Movement of Star Scientists and Engineers and High-Tech Firm Entry

Zucker,; Darby,

doi:10.15609/annaeconstat2009.115-116.125

Cited by 14 publications

(8 citation statements)

References 16 publications

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“…This echoes with recent findings in network research that claim that an actor's network position is likely to be endogenous, and driven by performance (Lee, ). For example, networks seem to be formed around high‐performing scientists (Zucker and Darby, ) and are affected by aspects of personality such as self‐monitoring (Oh and Kilduff, ). We test whether this one‐to‐many relational capability, consisting of networking skills, networking openness, and network awareness, indeed affects collaboration preferences.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

What do i want? The effects of individual aspiration and relational capability on collaboration preferences

Schillebeeckx

Chaturvedi

George

et al. 2015

Strategic Management Journal

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Research SummaryWe examine individuals' collaboration preferences in the Knowledge Transfer Network (KTN) for the UK plastics electronics sector. Using conjoint analysis, we investigate how aspiration gaps and relational capability affect the value placed on potential organizational collaborations. Aspiration gaps reflect individuals' perception of whether they are ahead or behind peers on their career trajectory, and relational capability captures three distinct dimensions: networking skills, openness to collaborate, and network awareness. Our findings suggest that positive and negative aspiration gaps augment preferences to form organizational partnerships. These effects are positively moderated by networking skills and openness and negatively moderated by network awareness. We discuss the implications of these findings for theories of partnership formation, scientific collaboration, and behavioral strategy. Managerial SummaryUniversity-Industry collaboration is important to the creation and application of new knowledge. Such collaboration requires individuals of different backgrounds to work together, which can be difficult. We investigate what drives individuals' preferences to collaborate. We find that individuals who consider themselves ahead or behind their peers are more favorable toward collaboration. We also find that networking skill and openness augment this positive collaboration disposition whereas awareness of the network members makes one more selective and reduces the proclivity to collaborate.

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Section: Theory and Hypothesesmentioning

confidence: 99%

What do i want? The effects of individual aspiration and relational capability on collaboration preferences

Schillebeeckx

Chaturvedi

George

et al. 2015

Strategic Management Journal

View full text Add to dashboard Cite

show abstract

“…A major reason that individuals came to the United States for educational training is the prestige of its programs and career prospects (Stephan, Franzoni, & Scellato, 2016). However, foreign-born American scientists are likely to return home when their country develops a strong infrastructure to support research in their disciplines (Zucker & Darby, 2014).…”

Section: Patterns and Characteristics Of Mobilitymentioning

confidence: 99%

“…Mobility occurs more among potential elite scientists than among established elite researchers (Laudel, 2005). Elite scientists also tend to move from places with few peers in their discipline to places with many, which leads to a concentration of star scientists over time (Zucker & Darby, 2014). Mobility between universities with different levels of prestige has also been investigated (Allison & Long, 1987;Debackere & Rappa, 1995).…”

Section: Patterns and Characteristics Of Mobilitymentioning

confidence: 99%

Analyzing academic mobility of U.S. professors based on ORCID data and the Carnegie Classification

Yan

Zhu

2020

Quantitative Science Studies

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This paper uses two open science data sources—ORCID and Carnegie Classification of Institutions of Higher Education (CCIHE)—to identify tenure-track and tenured professors in the U.S. who have changed academic affiliations. Through a series of data cleaning and processing, 5,938 professors met the selection criteria of professorship and mobility. Using ORCID professor profiles and the Carnegie Classification, this paper reveals patterns of academic mobility in the U.S. from the aspects of institution types, locations, regions, funding mechanisms of institutions, and professors’ genders. This paper finds that professors tended to move to institutions with higher research intensity such as those with a R1 or R2 designation in the Carnegie Classification. They also tend to move from rural institutions to urban institutions. Additionally, this paper finds that female professors are more likely to move within the same geographic region than male professors and that when they move from a less research-intensive institution to a more research-intensive one, female professors are less likely to retain their rank or attain promotion.

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“…This study also complements previous findings regarding prominent scientists’ important role in promoting firm innovation in a developed economy (Zucker et al ., 2002; Zucker and Darby, 2014; Maietta, 2015). While star scientists can be affiliated with the private sector and universities in a developed economy (Moretti and Wilson, 2015), most academicians in China work only in public universities and government‐sponsored research institutions.…”

Section: Introductionmentioning

confidence: 99%

Does science–industry cooperation policy enhance corporate innovation: Evidence from Chinese listed firms

Cao

et al. 2020

Accounting & Finance

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We examine science–industry collaborations by identifying how academician workstations – joint platforms by listed firms and academicians under provincial governments – influence corporate innovation. We discover that academician workstations (i) significantly increase firms’ innovation input, quality and efficiency, even after controlling for endogeneity issues; (ii) primarily promote corporate innovation by attracting more talented human capital rather than through funding support; and (iii) are even more significant among state‐owned companies and large companies. These results indicate that government policies on bridging the gap between star scientists and firms could be an important non‐financial incentive to partially explain China’s rapidly growing capacity for innovation.

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Movement of Star Scientists and Engineers and High-Tech Firm Entry

Abstract: The paper was improved by insightful comments from several discussants and anonymous referees. Certain data included herein are derived

Cited by 14 publications

References 16 publications

What do i want? The effects of individual aspiration and relational capability on collaboration preferences

What do i want? The effects of individual aspiration and relational capability on collaboration preferences

Analyzing academic mobility of U.S. professors based on ORCID data and the Carnegie Classification

Does science–industry cooperation policy enhance corporate innovation: Evidence from Chinese listed firms

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