Suchergebnisse

ABSTRACTWe examine how firms' productivity level, measured by the total factor productivity (TFP), is affected by their use of academic workers. A panel dataset of Norwegian manufacturing firms is used. Firms' production level is shown to be negatively affected by their share of academic workers, but we find no clear relationship between this share and the TFP. If we account for the fact that there is an interaction between the share of academic workers and the capital stock, we find that this share has a non‐significant effect on the production level.

We examine the relationship between employees' age and their individual productivity potential (IPP). IPP is measured by individual characteristics which are related to skills utilisation at work. Using PIAAC data for 27 European and non-European countries, we find that the oldest employees have a lower IPP score than the middle-aged employees in 17 of the 27 countries. It seems to be most demanding for the oldest workers to keep up with the IPP of younger workers in countries with high average skill loss for the oldest age group or high average skills level for all age groups (or both). The significant positive effects of formal education and the absence of significant effects of skills on the IPP score in many of the countries (the individual level), are easier to adapt to the human capital perspective on the importance of formal education than to the perspective of the signalling theory.

Previous studies have pointed at participation in the European Framework Programs for Research and Innovation as elite driven, foremost by large and prestigious universities. By analyzing all proposals (including rejected proposals) rather than funded projects only, we have investigated whether such findings also hold for success in proposal decisions. We study which university characteristics are associated with successful proposal outcomes. Our study finds that university size is indeed an important driver for success, but independent of size; it is essential with a relative high volume of proposals. Those Higher Education Institutions who submit relatively many proposals compared to their size performs better, especially in the European Research Council. What are important success criterions vary across thematic areas and to some extent over time, reflecting changing goals of the EU programs. Success is based on complex mechanisms, where many universities—irrespective of size—for different reasons perform well in the framework programs.

Why some countries are more successful than others at securing European research and innovation grants is a question that has recently received significant attention in the research and policy communities. This article helps answer this question by investigating the role of firms in securing financial returns from EU Framework Programmes. More specifically, it explores how three firm characteristics – size, industrial sector, and country – can lead to increased participation in and larger grants from EU projects. The analysis is carried out using logistic and linear regressions on a combined data set consisting of data on Framework Programmes participation and firm characteristics. The analysis presents results for firms from four Nordic countries – Denmark, Finland, Norway, and Sweden – and their involvement in Horizon 2020. ; publishedVersion

International mobility of researchers is increasingly constructed both as a science policy problem to be solved and as a goal to be pursued. Yet evidence on the experience of mobility and the factors associated with propensity to mobility remains patchy. We analyse comprehensive survey data on the mobility experience of university and non-university research institute researchers in the EU. Our results both confirm and challenge assertions about mobility made in the literature and in policy debates. We find that 57% of university respondents and 65% of institute respondents have experienced international mobility at least once in their research careers. We find that research visits are the most commonly experienced form of international mobility but that job migration (cross-country changes of employer) is also surprisingly common. International student mobility, and also industrial placement experience, seems to be a good predictor of subsequent mobility during the research career.