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This article aims to investigate how R&D employees use their social networks to acquire user information and how this information is used in the development of new products.

A single case study was conducted within a business unit at a multinational medical technology company. Data were collected through a mixed method.

The results show that many R&D employees lack social networks through which they can acquire information about the users’ needs. However, some R&D employees establish cost-efficient relationships to people with a direct experience of using the company’s products. These relationships are established over time and are often used in a rather informal way to acquire user information. Moreover, the results show how R&D employees are purposefully complementing these relationships with more occasional interactions with people who hold direct and indirect use experiences.

As with most single-case studies, it will be important to replicate this investigation in other contexts to clarify the generalizability of the findings.

The article shows how important it is that management provides R&D employees with opportunities to establish, nurture and utilize relationships conducive to information about the users’ needs. The article provides some advice on how this can be accomplished.

This is one of the first articles that clearly explain how R&D employees use their social networks to acquire user information for the development of new products.

As majority of studies of employee ownership (EO) take place in developed markets and primarily focus on the impact on firm performance, scholars have recently called for other markets, especially large developing markets to be considered, as well as alternative outcome measures.

Through the examination of the implementation of EO by Chinese listed firms during the period of 2011–2019 with total 3,473 firms and 21,204 observations, the authors provide empirical evidence on the positive effect of EO on firm R&D investment within the rapidly growing Chinese market.

The authors find that the adoption of EO promotes higher level of firm R&D investment. This positive relationship is more evident among small firms, non-state-owned firms and local state-owned-firms, compared with their counterparts. As for the plausible channels, the authors find that adopting EO provides a favorable institutional environment, which attracts more technical staff, improves workplace quality, and encourages job stability and greater employee effort, leading to greater R&D investment.

Though the connection between R&D investment/innovation and firm survival performance has been known for decades, the innovation side of outcomes has been ignored by EO research. Therefore, the authors explore the relationship between EO implementation and firm R&D investment within the rapidly growing Chinese market.

This study aims to examine whether the pay gap between the chief executive officer (CEO) and non-executive employees affects the firm’s research and development (R&D) efficiency.

The dependent variable is the firm’s R&D efficiency, defined as a percentage increase in revenue from a 1-per cent increase in R&D spending. The main independent variable is the CEO-employee pay gap, defined as the ratio of annual total compensation for the CEO to the average of non-executive employees of the firm. The authors estimate fixed-effects models to examine the association between R&D efficiency and the pay gap between CEO and non-executive employees.

Results indicate a negative and significant association between R&D efficiency and CEO-employee pay gap, which suggests that a wider pay gap reduces employee motivation and effort, consistent with pay equity theory. We also find that the CEO-employee pay gap negatively moderates the relationship between employee pay growth and R&D efficiency

Recently enacted pay gap disclosure requirements mandated by the Dodd-Frank Act will make the disparity between CEO and non-executive compensation more salient. This study provides evidence of a firm outcome associated with that disparity.

This study is among the first to investigate the impact of the pay gap on R&D efficiency, a firm outcome not previously explored in the literature. This study also investigates CEO-employee pay gap’s role as a factor that moderates the effects of employee pay growth and institutional ownership on R&D efficiency

This study aims to explore the effect of digitalization on the promotion of enterprise R&D cooperation, and it analyzes the microimpact mechanism and boundary conditions of enterprise digitalization on enterprise R&D cooperation.

Based on survey data sourced from the World Bank Enterprise Surveys of the business environment of Chinese enterprises in 2012, this study applies multiple regression methods to test theoretical hypotheses.

Enterprise digitalization positively affects the breadth and intensity of enterprise R&D cooperation. Employees’ digital literacy plays an intermediary role between enterprise digitalization and enterprise R&D cooperation. The subordinate attributes of enterprises weaken the positive relationship between enterprise digitalization and the breadth and intensity of enterprise R&D cooperation. The shareholding of state-owned enterprises reinforces the positive relationship between digitalization and the intensity of enterprise R&D cooperation. However, such shareholding shows no significant regulatory effect on digitalization and the breadth of enterprise R&D cooperation.

Focusing on the digital transformation of the enterprise, this study discusses its impact mechanism on enterprise R&D cooperation, including the impact on the intensity and breadth of R&D cooperation. The study further examines the regulatory effect of organizational inertia on enterprise digital and R&D cooperation from two aspects: resource rigidity and routine rigidity. It emphasizes the significance of the digital literacy of employees in enterprise digitalization and discusses the micromechanism of enterprise digitalization and enterprise R&D cooperation.

Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to improve measurement in the study of work organizations and to facilitate the teaching of introductory courses in this subject. Focuses solely on work organizations, that is, social systems in which members work for money. Defines measurement and distinguishes four levels: nominal, ordinal, interval and ratio. Selects specific measures on the basis of quality, diversity, simplicity and availability and evaluates each measure for its validity and reliability. Employs a set of 38 concepts ‐ ranging from “absenteeism” to “turnover” as the handbook’s frame of reference. Concludes by reviewing organizational measurement over the past 30 years and recommending future measurement reseach.

The acquisition of knowledge through mergers and acquisition (M&A) may not create value—usually because the knowledge may not be transferred, or transferred but not integrated. The purpose of this paper to develop and test a theoretical model of knowledge and performance in the M&A process.

Theory, model and case analysis.

The literature review led us to distinguish between three main categories of knowledge along the different stages of the M&A process: acquired knowledge in the pre-merger stage; and transferred knowledge and integrated knowledge in the post-merger stage. The application of the model is illustrated in a case study of technology M&A, which includes data collected from annual reports before and after the merger.

