Previous studies investigating proximity and collaboration have not clarified personal elements, such as working or communication style. Here, we show that personal proximity—close similarity in terms of personal traits and behavioral patterns—substantially affects the whole life cycle of research collaborations. We conduct a multi-case study of Dutch nanotechnology researchers. We select our interviewees through a bibliometric analysis and focus on the most central Dutch nanotechnology researchers in the global network. Our results reveal that social proximity and temporary geographical proximity have indirect effects enabling potential partners to assess their personal proximity. Sufficient levels of personal proximity often make or break the deal, provided that partners’ cognitive and organizational proximity—which are major drivers of research collaborations—suffice. Introducing personal proximity to analyze research collaborations puts previous findings on proximity dimensions’ effect on collaboration in a new perspective.

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This study investigates the effects of the use of social media in inbound open innovation on capabilities for absorptive capacity of companies. Seven explorative case studies were conducted in an R&D and business context of two large global high-tech companies. The results suggest that if the necessary conditions are met, social media usage increases the transparent, moderational and multi-directional interactions that in turn influence four capabilities for absorptive capacity: connectedness, socialization tactics, cross-functionality and receptivity, a hitherto overlooked capability. Hence, we observe that social media are boundary-spanning tools that can be used to build and increase companies' absorptive capacity.

Smart cities use integrated information and communication technology in order to help their citizens and organizations deal with the challenges of urbanization, safety, and sustainability. Smart cities need complex forms of governance involving a great variety of actors. The aim of this study is to illustrate how elements of governance structures in smart city ecosystems evolve over time, and to understand in which way these elements enable or inhibit the success of such ecosystems in different phases of evolution. We draw on the ecosystem literature and the smart city literature to identify governance aspects relevant to projects with multiple stakeholders. We illustrate our framework with extensive empirical evidence from an in-depth single case study of a smart city initiative in The Netherlands. We find that the use of specific governance elements varies across the phases of evolution of the smart city ecosystem. In the initiation phase, governance structures aimed at strengthening the internal relations are key. In this phase, elements such as trust, commitment, and common goals are important as they help to create a common ground. In the growth phase, the ecosystem focuses on establishing external relations with other parties, such as competitors and suppliers. In this phase, governance elements such a co-creation strategy and a dedicated organization for promotion gain importance, as these elements facilitate communication with external parties.

We look into the question whether heterogeneity stemming from research orientation, gender, or disciplinary and cultural differences with their PhD supervisors helps or hampers academics' careers. Based on a sample of 248 academics at two leading European universities of technology, we combine multinomial logit models and sequential logit models to understand career advancement. Our results show that heterogeneity stemming from research orientation is helpful. Academics who bridge between the quest for fundamental understanding and socio-economic relevance attain career success. Yet heterogeneity stemming from gender hinders careers: female academics face problems securing tenured positions and full professorships. Mentor-mentee heterogeneity only helps in early career transitions, but hampers advancement later on. Our insights offer suggestions to policymakers, university managers, and academics, because they help to identify promising academics, the right support for sitting staff members, measures correcting for gender imbalances, and can inform strategic choices regarding research orientation and PhD supervisors.