ISSN:0033-6807    

DOI:10.1111/j.1467-9310.1995.tb00904.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

ISSN:0033-6807    

DOI:10.1111/j.1467-9310.1995.tb00905.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

ISSN:0033-6807    

DOI:10.1111/j.1467-9310.1995.tb00906.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

AbstractPublicly funded research institutes in most countries have been pressed by economic and political pressures through the 1990s to become more financially independent, to be more accountable and to adopt more businesslike principles and practices. In this context the occupational roles and career options for scientists and research managers in these organisations have undergone considerable change. As the research cultures of these institutions take on a more commercial perspective, new and critical career path choices for both researchers and the organisations themselves have emerged. This article focuses on the changing occupational roles of research scientists and research managers in the Australian CSIRO (Commonwealth Scientific and Industrial Research Organisation), one of the world's largest multidisciplinary research organisations. Two critical occupational pathways are discussed: one between science and science management and another between science management and commercial management. Key points where the pathways diverge are identified and linked to broader issues of organisational culture and human resource management. The authors argue that research institutes such as the Australian CSIRO require a ‘multicultural’ management approach that horizontally integrates the industrial, scientific and commercial domains of the organisations’ research cul

ISSN:0033-6807    

DOI:10.1111/j.1467-9310.1995.tb00907.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

ISSN:0033-6807    

DOI:10.1111/j.1467-9310.1995.tb00908.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

AbstractDo the ‘grand’ strategic context characteristics of an acquisition (e.g., business relatedness of buyer and target) deter‐mine the integration success of R&D functions after a takeover? Are acquisition management interventions (i.e., the way in which the integration process is man‐aged) the key levers shaping integration success of R&D functions after a change in corporate ownership? Little non‐anecdotal empirical data are available to answer these questions. Therefore, they were addressed with a sample of 92 acquisitions between German firms in 1988. Overall, use of management interventions which were designed to promote learning opportunities and reduce uncertainty for acquired employees (e.g., small group meetings to exchange information) but also degree of centralization of strategic R&D decisions in the hands of the acquirer were significantly positively related to integration level of R&D functions of both firms after an acquisition. With the exception of relative size of acquiree, strategic acquisition context characteristics were not directly related to R&D integration success. These characteristics may not be as important in shaping R&D integration success as management practitioners and scholars hav

ISSN:0033-6807    

DOI:10.1111/j.1467-9310.1995.tb00909.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

AbstractThis study examined the relationship between R&D team climate and team performance in a developing context, Korea. Given the fragmented results of existing studies in advanced countries, which explored largely the effects of individual dimensions of team climate on team performance, this study focused on the interaction effects among multiple dimensions of team climate. The interaction effects can produce seemingly contradictory or paradoxical bivariate associations between each climate dimension and team performance.Both bivariate and multivariate analyses, using data from 80 R&D project teams in both government‐sponsored research institutes and private R&D centres in Korea, revealed the following results.1. Four dimensions of R&D team climate—autonomy, cohesiveness, change orientation, work pressure—were not positively associated with team performance. Rather, autonomy was found to have a significant negative relationship.2. Interaction effects of each team climate dimension were partially borne out. When the change orientation or work pressure of a team was high, autonomy had a positive impact on team performance. Otherwise, autonomous team climate deteriorated performance of the team. However, interaction effects between cohesiveness and change orientation or work pressure were not found significant.3. There appeared three clusters of R&D teams with similar climate characteristics. Teams with high autonomy but a low change orientation exhibited a lower level of performance than the other two clusters—one with low autonomy but high change orientation and work pressure, and the other with a medium level of autonomy and change orientation.The results implied that a holistic team climate, as well as an individual aspect of climate, had a significant impact on team performance. A configuration approach considering interaction effects among various climate aspects would be beneficial for the development of high performing R&

ISSN:0033-6807    

DOI:10.1111/j.1467-9310.1995.tb00910.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

AbstractThis paper examines how scientists and engineers working in industrial R&D cope with the pressures of business and technological change and develop their careers. The data is drawn from a survey of nearly 1000 R&D staff working in large industrial corporations in Britain and Japan. Cross national comparisons are used to explore similarities and differences in coping strategies and in the human resource management challenges for companies. Particular attention is given to the problems of potential mismatch between RBD staff career orientations and available career opportunities.

ISSN:0033-6807    

DOI:10.1111/j.1467-9310.1995.tb00911.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

AbstractThis paper evaluates the use of incentive systems in R&D to stimulate the motivation potential of R&D personnel. Special emphasis is given to the German Employee's Inventions Act, enacted in 1957 which is applicable to all enterprises under German law and provides guidelines for a mandatory compensation of employed inventors. The law's major content, its advantages and disadvantages are presented and discussed in detail. It is shown that the general consensus in industry is unfavourable to the German Act. A significant time lack between the invention and it's compensation, the lack of transparency of the compensation guidelines, the calculation of an adequate compensation level, and a high administrative effort of calculating the compensation are only some of the drawbacks of this law. The consequences of these problems are the encouragement of secrecy among R&D professionals and the negative impact on their individual motivation potential. We also report on an experiment that measures the individual preferences of R&D personnel for different incentive variables. The method of conjoint measurement is applied to this area, it's technique is described and assessed. It is found that different segments of respondents with different preferences exist. The empirical findings also indicate the need to increase the flexibility of existing incentive systems in German industry.

ISSN:0033-6807    

DOI:10.1111/j.1467-9310.1995.tb00912.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

AbstractWe provide a method for specifying the structure which integrates the human capabilities available to a firm and the needs of the market. The method uses ‘a layered configuration of actors and the objects they share, together with the associations between these actors and objects. This perspective allows the construction of models which detail the organizational interconnections which support the firm's long term program of human resource development and technological change. We define the method and illustrate its application to the construction of visual representations of structure using a case study. We then examine the applicability of the method to the setting of strategy and the improvement of the skill base of technology based firm

ISSN:0033-6807    

DOI:10.1111/j.1467-9310.1995.tb00913.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY