Individual Inventors in the R&amp;D Factory

Andersson, Hans; Berggren, Christian

doi:10.1111/j.1467-8691.2007.00456.x

Cited by 9 publications

(3 citation statements)

References 52 publications

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“…Due to several constraints in research, this is barely possible. Therefore, in most studies the number of patent applications and granted patents has been used as measures of the creative output (e.g., Andersson & Berggren, 2007;Audia & Goncalo, 2007;Huber, 1998).…”

Section: Research On Inventorsmentioning

confidence: 99%

Cognitive determinants of the success of inventors: Complex problem solving and deliberate use of divergent and convergent thinking

Wolf

Mieg

2010

European Journal of Cognitive Psychology

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With reference to Henderson's (2004) assumption that inventors are ''expert problem solvers'', we studied the ability of inventors to solve complex problems (CPS) using a sample of 46 German inventors. The participants had to use FSYS 2.0, a computer-simulated microworld. Additionally, we assessed metacognition, in particular the participants' ability to make deliberate use of divergent and convergent thinking. This ability was expected to be an important skill involved in solving complex problems (Dö rner, Kreuzig, Reither, & Stäudel, 1983). We assumed a positive correlation between the individual success of inventors (number of granted and marketed patents) and CPS abilities. Controllability of divergent and convergent thinking turned out to be a predictor of the success of inventors and allowed us to identify the top 10% performers. Oddly however, the best problem solvers were inventors with exactly one granted patent. Data from a posteriori conducted interviews help explaining the results.

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Section: Research On Inventorsmentioning

confidence: 99%

Cognitive determinants of the success of inventors: Complex problem solving and deliberate use of divergent and convergent thinking

Wolf

Mieg

2010

European Journal of Cognitive Psychology

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“…We note that many studies have only analyzed the role of social capital from a limited perspective, for example, social capital can promote individual job hunting (Granovetter, 1973) and enhance individual potential and development speed (Podolny and Baron, 1997). Although Andersson and Berggren (2007) emphasize the importance of social capital to the creativity of key inventors, queries on vital social capital and their mechanisms reside unanswered, and limited concentration have been paid to the examination of factors that influence the creativity of key inventors. Moreover, lots of scholars have studied the connotation (Hohberger, 2016;Kehoe et al, 2018), classification (Zacchia, 2018;Zhu et al, 2019) and measurement (Zacchia, 2018) of key inventors from the perspective of performance output and relationship impact.…”

Section: Introductionmentioning

confidence: 99%

Collaborative networks, organizational culture, and the creativity of key inventors

Sun

Lei

Wang

et al. 2022

EJIM

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PurposeThe purpose of this paper is to study the influence mechanism of different levels of social capital (Structure holes–local network attributes and indirect ties–global network attributes) and organizational culture on the creativity of key inventors, and the role of organizational culture between social capital and creativity.Design/methodology/approachThe paper tested the hypotheses with a sample of patent data accumulated from 46 firms in Chinese electronic information and automobile sectors. Negative binomial regression was used to explore the factors influencing the creativity of key inventors.FindingsThe paper discovers that structural holes are valuable social capital for the creativity of key inventors and very important in firms with a collective and conservative culture. Moreover, it also locates that key inventor are more creative in firms with an individualistic and competitive culture than those in firms with a collective and conservative culture.Originality/valueThis study emphasizes the influence of social capital on creativity and contributes to R&D management. It highlights structural holes are certainly important to key inventors in a collective and conservative culture, thus contradicting preceding studies that locate structural holes useful solely in an individualistic culture. This finding broadens our knowledge of the benefits of this network structure. Also, this debate challenges several basic views on structural holes currently.

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“…Therefore, the rewarding of EI may be conceptually connected with an increasing contributive role of technical innovations, other intangibles and innovative employees to the competitive strength and profitability of organisations (Brem et al, 2016;Campbell et al, 2012;Chatzoglou and Chatzoudes, 2018;Lev, 2001;Rivette and Kline, 2000;Roberts, 1999;Sullivan, 2000). In this context, some authors address a particularly important role of key inventors in producing most critical technical innovations (Ernst et al, 2000;Narin and Breitzman, 1995), even in lean research and development (R&D) organisations (Andersson and Berggren, 2007).…”

Section: Literature Review 21 Employee Inventionsintroductionmentioning

confidence: 99%

Rewarding employee inventions in corporations

Svacina

2020

EJIM

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PurposeReasonable remuneration of employee inventions is a controversial issue causing court litigations among employees and employers in many countries. The paper aims to shed light on the missing economic interpretation of the reasonable remuneration of employee inventions. Specifically, it focuses on the concept of “reasonability” at the issue.Design/methodology/approachIn an empirical qualitative multiple case-study setting, the paper explores inductively Czech corporate employee inventors' remuneration systems, using typological analysis and M. Weber's interpretative theoretical construct of “ideal type.”FindingsAt the first level, reasonability is a function of multi-amount rewarding, a certain level of total remuneration and identifiable benefits being a decisive factor. Additionally, the reasonability is conceptualised as a function of two dimensions – timing/risk and benefit–reward relation. At the second level, the reasonability is interpreted as a concept balancing seven points of view: timing, materiality, equity, risk management, transparency, system costs and exactness. At the third level, the paper offers an optimal remuneration system like the one that optimises developed seven-criterion framework.Research limitations/implicationsEven if analysed within one-country and nine-company context, the insights are generalisable across a broader sample of countries with statutory rules for employee inventions. Studying more cases may enrich the findings. The findings are based merely on a rational perspective and do not deal with psychological aspects of employees.Practical implicationsThe results may be helpful for intellectual property or R&D managers in building or reorganising employee invention remuneration systems within corporations. The developed seven-criteria model can serve as a discussion framework; the suggested optimal system as a reference point. The results may serve as well to consultants, judges or other parties involved in currently growing employee–employer controversies and litigations. The analysis may fuel public policy decisions, too.Originality/valueThe paper brings unique and detailed empirical insights into the issue of employee inventions. It offers a complex multi-perspective (employee/employer) framework through which the reasonability can be discussed and suggests an optimal system, which can serve as a reference point.

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Individual Inventors in the R&D Factory

Cited by 9 publications

References 52 publications

Cognitive determinants of the success of inventors: Complex problem solving and deliberate use of divergent and convergent thinking

Cognitive determinants of the success of inventors: Complex problem solving and deliberate use of divergent and convergent thinking

Collaborative networks, organizational culture, and the creativity of key inventors

Rewarding employee inventions in corporations

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