Bringing home the bacon: the relationship between firm characteristics and participation in EU Horizon 2020 projects

Abstract

Why some countries are more successful than others at securing European research and innovation grants is a question that has recently received significant attention in the research and policy communities. This article helps answer this question by investigating the role of firms in securing financial returns from EU Framework Programmes. More specifically, it explores how three firm characteristicssize, industrial sector, and countrycan lead to increased participation in and larger grants from EU projects. The analysis is carried out using logistic and linear regressions on a combined data set consisting of data on Framework Programmes participation and firm characteristics. The analysis presents results for firms from four Nordic countries -Denmark, Finland, Norway, and Swedenand their involvement in Horizon 2020.

Cleaner production practices at company level enhance the desire of employees to have a significant positive impact on society through work

“…Moreover, these findings are also coinciding with Farooq and Salam’s (2020, p. 7) EE proposition, confirming that EE leads to a higher DSIW (see H4 ). Because, engaged employees are more productive in “bringing home the bacon” ( Børing et al., 2019 , p. 5; Bryant, 2020 , p. 34; Gorman, 1999 , p. 110; Petersen and Maynard, 1981 , p. 87); for that reason, it is expected that with their optimum performance they can generate higher revenues for their organization ( Farooq and Salam, 2020 ; Roberts and David, 2017 ). Therefore, this study is upright to claim that organizations grow (i.e.…”

“… Duraisingam et al., 2020 ; He et al., 2014 ; Matthews, 2018 ) have reported the significance of EE for organizational performance. Moreover, in this regard Cavaness and Manoochehri (1993) have noted that EE can be enhanced by maximizing employee empowerment, expanding their authority and enhancing their task breadth with proper training and in-place accountability measures ( Børing et al., 2019 ; Petersen and Maynard, 1981 ; Roberts and David, 2017 ; Tiwari and Lenka, 2019 ). In a latest study Farooq and Salam (2020, p. 7) have assessed the role of EE as a mediator among CSR and DSIW.…”

“…(2017) have described that there is a phenomenal connection between organizational support, EE, adaptability, OI and organizational commitment ( Basu and Sen, 2021 ; Valle et al., 2020 ; Walker, 2020 ). It means that employees with high OI consider themselves as a part of their organization ( Akdoğan et al., 2016 ; Børing et al., 2019 ) and organizational success is considered as their own success ( Moriano et al., 2014 ; Rosengren and Bondesson, 2017 ; van Zoonen and Treem, 2019 ). Further, Carmeli et al.…”