Human resource policies and firm innovation: The moderating effects of economic and institutional context

Krammer, Sorin

doi:10.1016/j.technovation.2021.102366

Cited by 22 publications

(14 citation statements)

References 94 publications

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“…Moreover, there has been extensive research on mid-level influencing factors, such as the impact of financial analyst coverage ( Guo et al, 2019 ), market competition ( Yang M. J. et al, 2021 ), and other factors on firm innovation. At the micro level, researchers attempted to evaluate the impact of ownership structure ( Minetti et al, 2015 ), corporate policy ( Krammer, 2022 ), and CEO political preference ( Han, 2019 ) on corporate innovation.…”

Section: Literature Review and Hypothesis Developmentmentioning

confidence: 99%

CEO financial background, managerial ownership, and corporate innovation: Insights from imprinting theory

Gao

Tang²,

Zhang³

2023

Front. Psychol.

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The global ecological environment is facing increasingly severe challenges; therefore, it is crucial to implement sustainable development policies and promote corporate innovation. Based on imprinting theory, we examine the relationship between CEO financial background and corporate innovation within the Chinese context. The results confirm that CEOs with a financial background negatively impact corporate innovation, while managerial ownership mitigates this effect. Existing literature has considered the impact of CEO background on corporate innovation; however, it mainly takes up corporate innovation from the perspective of upper-echelon theory. In addition, the mechanism of CEO financial background on corporate innovation is ambiguous in the Chinese cultural context. This study enriches the literature on the relationship between the characteristics of CEO background and corporate behavior, thereby offering guidance for corporate innovation practices.

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Section: Literature Review and Hypothesis Developmentmentioning

confidence: 99%

CEO financial background, managerial ownership, and corporate innovation: Insights from imprinting theory

Gao

Tang²,

Zhang³

2023

Front. Psychol.

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“…A concept that is closely related to job flexibility is job autonomy. In this regard, Laursen et al [41] and, more recently, Krammer [42] showed that employees' greater job autonomy contributes to the innovative performance of a firm (also see the literature review by Seeck and Diehl [43] on this relationship). Along similar lines, Arvanitis [25] found that greater decision-making power and span of control have positive impacts on both product and process innovation.…”

Section: Literature Reviewmentioning

confidence: 99%

Innovativeness, Work Flexibility, and Place Characteristics: A Spatial Econometric and Machine Learning Approach

et al. 2021

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This paper seeks to study work-related and geographical conditions under which innovativeness is stimulated through the analysis of individual and regional data dating from just prior to the smartphone age. As a result, by using the ISSP 2005 Work Orientations Survey, we are able to examine the role of work flexibility, among other work-related conditions, in a relatively more traditional context that mostly excludes modern, smartphone-driven, remote-working practices. Our study confirms that individual freedom in the work place, flexible work hours, job security, living in suburban areas, low stress, private business activity, and the ability to take free time off work are important drivers of innovation. In particular, through a spatial econometric model, we identified an optimum level for weekly work time of about 36 h, which is supported by our findings from tree-based ensemble models. The originality of the present study is particularly due to its examination of innovative output rather than general productivity through the integration of person-level data on individual work conditions, in addition to its novel methodological approach which combines machine learning and spatial econometric findings.

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“…Whereas family firms with high attachment to tradition attribute great importance to the family's history and past (Kammerlander, Dessì, Bird, Floris, & Murru, 2015), family firms with low attachment to tradition are oriented to the future and consider their past something from which they need to evolve (Rondi et al, 2019). Although tradition and innovation have typically been portrayed as two antithetical concepts (Ingram et al, 2016), more recently, studies have questioned this view by identifying innovative family firms that are strongly attached to tradition (e.g., Rondi et al, 2019;2021;Suddaby & Jaskiewicz, 2020). While this research makes an important contribution to the study of family firm innovation, future work is needed to determine why family firms that vary in their attachment to tradition can achieve similar innovation outcomes (Erdogan et al, 2020;Rondi et al, 2019;2021).…”

Section: Innovation In Family Firmsmentioning

confidence: 99%

Employee Incentives and Family Firm Innovation: A Configurational Approach

Villani

Linder

Massis

et al. 2023

Journal of Management

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According to family business theory and practice, family firms often face a paradoxical tension between their anchorage to the past and the need to renew and innovate to remain competitive, which often hampers innovation. Given that innovation is inherently a social process that depends on the knowledge and creativity of an organization’s people, employee incentives may be key to managing the tradition–innovation paradox and unlocking a family firm's innovation potential. However, current research has not addressed how family firms can effectively configure incentives to promote innovation. Drawing on a configurational approach and the unique properties of the qualitative comparative analysis method, our study reveals that the set of incentives that family firms use to motivate their employees toward innovation differs in relation to whether they are more or less attached to tradition. As such, in line with the principle of equifinality, family firms with high attachment to tradition can be as innovative as those with low attachment to tradition by implementing the right configuration of incentives. Thus, we offer a human resource management perspective on innovation that advances knowledge on how family firms can unlock their innovation potential.

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Human resource policies and firm innovation: The moderating effects of economic and institutional context

Cited by 22 publications

References 94 publications

CEO financial background, managerial ownership, and corporate innovation: Insights from imprinting theory

CEO financial background, managerial ownership, and corporate innovation: Insights from imprinting theory

Innovativeness, Work Flexibility, and Place Characteristics: A Spatial Econometric and Machine Learning Approach

Employee Incentives and Family Firm Innovation: A Configurational Approach

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