engagement using job crafting.
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Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some…
Abstract
Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.
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This chapter discusses how the control and strategic management of resources plays a role in the occupational stress process. Building upon prior resource theories of stress, the…
Abstract
This chapter discusses how the control and strategic management of resources plays a role in the occupational stress process. Building upon prior resource theories of stress, the idea is developed that control of external and internal resources, and not resource acquisition or maintenance, is a vital element that contributes to a strain response to workplace demands. This can occur at the level of objective resources (resources needed to cope with demands), and it can occur at the level of perceived resources (the individual’s perception of resource control). The chapter also discusses the importance of resource management strategies that individuals engage in, as well as both internal and external resource management resources. Several common stressors are discussed in resource control terms, and the role of power and politics in strategic resource management is discussed.
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Why is the “education to industrial innovation” equation not working in China? Why has education development contributed to South Korea’s success but not promoted technology…
Abstract
Purpose
Why is the “education to industrial innovation” equation not working in China? Why has education development contributed to South Korea’s success but not promoted technology development and industrial upgrading in China? The purpose of this paper is to compare South Korea and China and try to address that puzzle. The author will also identify which mediating factors are crucial in linking education development to industrial innovation and industrial upgrading.
Design/methodology/approach
This study will use the historical comparative method to compare South Korea and China. The author will try to explore the differences in education and industrial upgrading in the two countries, and identify which factors are producing different educational development effects, mainly by narrative comparison. Data will mainly come from online databases such as Statistics Korea, the Center on International Education Benchmarking, the UNESCO Institute for Statistics, China Education Statistics and the World Bank, as well as from second-hand resources.
Findings
In summary, this research has revealed that education itself or the production of human capital may not be sufficient conditions for technology innovation or industry upgrading. For human capital to affect industrial upgrading positively, it is not enough for the Chinese government just to invest in education. Other intermediating market and social contexts are crucial too, especially the allocation of resources between the private and the public sectors, and the existence of a proper employment structure.
Originality/value
The role of education in economic development for the developing world is debated a lot. However, there is little development study research which directly explores the relationship between education and industrial upgrading via macroeconomic analysis. In a globalized world, the situation of international industrial value chains is an important element for sustainable long-term development. Industrial structures and their transformation are becoming more and more important for developing countries. While most past research has treated the absorbing economy’s structure as a condition that determines education’s contribution to development, this paper will treat the industrial structure as the dependent variable, and analyze how education would contribute to the upgrading of industrial structure and, in turn, be of benefit to sustainable economic development.
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I.J. Hetty van Emmerik, Arnold B. Bakker and Martin C. Euwema
Departing from the Job Demands‐Resources (JD‐R) model, the paper examined the relationship between job demands and resources on the one hand, and employees' evaluations of…
Abstract
Purpose
Departing from the Job Demands‐Resources (JD‐R) model, the paper examined the relationship between job demands and resources on the one hand, and employees' evaluations of organizational change on the other hand.
Design/methodology/approach
Participants were 818 faculty members within six faculties of a Dutch university. Data were analyzed using multilevel analyses with faculty as the grouping variable.
Findings
For the job demands, results show that emotional demands, but not workload, are negatively related to more favorable evaluations of organizational change. Regarding job resources, results show that support from the supervisor, job control, and opportunities for professional development is associated with more favorable evaluations of organizational change. Moreover, job control and support from the supervisor buffered the negative relationship between emotional demands and favorable evaluations of organizational change.
Research limitations/implications
One of the clear implications of this study is that organizations should try to provide their employees with adequate resources together with the ascertaining of jobs with low job demands such that people can fulfill their job without severe adverse working outcomes. If it is impossible to reduce or optimize specific demands, additional job resources should be provided.
Originality/value
The finding that job resources are important in shaping evaluations of organizational change perceptions is consistent with the idea that employees with enough resources will be motivated to do their job and to be motivated to participate in change processes. Employees, who perceive their work environment and their job as highly resourceful, are more likely to anticipate into a pending change effort.
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Mareike Reimann, Charlotte Katharina Marx and Martin Diewald
The purpose of this paper is to examine whether and how employed single-parents differ from parents in two-parent families in their experience of work-to-family conflict (WFC) and…
Abstract
Purpose
The purpose of this paper is to examine whether and how employed single-parents differ from parents in two-parent families in their experience of work-to-family conflict (WFC) and family-to-work conflict (FWC). Looking at job-related as well as family-related demands and resources, this research investigated to what degree these demands and resources contribute to differences in WFC and FWC, how their relevance in predicting conflicts varies between single parents and other parents and the role of compositional differences in work and family demands and resources.
Design/methodology/approach
Cross-sectional linear regression analyses were applied to analyze a random sample of employees in large work organizations in Germany. The sample included 3,581 parents with children up to the age of 25, of whom 346 were single parents.
Findings
The results indicated that single parents face more FWC, but not more WFC, than other parents. For all parents, job demands such as overtime, supervising responsibilities and availability expectations were associated with higher levels of WFC, whereas job resources such as job autonomy, support from supervisors and flexible working hours were associated with lower levels of WFC. In predicting FWC, family demands and resources played only a minor role. However, results provide only scant evidence of differences between single parents and other parents in terms of the effects of job and family demands and resources.
Originality/value
This study offers interesting insights into the diversity of WFC and FWC experiences in Germany. It provides first evidence of the impact of job and family demands and resources on both directions of work–family conflicts among employed single parents as a specific social group.
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Peixu He, Hanhui Zhou, Qiongyao Zhou, Cuiling Jiang and Amitabh Anand
Employees may adopt deceptive knowledge hiding (DKH) due to nonworking time information and communication technology (ICT) demands. Drawing from the conservation of resources…
Abstract
Purpose
Employees may adopt deceptive knowledge hiding (DKH) due to nonworking time information and communication technology (ICT) demands. Drawing from the conservation of resources (COR) theory, this study aims to develop and test a model of deceptive knowledge hiding (DKH) due to nonworking time information and communication technology (ICT) demands.
Design/methodology/approach
In total, 300 service employees have joined the three-wave surveys. Path analysis and bootstrapping methods were used to test the theoretical model.
Findings
Results suggest that knowledge requests during nonworking time could deplete employees’ resources and increase their tendency to engage in DKH, whereas work recovery and emotional exhaustion mediate this relationship. In addition, employees’ work–family segmentation preferences (WFSP) were found to moderate the direct effects of nonworking time ICT demands on employees’ work recovery and emotional exhaustion and the indirect effects of knowledge requests after working hours on DKH through employees’ work recovery and emotional exhaustion.
Originality/value
First, the findings of this study shed light on the relationship between knowledge requests during employees’ nonworking time and knowledge hiding, suggesting that knowledge hiding could occur beyond working hours. Second, drawing on COR theory, this study explored two joint processes of resource replenishment failure and depletion and how nonworking time ICT demands trigger knowledge hiding. Third, the interaction effect of individuals’ WFSP and nonworking time factors on knowledge hiding deepens the understanding of when nonworking time ICT demands may induce knowledge hiding through various processes.
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Caroline Ruiner, Christina Elisabeth Debbing, Vera Hagemann, Martina Schaper, Matthias Klumpp and Marc Hesenius
Digital technologies comprehensively change work processes and working conditions. However, the use of digital technologies and the modes of collaboration between technologies and…
Abstract
Purpose
Digital technologies comprehensively change work processes and working conditions. However, the use of digital technologies and the modes of collaboration between technologies and human workers differ in terms of specific work organization and automatization. Referring to the job demands-resources model (JD-R), this paper investigates job demands and resources from the workers' perspectives and develops a digital work typology according to dimensions of digitalization and forms of human–computer interaction (HCI).
Design/methodology/approach
The authors conducted a qualitative-empirical study with 49 interviews in four German production and logistics organizations, emphasizing different job demands and job resources for five digital work types identified.
Findings
The results indicate that job demands and resources are to be differentiated in relation to specific work contexts. In this sense, this paper presents an analysis of dimensions of technology use and the impact of technology use on working conditions through empirically analyzing job demands and resources in digital work settings.
Originality/value
The contribution of this paper is to empirically analyze job demands and resources in digital work settings from the workers' perspectives and to develop a digital work typology based on the dimensions of digitalization and form of HCI. This typology can set the basis for further research insights as well as management practice measures in human resources management (HRM).
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Julia Moeller, Zorana Ivcevic, Arielle E. White, Jochen I. Menges and Marc A. Brackett
The purpose of this paper is to use the job demands-resources model to investigate intra-individual engagement-burnout profiles, and demands-resources profiles.
Abstract
Purpose
The purpose of this paper is to use the job demands-resources model to investigate intra-individual engagement-burnout profiles, and demands-resources profiles.
Design/methodology/approach
A representative sample of the US workforce was surveyed online. Latent profile analysis (LPA) and configural frequency analysis examined intra-individual profiles and their inter-relations.
Findings
A negative inter-individual correlation between engagement and burnout suggested that burnout tends to be lower when engagement is high, but intra-individual analyses identified both aligned engagement-burnout profiles (high, moderate, and low on both variables), and discrepant profiles (high engagement – low burnout; high burnout – low engagement). High engagement and burnout co-occurred in 18.8 percent of workers. These workers reported strong mixed (positive and negative) emotions and intended to leave their organization. Another LPA identified three demands-resources profiles: low demands – low resources, but moderate self-efficacy, low workload and bureaucracy demands but moderate information processing demands – high resources, and high demands – high resources. Workers with high engagement – high burnout profiles often reported high demands – high resources profiles. In contrast, workers with high engagement – low burnout profiles often reported profiles of high resources, moderate information processing demands, and low other demands.
Originality/value
This study examined the intersection of intra-individual engagement-burnout profiles and demands-resources profiles. Previous studies examined only one of these sides or relied on inter-individual analyses. Interestingly, many employees appear to be optimally engaged while they are burned-out and considering to leave their jobs. Demands and resources facets were distinguished in the LPA, revealing that some demands were associated with resources and engagement.
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