دانلود رایگان مقاله لاتین زمینه فناوری و رقابت بازار از سایت الزویر
عنوان فارسی مقاله:
چرا محققان پاداش می گیرند؟ در زمینه فناوری و رقابت بازار
عنوان انگلیسی مقاله:
Why are researchers paid bonuses? On technology spillovers and market rivalry
سال انتشار : 2016
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بخشی از مقاله انگلیسی:
2. Previous literature
2.1. The mobility of workers, knowledge spillovers, and innovation A traditional rationale for public intervention in private R&D productions is the existence of positive externalities in the form of knowledge spillovers (Arrow, 1962). Positive externalities motivate the use of subsidies and tax incentives, in line with standard arguments supporting Pigouvian taxes and subsidies in presence of externalities and large coordination costs preventing to reach first-best equilibria by decentralized contracting alone. The exact nature of such transfers of knowledge between firms is however subject to debate as they could operate through distinct channels (Griliches, 1992). In the following sections our focus is on employed inventors and on the transmission of knowledge caused by their mobility. Several studies (see as examples: Saxenian, 1996; Almeida and Kogut, 1999; Scarpetta and Tressel, 2004; Miguélez and Moreno, 2013) have documented that a larger inter-firm mobility of technical workers is associated with more intense innovation at regional level. The channel identified by researchers through which mobility can enhance innovation is the transfer of knowledge caused by highly skilled workers moving between companies. This finding may explain why a region where mobility is particularly high (like Silicon Valley, where as shown in Fallick et al., 2006 the practice of “job-hopping” is common) features more intense production of innovations in comparison to lower-mobility regions. The evidence also suggests that the benefit of knowledge transfers through mobility may dissipate over time (Hoisl, 2006), and that firms may anticipate the possibility of a leaving inventor by reducing their R&D investments and by increasing their propensity to patent (Kim and Marschke, 2005). The benefits a firm obtains from knowledge contributed by newly hired workers also depend on the firm’s absorptive capacity which is determined by pastinvestments as well as by organizational characteristics (Cohen and Levinthal, 1990). The mobility of R&D workers is strictly related to the structure of their pay, because the labor market can internalize the possibility of knowledge transmission. The equilibrium pay offered to inventors can be reduced to anticipate for the possibility ofleaving, or variable pay can be employed to retain the worker after an innovation is produced (Pakes and Nitzan, 1983; Møen, 2005; Franco and Filson, 2006).
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کلمات کلیدی:
HBR's 10 Must Reads on Sales (with bonus interview of Andris ... https://books.google.com/books?isbn=1633693287 Harvard Business Review, Philip Kotler, Andris Zoltners - 2017 - Business & Economics Step 1: Set the pay level This is rinitial for attracting and retaining taliont. ... to be very secretive about their pay plans, researchers have begun persuading them ... [PDF]The Relative Effects of Merit Pay, Bonuses, and Long-Term Incentives ... digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1008&context=cri by S Park - 2009 - Cited by 3 - Related articles organization, this study demonstrates different effects for merit pay, bonuses, and ... In general, research has found that pay-for-performance plans do help ... Searches related to researchers paid bonuses incentive pay examples how do bonuses affect employees work performance the impact of rewards programs on employee engagement types of incentive pay incentive pay vs merit pay incentive pay pros and cons hbr employee engagement 2017 harvard business review compensation