The model recommends acknowledging the differences between the acquired knowledge, transferred knowledge and integrated knowledge when examining the relationship between knowledge and performance in M&As. In addition, the model suggests considering several factors that influence future knowledge integration in the pre-merger stage. Ignoring the three categories and the factors may be the reason for the reports of previous studied stating that the acquisition of knowledge-based resources is associated with negative announcement returns to the acquiring firm.

The paper presents new procedures to measure knowledge, collecting data on R&D employees by using annual reports. In addition, the paper suggests adding “in-process R&D” as an “Acquired Knowledge” measure.

The purpose of this research is to find out the influence of the roles of Research and Development (R&D) laboratories of Multinational Corporations (MNCs); and of employee‐related characteristics on future career preferences of knowledge professionals in these laboratories. Career preferences include managerial, technical, project‐based and entrepreneurial paths.

This study draws on a large scale study of 921 professionals employed in 70 R&D units of MNC subsidiaries operating in Greece. Four ordered probit regression models were run with employee career preferences forming the dependent variables.

Two R&D laboratory roles (Support Laboratory and Locally Independent Laboratory); and age and education of the employee stand out as predictors of career preferences of examined professionals.

Notwithstanding that this is a study that took place in a country with an advancing economy, it is seemingly the first that incorporates the roles of R&D laboratories as potential predictors of career paths. Moreover, the idiosyncrasies of the Greek national context are provided as possible explanations that justify why some hypotheses based on prior literature were not supported.

MNC knowledge professionals employed in R&D units are a special group of employees whose career paths may be different from those of other groups. Thus, MNC management should tailor‐make career preferences for them.

This research is one of the few empirical studies providing evidence on career paths of employees in MNC R&D units; and suggests possible predictors that have not been put forward hitherto.

The apparent differences between the leadership requirements of traditional and empowered environments suggest that traditional measures of leadership may not be applicable to empowered work environments. Through an exhaustive literature review and a series of in‐depth interviews with scientists in five national R&D labs in India, the purpose of this study is to develop a set of leader behaviors having high potential to impact creativity of R&D professionals.

A total of 52 interviews were conducted with scientists of five Indian R&D labs located in five different cities of India. The interview transcripts were content coded and a list of behavior items were generated. The list of items was given to five doctoral students to sort them into different behavior categories. Each behavior incident was coded using a modified version of the leader behavior taxonomy presented in the Managerial Practices Survey (MPS) (Yukl, Wall and Lepsinger).

Based on the consistency score, a final list of 52 behavior items representing five behavior metacategories was generated that has high potential of promoting employee creativity. A set of contextual variables was identified that can moderate the impact of leadership on employee creativity.

A large‐scale follow‐up survey would be useful to find outz which of the identified leader behaviors do indeed have the proposed connection with employees' creativity.

The identified behaviors can be of immense help to practitioners who often wrestle with the task of identifying appropriate behaviors that can ensure leader effectiveness.

This is the first study of its type and identifies a set of leader behaviors that can enhance creativity of R&D professionals.

This paper investigates the impact of absorptive capacity (ACAP) on creativity and the effect of creativity on job performance. Further, the study investigates the moderating role of social media usage on the ACAP–creativity link and the creativity–job performance link. Accordingly, drawing on the ACAP perspective and social exchange theory (SET), the study develops a conceptual model and tests the proposed relationships.

The paper empirically tests the developed model using 512 survey responses from research and development (R&D) employees. Data were factor analyzed, and path estimates were determined using structural equation modeling to test the hypotheses.

The results reveal that (1) individual ACAP is positively related to creativity; (2) creativity is positively associated with job performance and (3) social media usage positively moderates the relationship between individual ACAP and creativity.

This paper contributes to the ACAP and creativity literature by establishing a comprehensive and empirically grounded framework that enlightens the relationships between ACAP, creativity, job performance and the moderating role of social media usage.

The study analyzes the relationship between human resources (HR) flexibility and absorptive capacity (AC) of knowledge in a sample of Spanish manufacturing firms. The purpose of the research is to analyze if firms with greater AC are more flexible than other firms and to assess the implications of different combinations of HR flexibility and AC for innovation.

The study sample consisted of 1,666 Spanish industrial firms in 2015 compiled from a large set of statements from the Survey of Business Strategies (SBS) questionnaire. The methodology includes a cluster analysis and a case study of selected firms. First, a k-means clustering analysis was carried out to explore how homogeneous are the SBS firms according to several HR flexibility and AC measures. The authors complement the clustering itself with some descriptive statistics for each cluster. Second, the statistical analysis is followed by a selection of case studies from industrial firms in different positions regarding innovation, AC, and HR flexibility. The information for the cases studies comes from secondary sources such as corporate governance reports and statements of managers and employees from company websites and public reports.

The empirical evidence indicates that some combinations of HR flexibility and AC are positively related to innovation outputs whereas others are not. Firms with greater AC, R&D effort and innovation outputs have less “bad” HR flexibility (external numerical flexibility from temporary employees and temporary help agencies) and more “good” HR flexibility (internal and external functional flexibility). On the contrary, firms with minimum or non-existent innovation and AC efforts have the highest levels of temporary employment and do not hire external R&D experts.

The limitations of the cross-sectional nature of the study make the authors cautious about any proposition that may suggest a causal relationship among the studied variables.

Managers should pay attention to the different implications of each HR flexibility dimension for innovation activities since innovative companies value more those HR flexibility dimensions that contribute to the dispersion of knowledge within the firm.

The authors propose a framework to analyze the combination of HR flexibility and AC most suitable to different types of firms. Based on the statistical analyses and the case studies, the authors propose some strategic implications useful for the management of human resources. The matrix's framework analyzes the firm's innovation strategies according to the interactions between AC and the mix of HR flexibility dimensions.